Setting Your Round Table - Excerpt from Chapter 5 "Maximize Your Firm's Strength."

Updated: Jul 8, 2019

Promotions and Loyalty.

Your Round Table will implement the same practices, procedures, and positive social behaviors that you display. Your Round Table can be termed Regional Directors, as we refer to them in this book, or a similar title describing the leadership position you envision. They will be responsible for overseeing their own geographic area or population of providers and client services, the way you have instructed. You will have to explicitly teach these leaders how to run through your daily routine, engage with parents and administrators, as well as market to new opportunities. To increase consistency, you will need to develop forms, templates and task-analyses to complete many required procedures. In addition, you will need to teach your Directors how to manage others the way you deem appropriate for your agency. This is not a time for laziness or overconfidence. Many individuals, although talented and driven, will have not yet developed the natural repertoire to manage others and are not ready to be a strong leader in your company.

Begin to contemplate the importance of personal development – for yourself as well as your Round Table. You are your business, but they are your business as well. As you’ve learned from your training in behavior analysis, imitation is a fundamental building block for learning. Animals imitate as well as humans. The way you speak and carry yourself in front of your Directors is likely how they will strive to speak and interact with those who work beneath them. You must explicitly model this behavior. If you are taking the time to discuss concerns from your Round Table and are personally supporting each of them, they will be more likely to feel the urge to discuss concerns with those working beneath them as well as strive to offer additional support as needed. You must always be the hardest worker in your business – once you stop sprinting, those who follow you will as well. You must set the bar to a height that is obtainable, yet beyond what your current leaders are actively achieving on average. You can determine a reasonable height to place your expectations by first collecting some baseline data and identifying the highest data point – what have they been able to demonstrate in the past? If an individual can perform at a particular rate once, he or she can strive to regularly achieve at this level. However, as business owners, we understand that we want to achieve loyalty; and with loyalty, we must ensure the leaders under us can continue to grow and prosper.


You will not have a difficult time identifying your best staff early on, as you’ll be boots-on-the-ground with them for the first few years. Confucius wrote, “Promote Men of superior capacity’. Jan Yung said, ‘How does one know a man of superior capacity, in order to promote him?’ The Master said, ‘Promote those you know, and those whom you do not know other people will certainly not neglect.’” For now, you’ll be focused on those you know. Once your agency evolves, other leaders will identify those under them and promote them accordingly. For this reason, it is especially crucial you are correct about your early staff promotions. Former Tesla’s Vice President of Public Relations, Ricardo Reyes, reported of Elon Musk, “He used to say that he only wanted ‘special forces’ working for him. No normal people.” This same mentality should pervade your thinking when establishing your Round Table of leadership.

Although we do not explicitly endorse non-scientific, research-based sources, a popular motivational speaker, Zig Ziglar, once said, “You can have everything you want in life if you help enough other people get what they want out of life.” We believe that if you take the time to give to your Round Table, even if it comes at a slight cost to you, the benefits will far outweigh the costs. You are not self-aggrandizing; you’re building a family.

Regional Director responsibilities are not all discrete in nature; however, several primary responsibilities are listed below:


1. Serve as the primary figurehead and point of contact.

2. Oversee treatment and monitor authorization approvals.

3. Manage and oversee provider and client case supervision protocol.

4. Seek counsel with disciplinary concerns regarding staff.

5. Provide on-going professional development trainings and opportunities.

6. Market to new schools or facilities within the region


Continued within the book,Behave Like A Boss – Get your copy at www.behavelikeaboss.com

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