Ciprani Consulting

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Ciprani Consulting Ciprani Consulting Recruits and Trains talented individuals for Small Businesses. https://linktr.ee/cipraniconsulting
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10/09/2026

"Leverage everything you're not good at, and for me, that included hiring."

John Douglas said that from his farm, crediting the people he has hired for the fact that he gets to be out there.

About a year and a half ago, he and his team were trying to fill a Director of Ops seat on their own. Finding talent, running candidates through a hiring process, making the call.

They are a real estate team, and that is what they do well. Hiring never was.

So they brought in Linzee, and she ran the whole search from start to finish. John wasn't sure about the candidate at first.

He sat through the interviews and still wasn't sure. The team walked him through each concern until the decision felt solid, and then they made the hire.

Recruiting and training is what Ciprani does for a living, and John cannot recommend them highly enough.

Looking back now, he could not have been more wrong to hesitate.
Almost 2 years after those first interviews, she is still on his team, and the hire changed the business.

That wasn't an accident. It's a strategy, and it works on you.A practiced underperformer knows how to survive a performa...
10/09/2026

That wasn't an accident. It's a strategy, and it works on you.

A practiced underperformer knows how to survive a performance conversation. The client issue comes up, or the product problem, or a fight with someone on the team.

You react, because it sounds urgent and it sounds real. Now you're solving something together, and the conversation you actually called the meeting for is gone.

The moment you shift into problem-solving mode, you stop being the evaluator. They're off the hook, and they knew it before they walked in.

I call this a deflection exercise, and I've fallen for it myself.

I used to think staying with the problem made me a good leader. It made me the helper, and I hadn't even noticed the meeting had moved on.

What changed it for me: I expect the shift before I walk in.

When the subject changes, I bring it back. That meeting stays on the performance gap until we have a real answer for what's going to change.

If you're walking into something like this and you don't know how to hold that line, reach out. This is exactly what we help with.

10/08/2026

There's a fine line between coaching your team and carrying them.

In this week's ROI Live in 5, we're breaking down when coaching becomes dependency and why constantly stepping in to fix problems can actually hold your team back. Learn how to set clear expectations, build accountability, and develop people who can perform without your constant involvement.

Great coaching doesn't create dependence. It creates independence.

🎥 Watch the full episode now: https://youtu.be/JOHZflLfXWc

💬 What's one task you keep taking back from your team?

10/08/2026

More people are quitting without a conversation than we have ever seen.

If you are employed and unhappy, stressed, or already thinking about leaving, sit down with your boss before you decide.

Tell them what is going on.

Your boss wants to hear it and does not want to lose you. Replacing you means going back out, hiring for your position, and changing everything around it.

People change and relationships change, and most of it can be worked out across a table. What is new is how rarely anyone tries.

Some call it the climate of today or the new generation, and I agree with part of that. I also think we have started hiding behind technology.

Text messages and social media make the hard conversation easy to avoid.

We stopped having dinners where people fight problems out and debate them, and we lost some of the ability to do it. A skill fades when nobody practices it, and the workplace is where that shows.

If you are a valuable employee and great for culture, your employer wants you in that conversation. Raise it first, then decide.

One inconsistent team member is not just a people problem.It is a client problem, a team morale problem, and a reputatio...
10/08/2026

One inconsistent team member is not just a people problem.

It is a client problem, a team morale problem, and a reputation problem, all happening at the same time.

Clients feel it first.
A deal drags. Someone stops following up.

The answer changes depending on who they ask. Nobody names it out loud, they start to feel like something's inconsistent, and inconsistent is hard to trust.

Your best people feel it next.

They're the ones quietly covering the gap, picking up what someone else keeps dropping, without saying a word about it. High performers carry that weight for a long time, right up until the day they stop, and that day tends to arrive without warning.

And the market is already talking.

If you've got an agent on your team who's only closed 2 deals, that's what people in your market are talking about, not your top producer's great year, not the deal that went perfectly last month. The 2 deals.

