No, not the 1991 single by Extreme! I’m talking about what you and I need to provide to set the tone in our organizations - especially since we’re far more likely to get what we are then just what we want! 

Whether they’re listed in the employee handbook, on a document in a...

One of the first things I learned after I moved from running a press to training on and implementing Lean Manufacturing initiatives nearly 25 years ago was how labor efficiency rates were set. In most cases, the number of widgets that were expected on an hourly basis from any given process was...

Since we’re gonna get what we are, and not necessarily what we want, I believe it would serve us all well to consider some real life examples of leadership that yielded teams of people who did what they did. Interestingly enough, my internet search for specific leaders who did this yielded...

The Rolling Stones shared a bit of wisdom with us years ago when they said, “You don’t always get what you want. But if you try sometimes, you just might find, you get what you need…” That may hold true in some cases but when it comes to leadership, you get what you are!...

In many cases, the team members within an organization will indeed follow the leader because, at least for the most part, people do what people see… I’ve seen that hold true in companies with world class performance and I’ve seen it in places that were struggling to stay...

Expecting anyone to blindly Follow the Leader is more than a little naive, especially over extended periods of time or in performing difficult tasks, because our teams are much more apt to do what they see us doing when we’re in similar situations! But let’s be honest with ourselves...

Having just worked through the importance of responsiveness, especially when it comes to showing we value the teams we lead and maintain the influence we’ve worked to earn with the folks on those teams, I want to challenge you to really think into this question: Why is it important to lead...

Last time I referenced The Platinum Role with regards to communicating with our team members based on what they needed, rather than just how we’re wired to share a message. That’s critical for simply limiting the amount of misunderstanding we have on any given day, but it’s even...

Now that we have a foundation for what the real issue is, rather than getting caught up in the recent hype, and we’ve looked at who’s to blame - or more importantly, who’s behavior we can actually control on any given day - let’s tie all this together with some specific...

Let me emphasize it again just in case we’re not on the same page… Quiet quitting may be a relatively new term but it ain’t a new thing! And while I’ll never suggest I’m OK with someone giving less than satisfactory effort expecting a world-class reward, I’m...

So what if that burnout we so often hear about really is a result of being uninspired rather than just plain tired? What can we do as a leader to provide our team members with what they need to find true fulfillment in what may seem like such a mundane routine? Quite frankly, that conversation...

Since looking at Who’s to Blame last time, my mom shared something she had just seen on Dr. Phil where he suggested that quiet quitting was a societal issue largely caused by lack of initiative on the employees’ part. I usually attempt to be fairly mild and respectful with my language...