Development

Want To Be a Great Leader? Act Like a Mother

Want To Be a Great Leader? Act Like a Mother

When children are in distress, they yell, “I want my Mommy!” There is a reason they do that. Because the mother leads. The mother sets and enforces guidelines. The mother establishes all the little things that make up a culture. Everyone in the family knows what the mother means when she says, “This is not how we do business around here.”

Want To Be a Great Leader? Train Your Glutes!

Want To Be a Great Leader? Train Your Glutes!

Be sure to pat someone on the back for a job well done. Ask about your employee’s kids or pet. Host a team lunch to build camaraderie. These are all good things, but they are not the basic elements of leadership. They won’t prevent injuries, to stay with the metaphor. Poor performance is the most painful leadership injury and to prevent it we need to do the basics.

The Numbers Speak: What If You Started Your Leadership Development Program This Time Last Year?

The Numbers Speak: What If You Started Your Leadership Development Program This Time Last Year?

If you are looking to disrupt the status quo stop investing in what every other one of your competitors is investing in. Start thinking on the fringe, where great things happen, and invest…REALLY invest, IN YOUR PEOPLE and let the numbers work in your favor!

Sometimes the Safest Place is in a Thorn Bush

Sometimes the Safest Place is in a Thorn Bush

If it’s good enough for the battle field, it’s good enough for the boardroom. Let’s talk about the comfort of the environment we work in and see just how committed we are to excellence, making a difference, and having massive impact.

Two Reasons Why Companies MUST Invest in Employee Development

Two Reasons Why Companies MUST Invest in Employee Development

Hiring employees into executive leadership positions is not always a crap shoot. Sometimes the perfect person comes along, who is a perfect fit for the job, who is committed and motivated, and is a great leader. The other 99% of the time we hope we’ve hired the right person based on their resume and interviewing skills. How do we improve our odds of selecting and empowering the leaders we want and need?