Friday, November 17, 2017

I Can Handle It (All)

I've been told recently that when work issues get a little complicated, I switch into "I will handle everything mode" in order to resolve the crisis of the day.

Well...that kind of makes me sound like I believe I'm Superman...and for as much as I would LOVE to believe that is true...

...sadly, it's not.

Leading vs. Owning
My role quite honestly is not necessarily to resolve every single issue that pops up. Instead, my role is to ensure every single issue gets resolved. 

That doesn't mean that I am supposed to manage each step of the process; rather, just to provide the appropriate coaching, guidance, and occasional kick-in-the-pants to make sure the work gets done in a world class way.

Leading through issues is harder than owning them.

- Leading means I have to trust others.

- Leading means I have to open my mind to other ideas.

- Leading means I have to go with ideas that I many not necessarily agree with.

Owning can be awesome (and overwhelming.)

- Owning means I can control every single thing at every step.

- Owning means I don't have to listen to anyone's ideas or input.

- Owning means I get all the credit for fixing things.

...and owning is absolutely impossible to be done alone.

The flip-side of all this self-reflection and humility is this...

...what about results?

Sometimes a driving force is not only helpful, but required to achieve those results.
Sometimes a bold decision-maker is the only one that will push the team far enough.
Sometimes ensuring results are achieved is the only way to prove that risk = success.

Sometimes...we have to go far beyond what is safe and comfortable to get across the finish line.

How About You
Where is the balance point for you between trusting the team and driving the team forward? 

Is there something we're all missing; or, is there something that the best leaders do in the moment that allows them to dance on the line between foolish trust and bullying arrogance?

I'd love to hear from you.

No Excuses.


Monday, November 13, 2017


I see the world in a certain way. I don't think that's a bad thing; in fact, I'm not sure how I could see it any other way. I'll always have those unconscious biases playing in the background and influencing how I think, speak and act.

The challenge, of course, is what to do about those biases as I become aware of them? 

My Lens
The lens I use to see the world is clouded with high expectations, little tolerance for excuses, and even less patience when it comes to repeated leadership failures. I'm not trying to be cute here...failings in these areas send me right over the edge. 

That clouded lens of mine has served me well, but it has also been a source of much frustration. So, where is the gap?

The value I place on being a savvy leader is not merely because it is important. Quite the opposite...everyone who is actually paying attention to the practice of effective leadership understands it's importance. 

The challenge lies in helping those leaders who don't understand what it means to be savvy. You know who they are in your organization. They use lots and lots of words, yet somehow for all of their "knowledge" they fail miserably when the moment comes and they have to be savvy.

In the moment.

Without thinking.

Without running to a supervisor for guidance.

Acting with the full knowledge of what is at stake, and the accompanying dynamics that will play out.

...and they have to do it instantly.

Is this difficult to do? Of course it is.

Are we supposed to wait and wait and wait and wait while our "leaders" take an inordinate amount of time to "get up to speed" and be savvy?

Absolutely not.

How About You
Achieving results for our organizations does not happen because we make excuses. We do not grow, open new jobs, pay our people, or create an employer brand that is second to none while simultaneously justifying why the same errors are repeated.

Be the savvy leader your organization needs. Push yourself to be what you've always wanted to be. If you're not ready...don't pretend. Everyone can see through your talk. Instead, be humble, listen, learn, ask questions, and give yourself a chance to take your career to the next level.

I'd love to hear from you.

No Excuses.

Monday, November 6, 2017

Sports, Business, and Missing the Big Picture

The link between business and sports is a powerful one. We often refer to our employees as members of the "team"...and we hope that unselfish "play" will result in a "big win" for the company. 

Some claim that sports references go over their heads...yet they drop the "team" label in their next breath.

So, what's happening? Here's where I'm at with sports and business.

I Love Teams
I am a big fan of creating an environment where our employees feel like they are a member of the organization in a meaningful way. The sense of community, the trust, the camaraderie all go a long way to creating a culture that most organizations only give lip-service to.

But...just like with any successful team, it is the leadership that must step up, be a role model, and not just talk about professionalism and culture, they have to live it. For those leaders that fail to do so, what happens?

Morale slumps.

Profit slumps.
Turnover suddenly becomes "a thing."

Leaders who talk too damn much are worthless.

