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First of all, congrats! Creating your Vision/Traction Organizer (V/TO) is no small feat. You’ve taken the time to really think about where your organization is going and how you’ll get there. That’s something a lot of leaders never do.  But writing your strategic plan down is just step one. I’ve seen plenty of entrepreneurs get stuck here: full of ambition but unsure how to connect their vision to actual execution. Here at The Metiss Group, we help leaders like you link strategic goals with the people who will carry them out. In this article, we’ll discuss: What is the VT/O? The secret sauce to executing your V/TO The leadership practices that will help you accomplish your V/TO Importance of a 360 when developing your leaders What is the VTO? If you’re new to the Vision/Traction Organizer , it’s a tool developed by the folks at EOS Worldwide as part of the Entrepreneurial Operating System (EOS). EOS  is a business framework designed to help companies get clear on their goals and the steps they’ll take to achieve them.  The V/TO is basically a strategic roadmap. It forces you to define your vision — your big-picture, pie-in-the-sky goals — and then break it down into smaller, more manageable chunks. It’s free, and it’s incredibly powerful for aligning your team.  But creating your V/TO is just the beginning. Even leaders who seem to be doing all the right things (setting quarterly goals, establishing Rocks, having leadership meetings) still fail to execute their V/TO. So let’s talk about what happens after you’ve got your V/TO in hand. Because if you don’t take action, it’s just a really well-organized piece of paper. The Secret Sauce To V/TO Success: Narrowing Down Ideal Leadership Practices Here’s a real-world example: A client of ours had a director of maintenance who was juggling the responsibilities of both a leader and a “player.” This person was hands-on, getting into the weeds with the team. And while that worked for a smaller organization, as the company grew, it became clear this role needed to evolve. They needed a leader who could coach and develop others, not just lead by example. The point is this: your leadership needs to match the direction of your organization. If your V/TO has you in hyper-growth mode, your leaders might need to be innovative and strategic. But if you’re in turnaround mode, they may need to be more structured and tactical. It’s all about focus. You can’t perfect every leadership skill under the sun, so you’ve got to prioritize. What worked to get you here won’t necessarily get you there. Finding the Leadership Practices That Will Help You Execute Your V/TO This is where The Metiss Group comes in. We use a tool called the Leadership Effectiveness Analysis (LEA) 360 to guide our Strategic Leadership Alignment™  process. It’s a mouthful, but stay with me — it’s worth it. The LEA 360 breaks the 22 leadership practices  into six categories: Creating a Vision Developing Followership Implementing the Vision Following Through Achieving Results Team Playing The biggest mistake you could make in this stage is cherry-picking a few practices because they sound impressive. For example, we always hear clients say, “Oh, structuring, we’d love to have more structure! Let’s pick that one.” But check out the definition: Structuring : Adopting a systematic and organized approach; preferring to work in a precise, methodical manner; developing and utilizing guidelines and procedures. Do you really want your leaders bogged down in “developing guidelines and procedures?” Depending on your organization and goals, probably not. But don’t worry, a behavior expert can help you align leadership practices with your V/TO. Leadership practices also need to align with your culture and your goals. For instance, if you want innovative leaders, your workplace has to foster risk-taking and creativity. It’s a nonnegotiable. That’s why you need a trusted advisor who will listen to your goals at this stage. I know what you’re thinking — we must sound pretty biased, since we offer this service. But trust me, I’ve seen way too many clients prioritize the wrong things before coming to us.   In fact, we have one client who has had the same strategic goals for the last 10 years, and they just keep kicking the can down the road as they fail year after year to make any progress. We had a strategic goals session with them this month, and they were finally able to put a clear plan in place for achieving their goals. The energy in the room was filled with excitement as the leaders felt they finally knew what they needed to do to achieve their company’s goals. After Identifying Practices, It’s Time To Get Everyone’s Feedback in a 360 Once you know what leadership practices your organization needs, the next step is assessing where your leaders stand. This is where the LEA 360 shines . It’s a tool that gathers feedback from your leaders’ direct reports, peers, and bosses. The result is a full-circle view (hence “360”) of their strengths, weaknesses, and blind spots. Why is this important? Because feedback is the foundation for growth. Maybe you have a leader who’s great at implementing a vision but struggles to develop followership. Or maybe they’re a pro at achieving results but need to work on team playing. The 360 helps you see these gaps so you can address them head-on. And the best part is, this isn’t just about pointing out what’s wrong; it’s about building on strengths.  A solid 360 gives your leaders a roadmap for growth that aligns with your VT/O.  That’s what makes it such a game-changer. The Bottom Line: Don’t Stop at the V/TO Look, having a plan is great. But if you don’t have the right leaders to bring that plan to life, you’re setting everyone up for frustration, and your goals will stay just out of reach. The truth is, execution lives and dies with your people. That’s why it’s so critical to develop your leaders in a way that matches your strategy. At The Metiss Group, we specialize in helping small businesses align their leadership development with their strategic goals. Whether it’s identifying the right leadership practices, using the LEA 360 to uncover growth opportunities, or providing ongoing support, we’re here to help you close the gap between vision and execution. Now that you understand how The Strategic Leadership Alignment™ can help you execute your V/TO, the next step is to understand the importance of a 360  in this leadership development program.

If you don’t have a document that clearly outlines tasks and defines success for your employees, holding them accountable becomes nearly impossible. And even worse, they don’t know what success looks like in their role. At The Metiss Group, we’ve created The Job Scorecard™ for hundreds of clients to bring clarity and focus to roles within their organizations. We admit it, we’re biased. Since we offer The Job Scorecard™ as part of our services, we obviously think it’s superior to traditional job descriptions. But even with that bias, we’ll do our best to lay out the facts so you can see how an accountability document could change the way your team performs. In this article, you’ll learn: What is a Job Description? What is a Job Scorecard? The Problem with Job Descriptions The Problem with Job Scorecards Why Our Clients Prefer The Job Scorecard™ What Is a Job Description? A job description is essentially a list of tasks, cobbled together by HR or a hiring manager. It’s often created during two scenarios: Before posting a job opening.  Someone needs to define the role’s basics before it hits the job boards. When HR takes on a big documentation project.  It’s like a cleanup effort to outline every role in the company. Job descriptions typically include a list of responsibilities, ending with an oh-so-vague line: “and other duties as assigned.”  Sometimes job descriptions double as a job posting. A candidate can use this document to get an idea of what their expectations would be in that role. But once they’re hired, they often never see the document again.  Other employees never see the job description in the first place. It’s rarely used as a tool to hold employees accountable or set expectations. What Is The Job Scorecard™? The Job Scorecard™ isn’t just another piece of paperwork. It’s a living, breathing guide employees and managers update quarterly. Think of it as a roadmap but with milemarkers and checkpoints to keep everyone aligned. The foundation of the Job Scorecard™ is its focus on tasks and corresponding success factors. Instead of listing generic duties, it defines successful outcomes, focusing on the results instead of just the process.  These tasks and success factors are organized into categories to provide context and structure. Each category is ranked by priority and assigned a percentage of time to indicate how much focus it requires. No more spending too much time on the wrong thing. The scorecard also includes a scoring system to track progress. Success factors for each task can be marked as “On Track,” “Inconsistent/Incomplete,” “Off Track,” or “Not Applicable.” This color-coded system allows managers to guide discussions about performance, making evaluations more transparent and actionable. So when trying to understand the difference between a job description and a job scorecard, think of a round of golf. The job description is simple: hit the ball into each hole in the fewest strokes possible. The Job Scorecard™, on the other hand, makes you break out your little pencil after every round and hold yourself accountable with a literal scorecard.  The Problem with Traditional Job Descriptions Job descriptions can be too vague and task-oriented. They outline what  you’re supposed to do but leave out the why  and the how well . Most job descriptions are quickly forgotten after onboarding, so they’re not helpful for accountability, growth, or performance reviews. The Problems with The Job Scorecard™ We won’t sugarcoat it. The Job Scorecard™ takes effort. Difficult to Build on Your Own:  It’s easy for managers to go overboard, listing dozens of “perfect world” success factors. Narrowing it down to what’s actually essential takes experience — and often, an outside perspective. Upfront Work:  Collaboration with stakeholders is key, but that takes time. Many organizations resist putting in the time and effort at the beginning. Especially when key leaders are telling hiring managers, “I need this person hired yesterday!” Ongoing Accountability:  The scorecard is only as good as your commitment to keep it updated and discuss it at least quarterly. That requires discipline. Why Our Clients Prefer The Job Scorecard™ One of our clients, a large construction firm, recently implemented The Job Scorecard™ across senior leadership. These leaders were bogged down and bottlenecking tasks to the CEO, but no one knew exactly how  they were spending their time. The CEO suspected they were stuck in the weeds, but without clarity, he couldn’t be sure. By defining priorities and breaking tasks into categories , the team discovered senior leaders were doing work they should have delegated instead. They were slowing progress for the whole organization, spending too much time on tactical day-to-day tasks when they should have been focusing on strategy. They implemented The Job Scorecard™ and shifted those tasks to other levels of the organization, freeing up the leadership team for more big-picture thinking.  Our clients also love The Job Scorecard™ for how it transforms feedback . Instead of focusing on the negatives, managers can point to the positives —  “Look at all these green boxes!” — before diving into areas for improvement. That kind of balanced feedback is far more motivating than a laundry list of complaints. Job Description vs. Job Scorecard: The Bottom Line Without clarity around a role, an employee is set up for failure. The Job Scorecard™ removes ambiguity and helps managers hold their direct reports accountable. It’s the foundation for so many of the things we do here at The Metiss Group. If you’re ready to stop guessing and start leading with clarity, the next step is to meet with a trusted advisor at The Metiss Group  to see how The Job Scorecard™ can make your life easier by developing a team that exceeds your expectations.

