Solve this problem by setting the bar of communication high. Phone calls, emails and texts are OK in a pinch, but they are a poor substitute for a fully present exchange.
Problem 2: Setting appropriate goals and expectations.
You might say that some of these "problem-solving examples" in the workplace could overlap. For example, both new and experienced business owners must “hire talented people.” This issue wastes no time in demanding the attention of a new business owner.
Similarly, delegating responsibility is always front and center.
If it helps, many “big business types” say it's more important to focus on customers, no matter what.
Growth should spring from putting their priorities first. Solve it by refusing to settle for anything less than great – not merely good – employees.
Solve it sharing your own job description with your employees. Problem 4: Encouraging productivity and creativity. Solve it by finding out how your employees work best: starting work at the crack of dawn, working in teams, working from home occasionally or coming in on weekends to work when nobody else is in the office.
They're all different, so they're bound to have different preferences.
Solve it by making it a priority, incorporating benchmarks on employee evaluations and perhaps by offering incentives. Challenged employees are usually the ones who stay on the job the longest and are the most loyal and productive. Solve this problem by constantly looking for opportunities to give employees special assignments that challenge them.
Also, enrolling them in regular leadership development programs will do volumes to ingrain a company culture that prizes creative leadership. Solve this problem by forcing yourself to isolate tasks that don't require your higher level thinking and problem-solving skills, as well as your other talents.