Everyone Is Not A Starter
For those leaders that believe they are suddenly an all-star simply because they have a fancy title, I have some grim news. Teams are rarely made up of superstars. Several marquee players often elevate the play of the rest of the team. 

The same holds true in business. Leaders, just like talented young players, need to learn from the veterans. It is impossible to develop leadership savvy on your own. Paying attention to the details, and learning the nuances of effective leadership that separate the focus on personal convenience, to understanding the larger picture is critical.

The awareness of how important it is to maintain strong relationships in the workplace often separates the "hungry" new leaders who repeatedly fail, from those experienced leaders who could help them develop. The simple rules our parents taught us about crossing the street are helpful here...



How About You
What role do you play "in the room?" Are you the veteran who sees how all of the pieces of your organization and key relationships fit together? Or, are you so hungry to prove that you know what you're doing, that you constantly show you have no idea?

I'd love to hear from you.

No Excuses.


Thursday, November 2, 2017

It's A Secret

Sometimes strange things happen when people are promoted to leadership. They don't turn into creatures of the night or anything cool like that; but they do seem to suddenly feel empowered to hoard information.

Yes, this sounds absolutely ridiculous.
Yes, this builds zero trust.
Yes, this still happens all the time.

They Won't Understand
Early in my career I learned of an executive who "coached" his leaders to edit information that was shared in hospital-wide leadership team meetings. I wondered why anyone would withhold important information....the answer..."the employees won't fully understand..."

Eventually I inherited that same team...

...and shared every bit of information that was rolled out in those leadership meetings.

The Power and the Glory
Let's peel back the layers here. What exactly happens when leaders hoard information? Is it an ego thing? Perhaps a power play? 

How is it that on one hand we rely on our employees to literally handle our business...and in the same moment, not trust them enough to get an update on what is happening, might be happening, or isn't going to happen?

Are we so much smarter than the rest of the team simply because we have a fancy job title?

How About You
Who are the leaders in your organization that are so stuck on their own greatness that they have completely missed the point of being a leader?

Share everything you can as quickly as you can. 100% of the time. You'll be amazed at the trust, credibility and loyalty you create.

I'd love to hear from you.

No Excuses.


Monday, October 30, 2017

Pick Up the Full Armor

Leadership in the digital age is a curious thing. On one hand we try to inspire, motivate, and encourage other leaders to be as impactful as possible. We share positive images from our lives, we call each other out, we push ourselves...all wrapped in an online presentation that seems...just right.

Sometimes Things Go Wrong
Despite all the effort we put into sharing our world online, sometimes that world turns upside down.

Who is to blame?
Why did it happen?
What will happen next?
What should happen next?

My world is no different than yours. Once in a while something happens that gets me all worked up. It's frustrating. It's usually unnecessary. It's always a pain in the neck to resolve.

But, it always gets resolved.

The Most Important Part
Getting things fixed is not always easy. But for most of us, we are not performing brain surgery. We are not responding to a domestic violence call that could turn deadly. We are not on the front-line of a war zone wondering if today will be our last.

We are blessed to have jobs that allow us to not not only be challenged with problems, but we can also resolve them for our organizations; and in so doing, make our organizations even better than they were previously.

It only happens if we are willing to put on the armor and go into our own "battles."

It can only be successful if we are willing to be fully engaged in understanding our role, and then making decisions to keep things moving forward.

It will only matter, if we elevate our leadership presence to one that is passionate and driven and unwavering on the quest to be world-class.

How About You
Do you need to pick up the full armor this week and make a difference? You are not alone. 

The need for bold leadership is everywhere, particularly when life isn't all unicorns and rainbows. Now, get after it!

I'd love to hear from you.

No Excuses.


Tuesday, October 24, 2017

Be Relentless

"I don't care how good you think you are, or how great others think you are - you can improve, and you will. 

Being relentless means demanding more of yourself than anyone else could ever demand of you, knowing that every time you stop, you can still do more. 

You must do more. The minute your mind thinks, "Done," your instincts say "Next."
Tim Grover

How are you going to be relentless in your career? Is it playing it safe, avoiding risk like so many of your colleagues around the conference room table? Or, is there another door waiting for you to kick open?

Safe = Death

With so many changes, pressures, and expectations on leaders in today's world of work, taking the same old tired path of safety and excuses is unacceptable. 

There is only one what are you waiting for?

