"Why doesn't anyone do things the way I tell them to?"

"If only my people would come to me with solutions and not just problems!"

"By the time I tell them how to do it, I could have done it 10 times myself, and much better, at that!"

Sound like you?

That's the people dilemma.

You can't live with them, but you can't live without them, either (as the saying goes).

The good news is that the people dilemma is easy to solve.

You start by realizing that, unwittingly, you've created the people dilemma yourself.

You've created it by allowing one or both of these fatal flaws to infiltrate the way you do business.

Fatal Flaw #1: Thinking Like a Technician (Rather Than Like an Entrepreneur)

The majority of small business owners started out as technicians: the consultant opens a consulting firm; the plumber opens a plumbing company; the hair stylist opens a salon; the chef opens a restaurant.

Unfortunately, the mindset of the technician still remains. It's the mindset of, "I'm great at doing it. I like doing it."

And it's the mindset that says, if you're being quite honest with yourself, "I'm more comfortable doing the work myself than delegating that work to others."

The solution for fatal flaw #1, then, becomes crystal clear: Think Like an Entrepreneur, Not a Technician

You must, absolutely and unequivocally, change your mindset.

People are not the problem; it's the way you think about them--and yourself--that creates the people dilemma.

Technicians begin a business by focusing on their own expertise, whereas, entrepreneurs begin a business by focusing on customer needs.

The technician is focused on the smaller picture of the work; the entrepreneur is focused on the bigger picture of the result.

Thus the well-worn, but never taken seriously enough: "Focus on Results, Not on Work!"

By continuing to think like a technician, you're getting in your own way and setting your people up for failure before they even have a chance to succeed.

Fatal Flaw #2: Hiring "the Best" People in the Belief That People (Rather Than Systems) Make Your Brand

What on earth could be wrong with hiring the best people?

Isn't that what you're supposed to do?

The conventional wisdom says the way to hire is to find the best people you possibly can. Superstars who will come in and make everything better. They'll lighten your load, because they've got the right education and experience; they'll know what to do without you having to tell them.

The problem with hiring superstars is that you become dependent on them.

The problem with hiring superstars is that they know what they know, but nobody else knows what they know.

And, even more worrisome, is that they don't know what your business should know-those distinct ingredients that make your business a brand.

So the problem with hiring superstars is, in fact, more than a problem; it's foolhardy.

Why? Because not only do the superstars you hire from the outside not know what makes your business a unique brand, they are very likely to inject your business--dare I say, contaminate your business--with beliefs and methods they've acquired someplace else that are not representative of the brand that you've worked so hard to build.

And that's, for sure, not what you want.

The solution, then, for fatal flaw #2 is this: Create the Systems That Spell Out "This Is How We Do It Here" and Engage Your People in Their Implementation

To put it another way, rather than hiring the best people, you create the best people by designing and documenting the systems that teach them how to do the work exactly as you want it done--exactly as your customers need it done.

The constant search for "better people," let alone the "best people," flies in the face of what is actually in your company's best interest, which is this:

Hire relative novices and train them in your proprietary, brand-specific systems, develop those employees to excel at your systems, and teach them the skills they need to contribute to the continuous improvement of those systems.

In short, develop your own stars from the beginning, with people who aspire to go higher.

By eliminating these two fatal flaws, from the way you think and the way your company behaves, you will transform your people dilemma into the dream team of employees they have the potential, the desire, and the ability to become.