Get Off My Lawn

I have become an angry old man.

You see, getting (a bit) older is an interesting thing. While I try really hard to be a positive force in my little world, I can sometimes fall in the trap of...well...not being so positive.

Those Darn Leaders
The curse of high expectations can be costly. On one hand I work extremely hard to ensure phenomenal results are achieved; and, I can also be critical when junior-level leaders try hard but repeatedly fall short.

Get off my lawn you struggling leaders!

Those Darn Team Members
I'm blessed to help lead an organization that is absolutely loaded with bright young minds. Their energy is infectious, and pushes me to keep bringing my A-game each day. Except, I fall into my own expectations-trap.

I expect those fired up young minds to understand everything I already have been exposed to and learned over many years. Sigh. Another #JayFail.

Get off my lawn you young people!

Those Darn Executives
Ah, at least I can rely on all of the executives leading organizations around the globe! They are my "angry old man" salvation, for sure!

But wait...did I just hear one (er, all!) of them say they don't have time for social media, branding, have any time to spend with employees, or mentor a young motivated leader because they have more meetings?

What is happening?
Excuses? Meetings? Noise!

When did policies, process, busy calendars and egos take over our passion for leadership?

Get off my lawn you scared executives!

How About You
Have you become angry in your "old age?" Well, I for one am done with being the old angry guy in the corner of the conference room. Complaining doesn't support new leaders, educate motivated young employees, or call-out stressed executives.

Action + a positive attitude does all of these things and more!

I'd love to hear from you.

No Excuses.

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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. 

Now.

You are the leader...remember?

I'd love to hear from you.

No Excuses.

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I've Arrived!

The desire to 'play' at the highest level is a powerful aphrodisiac. Whether in sports, academia, research, entertainment, or climbing the corporate ladder, the laser focus to get to the top is sometimes a hindrance to our success.

Chasing Glory
For many professionals, that first taste of a high level role feels like winning a career championship game. The new found power can often be confused with having "arrived." 

Is that big promotion an end point to a long quest? 

Is that breakthrough job offer an affirmation of what you've always believed you could be?

If the answer was yes, the risks to future success just became exponentially more complicated. You see, chasing the glory of career success is actually a never ending series of milestones and new beginnings.

Years of hard work and professionalism can lead to exciting opportunities. Those opportunities, in effect, are a reset of everything you once knew. The previous behavior, routine, and internal peer network all change. 

You have to be open to change too.

Learning the Role, Not the Tasks
The most important step many successful new leaders miss is the ramp up phase into learning "how" to do their new job. Not focusing exclusively on the tasks listed on their new job description.

Think about that for a second...learning the role, not the work.

How does a junior executive behave? What interpersonal skills are now mandatory, regardless of what feels comfortable? 

Is a fragile ego going to be put to the side in order to do the work, make decisions, and earn respect? 

Or...will the previous goal of "most popular rising leader" be the label that supersedes all else?

How About You
Who do you know that is very talented, yet has not invested the time to learn their role? How are they doing? Could they use your trusted consultative support?

I'd love to hear from you.

No Excuses.

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Beggin' and Payin'

Ridin' high when I was king,
Played it hard and fast cause I had everything,
You walked away, won me then,
But easy come and easy go and it would end

Too Comfortable
When I look back on my career and think about all the twists and turns, highs and lows, and everything in between one thing becomes clear. Without people giving me an opportunity I would have nothing.

Nothing.

Sometimes I can lose sight of the journey I've been on simply because the pace of life is so hectic. Juggling my responsibilities inside Kinetix as well as with our clients, going full speed in my busy personal life, squeezing in daily workouts, and generally trying to stay out of trouble can all be a distraction. 

I don't necessarily feel bad about being so busy, in fact it is a blessing to have so many exciting things happening...even if they seem to be happening all at the same time!

Stop Begging, Start Paying
The risk, obviously, is that what I have now can erase my memory of what it took to get here. More importantly, it blurs the memory of who got me here.

The early part of my career was all about working hard, and hoping for an opportunity. The professional version of begging, if you will. Fortunately, there were many people who saw something in me, and took risks of their own to give me a chance.

