It's All About You, Right?

"Level 5 leaders channel their ego needs away from themselves and into the larger goal of building a great company. It's not that Level 5 leaders have no ego or self-interest. Indeed, they are incredibly ambitious-but their ambition is first and foremost for the institution, not themselves."
- Jim Collins

As you think about the choices you'll make today...your words...your behaviors...what do you think your team will think?

How about your peers? Will they want to follow you; or, is today all about you?

I'd love to hear from you.

No Excuses.



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Succession Failing in Three Easy Steps

Change is good. If it's a change for the better. Are you with me? The world of work is changing so rapidly that I'll be honest...sometimes I barely have enough time to process the changes taking place, let alone evaluate whether or not they're actually good for my company.

Change Requires Leadership
One of the changes that seems to be on the rise in the world of work is new leaders emerging, experienced leaders moving on, and at some level a renewed sense of confidence that the economic disaster of the last few years is actually moving from the present to the past.

Those changes, at least at face value seem to be good, right?

In taking a closer look at leadership changes however, several key issues quickly emerge that must be addressed if change is going to be successful.

1. Are the new leaders experienced enough to lead your organization through the upheaval that significant change triggers?

Simply being excited about a new role, and maybe even bending the CEOs ear regularly does not equate with being effective. That can actually be disruptive. Leaders, now more than ever, need to think beyond their circle of contacts and team members and stay focused on the organization in it's totality. Not an easy task, but absolutely essential if the new leader is going to be taken seriously and get the results they need to produce.

2. Are the new leaders willing to listen to their colleagues vs. bulldozing their way to the perceived goal?

A common pitfall for new leaders, particularly at high levels, is that they feel tremendous pressure to prove their value and that they deserved to be placed in their new position. What they so often miss is the incredible opportunity to listen and learn from their peers, direct reports, and external network. 

Showing others that you are open to feedback and will adjust your approach based on the trust you have in the team builds far more credibility than forcing an initiative through without engaging those around. After all, the people are the ones that execute our plans!

3. Are the leadership transitions in the organization done thoughtfully, or is it a free-for-all?

Infusing companies with fresh ideas and new energy is always a good idea. The challenge for companies today is to balance the changing of the guard with the perception that change is occurring simply to change.  

Moving out leaders who no longer embrace the vision or culture of an organization is not only recommended, it is expected. Caution must be exercised however to ensure there isn't a hidden agenda behind those transitions.

How About You
What do you see happening in your company? Is the succession process morphing into a tornado of change; or, are the changes you're making helping your organization become the best of the best? Remember, changes for the best are always good ideas.

I'd love to hear from you.

No Excuses.



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HR Confession

We don't like all of the employees.

We don't like saying no to you.

We get annoyed when you take too damn long to tell us about your poorly performing employees.

We know it's a hassle to fill out the forms we send you, we don't like filling them out either.

We get fired up about providing good service to you => you are our primary focus.

We care deeply about the organization and work hard to protect it.

We're willing to go to battle externally on your behalf because we believe so strongly  in the company and you.

We constantly think about the entire organization, not just your department.

We want the organization to dominate the market.

We will go the extra mile for employees whenever we possibly can...and even sometimes when we shouldn't.

We'll always, always, have your  back.

How About You
What's your confession?

I'd love to hear from you.

No Excuses.




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