If you’ve decided to invest in leadership development within your organization, the next step is to choose between group or individualized training. Maybe previous leadership trainings felt like lighting dollar bills on fire, and you want to make sure you find something that actually works. Here at The Metiss Group, we’ve designed both options for The Leadership Essentials™ Playbook to meet the unique needs of our clients. But before you pick a path, let’s talk through what each option looks like, so you can decide which option works best for your organization. First Things First: What Is The Leadership Essentials™ Playbook? The Leadership Essentials™ Playbook  is part of The Metiss Group’s Leadership Academy , tailored for first-time leaders or experienced leaders who need to refresh their foundational leadership skills.  Over 4 to 6 months, participants dive into eight essential leadership practices  that provide the tools and techniques needed to guide their direct reports effectively. This program is for people who are in a leadership position and who have a desire for self-improvement and accelerating the performance of their direct reports. It’s offered for individuals and groups of leaders. The Leadership Essentials Playbook™: Personalized Edition The personalized version of The Leadership Essentials Playbook™ allows leaders to learn at their own pace through pre-recorded videos and one-on-one coaching.  It all starts with self-discovery. Leaders will go through a multi-science leadership assessment to uncover their behavioral tendencies, strengths, and areas for growth. From there, one of The Metiss Group’s expert coaches helps the leader create a custom development plan. Each month focuses on one of the eight leadership practices. Here’s the lineup: Month 1: Self-discovery Month 2 : Empowerment Month 3 : Feedback Month 4 : Development and one-on-ones Month 5 : Job scorecards  & performance evaluations Month 6 : Goal alignment & team succession planning You’ll get new videos each month, paired with coaching and practical application techniques from your advisor. It’s all built on the 70-20-10 learning model : 70% practical application, 20% coaching, and 10% structured learning (videos). This is designed to make the learning sticky —  so you don’t feel like you’re lighting dollar bills on fire when you invest in leadership development. Cost: $5,000–$8,000 per leader The Leadership Essentials Playbook™: Group Edition If you’ve got eight or more leaders who would benefit from leadership development, then the group option might be more your speed.  This version starts just like the personalized one, with self-discovery leadership assessments for each participant and their direct reports. But instead of spreading out the leadership practices over six months, the group program kicks off with a full-day workshop led by one of The Metiss Group’s behavior experts. This session is an overview of all eight leadership practices, filled with role-playing and team bonding. Whereas the individualized option is great for leaders who want to learn on their own time, this option allows them to feel like a cohort with their colleagues, working together to learn something new.  After the kickoff session, leaders have the opportunity to apply the eight leadership practices in the real world. Next is a one-on-one coaching session with their coach from The Metiss Group, where they can go over how it felt to put those leadership skills to the test. Then, the group reconvenes for a half-day workshop focused on whichever leadership practices the company needs most. For example, if your team struggles with giving constructive feedback, this session might zero in on that skill.  After another month of real-world application, the leaders wrap up with another coaching session to solidify their progress. The group format is perfect for fostering a sense of camaraderie. Not only will the leaders be held accountable by The Metiss Group’s behavior experts, but the leaders within your company will also hold each other accountable as they work on their development together.  Plus, the group format is great for team synergy. When every leader within your company is an expert at things like delegation and feedback, your company can truly begin to run like a well-oiled machine. Cost: Depends on the number of participants, but typically $3,000-$6,000 per leader What Do Both Options Have in Common? Despite the differences in process, both versions of the Leadership Essentials™ Playbook share some key elements: Self-Discovery : Every participant goes through multi-science assessments to better understand themselves and their teams. It’s the cornerstone of the program. 70-20-10 Learning Model : Both formats prioritize practical application, coaching, and structured learning. One-on-One Coaching : Whether you choose group or personalized, your leaders will get dedicated time with a trusted advisor from The Metiss Group. They’ll have a trusted advisor in their corner, helping uncover leadership potential and chart a custom path tailored to their strengths, challenges, and goals. Remember: no matter how great the videos or workshops are, your team can’t lead effectively without applying what they’ve learned in real life.  That’s why both options emphasize practical application. They’re not just watching or listening — they’re doing. Which Option Is Best for Your Organization? Which one is right for you? The answer really depends on your team’s needs. If you have a larger group (eight or more leaders), the group option is a fantastic way to build a shared experience.  Leaders can practice together, share insights, and hold each other accountable. Plus, there’s something undeniably special about having an expert from The Metiss Group fly in to lead your workshop in person. On the flip side, if you’re working with a smaller team (or even just one leader), the personalized route is the way to go . It’s all virtual, allowing participants to learn whenever and wherever.  If you’re craving the shared experience of the group option, but you only have a few leaders to develop, take an idea from one of our clients. They had three leaders go through The Leadership Essentials Playbook™ together — so they watched the videos in person together, and they still got to feel like a cohort.  There’s also a difference in investment. Group training has a lower per-head investment, but when you’re focused on just a few leaders, the personalized option provides targeted growth without needing to rally a crowd. The Bottom Line: It’s About What Your Team Needs Different teams. Different needs. That’s why we offer both options.  The Leadership Essentials Playbook™ group training brings people together for shared learning and accountability, while personalized training gives individuals the flexibility to grow on their own schedule.  Both programs deliver the same leadership practices and follow the same sticky learning model. At The Metiss Group, we’ve spent over 30 years helping businesses develop leaders, so you can enjoy the success you’ve built with a team that delivers. Now that you understand which of The Leadership Essentials Playbook™ options is right for you, the next step is to meet with your advisor at The Metiss Group . This call is no pressure, no commitment — it’s just your opportunity to get your questions answered and see if you’d be a good fit for our solutions.

