A leadership guide to developing people, building strategy, and fixing culture
There is a moment every leader dreads: a great employee walks into your office, closes the door, and tells you they’re moving on. The instinct is loss, maybe even failure. But before you spiral into what went wrong, consider what the data is telling us about where leadership actually stands
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Most leaders don’t set out to be the problem. You took the role because you’re capable, driven, and you genuinely want to make an impact. You want results and you care about your team. You’re trying. And yet, something might be getting in the way. Not your strategy. Not your
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If you’re reading this during a lunch break you’re technically not taking, on a phone that hasn’t left your hand since 6 am, while mentally drafting a response to an email you received at 11 pm last night – hi. This one’s for you. Nobody told you leadership would feel
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There’s a version of leadership most of us were taught: set goals, drive performance, measure results. And none of that is wrong, but it is profoundly incomplete. The best leaders throughout history, in business, community, and beyond, have shared one quality that doesn’t show up on any org chart: they
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Contention isn’t a sign that something is broken, it’s a sign that humans are in the room. Wherever people come together with different priorities, pressures, and perspectives, friction is inevitable. And nowhere does that show up more intensely than in the workplace, where deadlines, power dynamics, and competing interpretations of
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In my last post “Being on a Real Team“, we discussed the potential and togetherness a team can have if they have great culture. One way to establish and maintain that culture is through the Team Outing. Our CEO, Dr. Josh Stephens, wanted an outing that would encourage our team
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Welcome back and thank you for taking a few moments to read my final installment of this three-part series on “Dealing with Under-Performing Employees”. If you’re just jumping in, read the first installment, “How to Deal with an Under-Performing Employee” and we’ll get you back here in no time. Following
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At this point (part two of a three-part post) you’ve determined that the problem is not you. You’ve spent some time reflecting on what performance means in your context, so you can objectively conclude that your team member is under-performing and now it’s time for a tough conversation, aka. “The
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If you’re here, then you probably have an under-performing employee and need some guidance on what to do. The answer is not easy, and it’s not simple. Ideally, you can move the under-performing employee into a state of average performance or even highly productive performance. Unfortunately, that may not be
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Is building relationships as hard for you as it has been for me? I’ve always thought it was easier to just relax in the corner without having a conversation, than trying to find the courage to talk to someone and then work really hard to carry a conversation. In this
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