Tell Your Organization's Story

The world is filled with lots of voices. Many of those voices are determined to tell inaccurate stories about your organization. 

Maybe it's a former employee who was held accountable and has moved on, and is now looking to save face.

Maybe it's another organization trying to spread misinformation about you.

Maybe it is simply a series of events that appear to position your company in a negative light.

Stop Wishing for Good News
In an era of unlimited opportunities to share information, I'm not sure why every organization isn't aggressively telling their own story? 

Do you have fantastic people working for you? Talk about them!

Do you do good work that adds value? Share those stories!

Do you have a thought leadership message to share to inspire others? Get started!

When we wait for good stories to be told about our organizations we need to tell ourselves that old phrase..."don't hold your breath." The only people that will intentionally tell an accurate story about all of the good things you do is...YOU!

Get Started
Kicking off this strategy is not nearly as difficult as you might think. 

1. Decide to drive the message instead of being a victim.
2. Identify a team..and a leader of that team..to own the process.
3. Develop and implement your plan with clear accountabilities to sustain the effort.

Find the talented people in your company who have a passion for what you do. Identify a leader who will ensure your strategy comes to life and moves the narrative forward.

You can do it.

How About You
What fears are holding you back? Stop making excuses and write them down. 

Rip apart each one, and move forward. We are not victims as leaders, we make a huge difference in the lives of our organizations. You can too.

I'd love to hear from you.

No Excuses.

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Physicians Need a Personal Brand Too

A lot of time and energy is spent discussing the need for leaders, professionals, and just about everyone who is interested in advancing their careers to develop a robust personal brand.

Make fun all you want...personal brands matter in the modern world of work.

Physicians Are Actually Small Businesses
The need for us as leaders to grow our brands is critical as we navigate the relatively new and fast-paced digital world that dominates life. 

But what about physicians? Aren't they 'automatically' immune from such a need? Aren't they special simply because society needs them, and therefore by default, they already have the value the rest of us are striving to achieve?

Not.
Even.
Close.

Building a Practice = Building a Business
Some physicians are fortunate, in that they are hired into a group practice, or a health system with a built-in pipeline of patients waiting to be seen (and billed!) 

However, the competitive landscape to attract doctors, the constantly evolving models of care delivery, and the flood of younger physicians who are interested in stepping away from traditional academic medicine have turned the provider side of healthcare on it's head.

For example...several years ago one of my hospital's new Residents announced his 'match' to us on his Youtube channel. The world has changed!

Yet, how does a young, or not so young physician, build a new practice, expand an existing practice into a new market, or relocate to an area that is completely foreign to them?

How do they generate the patient volume to ensure the practice is viable; oh, and also earn a living?

Patients do not automatically arrive at the doctor's doorstep, particularly in a world of non-compete agreements, closed medical staff models, and restricted access to admitting and treating patients.

Brand, Brand, Brand
This is where the savvy physician embraces the exact same concepts you and I have used for years to develop our brands. It's not difficult, it simply requires focus and attention.

- establishing a social media presence across a few of the major platforms

- sharing meaningful content: professional, personal, thought leadership

- blogging (not giving medical advice, simply talking about health, wellness, their specialty or sub-specialty, etc..)

- engaging with followers (again, not giving medical advice, rather, humanizing themselves vs. a sterile white-coated old school presence)

How About You
Getting started is not nearly as difficult for our physician colleagues as they might think. We need to take the time with them to not only educate, but to provide real-world, and real-time support from our own experiences to show them the way.

What do you think?

I'd love to hear from you.

No Excuses.

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The Secret Talent Weapon You're Wasting

Every organization I speak with "wants" to be a contemporary player in the ongoing struggle to attract talent. However, most have no idea how to leverage social or digital tools to make that desire a reality.

Sadly, one of the most powerful and frequently overlooked weapons available is walking in and out of the front door every day.

The employees.

Brand Ambassadors
Whether we call them brand ambassadors, employee advocates, or formal members of the recruitment marketing team, there is no voice more powerful than the voice of the those that have already committed to representing the employer brand.

Let's leave the whole "building an employer brand strategy" discussion for another post, and focus on the massive amount of horsepower that is ready, willing and able to launch that strategy right now.

The first step is easy and effective: identify the employees who are already on social, or who have expressed an interest in being more active on social platforms.