Finding the proper balance between our professional and personal lives is a never ending challenge. The solution is not as complicated as you might think.

Commit to connecting with those you love on a very regular basis (daily, weekly.) Call, visit, text, facetime, tweet, or spend time with doesn't matter how you do it...just make sure they hear from you no matter what. 

Fitness and Nutrition
This might be the most difficult because society has basically allowed us to default to an endless list of excuses so we can avoid being healthy, and eat piles of garbage on our couches night after night.

Stop it. Download MyFitnessPal, start tracking what you put in your body, and for God's sake get up and move each day.

When was the last time you took the stairs and didn't feel like dying after one flight? 

How About You
Life is an amazing adventure...and we can achieve so much more than we ever thought possible. However, corporate cultures, society, and the obsession with "busyness" has created the myth that a relentless attitude is somehow odd.

I'm calling BS on that. Being relentless is the only way to live.

I'd love to hear from you.

No Excuses.


Thursday, October 19, 2017

Judgment Day

"If we are honest with ourselves, we have to admit that sometimes our assumptions and preconceived notions are wrong, and therefore, our interpretation of events is incorrect. This causes us to overreact, to take tings personally, or to judge people unfairly." 
Elizabeth Thornton

Persistent "Problems"
I work with people approximately...100% of the time. Whether it's in meetings, on site with clients, at my company's home office, interacting on the phone , or using any of the many digital or social media tools I use to stay connected. I am constantly working with people.

And, well...sometimes that makes things complicated.

One of those complicated issues appears in the form of "ongoing problems:"
- the difficult leader
- the hiring manager who is never satisfied
- the blame game that seems to take on a life of its own
- and the endless litany of excuses that are nothing more than an attempt to deflect the "leader's" inability to address complex issues

Unfortunately those excuses often become the corporate world's alternate facts, and in turn drive a wedge between business partners that should otherwise simply sit down and talk through the various problems that need to be resolved.

Do It Yourself
Our assumptions, and faux reality of the dynamics are often complicated further as we try to be so sensitive to every one's feelings that we don't step in and take charge.

I'm not talking about bullying...I'm talking about understanding that the team around you has tried their best, but they simply are not far enough along in their development to actually understand what to do next.

That is when savvy HR leaders step up.
That is when savvy HR leaders take control.
That is when savvy HR leaders do not allow the noise to interfere with achieving results.

How About You
Do you have issues in your organization that don't seem to be going away? Have you heard the same tired excuses as to why "this person" or "that department" are so difficult? If you're worried that others "won't like you anymore" if you jump in, you have missed the point.

It's time to tell your team to step aside. 


You are the leader...remember?

I'd love to hear from you.

No Excuses.


Monday, October 9, 2017

You Didn't See Them Coming

I've been away from the blog for a couple of weeks. It's been a wild ride of speaking at conferences, connecting with progressive human resources executives, and candidly, getting really fired up about the future of HR.

But not the HR group we normally think about. There is a gathering storm of HR executives in North America who are throwing away their excuses and are literally calling their CEOs and telling them it's time for a dramatic change.

I know this is true...because I've had the privilege of spending hours and hours with them.

Unstoppable Force
Who are these leaders you ask? Well, they come from an industry that not only gets little "air time" in the social media space; but they also are so committed to the missions of their organizations that the last thing on their mind is personal glory or "internet fame."

They are the HR Executives who lead the senior care communities across North America, and they are not going to be silent any longer.

They are driven.
They care deeply for the residents and families who trust them with their loved ones.
They are as fired up as I am about taking HR to a whole new level. 

Is this great news or what?!

One of the barriers these leaders have had to face is the perception that... 

...senior living = nursing home. 

Not true.

While nursing homes play a vital role in our society, and are certainly a part of their corporate structure, that term is by no means representative of the incredible breadth of services offered.

The commitment not only to their organizations, and to their industry is one I've rarely seen in the HR space. 

They not only want to build their employer brands in the most contemporary ways possible; but they want to elevate the perception of their entire industry to help it grow.

Are you kidding me? 

When was the last time your direct competitor wanted to strategize with you about making your industry better? 

(Please don't say you both contributed money to the local Nursing school...good Lord that's been done for 50 years and hasn't made a dent in the lack of qualified faculty.)