Now, it's my turn! In fact, it's been my turn for quite a while. I've embraced connecting with people early in their careers. I love encouraging new members of the teams I've worked with, even to the point of challenging them to think beyond their role with the organization because I thought they could do more right now.

It would be impossible to list everyone who has been influential in my career, but here are a few...

Dad and Mom, far and away the most influential role models in my life

Paul McBride, undergraduate school professor

George Haskett, graduate school professor

Mike McNally, first HR VP that I reported to and early mentor

Kathryn Gillette, CEO, former boss, and mentor

Trish McFarlane, HR leader, social media, blogging mentor and friend

Mike VanDervort, HR leader, social media, blogging mentor and friend

How About You
How do you connect with the early careerists in your company? Do you notice them; or, are you too busy running to your next meeting to "really see" them? 

In addition to my focus on payin' - I'm looking forward to serving as a formal mentor for one of our interns this summer!

How are you payin'?

I'd love to hear from you.

No Excuses.

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beggin'

Soar!

There is a unique responsibility that comes with a leadership job. It's more than just representing your company well, and working hard (much of it behind the scenes that most simply can not appreciate.) 

It's a responsibility that has to do with how we treat people. I know that sounds like an overused phrase, except there's a catch.

Many leaders...formal and informal alike...treat their colleagues and team members quite wretchedly. 

Yes Sir, Yes Ma'am, Yes Sir, Yes Ma'am
Before you completely dismiss this post, consider those around you. Think about the team members who are keeping their heads down...who are remaining quiet...who seem reserved "all of a sudden" or are quick to agree with everything the "leader" has to say.

Maybe there is something happening that you're not aware of yet.

It seems that something odd happens when people are offered the privilege to serve in a leadership role. They suddenly lose the perspective they once had when they were starting their careers, and now believe they can act without any consequences. 

That is a flawed assumption.

The Most Important Thing
It turns out that the most important thing that happens in any organization comes down to how the leaders treat the people. Whether it is employees, volunteers, vendor partners, interns or students shadowing as part of their academic curriculum, the people are the number one priority.

After many years in human resources leadership mired in policy and procedure manuals, I have learned a couple of very important things:
- people matter
- our job as leaders is to encourage, support, mentor and develop
- our ultimate goal should be for our people to soar

How About You
If I were to ask the people who interact with you everyday, would they tell me that you help them soar? Or, might I hear something different?

I'd love to hear from you.

No Excuses.

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inspiration

Who Got You Here?

There are many people that shape our lives. Whether it’s our parents, siblings, extended family, friends, colleagues or mentors the list could go on and on.

I’d like you to take a moment and think…yes, we’re all “super busy” but you can stop for one moment…and list the five most influential people in your development.

- Who were they?

- What did they do that was so meaningful?

- Have you told them how important they are to you?

How About You

For as much as we (ahem, that would be me) take pride in being strong, independent, and progressive…none of us made it this far on our own. Perhaps in an era of massive self-promotion and competition it would do us all some good to say thank you to those that got us here.

 

I’d love to hear from you.

No Excuses.

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The Finesse Factor

Have you seen them? You know, those leaders who are so smooth, so polished, and see the big picture so effectively they can pull together what feels like a hopeless set of circumstances and keep things moving forward.

They’re fabulous...

…and they are rare.

Finesse is a Competency

Let me be very clear…leaders with the finesse factor do far more than weave together words in a way that makes people feel good about themselves or their situation. Lots of leaders talk…very few deliver on that talk.

It is something beyond words that sadly is so foreign in the world of work today. Leaders with finesse actually deliver on what they say.

Think about the leader struggling to understand their future path, and suddenly an executive steps in and not only explains their vision for the future, but takes action to ensure it happens quickly…

Or a new manager who is struggling to find their way in the organization, and their leader invests the time to not only be patient, but to paint a picture of how their strengths match with the complex layers of the company...

And then there is life outside of work…stress and strain is not exclusive to the workplace, and that same leader guides those around them to see a clear path through the “impossible situation” of the moment.

How About You

Do you understand the role finesse plays in leading effectively? 

Having lots of experience, or being a really smart hard-charger only gets you to the start of the race. It is finesse that will get you across the finish line.