If you think it is impossible to find these internal superusers, you are actually saying more about how out of touch you are vs. expressing frustration with the process. If you haven't kept up with the changes in the world of work, of course it will be difficult to identify your own brand champions.

Start Small, Go Big
A simple search of the various social channels will help you identify who is actively supporting your employer brand. Set up a twitter list to help keep track of the team's efforts quickly and efficiently.

Next, reach out to those individuals and draft them into service as part of your overall employer brand strategy.

Formalize the support you provide your initial core group of brand champions with training, guidance, content recommendations, and support. From there, you can add new employees to the group in a thoughtful and coordinated way.

How About You
There really is no excuse to hide behind the fear of social media. It is a core component of every industry. In fact, your employees are probably wondering why you don't ask them to help. They are already advocating for your company, you just don't know it!

The only thing standing in your way...is you. Let me help!

I'd love to hear from you.

No Excuses.

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Invisible Leader in a Digital World

I have the privilege of meeting and working with many talented leaders across the country. They are bright, experienced, successful, and motivated to take their organizations to the next level.

They share a common bond in that each one is struggling to find the talent their organizations are desperate for; yet when it comes to positioning themselves and their employer brands in the mainstream, suddenly the reality of their inaction becomes painfully clear.

They are invisible...and so are their organizations.

But We Provide Great Care
What is so often confusing for leaders in hospitals, and other organizations along the healthcare continuum, is that their status as a provider (think MD, Hospital, Long Term Care facility, etc.) has nothing to do with their reputation as an employer.

For some reason, these concepts get interwoven so frequently that today's leaders are missing an enormous opportunity to differentiate themselves from their competition.

Everyone knows what you do...no one knows what it's like to work for you.

Digital World
Whether or not "experienced" leaders want to accept it or not, we live in a digital world. There is no point in making lame excuses that you don't have time to learn (read here, it is not a priority to learn.)

Or, that you don't understand how digital business tools work (read here, I can save patients lives with my clinical skills but I am too embarrassed to let anyone know I can't figure out twitter.)

Trust me, we already know. You're invisible, remember?

How About You
So, what are you going to do about your status as an accomplished leader who has not remained current? Who are you going to reach out to for help without publicly shaming yourself?

Me, that's who. I'd love to help you get started. If I could do it...you absolutely can.

I'd love to hear from you.

No Excuses.

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Recruitment Marketing Is Not A Threat

The concept of establishing an employer brand and then leveraging contemporary recruitment marketing strategies to capitalize on that brand are foreign to most HR leaders.

Sure, they've read about it, know they need to work on it, but somehow feel like making those moves would be controversial. Wait, what?

Telling the story of why your organization kicks ass is controversial? Um, no, it's not.

Fear

I can appreciate the fear that creeps into the minds of today's HR leaders. I've been one for more than 20 years myself.  You may not fully understand the concept of what an employer brand means. That's okay. You may worry that the Marketing Department will want to control your messages and content. That's okay too.

Here's the main issue...you have a job to do, and in order to do it effectively in the modern world of work, you must develop an employer brand strategy. It is no longer optional.

Power

Feeling powerless? Wonder if you'll lose your job or lose political clout if you push this issue?

Consider how if feels in meeting after meeting when your Operations leaders are wondering why there aren't any applicants (or at least qualified ones) for their growing list of open positions.

Does that feel good? No, it does not.

Now consider the impact you can have by simply using the power you already have and taking action. No one will stand in your way if you make the business case for an employer brand strategy (insider tip: it's not hard to do!)

Don't underestimate the impact you can make. You have an opportunity to provide high impact, contemporary leadership right now. You simply have to decide to do it.

How About You

Are you ready to make a move? Are you ready to be bold? Are you ready to get your power back? I will help you get there. I'm serous. Hit me up here or here, and let's get started.

I'd love to hear from you.

No Excuses.

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Hey Recruiter! No Brand? No Game.

"All of us need to understand the importance of branding. We are CEOs of our own companies: Me, Inc. To be in business today, our most important job is to be head marketer for the brand called You."
- Tom Peters

It's Not A Fad
The notion that individual recruiters don't need to worry about their brand as long as they work for, or represent organizations with a strong brand, is a fallacy. Success as a recruiter is ultimately about credibility and hustle...and the tools of the trade today are digital. 

