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 skill they learn under...

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 fancy frame that hangs i...

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 what ...

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 looked at last ti...

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 in you wrong here! With that work ...

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 we’re known...

SInce we’ve established the importance of organizational culture and we’ve developed a foundation for what that culture needs to be built on, it’s time we get serious about defining the specific values we stand for - the ones we want to be known for upholding, personally and professionally!

The fir...

I don’t believe there’s a cookie-cutter approach to identifying and defining the values any organization’s culture is built around, that really needs to be a very intentional process and those values should be as unique as the products and services a company provides to the community it serves. That...

What are you just not willing to compromise? Where have you drawn a line in the sand that you absolutely will not cross, or allow anyone in your organization to cross without being held accountable immediately? Lying? Cheating? Stealing? Harassment of any kind? I’m sure each of those things rate fai...

Now that we’ve developed a foundation for The Importance of Organizational Culture, and we have a practical definition of organizational culture we can work from as we lead our teams, let’s nail down what we really need as a strong foundation for that culture to be built on…

If we, as leaders in ou...

In considering How Our Organizational Culture Impacts Onboarding, we often tie this directly back to what a new (or even potential) team member hears through the process. Who they hear it from matters too! But talking is usually the easy part! Making sure the walk that follows comes anywhere close t...

Cindy and I focus the majority of our work around helping organizations develop their leaders and build more effective communication into their cultures. Quite frankly, I can’t can’t think of anything else that can impact a company’s productivity, and in turn profitability, any more than those two t...