There’s no shortage of self-help books that promise the world but deliver very little substance. So if you’ve come across The EQ Edge  and are wondering whether it’s worth your time (and money), you’re not alone. At The Metiss Group, we specialize in helping our clients develop emotional intelligence (EQ) to enhance decision-making and problem-solving in the workplace. From our experience, the model presented in The EQ Edge  is one of the most effective frameworks for EQ development. In this article, we’ll break down what makes this book stand out, what we love about it, and where it might fall short, so you can decide if it’s the right addition to your bookshelf. What The EQ Edge  Is All About The EQ Edge  breaks down emotional intelligence into 5 composite scales and 15 subscales, using real-world examples and relatable fables to show how you can strengthen your EQ in daily life. The book begins with an introduction to emotional intelligence. It explains the difference between EQ vs. IQ , and it explains that while IQ cannot be used as a predictor of success, high EQ typically does predict success. Then it gives a scenario many of us can relate to: you’re at the airport, and your flight just got canceled. As you look around, emotions range from anger to despair. Here’s the book’s example: Sam storms up to the ticket counter in a rage, yelling at Sally, the ticket agent. “Don’t you know who I am?! I have an important meeting tomorrow!” After berating her and vowing never to use the airline again, Sam stomps off, leaving Sally blinking in silence. Then there’s John, who approaches Sally next but keeps his cool.  “It must be hard for you to deal with people like that,” he says to Sally.  “You have no idea,” she replies.  Sally, feeling understood, goes out of her way to rebook John on a flight that gets him to his hotel by midnight. This simple but powerful anecdote is referenced throughout the book to illustrate how EQ can change outcomes. It’s the foundation for discussing the 15 subscales of EQ and how they apply to real-world scenarios, making the lessons both memorable and actionable . What We Love About The EQ Edge This is a practical guide filled with relatable examples and actionable tools, which helps make EQ development accessible and relevant.  Whether you’re trying to improve your workplace performance or personal relationships, the book offers valuable insights that are easy to apply in the real world. The EQ-i Model One of the book’s standout features is its EQ-i model, which includes decision-making as a key component of emotional intelligence. This sets it apart from other EQ frameworks, which often focus solely on self-awareness, emotional expression, awareness of others, and interpersonal skills.  For workplace applications, this decision-making emphasis makes the EQ-i model especially relevant. A memorable quote from the Problem-Solving chapter captures the importance of EQ in the workplace: “Never has it been more important to focus on problem-solving. In workplaces everywhere, supervisors are asking their employees to come to them not with difficulties as they arise, but with solutions in hand, ready to be implemented. A competitive economy demands we be problem solvers, not problem collectors or reporters.” This chapter emphasizes how emotions influence decision-making and how those with high EQ can navigate difficult problems while staying motivated. Self-Assessments At The End Of Every Chapter A problem with many self-help books is that what you read goes in one ear, out the other. But the self-assessments at the end of each chapter in The EQ Edge  help make the learning sticky. For example, at the end of the “Independence” chapter, the self-assessment asks readers to record every time they ask someone for help in the next week. Then, readers should note if they were simply asking for input, or if they were asking someone to take over. This gives readers an idea of their capacity for independence, and then provides actionable next steps based on results. These tools allow readers to evaluate themselves and start identifying strategies for improvement. While self-reported assessments aren’t always perfectly accurate — most people think more critically of themselves than their peers do — they still serve as a solid starting point for EQ development. Practical and Workplace-Relevant The book establishes early on that IQ alone isn’t enough to predict success, whereas those with high EQ are better equipped to navigate challenges, build relationships, and achieve their goals. This makes the book especially valuable for those looking to improve workplace dynamics and performance. It’s an easy read with plenty of fables that will have you thinking, “This is just like a similar situation I had last week!”  What We Don’t Love: Reliance on Self-Reported Assessments The EQ Edge directs readers to take the EQ-i assessment online, which is a self-reported tool. While self-assessments can provide valuable insights, they can also lead to misaligned development efforts. Based solely on how you perceive your emotional intelligence, you might focus on areas that don’t truly need improvement. For example, you might think you have low optimism because you always prepare for the worst-case scenario. However, others may view your preparedness as a strength, admiring how you stay calm and make the best of every situation. At The Metiss Group, we’ve found that the EQ 360 model — where feedback is gathered from a handful of observers — provides a far more accurate and comprehensive foundation for EQ development.  By incorporating perspectives from colleagues, friends, and mentors, you gain a clearer understanding of where to focus your efforts. While the book’s reliance on the EQ-i model is useful for self-reflection, it doesn’t align with what we’ve found to be the most effective approach for our clients. Next Steps After Reading The EQ Edge The EQ Edge  is a valuable resource for understanding and developing emotional intelligence, especially for workplace applications. However, to fully maximize your EQ growth, you need more than just a book; you need tools and strategies tailored to your unique challenges. Here at The Metiss Group, we’ve guided our clients through emotional intelligence development for their employees and delivered measurable results.  Now that you understand the topics covered by The EQ Edge and how they relate to our services, the next step is to read How Much Does Emotional Intelligence Development Cost?

The return to office (RTO) is more than just a shift back to cubicles and conference rooms; it’s a seismic adjustment for employees who have spent years navigating the routines of remote work. For some, it’s a welcome chance to reconnect and collaborate face-to-face. For others, it’s a logistical and emotional maze fraught with commuting stress, childcare challenges, and workspace uncertainties.  Without careful planning and awareness, this transition can become a frustrating experience for everyone involved. At The Metiss Group, we specialize in leadership development and talent strategies rooted in behavioral science.  In this article, you’ll discover actionable insights to guide your team through a seamless, supportive transition back to the office: The Problem with Underpreparing for RTO What Employees Are Up Against Why Employers Need to Lead with Empathy How EQ Development Can Ensure RTO Success How To Begin EQ Development The Problem with Underpreparing for RTO Let’s talk about what happens when companies jump into RTO without a solid game plan. Just this week, AT&T found itself in the spotlight  when it implemented its five-days-a-week office mandate. Employees shared their concerns about unexpected logistical challenges, such as limited parking, crowded elevators, and uncertainty around available desks.  And while many thrive in the energy of an in-person office, not everyone is equally enthusiastic about the shift. So a lack of preparedness from business owners can add extra stress on top of that transition. And let’s not forget the impact on morale: if employees feel like their needs weren’t even considered, how engaged do you think they’ll be? What Employees Are Up Against In RTO If employee frustrations aren’t met with empathy, a smooth return-to-office transition becomes nearly impossible.  And RTO introduces a host of new stressors for employees.  So as a leader, it’s important for you to understand what your employees are up against. Here’s a sampling of the stressors that could be added to their lives through RTO: The Commute Is Back For many, working remotely eliminated hours of sitting in traffic or navigating public transportation. Now? Those hours are back, eating into their day and increasing stress. Plus, for those who have already been back in the office, their commute likely got a lot worse as so many more vehicles are on the road with the recent RTO movement. Childcare Challenges Working parents must figure out how to juggle daycare pickups before closing time—a task that’s infinitely more stressful when you’re stuck in traffic at 5:45 p.m. Being late can mean fees or, worse, losing a spot at the daycare entirely. Workspace Uncertainty Some employees are now wondering, Will I even have a desk?  With many companies moving to shared or flex spaces, the idea of impermanence creates anxiety. Having to fight for a workspace each morning doesn’t exactly set the tone for a productive day. Office Dynamics Remote work meant avoiding many of the little quirks that come with sharing physical space, but returning to the office brings those dynamics back.  One of my coworkers recently shared a story about sharing an office with Tim, a brilliant systems engineer with messy habits and loud eating. The constant chewing and occasional belching made it impossible for him to focus.  Eventually, they had a respectful conversation, explaining how these habits were impacting the environment. To my coworker’s surprise, Tim appreciated the feedback, made changes, and their relationship improved. This anecdote highlights how EQ can make tough conversations easier. With empathy and respect, even awkward situations can lead to better relationships and a more positive work environment. Generational Differences Let’s not forget that the pandemic began five years ago. For newer employees, remote work is all they’ve ever known. Things seasoned office veterans might take for granted, like cleaning up after yourself in the kitchen or figuring out the unspoken dress code, can feel daunting to someone stepping into an office environment for the first time. Why Employers Need to Lead with Empathy To be clear, most organizations pushing for RTO have good intentions. In-person work has its benefits: better collaboration, stronger team engagement, and opportunities for spontaneous creativity.  But just because the benefits are there, doesn’t mean everyone’s thrilled about coming back. And that’s where empathy enters the picture. Empathy is the ability to understand the experiences and emotions of others. It’s not about feeling sorry for employees but about acknowledging their challenges and working toward solutions. Sometimes, empathy is simply about letting someone know they’ve been heard. Studies repeatedly show that when individuals feel their concerns have been listened to — whether or not their suggestions are implemented — they’re more likely to buy into a decision.  Just creating space for employees to share their perspective can go a long way in easing the transition. Enter emotional intelligence (EQ). Ensure RTO Success With Emotional Intelligence Development You might be thinking: Emotional intelligence? Emotions have no place in the workplace, right?  In truth, emotional intelligence is less about emotions themselves and more about improving decision-making.  The EQ framework  we use at The Metiss Group focuses on practical, actionable traits like problem-solving, stress tolerance, and flexibility — all of which are invaluable for navigating the complexities of RTO. There are 15 EQ subscales  in total, but here are three examples of ways EQ development can be a game-changer during the return to the office: Social Responsibility:  Leaders and employees with strong social responsibility understand the importance of contributing to their community and team. During the RTO transition, these individuals are willing to step up and form focus groups to tackle challenges like parking logistics, desk assignments, or fostering a welcoming office environment. By actively engaging in improving their work community, they help create a sense of shared purpose and accountability, making the return smoother for everyone. Interpersonal Relationships:  Building strong relationships in the workplace requires a balance of self-actualization, problem-solving, and independence. Leaders and team members with these EQ traits know how to support others while maintaining their own boundaries and staying true to their goals. For example, during RTO, they might offer mentorship to newer employees navigating office dynamics for the first time or collaborate to resolve conflicts between coworkers. This balance strengthens trust and collaboration, which are essential during transitional periods. Stress Tolerance:  The RTO process can be overwhelming for both employees and leadership, but leaders with strong stress tolerance remain composed under pressure. They model calmness, even when logistical challenges arise, like workspace shortages or parking problems. This resilience helps employees feel more secure and confident in the transition, as they see leadership managing difficulties with clarity and focus. Leading with EQ, Starting at the Top For EQ to truly make a difference, it needs to start at the top. Leaders must develop the emotional intelligence needed to navigate the complex emotions surrounding RTO. They set the tone for the rest of the organization.  When leaders lead with empathy, flexibility, and problem-solving, it creates a ripple effect, encouraging individual contributors to adopt the same mindset. Once you develop EQ in your leaders, the next step is to develop your high-potential employees.  By investing in EQ development across the team, you’ll of course make the RTO transition smoother, but you’ll also build a stronger, more adaptable workforce.  Employees with high EQ make better decisions, communicate more effectively, and are ultimately more productive. The Bottom Line About EQ Development During RTO Transition The return to office is a pivotal moment for your organization. Without a thoughtful approach, it’s frustrating for everyone, and it can even lower morale and increase employee turnover. But the return to office doesn’t have to be a bumpy ride. By understanding your employee’s needs and leading with emotional intelligence, you can turn this transition into an opportunity for stronger collaboration and improved decision-making. At The Metiss Group, we specialize in leadership development and EQ development tailored to your team’s unique needs. Now that you understand how EQ development can help the RTO transition, the next step is to understand the different types of people who benefit most from EQ development . This will help you further understand if EQ is a good fit for your organization.