Some may feel that since they've been recruiting for a long time and have always been successful, they do not need to focus on their brand. That approach will prove to be a costly mistake. Clients expect their recruiters to be current, contemporary leaders in the industry. To say that simply because they have been doing something for a long time has nothing to do with being good at it.

Are you with me?

Getting Started Is Easy
There is good news for any recruiter that claims to be too busy, too private, or too lazy to get their own brand moving forward. It's easy to get started, as long as you do one thing...

Start!

Odds are you already have a LinkedIn profile, and maybe have a twitter account too. Hopefully you've gone further and are rocking a snapchat story every day. These channels can be very powerful outlets for you to distribute content. 

What's that? You don't have any content to share? Um, yes you do! Here's a quick list of content that you can begin sharing today.

- post your organization's content
- post your client's content
- post your candidate's content
- post general thought leadership
- post industry thought leadership (Healthcare, HR, I.T., Finance, etc.)
- post YOUR content

You officially no longer have an excuse. 

How About You
You're already working hard. But without the digital credibility, you will forever be lost among the masses of "professional recruiters" out there. Why would a client listen to you? Why would a candidate listen to you? 

It's time to step up. Let me help.

I'd love to hear from you.

No Excuses.

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Wishpower

I have a dilemma. I struggle with trying to figure it out constantly in my work. The answer seems obvious to me, yet the concept feels impossible to so many. 

On one hand I recognize the impact a robust employer brand can have on an organization's recruitment and retention efforts.

On the other, I also recognize that most human resources, talent acquisition and other leaders do not have the will to develop their employer brands. That's right. They simply lack the willpower to do what I consider to be a mandatory part of their job.

Wish
Many of the executives I speak with tell me how they "wish they were farther along" with their employer brand, use of social media, and making their talent acquisition strategies more contemporary.

I ask them all the same question: "Why isn't it?" Then the long list of excuses, political barriers, and general insight into their timid leadership style shines brightly as they try to justify their inaction. 

It's sad really. So many smart, successful leaders who are simply afraid to lead. I wonder if they believe that if they wish hard enough, things might improve.
I hate to break this to you...but, no...nothing will improve unless you make the decision to improve.

Wishpower = Failure.

Will
In fairness, most leaders today, particularly in HR and Talent Acquisition are not aware of the true potential that a well executed employer brand / social media strategy can have on their organization. However, the best ones decide to do something about it.

- They educate themselves
- They stop assuming the Marketing Department has more power than they do. (Who died and made Marketing the Boss?)
- They leverage world class resources that can help them dominate their competition

The best have the willpower to get it done.

How About You
Which one do you lean on....wishpower or willpower? Guess which one not only gets you the respect of your colleagues, but actually makes a difference in the life of your organization?

I'd love to hear from you.

No Excuses.

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Bleeding Orange

Why do some people stay with their organizations for years, and others seem to bounce from place to place? Do some companies have a secret that magically plays out inside their walls? Or, do they simply market their culture so effectively that despite their normal challenges they continue to attract top talent?

Bleed
I've worked in organizations that were good places, and I've worked in organizations that I left because they were obsessed with earnings and didn't care about patient, physician or employee engagement.

I felt like I was bleeding all over the place...yet my passion and enthusiasm for my work didn't mean a thing. It was a sad place to be, and ultimately it required a resignation and fresh start.

In those companies...bleeding was bad.

Orange
I now find myself at a point in my career where I am again bleeding all over the place. My energy, passion and commitment are very different this time though. So, what has changed?

Are the people better? 
- No, but something feels different when we work together.

Is the work dramatically different? 
- No, but something feels different when we do our work.

Is the culture really that different from other companies?

HELL, YES!

We aren't obsessed with organizational charts. We don't wonder who is talking to who about who after every meeting. We search for ways to recognize each other. 

We ask each other to offer suggestions. We take risks and try new things. We bake our employment assessment tool into every day life. Yes we do. Every. Day. Life.

Are we perfect? Thankfully, no.

We think differently. We act differently. We "get it" here...when most other companies just don't.

How About You
This is a week to be thankful for many things. I've never felt this much support in my life. I've never felt this much energy with a team as I do now. It's flat out awesome.

What color do you bleed?

We bleed orange.

I'd love to hear from you.

No Excuses.

Kinetix

Defining Your Brand

Work is hard. Successful work is even harder. For those that have moved up the ranks, or aspire to one day, there is a new requirement that must be addressed.