How About You
If you would like to connect with this new wave of fired up leaders make sure you follow the Senior Care Summits conference announcement for next Fall. You will be inspired by the passion these leaders demonstrate at every turn, and you just might realize that there is a new group of HR Execs that are soon to take the lead in showing us all how contemporary HR is done.

I'd love to hear from you.

No Excuses.


Friday, September 15, 2017

Propaganda, Culture & Employer Brand

You spend so much time telling me your culture and people are the most valuable assets of your organization....but you don't round, you don't invest precious resources in employees, and you spend your whole day in meetings claiming to be busy.

You don't have the culture you think you do.

Your turnover hasn't improved in a meaningful way for years

You don't dare take risks to move your organization from old school to a cutting edge contemporary company...but... care about your organization and your employees.

Please. Stop. Talking.
All of this has happened on your watch.

If you believe that your press releases, HR policies, and "Memos to Staff" are even remotely based on how your employees, and potential employees view your organization you are kidding yourself.

You can not hide from reality.
You can not hide from indecision.
You can not hide from how the world sees you.

Please. Start. Doing.
Here's the good news. You have the ability, today, to turn your excuses into a well thought out plan of action. It will require effort. It will require perceived risk...and it will require your leadership.

No one else can do it but you.

Step One
Take a look at your value statements, your messages to your employees, and (if you have anything) the messages to prospective candidates about your organization on your career site.

Now, align your behavior, the time on your calendar, and the words you use with your colleagues to match these messages.

Step Two
Build a comprehensive employer brand strategy to immediately begin using your employees as both retention and talent attraction tools.

Step Three
Ignore the noise. Your senior leadership colleagues will not understand what you're doing. Your Marketing department will feel incredibly threatened because they will have no idea what you're doing either.

Keep pushing. Only you can make this happen. 

It will be lonely...and nerve-wracking...and...


How About You
Are you ready to finally get rid of all of those tired excuses you've been using since the 1990s?

There is a reason HR does not get the respect it deserves, and that starts with us.

You can do it...and I will help you if you need me.

I'd love to hear from you.

No Excuses.


Tuesday, September 12, 2017

Simple, Not Easy

I've attended many leadership development classes. I've facilitated hundreds of hours of them too. In addition, conferences have been a regular part of my life for years as an attendee and speaker, and I've sought out the leadership-oriented sessions at every opportunity.

Through it all, the various approaches discussed, models I presented, and the themes about effective leadership behaviors all seemed so...


Why Are We Still Talking About This
So why are we still struggling to move from all of the talk about effective leadership, to workplace cultures that have world class leaders with employees lined up to join their teams?


The answer actually is quite simple...

...leadership is hard. 

All of the wisdom, case studies, models, encouragement, examples, and fancy jargon are incredibly useful up to the point where we have to do something. It's the "doing" that is so damn hard. 

If we think about practicing a musical instrument for hours, it still feels very different when we take the stage and perform in front of a crowd. 

If we think about practicing a sport for hours, it still feels different when we step on the ice or court to play in front of a crowd.

And when we lead people, it is very different from "practicing" in an artificial classroom setting.
How About You
What approach do you take to transition from the simple messages around effective leadership behavior and turn them into your leadership practice? Would your employees tell me you are doing a good job; or, is there some room for humility, and then improvement?

I'd love to hear from you.

No Excuses.


Wednesday, September 6, 2017

Bleed the Fifth

"If you are a boss, ask yourself: When you look back at how you've treated followers, peers, and superiors, in their eyes, will you have earned the right to be proud of yourself? Or will they believe that you ought to be ashamed of yourself and be embarrassed by how you have trampled others' dignity day after day?"
Robert I. Sutton

For those that believe they are "great leaders" and have so much experience and "always know the answers" I have some bad news for you.

You have created a corporate culture rife with fear. 

Yes you have. 

Your arrogance and "coaching" are not perceived the way you've convinced yourself that they are. Your teams are not being honest with you, they are worried about losing their jobs, and the fact that you are "always right" simply adds fuel to the culture bonfire you've created.

You Can't Change
Well, maybe you can change. But I suspect it will be the most difficult thing you've ever done in your career, and here's why.

You have to actively infuse humility into who you are as a leader.

I'm not talking about dropping a bunch of leadership jargon on the team. I'm not talking about employee feedback sessions that you facilitate and get the comments that you were expecting all along.