If you’re considering leadership development programs for yourself or your organization, a quick Google search can be overwhelming. We get it, there are a lot of programs out there, and a majority of them probably aren’t worth your money. Here at The Metiss Group, we help small businesses grow their leaders through The Leadership Academy™ , so we know a thing or two about what makes a good leadership development program. Obviously, we think our programs are top-tier, and we are a great fit for many leaders. However, we have to be honest that we aren't perfect for everyone at every stage. So read on to learn about the best leadership programs in the country and decide for yourself who best fits your specific needs. The following list is in no particular order: DDI (Development Dimensions International) CCL (Center for Creative Leadership) The Metiss Group Vistage Harvard MIT Carnegie Mellon 1. DDI (Development Dimensions International) Leadership Programs DDI  is like the Swiss Army knife of leadership development programs: a trusted brand that offers a little bit of everything. They’re a global leadership consulting firm with a home base in Pennsylvania, and they specialize in helping companies hire, promote, and develop exceptional leaders.  One of their standout features is their subscription model, which allows you to take leadership courses on your own schedule . If you’re the type to binge a Netflix series in a weekend, this could be your jam — but if you’re someone who relies on a strict course schedule to hold yourself accountable, you might have trouble building the habit. Another unique feature of DDI is its proprietary behavioral assessments , which are regarded as some of the best in the business. These assessments go beyond surface-level feedback and dig deep into behavioral patterns, giving you actionable insights to work on. DDI is best for large businesses that can dedicate a large line item in their budget toward leadership development. They’re one of the best, most-respected organizations for leadership development. 2. CCL (Center for Creative Leadership) Leadership Programs CCL  is a heavyweight in the leadership development arena, with its headquarters in Greensboro, North Carolina, and programs running worldwide.  With their claim of having the longest-running leadership development program, they’re clearly doing something right.  However, with the ways leadership has changed over the past handful of decades, it’s worth wondering if this program has changed with the times. Their courses are short and intensive , lasting anywhere from a few days to a few weeks, and you can opt for in-person or online formats, giving you some flexibility.  CCL is great for a quick leadership refresh or gaining specific skills, but the short duration might make it harder to absorb and apply everything when you’re back at your desk. That said, their programs have been fine-tuned for decades, and CCL has earned many positive reviews online . CCL is great for businesses who prefer a traditional approach to leadership development. The price tag ranges from $4,400 for first-level leaders, and $13,900 for senior executives. 3. The Metiss Group This article wouldn’t be complete without telling you about The Leadership Academy™  from us, The Metiss Group. We’re clearly biased, but we’ll be as objective as possible in this review. In our three decades of experience, we’ve perfected proven processes that have delivered measurable results and lasting impact to thousands of businesses. Each program includes self-discovery, structured learning, practical application, and feedback from our team of behavior experts. This makes the learning sticky , so you don’t feel like you’re lighting dollar bills on fire. It’s ideal for small to mid-sized businesses. While not as globally expansive as some of the others on this list, The Leadership Academy™ offers a more customized and hands-on experience that works well for companies seeking tailored leadership solutions. 3. Vistage Peer Advisory Groups Vistage  takes a slightly different approach to leadership development: they offer peer advisory groups for leaders. Think of it as your monthly/bi-monthly mastermind meeting with other business leaders who “get it.” Members meet regularly with a group of like-minded peers, listen to subject matter experts, and dive into discussions about real-world challenges. This isn’t a traditional course. There are no grades, no accountability partners, and no homework. But what you do get is priceless feedback, shared wisdom, and the camaraderie of people who understand the unique pressures of leadership.  As a senior executive, I have particularly found the peer-to-peer knowledge base helpful. After all, “it’s lonely at the top,” and sometimes it can feel like you have no one in your personal life to turn to when battling CEO-specific challenges. But with a Vistage peer group, you can bounce ideas off other senior executives and benefit from the experience share of your peers. Pro tip: Pair Vistage with another leadership program to maximize the benefits, since it’s more about discussion and less about formal training. The membership dues can rack up, though. Annual dues can range  from $5,000 to $20,000, and there’s an initiation fee of around $3,000. 4. University-Based Leadership Development Programs You can also take leadership development courses from some of the most prestigious universities without applying as a student. Places like Harvard, MIT, and Carnegie Mellon offer short executive education programs that deliver a taste of their world-class education without the commitment of a full degree. Here’s a quick breakdown of the ones we consider the best. Harvard University Harvard University’s Executive Leadership programs  are short (usually a week or less), intense, and led by the same professors who teach at Harvard Business School. While you’re not going to walk out with deep expertise, you will get a polished overview of leadership strategies. And while it’s not the same as hanging a diploma from Harvard on your wall, it does come with some bragging rights. They currently offer virtual and in-person options. One Reddit reviewer put it perfectly : “A week-long training won’t give you deep functional expertise, but it’s great as an introduction or starter in the area.” Translation: don’t expect life-changing revelations, but you’ll definitely pick up some great tools to add to your leadership toolkit. Massachusetts Institute of Technology MIT’s executive education programs, like the Entrepreneurship Development Accelerator , focus on innovation and strategic thinking. Again, these are short programs that pack a punch, but the challenge is making the lessons stick once you’re back in the whirlwind of your day-to-day responsibilities. Still, if you’re drawn to the cutting-edge thinking MIT is known for, this could be a great fit. Carnegie Mellon Tepper School of Business Carnegie Mellon has an executive education program , the Strategic Leadership Executive Education Program, that is similarly short but well-regarded. Like Harvard and MIT, these programs give you access to top-tier faculty and resources without requiring a full-time student commitment. They’re perfect for busy executives who want to sharpen their leadership skills without taking a career break. The main drawback with university-based programs is that they’re hard to measure in terms of ROI. Sure, you’ll walk away with insights. But without homework, feedback, and long-term structured learning, we have to wonder if the learning is sticky.  The answer largely depends on you and your ability to implement what you’ve learned. So, Which Leadership Development Program is Right for You? As you can see, there are a lot of great leadership programs out there. And a lot of bad ones. So how can you know which program is best for you and your organization? Take it from us: the key to any leadership program’s success is what you do with it. The most brilliant seminar or boot camp won’t help if you don’t apply the lessons to your work.  At The Metiss Group, we specialize in helping small businesses cultivate exceptional leaders through The Leadership Academy™. With our expertise and tools, we’re here to help you build the leadership foundation your organization needs to thrive. Now that you understand the top leadership development programs in the USA, the next step is to understand the difference between a strategic leadership program vs. learning the leadership essentials . This will help you narrow down your search as you find a best-fit leadership development program.

