How To Successfully Transition Your Systems Into An Acquired Childcare Program

So if you want to have change happening in your business, you first have to do an assessment. So I remember I was all gung ho ready to implement systems in my business, but I needed to find out where the people were. So that I can lift them to the next level. So I created an assessment and this assessment was systems that they know and systems that they want to know. 

Based on the assessments I could determine based on every single person, what systems they knew, and what systems they wanted to know. Why? because it’s my job as the CEO to bridge the gap. I was able to take those assessments, and clearly bridge the gap. into what a person knows and what a person wants to know. And that was a game changer for me. 

2. Thoroughly assess whether or not they are in the right roles in your organization. Now the way you can do this is based on the skills required and the task that’s required for the role. Now, if you don’t want to ruffle any  feathers, that’s understandable because before we introduce any systems, you’re looking at your current company hierarchy, and the tasks that go along with the roles that are in your company hierarchy and you are assessing the existing team. You’re assessing them to determine if they in fact are in the right seat on the bus and if they are able to complete the tasks that come along with the role. So of course now this is like a skill assessment. 

Now your skill assessment is typically the same assessments that you send out to individuals when you’re doing your hiring process. Now if you don’t have a streamlined process for doing your hiring then come to the Learn New Systems Webinar, because I have to hook you up. I need to make sure that you’re all the way together. www.LearnNewSystems.com

So what happens is, before you bring on a person, you have to go through an assessment process where you have your foundation systems in place, utilize your foundation systems, and your new hire assessment to help you to understand where a person’s skill sets lie within a particular role. 

#3 Understand your staff strengths and weaknesses. Now this is important because there are several strength and weakness assessments online. You encourage them to take those types of assessments so that you’re able to see the skill set and the characteristics of a person that you’re trying to consider for a particular role in your new company hierarchy. 

So after you do that assessment, now you have loads of information to do strategy. 

#4 CEO STRATEGY As a CEO, you don’t want to come in with the I’m The Childcare Boss type of personality. You want to assess it with a strategic plan of action, which is basically a strategy. And then this is when you communicate transparently with your team about what your standard will be for the organization. And this is when you are going to communicate in a transparent way of where the person’s skills are not as a group, but individually where their skills are and wherever you want for them to grow within that time frame, and the time that you will allow for this to happen. 

You’re also going to lay out what I call a yearly operational plan. This yearly operational plan will encourage your team to know milestones so that they are clear about what they have to do to meet this certain criteria and requirement. Now there are more steps to this process, but hopefully I’ve said something that gave you a clue as to how to think and be more strategic as a CEO when taking your systems into a new organization. 

So just to recap,

1. You want to assess systems that they know and systems that they want to know. Now these are your systems. Not systems that’s currently operating in the organization, but your systems. This will give you a clearer understanding as to what the team members really need and where your next step would be when it comes to training them. 
2. You want to make sure that you have a transparent moment, give them your own expectations, and your yearly operating calendar on the plans that you have in place to help everyone transition into their next level. 

So I hope this will motivate you and inspire you on how to transition your systems into a newly acquired program with existing staff. 

If you’re ready to take it further then be sure to sign up for my upcoming free training at www.learnnewsystems.com