I wrapped up last time by mentioning that we’d soon work through some “simple things” that we can each do to EARN engagement from the teams we’re leading, and more specifically, some actual steps we can take to put those things into practice. Here’s the thing: just...

Leaders offer growth and development options because they want the best for their people. As leaders, we have a responsibility to build our people and the way our people are built shows up in our culture every day. If we build values of service, integrity, accountability, responsibility, this...

Think back to the comment I referenced a few times previously about this so-called “fuzzy initiative driven by someone in human resources that never yields tangible results”... The fellow who made that comment went on to explain that this was because “most CEOs continue to sit...

By this point, we should have a solid understanding of just how much profitability is being killed in our respective organizations by just an average number of employees who aren’t actively engaged. But knowing the issue exists and having a plan for addressing it are two VERY different...

While I’ve never named the individual who made the “fuzzy initiative” comment on my LinkedIn article, I’ve referenced it enough that I actually think he deleted it! Oh well… My intent was never to call him out directly - or I would have used his name every time...

Based on the stats we just looked at showing that an overwhelming majority of the workplace at-large isn’t actively engaged in “powerfully rowing toward their company goals,” the cost of disengaged employees should be fairly evident… Truth be told, I struggle to...

One of my (Cindy) favorite things to help leaders communicate are the core values their team shares. When we talk about values, we have to talk about character. Character is who we are on the inside and our values system guides our behavior that demonstrates our character.  There’s a...

Once we’ve been intentional about creating a culture of top-down leadership that provides effective communication on an ongoing basis and we’ve worked to minimize the profitability that’s killed by high voluntary turnover and ongoing recruiting, the next - but certainly no less...

I (Cindy) gave an example recently in How to Build Company Culture of organizations many of us have read about or lived through where organizational values were neglected and the outcomes were tragic.   Maybe you remember Enron, or the Exxon Valdez oil spill, or maybe in the news today!

You...

If we want to have any hope of capturing the profit that’s so often killed in the recruiting process and build a strong recruiting pipeline, we’ll definitely need intentional involvement from leadership at all levels of our organizations in order to cast of clear vision of where great...

Even when we’re extremely proactive in our leadership roles about being engaged with our teams, there’s more we can do to develop a strong recruiting pipeline! Being directly involved in the recruiting process certainly helps, as does having a consistent presence with on our teams,...

Any way we slice it, recruiting great candidates to join our team comes with a price tag! When we’re forced to recruit constantly because the business is growing, it’s hard enough - especially in a world where those great candidates are hard to come by… But if our voluntary...