Newsflash! They are not going to tell you their truth. They will continue to bleed quietly and "accept" your reality.

As the high value team members slip away, and you continue to behave in the exact same way year after year, it makes me wonder how much longer the tired excuses can be used to justify the same results?

How About You
What would it take for you to really change your style? Perhaps if you were threatened with your position? Maybe if you publicly fell flat on your face and your team, despite their feelings about how you treat them, rallied to support you?

What would it take for you to get over yourself?

I'd love to hear from you.

No Excuses.


Tuesday, August 29, 2017

One-Faced Leader

I hear a hell of a lot of noise in the world of leadership. Fancy titles, and years of doing the same thing over and over without changing with the mean, lots of not equate with one of the easiest ways to be effective.

Be real! 
Be you!
Stop trying to sound like something you're not!

Regardless of the terms in the glossary of your certification credentials handbook of choice, I beg you to only use them when you're taking your favorite certification exam.

No one else cares about them, and quite honestly, no one should. 

"Jargon, in any field, becomes the cover that hides rampant incompetence of leaders everywhere. 
Leadership is not about words, 
it is about connecting with the people 
in your organization and making 
a difference for them, and your company."
- Jay Kuhns

Not About You
Time and again we hear the pundits espouse the power of listening, connecting, engaging, and working closely with our teams. 

Yet the reality is far too often a constant reminder from leadership that they are the "smart ones" and the rest of the team should be grateful that they are in place to save the day.

Pass me my barf bag.
These are the same leaders who are mocked behind their backs for being so embarrassingly out of touch with their own corporate cultures that the team wonders what they actually do all day.

How About You
There should only be one face that leaders wear. It should not be covered in fancy titles, corporate jargon or illusions of power shown only in the workplace. Instead, it should be one that is authentic, consistent, and unafraid to be seen where it matters most...

...on the front line.

I'd love to hear from you.

No Excuses.

Wednesday, August 23, 2017

Vulnerability - A New Leadership Competency

I've been working for a long time. Well, actually, for a really long time, and most of that has been in leadership. Some of the "virtues" of leadership I learned early on were to never show weakness or be indecisive, because...

weakness = career over
indecisive = zero respect

I'm guessing that mindset is not unique to the healthcare industry.

However, I would suggest there is a different competency out there that is a far cry from the commonplace failings of weakness and the inability to make a decision.

- "open to criticism"

New Leaders
Once upon a time I was a new leader eager to climb the corporate health system ladder. I wanted to try new approaches, use new technologies, and take risks. For some reason I've always been enamored with risk!

...which doesn't make me sound like an HR guy...but whatever...

What I often ran into though was a large group of old-school leaders: bright, successful people who had no interest in doing anything differently, ever.

I quickly grew frustrated with what turned out to be my perception of these folks...what they considered their "strengths" I considered to be an "out of touch" view. What they thought of as "steady and consistent" I soon labeled as "stale."

Fast forward to I'm asking myself if the young leaders in the world of work look at you and me that way?

Are we out of touch and stale?

New Expectations
I'm convinced now more than ever that not only is effective leadership about staying current with industry trends, technology, and employee expectations as they shift and modulate over time. But also to show something else...

...our vulnerable side.

How many of us equate being vulnerable with weakness? 
How many of us see a direct link between loss of credibility and being vulnerable?
How many of us are obsessed with maintaining our perceived power as leaders?

Consider the impact of being real and showing our human side to the employees in our organizations. Do you think they will connect with us more? Might they see beyond our fancy job title and lofty position on the maze of boxes on the org chart?

Maybe, just maybe, they will believe in us and want to stay and be part of something special.

How About You

How do you show your human side at work? Perhaps embracing vulnerability, and leveraging it as a true leadership competency is the missing piece in your approach.

I'd love to hear from you.

No Excuses.

Tuesday, August 15, 2017

Generation 'Leadership-Do-Your-Job'

"Parents [and leaders] often talk about the younger generation as if they didn't have anything to do with it."
Haim Ginott

The People
I'm not a big fan of focusing exclusively on one generation or another when I think about job satisfaction, leadership behavior, or strategic workforce planning. However, there are some realities to the world we live in that can not be ignored.

For example, there are a heck of a lot of people turning sixty-five every day (as in, 10,000!) We affectionately call these folks baby-boomers and seem to hold them in high regard. 