I’d love to hear from you.

No Excuses. 

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You Make All the Difference

We have many influencers in our lives. Some of them we're aware of...role models, close colleagues, and supervisors are easy to identify. 

Other influencers are not so obvious...the media, group-think in our organizations and the infamous "society."

Who

I'd like you to take fifteen seconds (not a big ask!) and think about the short list of people who are influential in your life. 

- who are they

- why are they so special to you

Thinking about who and why the influencers in our lives have achieved that important position informs how we are going to behave and make decisions. I'm living proof. When I needed to make a major career decision I leveraged the influencers closest to me to help make that decision.

You
I'm going to ask for five more seconds. Let's fast forward a few years ahead...and imagine that someone is asking someone you work with who their influencers are. Wouldn't it be amazing if you were on their list?

You can make that a reality. Consider your influencers....integrate your style...and you will be that special person for someone else.

How About You
Some leaders shy away from the responsibility of actively working to be an influencer. Sadly, that means they've decided to stop leading. For others, it is a privilege to be cherished. Which one are you?

I'd love to hear from you.

No Excuses.

Teach or Stop Leading

"No one learns as much about a subject as one who is forced to teach it."
- Peter Drucker

Expectations
The leadership lens I use to see the world often tricks me. I am accustomed to talking about leadership behavior, leadership style, leadership savvy, and perhaps most important of all...leadership presence.

I expect myself, and other leaders (including new ones), to perform at a high level. Candidly, that's not entirely fair. But then again...it's not about being fair. Leadership is about doing the hard work...making the difficult decisions...and being both strong enough and humble enough to deliver your words with confidence.

Opportunity
When we see new leaders struggling to establish their executive presence what do we do? Are we quick to criticize to justify our own shortcomings?

When we see early careerists trying to contribute and they fail mightily what do we do? Are we quick to admonish and embarrass to justify our own authority and power?

When we see an experienced leader who has clearly lost touch with how the world works what do we do? Are we quick to write them off as old school and no longer valuable despite their years of experience?

We have an opportunity to teach them. We need to demonstrate what it means to be effective today. We need to use questions to help them understand without sounding arrogant. 

We need to know what we're talking about before we teach them.

How About You
When do you intervene to support a colleague? Is it to provide constructive criticism; or, is it something more? Think about a time when one of your role models supported you. It was powerful wasn't it?

I'd love to hear from you.

No Excuses.

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(Caught) In Your Words

I want you to try a 3 second exercise with me. Here we go: say something, any phrase will do...

...now try to take those words back.

Could you do it? No?

Leader Messages

As leaders we say many things each day. Our colleagues, teams and customers listen closely to those words. They search for honesty, hidden meanings, subtle cues, or downright strong words that motivate them to take action.

Words are powerful...they inspire, motivate, encourage, develop, betray and a host of other things. Think of the last important meeting you had with your supervisor or group of colleagues. How did you feel as you walked out of the room? Did you feel supported, lied to, or set up? Your teams feel the exact same way depending on how you conduct yourself when you have one of those meetings with them.

Words matter. Integrity matters. The truth matters.

Unspoken Messages

There are another set of messages that can be just as powerful as the spoken word. It's the look. You know what I mean. That glance during a meeting. A signal that says, "well done" or conversely "that makes no sense."

Have you used this powerful leadership tool?

Non-verbal messages sometimes are much louder than the spoken word. Consider the weight of silence when an employee is clearly not understanding the magnitude of the work they need to accomplish, and you ask a direct question...

...and wait.

...and wait some more.

You don't let them off the hook. If you don't think silence is powerful, try staring at someone for 5 seconds without breaking your stare. It is very powerful, and effective, and can often make the point better than any words you could dig out of a thesaurus.

But be warned. 

Make sure you have your facts straight before you start accusing your colleagues or team members...because when you're wrong, your credibility as a leader is permanently gone. No one follows the ill-informed CYA-style leader.

How About You

Do you appreciate the impact you have on the workplace? What about your team? Are you so caught up in "your" work that you carelessly toss around strong words and glares simply to protect your own self-interest?

Be intentional in your words and actions. As leaders, our moves must have an agenda based on integrity and truth...otherwise, we are simply an embarrassing failure that all can plainly see.