None of this waits for a scheduled review. It's already happening, on all 3 fronts, long before that conversation ever gets put on the calendar.

10/07/2026

One score should never cancel an interview.

What drives me craziest about hiring is when the assessment is the only step. It comes back a little off, or very off, from what you think you are looking for, and the candidate never gets the conversation.

We use assessments for 20 to 30 percent of the process, and that is where they stay. They are there to start a conversation.

We sit down with the candidate, share what the assessment says about them, and ask: on a scale of 1 to 10, how accurate is that? They give us a number, and then we talk about why.

Some candidates will not feel like the report is really them.
They get the chance to say, "No, I don't think that is exactly right," and we talk it through.

That conversation teaches us something no score can, because now we are learning from the person and not only from the report.

Use the assessment to decide what to ask. Give people room to push back before you knock them out of the process, good, bad, and ugly.

Most businesses do accountability once a quarter. We do it 3 times a month.The month opens with alignment, everyone agre...
10/07/2026

Most businesses do accountability once a quarter. We do it 3 times a month.

The month opens with alignment, everyone agreeing on what success looks like before the next 30 days start. Not vague goals, a real number, a real target everyone signs off on before anyone gets to work.

On the 15th, we check in.

This is the point where a correction still helps, while there's enough of the month left to matter. Nobody's guessing where they stand halfway through.

The month closes with review.

Results, and the honest conversation, whatever it needs to be. We're not deciding in that room whether someone met the goal.

We already know. What we're deciding is why, and what happens next.

Sometimes a goal comes up short for a reason that has nothing to do with effort. A candidate we were counting on turns down the offer at the last minute, and the number doesn't land.

A missed goal like that is a completely different conversation than someone who just didn't do the work, because we talked about it 2 weeks earlier and already know which situation we're in.

Nobody on our team gets blindsided at the end of the month. They've had 2 conversations before that 1 telling them exactly where they stood.

Happy Birthday, Stella! 🎉💛Stella is one of those people who brings a calm, kind, and genuinely sweet energy to the team....
10/07/2026

Happy Birthday, Stella! 🎉💛

Stella is one of those people who brings a calm, kind, and genuinely sweet energy to the team. She’s always willing to learn, open to feedback, and never afraid to roll up her sleeves and give her best.

It’s been so fun watching you grow, Stella, and we’re excited to see where the next year takes you! We’re so grateful to have you on the team and hope you have the happiest birthday! 🎂✨

💼 Ready To Put Your Financial And Operational Skills To Work?💼 Keller Williams Professionals is looking for an Office Ma...
10/06/2026

💼 Ready To Put Your Financial And Operational Skills To Work?💼

Keller Williams Professionals is looking for an Office Manager/Market Center Administrator to oversee financial reporting, improve office systems, and keep daily operations running smoothly. If you’re detail-oriented, organized, and confident working with numbers, this could be a great fit!

Apply here: 📍https://jobs.wizehire.com/job/office-manager-in-plymouth-mi-us-e1f7a99d74f82870

10/06/2026

They started a new job 6 months ago, and they are applying to yours anyway.

Owners ask us all the time why a resume like that comes through. There is a person behind it who never stopped looking.

People need work. When the right role has not come along, they take one that is not their perfect fit and keep searching.
Somewhere along the way they find your posting, and it may be exactly what they have wanted.

A cold screen reads the start date and moves on.

The page cannot tell you whether this person is firing off applications in every direction or holding out for a job like yours, and a quick pass can cost you the one who wants it most.

We bring empathy and structure together.

Every resume gets read, and the people behind them get a real conversation, where we ask the plain question: is this your dream job, or are you still applying everywhere?

That is the heavy lifting of a search, and it falls to us.

If you do not have time to do that yourself, call us.

Address

520 W State Street, Kennett Square
Kennett Square, PA
19348

Opening Hours

Monday 8:30am - 5pm
Tuesday 8:30am - 5pm
Wednesday 8:30am - 5pm
Thursday 8:30am - 5pm
Friday 8:30am - 5pm

Telephone

+14844026676

Website

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