When we focus on turning team values into team performance, it helps us face reality. We want to believe the best of our people and we should want that. But as leaders, we must define the reality of our team's performance, which takes us to behaviors. This is all about action and...
Having just wrapped up our look at how high turnover kills so much of an organization’s profitability, it just makes sense to shift our focus to the costs of recruiting. If we are indeed able to provide our best team members with a solid reason to stay, the pressure to add anyone with a...
In looking at turnover rates and profitability of organizations, it's hard to miss the continuing trend towards companies needing and seeking a better culture. The good news is there’s increased interest in serving well from the values statement we have on our walls. The bad...
The extended reach of high turnover certainly does its part in taking the wind out of our sails when it comes to how actively we are in driving our organization forward but it also takes a toll on our entire organization’s culture - in a couple of critical ways!
Before we go into those...
It is critical in partnerships that you choose to partner with individuals that reflect the behavior, the character, and the emotional intelligence that you want representing you.
If you own a business, you want your team to reflect professional and ethical behavior, the utmost character, and...
Once I understood what defining moments really were to leaders and how if we evaluate them, make the changes necessary within ourselves to become better, it’s then that we are empowered to not only do better in the future but also prepare for defining moments in the future.
A powerful way...
If we’re not intentional about actively developing the leadership skills of each key individual on our teams, the areas where we’re likely hemorrhaging profit have very few bounds. Even the leaders who are incredibly strategic in defining exactly how they’ll implement each new...
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 most valuable things Cindy and I have been able to do through our Emerging Leader Development program has been reading the immediate action steps that participants detail following each lesson. Seeing how individuals with varying levels of leadership responsibility absorb then apply...
Did you read the subject line and sing the next phrase in your head? I kinda still am… But unlike the wheels on the bus that go round and round, the seats on our organization’s bus absolutely should not! And if we want to get really serious about the business succession planning we...
Since you’ve accepted the responsibility of leading your team, I’m going to assume you’re taking what we’ve dug into up to this point to heart by identifying what you really value and defining exactly why those things are meaningful to you - so don’t prove my faith...
Once we’re confident that we have a solid list of the things we really value, we need to be very intentional about defining the reason each of those values matter to us - or anyone else for that matter! The values our organizations perform to will indeed become the organizational culture...