That "requirement" is staring back at you in the mirror every morning as you contemplate your jam packed day ahead. (The same day that you say is so busy you don't have time to work on the requirement....but that's none of my business.)

You Have A Story
My story really kicked into gear when I googled myself a number of years ago. Sure, I found a "Jay Kuhns"...unfortunately the only one I could find had been a physician in Hawaii in the 1940s.

That's right. Despite being a Vice President of Human Resources at a well respected hospital, I was invisible.

Hello, reality check.

Reinventing Myself
The stark reality of having a strong career but nothing to show for it outside my organization was downright depressing. I was beginning to realize the power of personal brands (I prefer the term Leader Brand); and how a person's brand could be used to differentiate themselves and their organizations in the market.

To make things worse, I often said I was a "brand ambassador" for my hospital, yet I was not posting, retweeting, or sharing any of my own organization's content. 

Massive failure on my part.

By the way...the SAFEST content to share is from your own company. It has already been fully vetted and approved...so why isn't every leader automatically sharing it?

Here we go...

Step 1. Eat a massive helping of humble pie. I do it regularly to keep myself grounded.

Step 2. Start building your social profiles on the big three.
- twitter
- Linkedin
- facebook

Step 3. Post content every day. Once you get comfortable with it you'll need less than 10 minutes. I know you have 10 minutes, so don't use the "time" excuse.

Step 4. Be amazed as you "suddenly" become someone that is viewed as a contemporary thought leader who understands and uses modern tools for business. 

Oh, and every person you'll ever hire again is using these tools, so imagine what they'll think when they are researching whether or not they want you to be their boss?

How About You
There is so much more to discuss about building your brand, but in order to go deeper you must first get started. Start today. No more excuses...no more jokes about social media being a waste.

It is not a waste. It is an incredibly powerful tool for business that you must start using now. I will help you. (I get kind of fired up about this stuff.)

I'd love to hear from you.

No Excuses.

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You Can Go For It Too!

"I knew things needed to change. I just didn't feel like I was staying as current as I used to do so effortlessly. It felt like my job had changed, the industry had changed...and somehow I was suddenly stuck in place."

Realization
I remember when I realized I was on the precipice of becoming irrelevant in my work. Oddly enough, it happened when I was settling in to one of the most important roles of my career. I had just accepted a VP of HR position and could not have been more excited.

All those years of hard work and sacrifice had come together. The people I was going to be working with were terrific, and as I would find out later, were willing to try very new ideas.

But first...I came to a chilling realization. 

"If I kept the same mindset...the same approach...and the same attitude about HR leadership...I would no longer deserve to be in my job."

Talk about a buzz kill! I felt like I was moving from hero to zero in no time. Something had to change, and I knew what...or rather who...had to change.

Commitment
Sadly, role models for my transformation could not occur in the healthcare human resources space. There simply weren't any leaders taking risks or doing innovative work (that they shared!) particularly when it came to employer brand, recruitment, or candidly, getting results.

I decided to watch and learn from other leaders and industries and then apply those approaches to myself and my work. It was scary at first. It was difficult to explain at first. It was slow at first.

Until it wasn't scary, or hard or difficult. Why? Because actually working in 2016 vs holding on tight to your 1992 mindset changes everything.

How About You
Maybe it's time you took a hard look at what you are actually required to deliver in your work. I had to do it.

It turns our that the human resources department is not the core business of any organization. We are the jet fuel that helps each company deliver world class results in an ultra competitive world.

Are you ready to go for it? I'm here to help.

I'd love to hear from you.

No Excuses.

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Brand Champion? I Don't Think So

One of the core components of an effective recruitment marketing strategy is that leaders in the organization are actively engaged.

When I say engaged, I mean actually doing things...not just offering "support" during monthly recurring meetings. They have to be brand ambassadors.

Yes, the leadership. Not the HR staff. Not the Marketing staff. Not a 20 year old college dropout who "knows how to do social media."

You have to do it.

Leader Brand
Now that social media dominates the world of work (yes it does, whether you like it or not), your brand as a leader is not only important, it has already been established and is public.

What's that? You say you aren't active on social media so it's impossible for you to have a leader brand? Sorry...your absence says something very powerful about your brand...

...you don't have one.

