We are often approached by private companies looking for advice about setting up incentive arrangements for their employees, including issuing shares to provide a form of ownership.

These companies tend to have turnovers ranging from about $5 million to well over $100 million, but they all share an interest in achieving closer alignment between their people and their company visions.

We tell these clients and prospective clients, issuing shares can be an effective means of aligning and incentivising employees, but it’s not the only option.

In this blog I’m sharing excerpts from some work we’ve done in response to some of these inquiries, which outlines a range of options when creating an employee incentive plan (EIP).

This blog comes from our eBook Surfer dudes, janitors and the Ritz-Carlton: Lessons in leadership and business culture.

Management consultant Kevin Catlin from Insight Strategies, Inc. generously shared three of his past blogs in the eBook, along with some updated comments at the end of each one.

We hope you enjoy the insights of this inspirational communicator and leadership expert.

 

'You can do better': the power of feedback

By Kevin Catlin
Insight Strategies, Inc.

I joined the army in July of 1976 but had to wait four months to turn 18 before I could be shipped off to basic. I was not a great soldier...

This blog comes from our eBook Surfer Dudes, Janitors and the Ritz Carlton, featuring California-based management consultant Kevin Catlin from Insight Strategies, Inc.

 

Q. What makes a good business leader?

KEVIN: The great leaders truly care about their people as much as they care about the output their people produce.

The most astute leaders, in my opinion, understand something that seems a little counterintuitive, and that is that if you’re checking daily on the output of your company – on what it is ‘doing’ – then you’re wasting time.

What you’re company is ‘doing’ is really a lagging indicator of what you’re people are capable of.