If your top performer comes to you asking for a promotion into leadership, you might feel your stomach drop. If they move into leadership, how will you ever find their replacement? Are they even ready for leadership? They were so good at getting things done — but managing people, that’s a different ball game. Here at The Metiss Group, we have decades of experience helping business leaders understand succession planning and setting up their leaders for success.  In this article, we’ll dive into: The problem with promoting your top performer Why avoiding the promotion problem won’t work either How great leaders handle succession planning What is a succession plan? What to do if you feel it’s too late for succession planning What to do if there isn’t room for growth at your company The Problem With Promoting Your Top Performer to Leadership Picture this: your star employee — the one who keeps everything running smoothly, hits every goal, and seems to know the answer to every question — asks for a promotion into leadership. They’re amazing, but they’re also the glue holding everything together.  As you consider every task under the employee's purview, you feel overwhelmed by how irreplaceable they are to your team. Promoting them feels impossible, like pulling out the cornerstone of a building and hoping it won’t collapse. But here’s the kicker: if you don’t act, you risk something worse.  By telling them, “You’re so great at your role, I couldn’t replace you,” you’re essentially saying, “Your career stops here.”   And that’s a surefire way to lose them. Not just their work, but their trust.  The end result? They leave on their terms, not yours, and you’re left scrambling without a plan. Why Avoiding the Promotion Problem Won’t Work Being afraid to lose your top performer is understandable.  But here’s the hard truth: no one stays in a role forever.  If you’re too scared to plan for their growth, you’re setting yourself up for disaster. Your employee starts to feel stuck, frustrated by the lack of opportunities. It’s a tough pill to swallow, but the best way to keep your high performers engaged is by helping them grow, even if that means moving them into leadership or a new role. How Great Leaders Handle Succession Planning Great leaders are able to avoid this scenario through regular one-on-ones  with their direct reports. These chats aren’t just about performance; they’re about aspirations, growth, and what’s next. For instance: What are your career goals? What tasks excite you? Which ones drain you? What skills would you need to develop to take the next step? These questions help you and your employee get clear on their goals and make a plan.  The next step is to document the employee’s responsibilities. A good leader might say something like, “We need to start teaching other people how to handle some of your responsibilities. That way, when you’re ready to move up, someone else can handle your workload.” Most employees are thrilled with this approach because it shows you’re invested in their growth. On the other hand, avoid saying something like, “We need to document your tasks so someone else can do them.” This vague framing can make your employee panic, thinking they’re being replaced. In summary, being a good leader and avoiding the promotion problem is accomplished in three steps: Hold regular one-on-ones to discuss their career path Track their development progress over time Build a clear succession plan (more on this in the next section) By doing this, you’re never at the mercy of just one person knowing how to do a critical job. What Is a Succession Plan, Anyway? A succession plan ensures someone can step in if a key player leaves unexpectedly.  It’s training various team members to understand each other’s tasks. This way, you’re not putting all your eggs in one basket — there’s always someone who can step in during a crisis. But don’t make the mistake of trying to find an exact replica of the person you’re replacing. If your employee is truly a rockstar, part of what makes them great is their personality, unique skills, and approach. No one can replicate that exactly. Instead, focus on the role itself. Ask, “What are the core responsibilities of this position? What needs to be done moving forward?” A job scorecard  can help break this down. When used in succession planning, it helps clarify: Tasks that need to stay within the role Responsibilities that could be reassigned to other team members Areas where the role could evolve to meet future needs This process often reveals hidden gems. Maybe some of the employee’s least favorite tasks are perfect for someone else who’d love the challenge. Reshaping the role to fit the team’s strengths sets everyone up for success. What If It’s Already Too Late to Prepare A Succession Plan? Let’s say your employee has already voiced their frustration. It’s not too late to fix this, but you need to act fast. Schedule an extended one-on-one and get real with them. Start with something like: “We don’t want to lose you in any capacity. But promoting you without preparation wouldn’t be fair to you — or the team. Let’s figure out what you really want. Is it about more money, or are you looking for new challenges?” Sometimes people think they want to move into leadership because they think it’s the only way to make more money. Then they get into a leadership position and hate it. Leadership isn’t for everyone. Instead, these people can prove their value as individual contributors and make more money doing things they actually enjoy. In the meantime, ask them to start documenting their role. Frame it as a step toward freeing them up for new opportunities, not as a burden. Once this groundwork is laid, you can start crafting a development plan that prepares them for what’s next. What If There’s No Corporate Ladder Your Employees Can Climb? For small businesses with limited positions, promotions can feel tricky. You might think, “There’s nowhere else for them to go in this company. We’re too small.” But growth doesn’t always mean climbing the ladder. An employee can expand their skills, take on more valuable projects, and justify a pay raise without needing a shiny new title. However, if someone truly wants to lead and you can’t offer that, it’s okay to let them pursue other opportunities. Wish them well, keep the relationship positive, and stay in touch. Who knows? Down the line, your business might grow, and they might return ready to lead in a bigger organization. Final Thoughts on Promoting Your Irreplaceable Employee The idea of losing your best employee can feel terrifying, but holding them back is even riskier.  By having open conversations, building succession plans, and reshaping roles when necessary, you’ll keep your team engaged and ready for whatever comes next. And if that star employee moves on, you’ll know you did right by them—and your organization will be better prepared for the future. At The Metiss Group, we get it. We’re a small business ourselves, and we’ve helped countless other organizations properly prepare succession plans for their employees. Now that you understand what to do when promoting your irreplaceable employee, the next step is to understand the tips for success when promoting your star employee .