I'd love to hear from you.

No Excuses.

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Bringer of Light

Who are you learning from? Who is the leader that you connect with the most as your mentor, guide, or example that you aspire to live up to? Please don't say that you don't need a mentor, or that you no longer need to learn. If that's truly how you feel I wish you nothing but the best (as your career spirals down the drain.)

My View

For me personally I am starving for more...whether it's insight into the RPO industry...getting to know my colleagues better...understanding how to best juggle a life that is literally split between three states...or figuring out the best way to push harder and faster than everyone is comfortable with me doing.

I hate feeling comfortable...that typically means leaders are talking big and running scared at the same time. Leaders who run scared are absolutely useless....don't you think?

Leading

I find it odd that the more senior leaders become, the more they convince themselves that they have it all figured out. 

Perhaps it's counter-intuitive, but as one's scope expands dramatically doesn't that mean the amount of learning necessary is exponentially higher?

Admitting that we need to learn is not a sign of weakness. Rather, it sends a signal to our teams that learning is what leaders do. Confidently learning is far different than having an a know-it-all swagger.

Are you with me?

How About You

So who are you learning from? Is it someone in your company...your CEO...a member of your team with specialized knowledge...or perhaps a member of your Personal Board of Directors?

Keep learning. When you do...your leadership will rise above the noise and make a real difference.

I'd love to hear from you.

No Excuses.



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It Can Be Done

I started my health care career at a small agency that served emotionally disturbed and physically abused children. It was a place that cared deeply for the residents who had to live away from their families due to their complicated circumstances and behavior. The staff were committed, I was thrilled to be part of an organization, and was happy to take a 25% cut in pay from my previous job (seriously, I was) to be part of the front line team.

I quickly realized two things: I found the right industry for me; and, I wanted more. I wanted to somehow move into a leadership role someday.

I wondered if it could be done.

Get A Plan
I quickly surveyed the leadership team and discovered they all had the same thing: a Master's Degree. So I enrolled in graduate school. It was hard, took a huge amount of time and money, and I lived through it.

I also applied for an internal position that I wasn't qualified for, but I went for it with such enthusiasm and energy that the hiring manager took a risk and gave me the job. After six weeks in my other job.

I was starting to believe it could be done.


Loyalty is Great...Unless It Makes No Sense
Two years into my graduate program I left the agency that I loved. I had an opportunity to join a hospital as their Training and Development Manager. 

I wasn't fully qualified for the job; but it was in a rural setting, I was willing to commute and it was an amazing opportunity. 

I took the job with one year left in my Master's Degree program, and figured I could make it all work.

...and I felt like I was starting to get it done.

Risks = Success
Those early moves in my career set up a series of events that led me to larger and larger hospitals and health systems. I continued to take risks and move to where I could grow as a professional and meet my goals that seemed to get bigger as time passed.

Over the years I've been a sponge, soaking up the mentoring and guidance of people like Joanne Borfitz, Mike McNally, Kathy Gillette, John Steele and now Pamela Paulk here at Johns Hopkins Medicine.

How About You
Today I'm the luckiest HR pro in the world. I'm blessed to work for a great organization, with the best mission on earth. I'm surrounded by an incredible team of dedicated professionals who actually come to work each day knowing that they'll have to put up with me. Amazing.

It can be done. Believe it for yourself too...because it's true.

I'd love to hear from you.

No Excuses.



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I Wanna Be Somebody

I've been thinking a lot about professional responsibility lately. In particular, my responsibility to give back to those who are up and coming in the world of business (any business.) Yes, I work closely with the team that reports to me, but I'm not necessarily thinking about HR.

What? More Work?
One of the common...uh, I mean, my misperceptions about giving back is that I'm too busy. Really? Were the people that helped me out sitting around with their feet up? Of course not. The reason they made an impression on me was that they were productive, professional, and yes - busy. Hmmm.

Figuring This Out
Whether it's a formal mentor/mentee relationship, providing support to a new manager, or even connecting with a graduate student, the burden is not nearly what you or I might think. As the world of work continues to change so dramatically, it is incumbent upon us to help new and aspiring leaders understand this new world.

