It’s a complex question, but I want to try to simplify it as much as possible.
And also I’m going to make an assumption.
The assumption is that you have a level, a baseline level of trust in relationship with this team member or employee.
What I would suggest is a method that I’ve come up with that I found very successful in my work and that is the 3L North Star method.
As you know, throughout human history, the North Star has been used for us to navigate.
And so what you want to do is to be able to navigate the future of your team member or employee in a way that allows you to understand it, and also too, the world today – lives today – are a little more complex than just a simple North Star.
And that’s why I came up with a 3L North Star.
I’ll tell you what, the three L’s are:
1. Livelihood – How do you make money?
2. Lifestyle – How do you want to live?
3. Legacy – How do you help people?
You don’t have to save the world. That’d be great but at the same time, it’s more about helping people.
Livelihood. Lifestyle. Legacy.
And your job as a leader and executive is to ask your employee or team member what it is that they see in those three L’s twelve months from now.
And you really want to take that to heart and align your business and the roles and all the things that you need from this employee.
And you want to give them lines with that, and that is really the key because when you are sincerely interested in caring about their futures, they will be about yours and the company’s as well.
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