So you’ve got a rockstar employee, a total game-changer in their current role. Naturally, you want to reward their success by promoting them to a leadership role.  But here’s the snag:  excelling at a job and excelling as a leader are vastly different criteria.  If you promote them without the right preparation, they could flounder, and you risk their morale and that of the entire team. But if you hold back their promotion, you might lose them altogether. At The Metiss Group, we’ve helped countless organizations navigate this delicate balance by equipping rising leaders with the skills and insights they need to succeed.  In this article, we’ll show you: The problem with promoting your best individual contributor Why skipping the promotion isn’t the answer either The solution: teaching foundational leadership skills The eight foundational practices every leader needs The importance of self-discovery in leadership development The Problem with Promoting Your Best Individual Contributor Let’s say you’ve got a top employee who’s delivering stellar results. They’re brilliant, driven, and self-motivated.  But when you move them into a leadership role, they hit a wall. Why?  Because leading people isn’t about just being good at your job; it’s about helping others succeed at theirs. Top contributors often assume everyone else should have their same drive and work ethic. When someone on their team doesn’t, they’re confused. "Why don’t you care as much as I do?" they wonder. And that’s where the frustration starts. Without the right skills, your former superstar might: Struggle to delegate because they think, "I can do it faster myself." Fail to give meaningful feedback because they don’t know how to frame it constructively. Feel disconnected from their team because they haven’t learned how to build trust and relationships. This isn’t just bad for them, it’s bad for your whole team. The leader is stressed. The team feels unsupported. And you might lose not just a great contributor but an entire team’s morale.  Ouch. Why Skipping the Promotion Isn’t the Answer Either In fear of promoting your top performer, you might think, "Okay, I’ll just hire someone from the outside to lead." But that’s risky too.  If your top contributor sees someone else get the job they wanted, they’re going to feel undervalued. And undervalued employees leave.  Cue the dreaded resignation letter. So, you’re stuck between a rock and a hard place: Promote and risk failure, or don’t promote and risk losing them.  What’s the solution? You guessed it: prepare them for leadership success before they step into the role. The Solution: Teach Your Star Performer Essential Leadership Skills Nobody is born knowing how to lead. Leadership is a skill, just like coding, sales, or graphic design. And like any skill, it can be learned.  But here’s the thing: leadership isn’t something you can pick up from a single webinar or a quick lunch-and-learn. It requires ongoing, structured development. A solid leadership development program should include: Structured Learning : Teach practical techniques they can apply immediately. Practical Application : Give them opportunities to lead in low-stakes scenarios first. Coaching : Provide a coach who can offer personalized guidance. This combination makes learning "sticky," meaning they actually remember and use what they’ve learned. Without these elements, they’re just flipping through a book that ends up collecting dust on their desk. Eight Foundational Practices Every New Leader Needs So, what should your future leader learn? Here are eight foundational leadership practices we’ve found to be most impactful: Delegation : The leader learns how to empower their team to take ownership of important projects. It’s not about offloading work, it’s about giving teams the authority and autonomy to accomplish things. Giving Feedback : Constructive, actionable feedback and course corrections that build relationships instead of tearing them down. Prioritizing Personal Development : Learning how to grow and track measurable progress. Holding One-on-Ones : Building trust and understanding with direct reports through regular, meaningful conversations. Using Job Scorecards : Defining roles clearly and holding team members accountable for their results. Conducting Performance Reviews : Creating a structured, regular cadence for reviewing progress and setting goals. Aligning Goals : Helping their team members set individual goals that support the company’s bigger picture. Planning for Succession : How does the team cover when one employee is out sick for two weeks? Documenting the key aspects of performing every job will avoid any business disruption. These aren’t just theories; they’re practical, actionable skills that your rising leader can start practicing right away. The Importance of Self-Discovery in Leadership Development Great leadership isn’t just about skills. It’s also about understanding yourself and how your words and actions impact others.  That’s why the best leadership programs include a self-discovery phase, where leaders and their teams use behavioral assessments  to understand their communication styles and motivators. Here’s an example: Imagine a leader who’s motivated by efficiency managing a direct report who values aesthetics. The leader might feel frustrated when the team member spends too much time (and money) creating visually stunning materials.  Without understanding their different motivators, this tension could escalate. But with behavioral assessments, the leader learns how to adapt their communication and set expectations that work for both styles. In other words, learning the eight leadership practices mentioned above will build a solid foundation for your new leader. But understanding behaviors and motivators — and using that information to adapt communication styles — is what truly accelerates the performance of the leader and their team. We’ll admit some bias here. At The Metiss Group, we start every leadership program with a self-discovery phase. But trust us, this is the stuff lightbulb moments are made of.   The Bottom Line on Promoting Your Top Performer Promoting your top performer into a leadership role doesn’t have to feel like a gamble. Don’t just give them a promotion and hope they’ll figure it out — instead, set them up for success by teaching them the foundational leadership practices. At The Metiss Group, we specialize in helping organizations navigate this critical transition. With proven strategies and tailored development programs, we ensure your leaders are prepared to succeed.  Now that you understand how to successfully transition a star performer into leadership, the next step is to learn how accelerating leaders drives ROI through their direct reports.

What’s the real cost of leadership misalignment? Imagine a football team where each player runs a different play—chaos on the field, missed opportunities, and a scoreboard that never changes. Misaligned leadership works the same way, wasting effort, stalling progress and meeting goals can seem like a pipe dream.     Backed by nearly 30 years of expertise, we at The Metiss Group have your solution in The Strategic Leadership Alignment™, which turns chaos into strategy and provides the framework to unite your leaders under one cohesive game plan.  After completing this program, your team will be equipped to tackle challenges, execute with precision, and drive your organization toward victory.   In this article, we’ll break down the program’s cost and reveal the path for you to embrace The Strategic Leadership™ Alignment program in your company. What is the Average Cost of the Strategic Leadership Alignment™ Program? The Strategic Leadership Alignment™ program typically costs between $25,000 and $35,000. While the price may vary depending on specific organizational needs, this investment reflects a comprehensive process grounded in decades of expertise. As with all of our service offerings in The Leadership Academy™, The Strategic Leadership Alignment™ is rooted in the 70/20/10 Learning model, with Self-Discovery leading the way. These pillars are designed to address every aspect of leadership development. From helping leaders gain personal insights to applying newfound strategies in real-world scenarios, the program creates a clear path to success. The expert coaching provides personalized guidance, while structured learning ensures understanding across teams. This layered approach ensures the investment yields measurable and lasting results. In the first  workshop, our behavior experts will help you identify which leaders will take  the Journey  and which of   22 leadership practices  will be focused on throughout The Strategic Leadership Alignment journey, as specific practices and the impact of their combinations will impact the level of success in executing your strategic plan. Then, during the second workshop, we will go over the results with your senior leadership team in detail and compare the results against which leadership areas your organization identified as being crucial These insights, blended with the coaching and structured learning environment will serve as the “True North” for the rest of your journey in The Strategic Leadership Alignment™. What Drives the Cost of The Strategic Leadership Alignment™ Up? Several factors can contribute to the higher end of the cost range, including: The Number of Leaders Involved The number of leaders participating in the program is a significant factor. Each leader requires a comprehensive LEA 360 assessment, which evaluates leadership effectiveness and alignment with organizational goals using perspectives from leaders and observers. These assessments include in-depth analysis and personalized coaching sessions, both of which require dedicated resources. Download Your Free LEA360 Sample Report For example, an organization with a leadership team of 5 leaders will incur a lower cost than one involving 10 leaders taking the assessments. The resources needed to evaluate, coach, and guide a larger group naturally increase with more participants. While the number of leaders taking the LEA 360 does impact the price, there is no limit to the number of observers taking who participate in the assessment. The Duration of Coaching Services The length of the coaching period also affects the cost. Longer coaching engagements allow for a deeper exploration of leadership challenges and the development of customized strategies. Organizations seeking extensive support should opt for an extended duration, which provides more opportunities for sustained growth and alignment.   What Drives the Cost of The Strategic Leadership Alignment™ Down? Not surprisingly, the factors driving costs up can also help keep them in check: Streamlined Leadership Teams And Coaching Plans Focusing on a smaller, core leadership group can decrease costs. By targeting key decision-makers, and sticking to the original coaching plan, organizations can achieve significant alignment, and explore additional coaching opportunities later.. This focused approach is ideal for businesses with limited budgets but a clear vision for leadership transformation. Are There Hidden Fees in The Strategic Leadership Alignment™ Program? The Strategic Leadership Alignment™ program is designed to be transparent. There are no hidden fees or surprise costs. The program covers all necessary components, from assessments to coaching and structured learning modules. However, optional enhancements are available for organizations looking to expand their scope. For instance, some clients choose to extend the duration of coaching or include additional leadership tiers in the program . While these options come at an additional cost, they are entirely discretionary and tailored to each organization’s needs. For example, a company may decide mid-program to include mid-level managers in assessments and coaching. This decision can amplify the program's impact, creating alignment across multiple leadership layers. Such enhancements demonstrate the program’s flexibility and adaptability to organizational growth, but do come with an additional cost overall. Why Invest in Strategic Leadership Alignment? Leadership alignment is more than just a buzzword—it's the foundation of successful organizations. Misaligned leadership can lead to inefficiencies, conflicting priorities, and a lack of clear direction. By addressing these issues, the Strategic Leadership Alignment™ program transforms organizations from within. Imagine for a moment an organization full of passionate and dedicated people. Unfortunately, no matter what new initiative gets scaled down, differing and conflicting leadership tactics makes it a never-ending struggle to execute the five-year plan. Everyone is working hard, but it’s a continual two steps forward, five steps back. Now imagine after the same company enrolls in The Strategic Leadership Alignment™ program, the company immediately sees measurable improvements in team cohesion, goal clarity, and decision-making efficiency. Short-term objectives are being met and the entire organization is hitting the benchmarks necessary to make achieving the five-year plan a reality instead of a pipe dream. Bottom line…..The Strategic Leadership Alignment™ with The Metiss Group equips organizations with the tools and insights to align their leadership teams, driving measurable improvements in cohesion, strategy, and long-term success. Your Next Steps The cost of misaligned leadership can far outweigh the investment needed to resolve it. Misalignment drains resources, hampers growth, and disrupts organizational progress. The Metiss Group’s Strategic Leadership Alignment™ program is a powerful and strategic investment, designed to deliver measurable, lasting results for your organization. With an average cost of $25,000 to $35,000, the program is tailored to your organization’s unique needs. From comprehensive assessments to personalized coaching and structured learning, every dollar is strategically invested in aligning your leadership team for maximum impact. If you're ready to take the next step, start by assessing your leadership challenges and budget. Contact The Metiss Group to discuss how this program fits your goals and priorities. With nearly 30 years of expertise, The Metiss Group delivers leadership alignment that is both cost-effective and transformational. Now that you know what to expect with your investment in The Strategic Leadership Alignment™ program, The next step is to contact The Metiss Group to speak with one of our behavior experts.

