A leadership guide to developing people, building strategy, and fixing culture
Jim Rohn said, “you are the average of the five people you spend the most time with.” That is a little more in-your-face than the “birds of a feather flock together” mantra, but there is definitely some truth to it. So take a moment and think about who you spend
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Merry Christmas! This is my absolute favorite time of year. It has a feel to it. Something indescribable and wonderful. It’s a time to spend with family and enjoy one another. It’s a time to catch your breath and look at life through a different perspective. A happy, joyful perspective.
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There were 30-ish doctoral candidates standing on a street corner just outside of Washington DC. For all of us, except one, this was the first time in our lives that we’ve been at this location. I’m being generous with the “one”, as you’ll see in a minute. We were there
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We’re an entitled people. There’s no question about it. You have the exceptions, and I certainly wouldn’t argue that. But for the most part, we expect to be treated a certain way, and we treat people based on how they treat us. So, in the work world, that can be
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“Develop your intellect” was a phrase my English Literature professor said in every class during my junior year of college. It seemed obvious and a little bit over-stated at the time. After all, we were in college doing just that. Nearly 20 years later, I want to share with you
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Conferences are great! I always love the opportunity to learn new things, meet new people, and see new places. I’ve discussed this topic before, but now that I’m in my third year of running my own business, I want to revisit it. I don’t enjoy being away from my family
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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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Everyone was on their feet, not one person in the gym was sitting down. He drove right down the center of the lane, released the shot and as the buzzer sounded the ball bounced off the glass and went in the hoop! The crowd went wild, and it was a
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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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