Networking Works Two Ways

Networking is a word that gets plenty of buzz lately, primarily because the methods used to effectively network have evolved so much with the introduction of social tools.

Connecting with a potential mentee, and candidly discussing how to use social tools to network is not only a great discussion topic; but it also helps those of us who are very good at having birthdays to appreciate a younger person's view on this topic as well.

How About You

Are you helping any one out right now? Maybe a new leader in your organization or student in your community could use your guidance? Or, perhaps you're just too busy doing all the things your mentor used to do between sessions with you.

I'd love to hear from you.

No Excuses.



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Sonic Boomers

I'm getting a little worried. Apparently a whole bunch of people are going to be retiring soon and I'm not sure we're preparing the next generation of leaders to fill their shoes. No, you can't replace dynamic leaders, but you certainly can help up-and-comers transition from a wanna-be leader into the leader. Right?

But These Young People Are...Different
Thank God they're different! The style of command and control, share information only when necessary, and consolidate power in one office is a sure fire system for driving away talent. I do not know anyone (and like you, I know a hell of a lot of people) who has ever said they longed for a leader who didn't trust them, preferred never to be kept informed, and certainly didn't want to contribute their talent and experience in the decision-making process for the company. I'm not kidding. No one has ever told me that...and no one ever will.

Prepare or Fail
A new generation of leaders who think differently, were raised differently and who actually embrace modern tools of communication are going to be in charge soon whether the old guard likes it or not. The answer to this is not to shake our collective heads and whine that young people don't have the right work ethic. They have a different work ethic; but they also want to be successful, advance their careers, and make a difference. The last time I checked that was a pretty good combination.

So what are you doing to impart your wisdom, experience, successes and failures onto the next generation before it's too late? Are you mentoring someone, supporting a graduate student, or connecting with a person outside your company who needs a more senior role model? Now is the time to start.

How About You

You didn't begin your career where you are today. Someone along the way offered a helping hand to you (and me!), and you were grateful when it happened. Think back to that time and how much it meant. Now think about someone who would appreciate seeing your hand extended. You need to hurry though...that loud boom of retirees heading out the door is coming fast.

I'd love to hear from you.

No Excuses.



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HReality Show

Sometimes reality truly beats fantasy.  Particularly in HR.  Consider what happens in "our" world.  First and foremost the overwhelming majority of employees come to work each day, do a fantastic job, and go home to live their lives away from the company.  Except for those that aren't in that "overwhelming majority."  HR has the privilege of spending extra time with that group.

Leadership Matters

Time for me to disclose a bias of mine...I believe that almost every problem organizations face today is based on leadership.  Sure, we deal with difficult employees, but when you consider how small a percentage that is of the overall company employee base, and compare that with the long list of challenges that must be met, you tell me where the responsibility lies?  The employees are not empowered to hire, fire, schedule, purchase, allocate or direct work, or do many of the things that we expect our leaders to do, and do quite well I might add.  In his post How Mindless Leaders Can Create Workplace Problems, Ray Williams describes in detail how detrimental ineffective leadership can be both on the leader and their respective teams.

He Said WHAT?
When I think about some of the most difficult issues I've had to address, the examples at the top of my list are all related to leadership.  Let's face it, too often we hire "superstars" without giving them a chance to learn and grow.  On the job mentoring is fine for that select few that have "natural" leadership abilities (although I would submit that their "natural" abilities are a product of an environment that was chock-full of positive leadership role-models); but, how many leaders have you seen fail over the years that should have been effective?  Why do we continue to allow that to happen?

It's More Than Selection

I'm a huge proponet of behavior-based interviews, but only if they're really, really difficult.  No one has an easy job, and if the candidate is not able to answer challenging questions about themself, how in the world are they going to be able to perform for the company? 

So what should we do when we bring on a new leader and we believe they are going to "hit the ground running?"  I love that phrase...how many people do you know that slam into the ground and start running at the same time?  I don't know any either.

How About You

What are you going to do about this leadership challenge?  Perhaps the fastest way is to reach out to a leader that you know is struggling and offer to be a sounding-board for them.  This way you're not being critical; in fact, you might be giving them just what they need.

I'd love to hear from you.

