If I was your CEO, I would:

1. Create an organization chart, clearly spelling out the key roles and activities required for success in 2013 in this industry sector.
2. Create a clear written Vision statement, describing what I want to see in 3 years...complemented by 3 personal stories to help people understand: Why (I want it this way), How (I want people to behave...facets of Character and Values), and What (things are Vital Tasks and Actions). 
3. Set Goals, with first focus on: People`s Talents, Clients' Value Propositions, Gross Margin, & Cashflow 
4. Put in place the tools that ensure the ability to Measure performance...a Performance Tracking System 
5. Interview/review all staff, starting with the people in key roles, to determine if they are: clearly keepers, quality performers, or risky investments...taking talent to task
6. Create and implement a People development Strategy: for each keeper and quality individual...with attention to role, role description, reporting, role-in-teams, self-monitoring and self-reporting...and with commitment to self-development, commitment to people & their Talents, commitment to systems (including Measures of Actions and results), commitment to self-development, and commitment to communication improvement.
7. Create and implement an Operations Improvement Strategy: defining desired Client relationships and processes; defining philosophies about Money; clarifying what Service means (and how to deliver it); clarifying what Quality means (and how to deliver it) and clarifying what Profit means (and how to earn and collect it).

Leaders have the ability to provide Opportunities and Specialized Knowledge to help their people Practise Skills and build Strengths. This is the way leaders can help people take Talent to Task. And Tasks can and should be broken down into discrete Actions…the Vital Behaviours that lead to successful completion of Goals.

When people know they are using their Talents to perform essential Actions – when people know they are truly taking Talent to Task – they are naturally self-motivated.

And Goals are achieved.

Thought Tweet #782 A heavy dose of motivation does not cure lack of skill ills. 

The Thinking Behind The Tweet

Motivation is a wonderful thing. However, on its own it does not guarantee action or mastery of tasks. Certainly, motivation needs some support if it is to overcome lack of skill. And, it takes time and practice to master skills.

Too often we conclude lack of motivation for the failures caused by lack of skill.

The Good News: skills can be developed. First, focus on important Tasks and the Actions required to complete those Tasks. Then mentor and coach...to develop skills. Motivation will follow...it will walk on the path paved by the hard work of practicing skills.

Leaders need to inject the Opportunity...the Opportunity to have the proper mentoring and coaching...that's the key influence behind skill development.