We all know that employee: they're sharp, intense, and command a room like a freight train — but they leave a trail of collateral damage in their wake. Despite the results this employee may bring in, ignoring their poor people skills can hurt your organization’s morale, increase turnover, and frustrate everyone who interacts with this person.  Although many people think there’s no way to help this person, or think their personality is set in stone, here at The Metiss Group, we’ve spent the past three decades helping business leaders overcome weaknesses in emotional intelligence.  In this article, you’ll learn: How to spot the employee who needs to “take the edge off” The ripple effect this person has on your team How you can develop this person Describing the Employee Who Needs To ‘Take The Edge Off’ You know the type. The one barking, “Just fix it! I don’t care, I want it done!” when a project hits a bump. They think they’re being clear, assertive, even efficient.  But what does the team hear? “Your efforts don’t matter. I’m not interested in you. Just the result.” Maybe it’s the accounts payable person who rejects your expense report because it’s missing a decimal point — and who snaps at you when you ask questions about it. Or the HR manager who, after you lose a loved one in a tragic accident, reminds you company policy allows exactly three days of bereavement leave. No exceptions. Sometimes it’s the top sales manager. You know, the one clients absolutely love: they’re charming and relentless, and they close every deal. But back at the office? Their direct reports live in constant stress, bracing for the next aggressive demand or stinging critique. What’s Behind Aggressive Behavior in the Workplace? Often, these people don’t intend to be malicious toward their team. They typically have no idea their behavior negatively impacts the company. In behavioral assessments like the DISC profile , these leaders often show a high “Dominance” score, which means they’re results-driven, decisive, and direct.  But without some people-pleasing Influence  to soften the edges, their approach can come off as dismissive, self-centered, or even arrogant. To them, pushing harder feels like the right move, like they’re steering the ship through rough waters. But what they don’t see is the damage their style causes. They’re aggressive when they think they’re being assertive. They’re transactional when they’re aiming for efficiency.   And here’s the kicker: these people often deliver. They hit the numbers. They drive projects forward. And because they do  get results, the behavior goes unchecked. But underneath the success is a team quietly struggling.  Frustration builds, and turnover increases. No one wants to collaborate with this person. Their direct reports perform cautiously and reluctantly in an attempt to stay under the radar.  And yet, no one wants to address the behavior because, well, this person is “getting the job done,” right? Not exactly. Let’s talk about what’s really happening and what you can do to help. The Ripple Effect of an Employee Who’s Too Aggressive If you’ve worked with someone like this, you already know the impact. Sure, they might keep the team “in line,” but it’s at a cost: High Turnover: Talented employees don’t stick around when they feel undervalued or steamrolled. Low Morale: People who feel dismissed stop giving their best. They check out emotionally. Broken Collaboration: Peers don’t want to work with someone they can’t trust to listen or compromise. And let’s not forget decision-making. Employees with poor impulse control are quick to pull the trigger without stepping back to consider context.  Projects get derailed, and opportunities get missed. What’s really ironic is this: the employee who’s “winning” at all costs might actually be holding the team back. Sure, they’re hitting goals.  But imagine what they could achieve if they were developing  the team instead of steamrolling them . Think about how much more productive the group would be if they felt valued, empowered, and supported. Aggressive leadership is a short-term win. In the long run? It’s a losing strategy. So, What Can You Do to Mitigate Aggression in Employees? If you’ve got a leader like this on your team, there’s good news. Their behavior isn’t in their blood, and it isn’t set in stone.  You can actually develop this leader, and the result is someone who hits the numbers and inspires their team. It starts with an EQ 360 assessment . Let’s break down each term: EQ: shorthand for “emotional intelligence,” a.k.a. the ability to understand and manage emotions 360: an assessment that collects feedback from your boss, peers, direct reports, and family An EQ 360 is a wake-up call for many leaders because it highlights the gap between intention and impact.   Most leaders genuinely don’t realize how their behavior impacts others. They think they’re being strong and decisive, but the people around them are reading something else entirely. Take this story from one of our clients. They received the lowest emotional intelligence scores from their family.   Surprising, right? At work, they were able to keep their emotions in check. But by the time they got home, the stress from the day boiled over, and their family bore the brunt of it. This person had no idea how their stress-fueled behavior affected the people they loved the most. It was a massive wake-up call and sparked real change. Once the 360 feedback comes in, the next step is coaching. A behavioral coach helps the leader understand the feedback and helps them come up with a development plan. Here’s how it works: The coach asks questions like, “How do these results show up in your daily interactions?”  or “What impact do you think this has on your team?” The leader reflects, processes, and decides what they want to change. From there, they create a plan, and the coach can help hold them accountable. The key is a willingness to change. If the leader is open to feedback and ready to work, the results can be transformative. And often, just seeing  the impact of their behavior through the EQ 360 assessment is enough to get the ball rolling. The Bottom Line on Developing Your Aggressive Employee At the end of the day, the leader who “needs to take the edge off” isn’t just affecting their direct reports. Their behavior ripples through the entire team and beyond. They’re driving people away. They’re stifling productivity. And they’re leaving opportunities for real growth on the table. But it doesn’t have to be that way. With tools like EQ development , they can learn to take a step back, understand their impact, and shift their behavior. That doesn’t mean losing their drive or softening their ambition. It just means channeling it in a way that inspires the team, instead of leaving them burnt out. The Metiss Group has decades of experience helping leaders develop emotional intelligence, build stronger teams, and drive sustainable success. And it all starts with understanding the difference between what you intend  and what people experience. Now that you understand how to develop an aggressive employee, next you should read more about the EQ 360 assessment  and learn how you can use it to develop your leaders.

Struggling with gaps in accountability can cost your team a loss of productivity and bottom-line performance. But investing in a solution can feel even more daunting. At The Metiss Group, we specialize in turning managers and their direct reports into high-performing dynamic duos through The Accountability System™.  In this article, we’ll help you understand: The average cost of The Accountability System™ Why paying for The Job Scorecard™ matters What drives the price up What drives the price down Is The Accountability System™ worth it? We'll break down the cost of The Accountability System™, explore what drives the investment, and help you understand if this service is worth it for your team. The Average Cost of The Accountability System™ If you’re starting from scratch, the full program will cost about $16,000-$20,000  per dynamic duo, and this includes a full year of coaching. But most people don’t actually need to start from scratch. So let’s look at the different scenarios that can adjust the price. Scenario 1: You’ve Already Completed The Hiring Process Coach™ Here’s the deal: If you’ve already gone through The Hiring Process Coach™ with us, The Accountability System™  costs under $10,000  per duo. Why? Because you’ve already laid the groundwork. Through The Hiring Process Coach, you’ve got: A detailed job scorecard  for the direct report (more on that in a minute), and A full coaching report  for both leaders that breaks down each person’s workplace behaviors and motivators. These two tools are critical to getting the most out of The Accountability System™. And since you already have them, there’s less upfront work — and less cost. Scenario 2: You Have The Job Scorecard™, But You Haven’t Done The Hiring Process Coach™ If you’re coming to us with a completed job scorecard but without the other Hiring Process Coach components, The Accountability System™ costs less than $12,000  per dynamic duo. This gets you everything else you need for success, including personalized coaching support and guidance. Scenario 3: You Don’t Have The Job Scorecard™ Yet Starting fresh? No problem. If you haven’t completed a job scorecard, we’ll add that piece on for around $6,000 , bringing the total to less than $18,000  per dynamic duo. Yes, it’s an investment. But here’s the thing: most people who think they don’t need a job scorecard realize pretty quickly that they do. Why Paying for The Job Scorecard™ Matters At this point, you might be thinking, “I’ve already got a job description — why would I need a job scorecard?”   Fair question. But here’s the problem: they’re usually pretty vague.  Job descriptions are great for outlining basic responsibilities, but they rarely include the specifics you need to hold someone accountable. The Job Scorecard™  goes beyond the basics. It lays out success factors, priorities, and time percentages for each category of the role. So instead of just saying, “You need to make this a priority,”  the scorecard says, “You need to spend 20% of your time on client follow-ups, with a success factor of 90% of clients responding positively.”  It’s clear. It’s measurable. And it’s a game-changer for accountability.  So while the job scorecard isn’t technically required  for The Accountability System, most of our clients end up needing one to make the program work as it should. What Drives The Accountability System™ Price Up? The only thing that drives up the price is ongoing support.  The Accountability System™ is designed to support managers and their direct reports through the first full year of onboarding, whether it’s a new hire or a recently promoted leader. After that first year, you’ll have the tools and processes to keep the momentum going, things like one-on-one meeting templates, scorecard reviews, and strategies for coaching. But some clients feel like they need a little more help. If that’s the case, you can add on extra years of support for less than $10,000 per year. It’s not mandatory, but for some teams, having the extra accountability for year two (or beyond) helps solidify everything they’ve learned. What Drives The Accountability System™ Price Down? On the flip side, there are ways to lower the cost, primarily by bundling The Accountability System™ with other services at The Metiss Group. For example, if you’ve already done The Hiring Process Coach™ , you’ll pay under $10,000 for The Accountability System. If you’re hiring for multiple identical roles, you only need one job scorecard, which reduces costs per duo even more. In short, the more foundational work you’ve already done, the less you’ll pay to implement The Accountability System™. Is The Accountability System™ Worth It? The Accountability System™ isn’t just another leadership program, it’s a framework for success.  It equips managers and their teams with the clarity, communication tools, and support they need to thrive. It ensures everyone knows exactly what winning looks like and how to get there together. And while the price might seem steep at first glance, consider what you’re really investing in. Fewer miscommunications, clearer expectations, better performance, and stronger working relationships. Can you put a price tag on that? Well, technically, yes — $9,000 to $20,000. But you get the point. If you’re ready to invest in accountability (and get real results), The Metiss Group is here to help you get started. The bottom line on the cost of The Accountability System™ The challenge of aligning managers and direct reports often comes down to unclear expectations and inconsistent accountability. Without a system in place, miscommunications and performance gaps can hold teams back from achieving their full potential. At The Metiss Group, we’re dedicated to helping managers and their direct reports become dynamic duos. Now you know the cost of The Accountability System™ — ranging from $9,000 to $20,000 per dynamic duo — the next step is to schedule a call with The Metiss Group  to determine the exact cost this would be to implement at your organization.