No Excuses. 

pics courtesy of kndino and ellisondrive

Put Me In Coach!

As the new school year gets underway across the country I'm reminded of the anticipation of starting new things.  Whether it was a school, a sports team, or job, the mix of excitement and anxiety always gave me a rush. 

Look Around
Take a moment over the next couple of weeks and identify those new team members in your organization; particularly those early on in their careers.  They're living an emotional roller coaster lifestyle right now.  They are eager to learn and impress, and worried they might make a poor first impression and lose credibility before they even get started.  You and I need to intervene and serve as a mentor to help them along.  This doesn't have to be part of an official program; in fact, some of the best mentor/mentee relationships are informal which removes an additional layer of pressure on both parties to perform.

You Weren't Born in Management
As you consider your journey, consider who those important leaders were that helped you along the way.  Was it your supervisor, peer, or another experienced leader who saw potential in you and offered to help?  How do you pay it forward and support those that are hungry to progress in their careers at your company?



How About You (and me)
I think it's time to reach out to those that are excited and anxious in our organizations.  Let's make a difference in the life of a new leader, and in turn, make a difference in the life of our organizations at the same time.

I'd love to hear from you.

No Excuses.


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For Dad...Guns, Race and Inspiration

My recent post on role models  highlighted one of my "larger than life" heroes, Dietrich Bonhoeffer.  I made only a slight reference to the person who introduced me to Dietrich, and who essentially, is the one that moved me down my professional path.


I have dozens of examples as to why I was so influenced by this person.  Looking back now, I am not surprised that I have been in leadership roles beginning at a "young" age in both my personal and professional lives.  Two brief examples will illustrate his amazing impact.


GET THAT GUN OUT OF MY FACE


Growing up as a boy in Scranton, Pennsylvania during the early 1970s was a turbulent time.  The radical 1960s had come to a close, Vietnam was out of control, and racial injustice was alive and well.  Always an advocate for those in need, he was approached by a man who was desperately searching for housing.  This man had found an apartment, but the landlord was apparently unwilling to rent to him.  The landlord was white, and the man in need was black.

Undeterred, my mentor went with the man to confront the landlord.  When the two of them arrived and knocked on the landlord's door, and clarified who they were and why there were there, a threat with a hand gun was the response.

Now most folks would accept that perhaps it was time to leave, but not in this case.  Viewing this as an opportunity to move social justice forward, my mentor  began a dialogue with the landlord.  The threat of violence dissipated, and a breakthrough of sorts was achieved.  The black man had his apartment.

OUR COMMUNITY IS COMING APART

Two decades later my mentor was working in a new community that saw racial tensions at their highest level in years.  Every weekend was a recipe for disaster as clashes between the black community and police became all too commonplace.  Following a particularly dangerous weekend, it was time for action.

He called for a series of retreats between the two sides.  Facilitated at a beautiful lodge on a lake thirty minutes outside the city, he helped the two parties make incredible progress.  The volcano that was ready to erupt quieted once more, and both sides came away with a new found respect and understanding for each other.  The result?  My mentor received the New York State Bar Association's Humanitarian of the Year Award for his leadership.

THANK YOU

Mentors create not only an example, but energy as well.  Their impact can move us in such a profound way that you have no choice but to learn from them.  For me, I would simply like to thank my mentor for being such a source of inspiration and driving force in my life.

Thank you Dad.

No Excuses.

Power Post - Gasp and Flail

Look around your organization today.  Think about all of those employees and how hard they are working.  Run through a list of everything you expect from them today...this week...this year.  Think about all of the work they are expected to complete.


Now think about one of those employees who is struggling.  


You know who they are.  You're aware of them, not because they are a rising star, but because they need help now, or they'll never make it to next month, let alone next year.  That person you're thinking of needs someone.  They need someone soon, or a chain of events will begin to occur that will cost money and do damage: counseling sessions, hurt feelings, lost productivity, turnover, a search process, on-boarding, and orientation for their replacement.  Maybe you can stop all of this from happening.



Meet with that person this week.  They are gasping and flailing...and you can be the one that changes everything.


Be the difference.


I'd love to hear from you.


No Excuses.



pic courtesy of WPI