Train the Puppy. Keep the Employee.
Right now, I am deep in the trenches of training my incredibly smart Blue Heeler puppy, Lou. If you know anything about this breed, you know they are energetic, intelligent, and eager to work. But intelligence alone doesn’t mean instant understanding. Developing a well-behaved and happy dog requires patience, consistency, and a commitment to nurturing their potential. As I work with Lou every day, I can’t help but notice the striking parallels between raising a well-adjusted dog and supporting the growth of employees. Both require leadership, guidance, and a clear understanding of expectations to help them thrive.
The question is—are we putting the same effort into developing our employees as we are into guiding a young dog? Because, much like a well-supported dog is a joy to have in your life, a well-supported employee is a valuable asset to your business. And yet, so many business owners and managers overlook this crucial aspect of leadership. Let’s explore what we can learn from this process and how it applies to building strong, committed, and high-performing teams.
1. Clear Communication is Key
As I train Lou, I’ve quickly realized that clear and consistent guidance is essential. I can’t expect her to understand what I mean if I say “sit” one day and “park it” the next. Employees are the same way. They need clear expectations and consistent communication. Ambiguity leads to confusion, frustration, and, ultimately, disengagement.
A well-structured onboarding process, a clear set of performance expectations, and regular feedback create an environment where employees know exactly what is expected of them. Just as Lou thrives when she understands what behaviors lead to rewards, employees perform best when they know their contributions are recognized and valued.
2. Positive Reinforcement Works Wonders
Most effective dog trainers use positive reinforcement rather than punishment. When Lou does something right, rewarding her with a treat or praise encourages her to repeat the behavior. Similarly, employees respond better to recognition, appreciation, and encouragement rather than criticism and fear-based management. When people feel valued and see the results of their hard work, they are far more likely to remain engaged and committed to their role.
A simple “thank you” or acknowledgment of a job well done can go a long way. More formal recognition programs, professional development opportunities, and clear career pathways can further reinforce the idea that good performance leads to positive outcomes. Employees, like all of us, thrive in environments where they feel appreciated.
3. Consistency Builds Trust
Imagine if I allowed Lou on the couch one day but scolded her for it the next. This unpredictability would create confusion and anxiety. Employees experience the same frustration when workplace expectations and policies fluctuate without explanation.
Consistency in leadership, expectations, and company culture builds trust. Employees who trust their leaders and feel secure in their work environment are more likely to stay committed to the company. Be clear, fair, and reliable, and your employees will respond with loyalty and productivity.
4. Patience and Encouragement Lead to Growth
Some puppies pick up commands quickly, while others need more time and repetition. Lou, for example, learned "sit" and “stay” almost instantly but is still working on mastering "lay down." Likewise, employees learn and develop at different paces. Great leaders recognize that mentorship and professional development aren’t a one-size-fits-all approach. Some employees may need extra guidance and mentorship, while others quickly take initiative.
Instead of becoming frustrated with an employee who struggles initially, consider ways to support their development. Provide additional training, mentorship, and resources. Just as I wouldn’t give up on Lou after one failed training session, you shouldn’t give up on an employee who needs time to grow.
5. Set Them Up for Success
Lou needs an environment that supports her learning—if there are too many distractions, she struggles to focus. The same goes for employees. If they don’t have the tools, resources, and support necessary to succeed, they’ll struggle to perform at their best.
Invest in the right training programs, provide clear career pathways, and ensure employees have access to the tools they need. A well-supported employee is far more likely to be productive, engaged, and loyal.
6. Boundaries Create Stability
Dogs feel safer when they have clear boundaries. Lou understands where she’s allowed to go, what she can and cannot do, and her role in our family. Employees also need well-defined roles, responsibilities, and boundaries to feel confident in their work.
Unclear job roles, overlapping responsibilities, or an unpredictable work environment can lead to stress and burnout. When employees know where they stand and what’s expected, they can focus on performing at their best without unnecessary anxiety.
7. Trust the Process
Training Lou has been an incredible experience, but it is taking time. Some days are frustrating, while others are incredibly rewarding. The same applies to developing employees. Growth takes time, and there will be setbacks along the way. However, with the right leadership approach, employees can reach their full potential.
Investing in mentorship and development today means having a skilled, engaged workforce tomorrow. Don’t expect perfection overnight—trust the process, provide consistent leadership, and focus on long-term results.
