1. Make sure your top 5 highest potential emerging leaders has a coach to make sure they are ready to lead. You don't learn leadership just by having direct reports. Its both art and technique.

2. Make sure all teams "go into the garage" at least once every 2 years to assess the effectiveness and the culture in that team and to have a renewed team charter.

3. Train all supervisors how to supervise.

4. Ensure every senior leader does a 360 at least every 2 years.

5. Make sure your talent review process is actually working and that it is correctly identifying talent that the Company owns (not the managers) and that there are specific actions committed to that will develop that talent. Promote from within wherever possible.

6. Use technology to eliminate admin work and to smarten people processes to boost engagement. You may need the HR system but none of the tools you need to do this will actually be there. Whatever you use must of course talk seamlessly to your HR system, be easy to use, cloud based, and are something Managers and people will enjoy using and actually make life easier. At a minimum you should have automated processes for rosters, time-sheets, personal data, on-boarding, pay advice, and access to company stuff like comms and policies. It should all be on one app and on their own phone.

7. Make sure the CEO is in front of every employee talking about the direction, vision and values of the Company at least once a year.

8. Make sure you have an "always on" dynamic way of sensing the mood of the workforce - you should know your engagement/employee NPS score daily.

9. The most senior leaders should be highly visible and walk around at least 30 minutes a day talking to people. Seeing the senior people working together in an open space at least weekly is also powerful.

10. Never bonus KPI's. Always pay for performance and bonus for results, and only results.