As 2024 comes to an end, it’s time to have an honest review of how small business owners fared. Growth comes from learning what worked and what didn’t, and those who skip this step risk repeating the same mistakes next year. Here at The Metiss Group, we’ve lived it ourselves – the stress, the wins, the “you’ve got to be kidding me” moments. If 2024 felt like a rollercoaster, trust me, you weren’t alone. So let’s unpack it together. In this article, you’ll learn The challenges small business owners faced in 2024 What didn’t work in 2024 and what small business owners can learn The wins small business owners scored in 202 4 What small business owners should look toward in 2025 The Challenges Small Business Owners Faced in 2024 Small business owners in 2024 faced a mix of familiar struggles and new curveballs that tested their ability to adapt, lead, and think creatively. Navigating Hybrid vs Work-From-Home Even though we’re a few years past the peak work-from-home era of the COVID–19 pandemic, there are still plenty of employees who prefer working remotely. And there are plenty of small business owners willing to give workers that option. But there’s a mistake many have made in 2024: assuming all employees want the same thing. This year especially, I’ve heard many small business owners say, “Well everyone wants to work from home!” Newsflash: some employees actually crave the connection and collaboration of in-person work. When you assume everyone’s the same, employees become widgets – easily replaced and easily gone. You lose that sense of belonging that keeps a team strong. Sure, many people would rather work in sweatpants. But don’t assume, and don’t speak about it in absolutes. And if you also crave in-person collaboration in your office, this challenge can become an opportunity.  If you build a culture for people who love working together, you’ll attract the ones who enjoy leveraging the collective brilliance of a team. Unemployment rate remains low I’ve spoken before about how historically low rates of unemployment make it more difficult for small businesses to find good employees . Unfortunately, this rate didn’t budge much in 2024, so small businesses have had to get creative with filling full–time positions.  But here’s the thing: maybe full-time roles aren’t the answer. Maybe you’d have better luck finding two people working 20 to 30 hours a week instead of a single 40-hour hire. Not everyone wants full-time work — this flexibility might be your edge in finding talent. Technology increases shortcutting Is it just me, or are people booking meetings with you in smaller and smaller time increments? How much can we actually accomplish in a 15-minute Zoom meeting?  In 2024, we’ve become so accustomed to accomplishing things virtually, that it’s shifted how we manage our deliverables. You can see this in our use of AI as well. Small business owners finally got excited in 2024 about tools like ChatGPT. But too many people are using it as a shortcut without vetting the results . A lot of LinkedIn posts are starting to look the same.   What Didn’t Work in 2024, And What Small Business Owners Can Learn To understand what didn’t work for small business owners in 2024, you actually need to look back at what happened during the early days of the COVID-19 pandemic. When everything hit in March, we all thought we’d just shut down for a couple of weeks. Many small business owners used this as an excuse to trim the fat: letting go the people they should’ve separated from a long time ago. As the pandemic dragged on, they cut a little deeper. Only now they weren’t just trimming the fat — they were cutting into the muscle of their company, sometimes even down to the bones. When things finally started ramping back up, small business owners said to themselves, “I’m not going to make the same mistakes as last time. This time, I’m going to hire smarter.” But there was a problem. Everyone started hiring at once. The competition was insane.  Job openings reached a series high in December 2021 of 11.4 million, and quits reached a series high in November of 4.5 million,  triggering the “Great Resignation.” Companies had to hire anyone who could breathe.  That brings us to 2024, when unemployment remains historically low, and small business owners continue to settle for mediocre talent. A lot of small business owners are looking at their teams in 2024 and wondering, “How did I end up right back where I started, needing to trim the fat?” Here’s the lesson:  Don’t repeat the mistakes of the past. 2025 must be the year you build a team of superstars . No more settling. No more rushing.  Invest in a hiring process that sets you up for success – or you’ll risk falling behind. The Wins That Small Business Owners Scored in 2024 Enough of the bad. Let’s celebrate some wins, shall we? First, interest rates.  In September, the Federal Reserve announced its first rate cut since March 2020 , followed by another rate cut in November . This is great news for small businesses trying to plan big moves in 2025. Then there was the Employee Retention Tax Credit . In October, the IRS announced progress on 400,000 ERTC claims , worth about $10 billion, to small business owners affected by the COVID-19 pandemic. Many of our clients — and The Metiss Group! — began seeing these payments in our bank accounts at the end of 2024. Two other metrics in 2024 looked good for small businesses: The Small Business Administration facilitated $56 billion  in financing to small businesses and disaster-affected areas. This is a 7% rise from the previous year. A Treasury analysis showed the U.S. is averaging 430,000 new business applications per month  so far in 2024 — a 50% increase from the average in 2019. All in all, after four years of post-pandemic inflation and interest rate hikes, these 2024 wins might be the light at the end of the tunnel for small business owners. What Small Business Owners Should Look Toward in 2025 If you’re feeling hopeful for next year, you’re in good company. CEOs are downright optimistic heading into 2025.  In a  Fortune/Deloitte survey of more than 140 top CEOs , 84% expressed confidence in their company’s performance for the next year. Even global economic optimism saw a major jump – from 7% last year to nearly half of CEOs surveyed this year. Small business leaders are feeling excited too. According to the Vistage CEO Confidence Index , nearly a third of small business owners expect the economy to improve in 2025. And when confidence grows, so does investment — in teams, in processes, and in growth. Here’s the kicker: half of CEOs surveyed plan to expand their workforce in the next year.  If you don’t have a solid hiring process, you’re going to be right back in that post-pandemic chaos, scrambling for people who can breathe instead of building a team that can win. What’s Next? Make 2025 a Year of Wins 2024 had its ups and downs. Some challenges stretched us thin, but they also showed us where we can grow.  If you’re heading into 2025 optimistic, that’s great — but optimism only works if you’re prepared. Don’t repeat the mistakes of the past. Build the kind of team that can get you where you want to go. At The Metiss Group, we help small business owners like you develop a team of leaders you can trust. Now that you’ve read our honest review of 2024, next you should read Problems with Hiring in 2025 so you can get ahead of the surge in hiring we expect in 2025.