A leadership guide to developing people, building strategy, and fixing culture
Page Contents 1. See the Whole Person, Not Just the Worker 2. Create Mental Safety 3. Invest in Their Growth 4. Listen Like It Matters, Because It Does 5. Recognize and Honor Contribution 6. Protect Their Wellbeing There’s a version of leadership most of us were taught: set goals, drive
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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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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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My first contractor hiring experience was not great. I remember vividly interviewing the candidate over the phone. They seemed like a perfect fit. I scheduled time for a couple of other team members to interview the candidate, and that went well too. I remember thinking, this candidate appears to be
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