How To Overcome Your Company’s Weaknesses And Make Them Your Strengths

Kudos to you for recognizing that your company does have weaknesses.

I think it’s great that you like and support the company you work for, but have you ever really pulled back and looked at processes from a higher level?… as in their total flow of business?

No? If not, you are probably very task-oriented and don’t really seek more responsibility. That’s cool.

If yes, then it’s time to determine what part you can play in overcoming these weaknesses and becoming more valuable to helping your company… and yourself.

Your Company’s Weaknesses, You, and Your Resume 

Sure, you’re just one person and it’s a big company. Often, you won’t have the opportunity or authority to change things. But, if you did, would you care? And would it be worth it to you?

Well, let’s take a look at your resume’, shall we? If your resume is a copy and paste of your job description, you have really failed to set yourself apart from the pack. As a recruiter, no one really cares about your day-to-day tasks. You’d be surprised how many “Office Manager-types” have previous positions with descriptions containing “answered phones” and “filed documents”… REALLY?

We’re focused on what you personally contributed and how you impacted the company as a whole.

Did you save the company money? How? Did you improve/streamline a process? How? What was the result? Did you hire and train key personnel? Were you involved in sales and marketing? How much did you bring in?

If you’re waiting to be told what to do or do just enough to keep your paycheck, you will never get to the point of taking your career to the next level.

Your Job’s Weaknesses and Your Reaction

I admit, I do get upset when company policies, bureaucracy, laziness, and efficiency gets in the way of my productivity or commitment to the client. If often seems counterproductive.

But, how should I handle it? By complaining?

We all know that senior person who is critical of the company and others… throws their weight around and is very overbearing. Actually, I would be describing myself.

As time passed, I threw around the blame less and decided to take things into my own hands.

Business / Franchise Owner — Taking Control

Why complain about others when you can take charge and do it yourself? That is what I did. You take all the best of what worked and use what did not as a foundation for what you will change within your own framework.

It’s common to see managers working hard all throughout the week and have nothing accomplished. Personally, I’d rather do a great job at key elements of my job than to try and do it all poorly.

I work with someone like this. And I’m not sure why he goes through all the motions? Because he has to? To me it’s a complete waste of his time and demonstrates a poor lack of time management and diluted, subjective expectations.

Many people do not enter my industry with backgrounds in business, management, or human resources. Their focus is on sales. And that’s fine. But, when put in a position to manage a large sales team, or heaven forbid, to run their own franchise, they have to work 10x as hard to come out with the same result.

It’s inefficient. With more of a focus on making excuses than making money.

My Secret

My secret is to hyper-analyze processes that typically have weak results and make that my strength. I target key people whose backgrounds can handle me delegating them to overcome conventional challenges… and simply drive results.

I’ve noticed, in business, those who had a history of taking on a lot of responsibility within the organization were rewarded when the recession reduced head counts of employees. Now, there’s no choice but to do it all.

In business ownership, the exact opposite applies. You don’t want to do it yourself.

“…Your employees want you to be their leader, not their co-worker…”

It’s a matter of creating a strong team around you… and backing away enough to allow them the freedom to come up with new ideas, and a new approach. Micromanagement (or the Six Sigma Way) stifles creative energy and reduces it to profit or cost savings.

Inclusion has a lot better response than control. Try it with your staff.

I did.