Last year, I met with the Board of Directors of an organization in deep trouble. They were reeling from severe financial strains and a fractured organizational culture. I volunteered an entire day facilitating an intensive strategic alignment session – helping them establish clear long-term objectives and measurable performance criteria to stabilize their operation. At the end of our work, I… Read more →
First, a little Bedtime Story for all employees – particularly for those who might think the organization exists to give them a job: Once upon a time, there was a magical place where one’s continued employment and promotional opportunities were predicated upon one’s willingness to demonstrate more value-added in the workplace than the sum of the resources they consumed. The… Read more →
Let’s assume that everyone in Group A is trying to do their best. For the most part, I believe that to be true. So far, so good. Now, let’s assume that those folks in Group A want to be accurate and proper and minimize personal risk in setting salaries, benefits, staffing levels, staffing schedules, and so on … so they… Read more →
Why Won’t My Employees Take Responsibility? It is one of the most frustrating questions a leader can ask: Why won’t my employees take responsibility? You have explained what needs to be done. You have provided the resources. You have answered the questions. You have held meetings, sent emails, written policies, created procedures, conducted training, and probably reminded people more than… Read more →
In the modern workplace, poor leadership rarely announces itself with outright malice; instead, it frequently masquerades as “business as usual.” Across industries, many supervisors engage in counterproductive routines that quietly bleed resources, frustrate high-performing staff, and drive valuable employees toward the exit. When management relies on outdated or counterproductive habits, the consequences ripple across the entire organization. Below are some… Read more →