Yesterday at a meeting with a client, there was a great phrase:

Vlad, even though I'm in cosmetology, many of my top managers seem to be builders. Why? Because they act like they're building something, but it's all nonsense! 🏗💆‍♀️


Joking aside, the situation is an absolute classic. And it doesn't matter if you're in cosmetology, a metal structure factory, or an IT integrator.

As soon as a business starts making decent money and puts on a little fat, they inevitably appear - Star top managers.
People who forget they were hired to manage processes and generate profit, and start playing top managers from American TV series.

How to recognize such a "deserved builder" in your team?

🔴Lots of jargon, few numbers. In meetings, they use words like synergy, market turbulence, and areas of responsibility, but can't state their ROMI or lead-to-deal conversion rate.
🔴Everyone is to blame except them. Any mistake is masterfully explained by shortcomings of other departments, poor leads from marketing, or the special nature of the niche.
🔴They are untouchable. If you try to look into their numbers or ask an uncomfortable question, they get terribly offended, roll their eyes, and talk about how you don't trust them and it's micromanagement.

Why do they appear at all?
Not because people are bad. But because your system allows them to behave this way.

When a business lacks transparent metrics, a clear VCP (valuable final product) for each position, and plans exist in the format of "we need to do more" - that's when imitation of vigorous activity begins.

How to bring the team back to reality?

1. Clear indicators. A top manager must be responsible for a specific KPI/number in the business. Preferably, this indicator should be visible to everyone. Numbers can't act offended. They either exist or they don't.
2. Duplicate top managers. The main reason owners tolerate such stars is fear. What if he leaves and everything collapses?

There's only one way out: regulate their work and always have a replacement for such an employee.

And how to build a clear system of control, motivation, indicators, how to understand who is responsible for what in the company, and how much and for what to pay them as a result SPECIFICALLY IN YOUR BUSINESS, not in theory, but on your specific numbers and tasks, you can always do a personal review with me =)

To do this, write "review" here, I'll ask a few questions to prepare for the call, and we'll discuss all the details there🫡