The good news is that it's easy to get started:

- Spruce up your Linkedin profile (good pic, copy and paste your resume)

- Open a twitter account (use the same pic from your LInkedin account)

- Download snapchat. (it won't kill you...and everyone you're going to hire in the next 10 years is using it every day)

Content
Here's a little secret that will help transform you from zero-to-hero so you can finally start practicing what you preach. Your organization already develops content and pushes it out through the organization-wide marketing social media channels. This content has been vetted, approved, and is already out there.

You don't have to ask for permission, or worry about what you're posting. Just share, retweet or post it on your accounts.

Done!

Content drives engagement. Content highlights the amazing people in your company. If you're not sharing your own organization's content, you clearly are embarrassed about where you work, right? Otherwise, if you were a real brand ambassador, you would be sharing as much as you possibly could.

Are you with me?

How About You
It's time to back up all that talk at the annual years of service banquet about how "incredible your people are." Annual praise is empty. Start leading in the 21st century and set yourself apart from the competition. You'll be amazed at the results.

I'd love to hear from you.

No Excuses.

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Snapchat, Ghosts & Not Being Old & Lame

I've been experimenting with snapchat lately. The tarnished image of the app is gone (yes, it is) and it has now moved to powerhouse status rivaling the other heavy hitters in the social media space.

What has been an unexpected surprise to me is how many long-time social media "experts" (ahem, I hate that word), have come out proclaiming the futility of using snap for recruiting, because they do not see a way forward.

Really?

Brands Love It
The last time I checked, which is daily, major brands around the world are pushing out high quality content on snapchat.

Are they doing this because it is a waste of time?
Are the doing this because "the experts" keen insight is fun to ignore?

Um...

Isn't there a direct link between employer brand and recruitment?

Now before you discount the millions of people using this tool every day, remember they are the workforce of today and tomorrow. 

Still reading? Good, I'm not done.

Ignore the Noise
Is there noise around snapchat? Of course there is. Is the ghost codes craze over begging for hearts annoying? Of course it is. 

Is snapchat's recent major upgrade a sign of massive innovation and change for a platform with unlimited upside?

You bet your closed-mind it is.

For those of you that have decided that snapchat has no future in the talent acquisition space, I caution you to hold your opinion at the risk of sounding like a fool.

"Those proclaiming so early that there is no future using snapchat risk sounding like the grumpy old neighbor yelling at the kids to "get off my lawn."

Don't be that person.

How About You
I wonder if the bright minds in the social media space that adopted facebook, twitter, Pinterest, swarm, and so many others have lost their edge? Has the fire gone out, and it's simply too embarrassing to admit that you haven't figured out snapchat yet? 

Or, do you need an in-your-face blog post to get you all fired up again so you can get back in the game...and lead the way once more?

I'd love to hear from you.

No Excuses.

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Piece By Piece

The world of recruitment marketing is flooded with good ideas and little execution, particularly in the healthcare industry. I don't know of any hospital that claims to be anything less than "world class, providing high quality care, with a great team of dedicated and skilled staff."

Really? How original. I'm sure that has the talent they need flocking to their static and never updated career site.

Talking about your employer brand (as if talking equated with executing a strategy) and actually building your employer brand are two radically different subjects. One of the things I absolutely love about my job is that we help companies move from a place where they have little or no expertise, to launching incredibly robust talent acquisition strategies that transform their organizations.

Yes, I said it. We do that, and most places don't.

Rome Wasn't Built In A Day

One of the misconceptions about employer brand is that it is something that you decide to have, and then - poof!- you have one!

Um, not exactly.

Hospitals are famous for this approach. Their institutional pride is often so strong, that senior leaders are baffled that applicants are not racing to the human resources office simply because their hospital exists.

"If you build it" has nothing to do with "anyone coming" to work there.

Strong talent communities are based on employer brands that are invested in, thoughtfully developed, and consistently nurtured over a period of time. There are no quick decisions that suddenly make you special. Hard work and effective execution make you special.

See the difference?

One Piece At A Time

Building a content rich strategy that dives deep into the organization, highlights real members of the team, and consistently pushes fresh content across multiple social channels is the key to success.

Don't believe me? Take a break and check out your hospital careers page right now. I'll wait. You don't have much to look at so I'll see you in 5 seconds.

Do you think you're too important, or busy, or experienced to embrace a content rich strategy? I hope not, because every single person you or I will ever hire again is on some sort of social channel, and social is all about content.

So tell me again why you don't think committing to a comprehensive employer brand strategy is worthwhile?