Deserved for some, but not for all.

We also have another group of employees that are making a huge impact in our hiring, leadership development, and retention activities.

There are a heck of a lot of them turning twenty-something every day. We not-so-affectionately call these folks millennials.

This negative stereotype speaks volumes about the insecurities of the leaders uttering them.

The Research
Glassdoor has published an interesting report on recruiting and retention statistics for 2017 that is loaded with neat little facts, 

What I found most impactful includes:

- we need to respect our employees
- we need to focus on creating an amazing place to work to retain our employees
- we need to be progressive, competitive, and thoughtful on pay, benefits and culture

Do Your Job
So, what does all of this *new* insight tell us? It's quite simple actually.

1. Leaders are focused far too much on themselves.
2. Leaders spend too much time labeling others.
3. Leaders are threatened about their positions so anything new or different is bad.
4. Leaders lose good people because they don't practice the values that they preach.

You aren't that special..but your team members are. Stop talking, start showing them how much they matter to your company.

How About You
I know every leader isn't stumbling around like a management dinosaur. But if the Glassdoor report tells us anything, it's that there plenty of those dinosaurs left alive who are still tearing down their organizations from the inside out.

Don't be a dinosaur.

I'd love to hear from you.

No Excuses.


Tuesday, August 8, 2017

Give Me Your Soul

Loyal - "unswerving in allegiance"

There was a time when employees were thankful to have a good job, working for a good company, one that would 'take care' of them for the duration of their career. It seems to me however, there was an imbalance between the organization and the employees who worked hard for those companies to grow and prosper.

It's as if the popular mindset of employers as all-powerful beings that controlled one's entire future was real. Did those loyal employees actually feel that way; or, was it some sort of cultural power play that tricked employees into believing they had to feel loyal or some grave outcome would surely befall them?

While I have tremendous respect for those individuals who feel so deeply connected to the mission of their organizations that they couldn't imagine leaving, that is not what I see playing out in the contemporary world of work.

I think we've had our view of the employer / employee relationship completely backwards for years. 

Yes, bold leadership is absolutely essential if an organization is going to be successful. 

However, the burden on leadership is not only to be provide effective decision-making, but also to be equally as focused on their relationship with the people on the team.

When leadership believes they are always the smartest people in the room, that organization has begun a death spiral. 

Arrogance never plays well.


How About You
When we ask our employees to give us their souls, we sure as hell better be prepared to give them everything we have in return. That does not mean imparting our wisdom as if it is some sort of divine message.

Rather, it is a mandate that we stay connected, listen, respect, support and by all means ensure that our team feels valued. Absent that, we will be just another organization that had great potential, but the leadership team screwed it up.

I'd love to hear from you.

No Excuses.


Tuesday, August 1, 2017

"Who" Is Your Recruitment Strategy

I hear lots of discussions that go something like this...

P1  "So, what is your recruitment strategy?"

P2  "What do you mean?"

P1  "You know, are you using LinkedIn more, or spending money on Indeed?"

P2  "Oh, yea, we're looking into that, and definitely use LinkedIn. Yes, we're obviously doing that. So, what are you doing?"

Me  Take me now, Lord.

All too often talent acquisition leaders get caught in the trap of narrowly defining their strategies as a series of "whats." Sure, we need a well thought out plan, but what is missed repeatedly is that the organization's employees are the heart of any contemporary approach.

What recruitment video is on our website? (as in only!)

What digital application process will we use? (and how can we force it to mirror our broken manual again!)

What steps can we take to get the Marketing Department to pay attention to us? (even though Marketing Departments do not understand employer brand...a fail hat trick!)

TA leaders have a unique opportunity to differentiate themselves from their competition if they use a "who" vs "what" filter as they develop their recruitment strategies. Consider for a moment the pride that you feel in your team, your company, and the difference you make. You have stories to tell! 

Stories are not "what" things...stories are based on people, the "who" making the magic happen each day.

When leaders focus on profiling their employees on videos and blogs, and distributing those stories across a variety of social channels guess what happens?

The competition has a heart attack, and you get the candidates you need!


...and only requires one thing...


How About You
Is it time to have a very different conversation about your strategic plan? I'd love to help. Oh, and don't worry, I have enough courage for the both of us.

I'd love to hear from you.

No Excuses.