Who is helping?
One of the CEO’s I am working with on a business transformation said to me about his managers,
“No, he won’t actually help solve the problem, he is more of a reporter.”
Ouch!
Think about your behaviors. Read More
Category: Performance Management
3 ways to screw up your business
People, Process, and Profit
I had a mentor teach me that that business success was based on these three things in this order. People, Process, Profit.
Do things on purpose
From decades of watching successful business leaders, lessons learned from my own experience as a GM and CEO, and my work with business leaders today, I know that focused, proactive attention in these areas can help you reduce risk and go faster. Read More
10 Free Motivators
Because you can…
Just because people work for you (and therefore are supposed to do what you tell them) doesn’t mean it’s not better to motivate them to actually want to do the work!
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10 IDEAS FROM THE WEBINAR:
MOTIVATING WITHOUT MONEY
Motivating without Money
Motivation is Personal
Money is the easiest and least personal way to motivate people (if you have money). If you don’t, you need to get down to the real business of making people actually care about what they are working on. Read More
Personal Recognition or Money?
Money is the easiest and least personal way to motivate people — that is, if you have money.
Why people care
If you don’t have money, you need to get down to the real business of making people actually care about what they are working on. Read More
Waiting this one out…
I have been writing a lot recently about the work I do in helping companies identify and deal with execution risks.
Wait it out…
One of the biggest issues companies are facing today is that people are simply not in the game. Read More
Guilty or Incompetent?
Are your colleagues evil or just incompetent?
OK,”evil” is too strong a word, but what about those people that are “guilty”.
Guilty of not supporting you, putting obstacles in your way, and failing to deliver what they said they would?
Assumptions drive outcomes
Your assumptions about someone’s guilt or competence drive your reactions, your behaviors, and therefore the outcomes you get. Read More
Dealing with Problem Employees
Every moment you don’t deal with a problem employee, you are squandering credibility.
Your team and your boss all notice –your high performers in particular notice.
You just can’t hide it if you are tolerating poor performance or damaging behaviors, without imposing consequences. Read More
