4 Minute Read

Doris was the type of employee you could set your watch to. She arrived at 7:50am each day and left no later than 5:10pm. Her day was spent doing administrative work—much of it routine, identical to the day before, and the day before that. Through the years everyone got used to her reaction to change. If her schedule was interrupted, you needed to give at least a 48-hour notice. Larger interruptions, such as painting the office or a software upgrade would require a series of one-to-one meetings, coddling, and accommodation. Reading this, one might think that people resented Doris when, actually, the opposite is true. The vast majority of employees liked and valued Doris. She was punctual to a fault, extremely dependable and as emotionally predictable as they come.

Do you have people on your team like Doris? How about the person who isn’t exactly a ball of fire, but also doesn’t make waves? What about employees who don’t want to become supervisors or even team leaders? They just want to do their job and go home.

The Slight Edge: Just One More...

Leadership, Motivation, Time ManagementMay 23, 2017changing habits, creating success, increase productivity, The Slight EdgeComment

Management Teams Aren't Productive

Leadership, Strategy, Time ManagementMay 8, 2017Productivity; management teams; leadership teams; increasing productivityComment

Everyday Ethics and Integrity

Company Culture, Leadership, Retaining EmployeesMarch 29, 2017culture, Ethics, Ethics and Integrity, How we treat each other, IntegrityComment

Business Could Be Better...

Communication, LeadershipFebruary 27, 2017Blaming Others, communication, Jim Collins, leadership, Perspectives of Others, Seeking to UnderstandComment

Personal Accountability

2 Minute Read

Today more than ever, employers want employees to own what they expect of them. That means acknowledging responsibility for their outcomes. And in return, employees expect their employers to demonstrate ethics and integrity in their actions. When both parties agree to accept these goals, the result becomes a culture of Personal Accountability.

The core of personal accountability is based on a person accepting responsibility for his own behavior and actions. A person may become accountable in business based on a certain position held or accepting a task delegated by a supervisor. But the real accountability happens when the person who is accountable also accepts the consequence—either positive or negative—for the outcome.

Company Culture, LeadershipFebruary 15, 2017culture, culture of accountability, motivation, personal accountabilityComment

How rewarding is your environment?

Leadership, Motivation, Retaining Employees, Time ManagementDecember 7, 2016motivation, recognition, rewardsComment

Our Supervisors Need Help!

Leadership, Strategy, TrainingNovember 7, 2016corporate university, supervisor training, training, training programs Comment

Motivating Employees - Going Beyond the Paycheck

Leadership, MotivationSeptember 27, 2016culture, leadership, motivating employees, motivating environments, motivationComment

Executive Decision Rights…More Than Delegation

Leadership, TrainingJuly 20, 2016Decision-Making, Delegation, leadership, training, TrustComment

Do you have what it takes to be a leader?

LeadershipJune 8, 2016leader, leadership, personal development, personal leadershipComment

10 Ways to Give Awful Feedback

10 Ways to---, Communication, LeadershipMay 18, 201610 ways to, giving feedbackComment

The future of your company is NOW!

Leadership, Strategy, Succession Planning, TrainingApril 27, 2016Business Succession, future planning, Plan for Succession, succession, succession plan, succession planning Comment

Who Cares About Employee Engagement?

Company Culture, Hiring, Leadership, Motivation, Retaining EmployeesApril 12, 2016company culture, corporate culture and employees, effects of corporate culture on managers and employees, employee culture, employee engagement, Employee Retention, engage, engaged employees, engagement, What is employee engagementComment

Weak Bench Strength

Leadership, Strategy, Succession PlanningFebruary 17, 2016bench strength, Business Succession, Business Succession Plan, Plan for Succession, strategic leadership, strategic plan, strategy, succession, succession plan, succession planningComment

You coach. But they don't listen.

3 Minute Read

Being a manager has its ups and downs. Sometimes, your team is on a roll; they’re rock stars. Things are going great. They’re following your direction and they’re hitting goals. Then you get to celebrate! Other times, nothing seems to be going right. You know you’ve got good people, but you can’t get them to follow your lead. You coach and train them several times, and while most of them catch on, there’s that one person who will continually do things his own way, despite all the time you spent training and coaching.