Being stuck in a company where you don’t fit, or in a job at which you can’t excel, is a terrible way to live. It’s your duty as a leader to make that conversation safe and to do everything you reasonably can to help the person who doesn’t fit make a good transition.
In a growing company, it’s normal to feel like we’re constantly in a battle for resources, results, energy, and people’s time and attention. Often, these daily challenges lead to unwanted tension and frustration.
Are you in the habit of getting an annual physical? Many of us do this as a preventative measure to stay healthy.
How about within your organization? Does your leadership team periodically assess the strength of your organization? This is a discipline that is often misunderstood or ignored.
It’s a good rule of thumb that when a member of your team needs to leave, you’re going to experience 36 hours of pain. Confronting an inefficient team member is going to happen, the only question is when.
Two epidemics kill cultures: end runs and unresolved complaining. Both waste time and energy, and are ultimately toxic to the health and productivity of your company. Luckily, these epidemics can be cured by asking a simple, powerful question.
During a recent Annual Planning season, one of my clients was moved to tears while reflecting on the past year. He was recounting a “personal great,” and filled with pride for his daughter while sharing a few of her significant accomplishments. He struggled to finish the story, and ultimately needed to take a short break to compose himself. Throughout this touching, heartfelt moment, he kept apologizing to his team for being so emotional.