How About You

It's time to move from talking to action. You know your hospital is loaded with amazing stories. You just need help getting them out to the world so the talent problem you have today, will be your strength tomorrow.

I'd love to hear from you.

No Excuses.

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Armed and Dangerous

Holding a leadership position sounds glamorous. The allure of lots of authority, more pay, and the freedom to make important decisions can be hard to resist. 

Oh yes, and power. 

Lots and lots of power.

Be careful friends...power can be the fuel that drives organizations to a whole new level of excellence; or it can pollute the mind of the leader and create havoc. 

Where are the landmines? What should we look out for? What are the risks leaders should be aware of?

I worry about...

- leaders who think power is the work product

- leaders who don't know what they don't know

- leaders who think they are the smartest person on the team

- leaders who think they don't make mistakes

- leaders who move fast in the name of moving fast

- leaders who are paralyzed and can not make a decision

- leaders who believe they should be trusted because of their job title

- leaders who believe their work day will be shorter in their new role

- leaders who are afraid to use social media

- leaders who don't understand that diversity is NOT an item on a to do list
                 
How About You
What would you add to the list?

I'd love to hear from you.

No Excuses. 



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The Idiot Box

Every place I've worked has tried new things. The brain-trust would get all fired up (including me) about new ways to organize work, communicate, and launch innovative ideas to differentiate the organization from the competition.

Every single one.

Think Outside the (Corporate) Box

I have a very different perspective on corporate life now. My job is to help companies take their brand to a world-class level which results in attracting talent that is also world-class. That approach requires the innovative thinking I used to talk about... a lot.

The challenge with innovative thinking inside the company is that there will forever be a set of norms, political realities, and tolerance for true candor. I'm not saying it's right or wrong, I'm simply telling you it's there.

Don't tell me your shop is different. It's not.

You're Stuck in Your (Corporate) Box

Are you upset with me yet? Consider this...

How many disruptive leaders have you retained over the last five years? Did you identify them as someone who was pushing new boundaries and challenging traditional norms (that you had convinced yourself were the 'proper' way to be a member of 'your' company?) Or, were they labeled as not being a 'team-player' and sent on their way (or worse, felt they needed to leave) because they were no longer a 'good fit'?

Gotcha.

It's Lonely Outside the (Corporate) Box 
Here's the tough part for those of us that have dared to step outside the norms and (barely) lived to tell about it. 

It's lonely as hell. 

The obvious challenge is that while we may see the changes that have to be made, we must also balance the pace of change with the reality of the corporate culture.

If we push too hard one day, it may be a bit awkward when we're sitting next to our colleagues ten more times the same week in an endless stream of (productive?) meetings.

How About You

You're not an idiot. You know the perils of finding your voice and pushing the boundaries and norms of your organization. You know you will be criticized, questioned, and challenged in a very serious way. You also know you're doing the right thing.

Leverage your network and trusted external resources for support. Sometimes those that can help you break through the internal self-talk that keeps your company safely it in it's little box, are not on this inside at all. Does your organization believe it's own press releases about being innovative and a good place to work? Who exactly is saying that? I bet it's not you anymore.

I'd love to here from you.

No Excuses.

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The Only Corporate Strategy That Matters

I think I've said the word culture 1,000 times in the last twelve months. I'm not kidding. It's such an important part of every organization that I'm surprised more companies aren't doing something about it.

Values

I realize there are lots of executives talking about culture, but it is rare when they execute on a culture strategy. However, talk is cheap and we've all built up a tolerance for the corporate values messaging that bombards us at every turn.

"Seriously, has anyone ever heard a company espouse their commitment to providing crappy customer service with their team of pathetic employees?"

So what is the opportunity to differentiate your company from the competition if you truly have a culture that is unique, and dare I say different from others in your industry?

Money Talks

Start with investing in it. It is easy to determine where an organization's priorities are simply by checking their financials. Are culture, brand, and developing a revolutionary talent strategy high on that priority list? If so, the results will blow away the competition.

Talent is code for people. Culture is code for people. Brand is code for people. Success is achieved by people. Are you with me?

That's how commitment works. That's how execution works. That's how success is realized in the modern world. It's the people that make the difference and make the values proposition come to life.

          

How About You

If you're tired of talking about culture and want to differentiate your organization's commitment to culture, check out this site. Then go, lead the way in your own company and make a real difference.

I'd love to hear from you.

No Excuses.

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