A recent Harvard Business Review article cited that, “within the first 18 months there is a 50% chance the executive will leave the organization. This failure comes with enormous costs, not only in disruption to the organization but financially, too.
Trust is built over years and destroyed in seconds. Cherish it. Good bosses are like good parents. Appreciate them while you have them because when they are gone you will miss them even more. When leading a sense of purpose is important.
Malcolm Gladwell tells Anderson Cooper that his best-selling book “Blink” taught him to “never use your instincts.” As Gladwell explains to Cooper, instincts or snap decisions encouraged him to stay out of his assistant hiring process: “You hire the person
I am a self-confessed golf addict and I am in the market for a new driver. Recently, I visited a local Titleist golf retailer for a “driver fitting” and was greatly disappointed by the experience. Sometimes I let these situations
As a business seeks to expand its brand and increase shareholder value, the development and execution of a new or updated organizational strategy comes into sharp focus for many of its senior leadership. Countless man-hours are devoted to an analysis
Currently, the economy is strong but many companies are faced with how to “do more with less” in an environment that is fraught with peril, increasing complexity and globalization. Recently, I have seen a renewed focused on Diversity and Inclusion
Lack of a change management approach for diversity and inclusion efforts Many times, the company just wants to “do something” by “training people” when the case for a diverse and inclusive environment has not been made or adopted by the culture.
If Lebron James (Basketball), Dustin Johnson (Golf), Tom Brady (Football), Serena Williams (Tennis) and Derek Jeter (baseball) need coaches to give them honest and candid feedback on their performance then we all need feedback on our work performance. We can’t
Diversity and Inclusion efforts are focused on a group of people instead of all employees I left this one for last because I feel that often the discussion of D&I is focused on the “out” group. The “out” group are demographically