????既然NetSuite已經(jīng)解決了一些招聘問題，尼爾森和直接向他匯報的雷奧米將精力轉(zhuǎn)向了如何留住人才以及員工培訓(xùn)這些問題上。要問重大的挑戰(zhàn)是什么？那就是，如何將公司零散的文化傳遞給物理距離越來越遠的員工。（它在10個國家有14處辦事處，其中包括捷克。）現(xiàn)在，雷奧米正在開發(fā)一組在線工具，希望幫助新員工盡快適應(yīng)新的環(huán)境。針對最高管理層的領(lǐng)導(dǎo)力會議也在計劃之中。

????培訓(xùn)不光是針對新人：尼爾森本人也在接受教練的培訓(xùn)，希望能完善自己的領(lǐng)導(dǎo)方式?！安辉趺戳晳T，”他承認，但這樣的培訓(xùn)有助于他從一家初創(chuàng)企業(yè)的CEO逐步轉(zhuǎn)型至領(lǐng)導(dǎo)一家規(guī)模大很多的公司，這恐怕也是很多管理者樂意擁有的煩惱。

????Now that NetSuite has addressed some of its hiring issues, Nelson and Réaume -- who reports directly to the CEO -- have turned to retention and employee training. The big challenge? How to impart the company's scrappy culture to increasingly far-flung employees. (It has 14 offices in 10 countries, including the Czech Republic.) Réaume is developing a set of online tools to help newcomers get onboard. A leadership conference for top management is in the works.

????Training isn't just for newbies: Nelson is also working with a coach to help him evolve his leadership style. "It's uncomfortable," he admits, but the coaching is helping him make the transition from being a startup CEO to running a much larger organization -- another problem a lot of executives would love to have.