8. If You Ignore Development, Problems Arise
A neglected dog without guidance often develops bad habits—chewing furniture, jumping on guests, or barking incessantly. Lou, when not given enough structure, tries to make her own rules. Employees who don’t receive proper training and development can become disengaged, unmotivated, or unclear on how to succeed in their roles.
The cost of neglecting employee development is high—high turnover, decreased morale, and lost revenue. Proactively supporting and mentoring employees prevents these issues before they start.
A Call to Action: Don’t Go It Alone
Just as many dog owners turn to professional trainers for guidance, business owners and managers can benefit from expert support in employee development. If you’re struggling with high turnover, low engagement, or leadership challenges, I can help.
At Synergy Business Coaching, I specialize in helping business owners create thriving, engaged teams through leadership coaching, training programs, and strategic workforce development. Let’s build a team that’s not only productive but also committed to your vision and success.
If you’re ready to take the next step in developing your employees (or just want to swap Blue Heeler training stories about Lou), reach out to me today. Let’s work together to create a team that’s as dedicated and high-performing as a well-supported and empowered employee—without any leash pulling involved.
Schedule a call today and let’s build something great together!
The Importance of Getting Business Help: Why Leaders Need Leaders
It all begins with an idea.
Running a small business can often feel like an isolating experience. As a leader, you’re juggling multiple roles—strategist, manager, marketer, financial planner, and more. While the entrepreneurial journey can be exciting, it can also be overwhelming, especially when you're doing it all on your own. However, one crucial lesson that many business owners learn is that leaders need leaders. No one should have to navigate the challenges of entrepreneurship alone, and that’s where getting business help comes in.
Why It's Essential to Seek Business Help
As a business owner, you're naturally passionate about what you do, and you're likely invested in the success of your business. However, it's easy to become too close to the day-to-day operations, leading to burnout and limiting growth potential. Having someone to guide you, provide fresh perspectives, and help you stay on track is invaluable.
Here’s why seeking business help is not only important but necessary:
Objective Insight: When you're involved in the day-to-day operations of your business, it can be hard to take a step back and evaluate things objectively. A business coach or mentor can offer fresh perspectives and help you make informed decisions without being clouded by emotions or exhaustion.
Support and Accountability: It’s easy to get caught up in the urgency of immediate tasks, leaving long-term goals and strategies to fall by the wayside. A business coach can hold you accountable, ensuring that you're not only working hard but also working smart. With their support, you can achieve milestones that may have otherwise seemed out of reach.
Personal Growth as a Leader: Leadership is not just about managing employees—it's about continuously growing as an individual and as a decision-maker. A business coach can help you identify areas for improvement, build your leadership skills, and develop the mindset needed to face challenges head-on.
Focus on What You Do Best: One of the biggest mistakes small business owners make is trying to do everything themselves. By seeking business help, you can delegate tasks that aren’t within your expertise or core strengths, allowing you to focus on what you do best—whether that’s innovating, serving your customers, or growing your brand.
How to Find the Right Business Help
Finding the right business coach or mentor can feel like a daunting task, but with the right approach, it becomes an invaluable investment. Here are a few tips to help you find the right help:
Understand Your Needs: Before seeking a coach or mentor, take a moment to assess where your business needs the most help. Are you struggling with leadership? Marketing? Finances? Identifying your specific pain points will help you find the right professional for your unique needs.
Look for Experience: The best coaches have a solid track record of helping businesses succeed. Look for someone who has experience in the specific areas where you need help and who understands the challenges of small business ownership.
Chemistry Matters: Working with a business coach is a partnership. Make sure there is a good personal and professional chemistry. You should feel comfortable opening up about your struggles and challenges, and your coach should be someone who inspires trust and confidence.
Don’t Be Afraid to Ask Questions: When considering a business coach, ask questions about their experience, approach, and the results they’ve achieved with other clients. A good coach will be transparent about how they can help and what you can expect.
Take the First Step Today
You don’t have to navigate the challenges of running your business alone. As a business coach, I’m here to guide you through the ups and downs of entrepreneurship. Together, we can identify areas for improvement, set actionable goals, and ensure that your business reaches its full potential. Don’t let the challenges of leadership weigh you down—get the help you need and take your business to the next level.
Reach out today to schedule a consultation and let’s start working on your path to success.