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Bigger Account-abilities = Bigger, Better Talent

Photo by Benjamin J. DeLong I was having a conversation with the VP of HR of a very successful company that has a very strong culture. One reason he gave for that was they are able to balance being kind while maintaining accountability. I had to think about this, and I see it a little bit different. I think you can be nice while dropping out accountability. But “nice” as a way of being, is mostly about not upsetting people and making sure they’re comfortable. “Kind” is something different entirely. And the only way to be truly kind to someone is to provide something that allows them to grow or expand as a human being. In this article, I’m going to offer a slightly different take on ac

Three Questions that Identify and Develop Leaders

II'm testing this approach with a client right now. My invitation to you is to start testing it as well. The data aren't in, but given what I know about people, it should work. Don’t worry; it’s easy. If you’re a business leader and your business is in it for the long-haul, you’re probably concerned about developing your next round of leaders. You either have your attention on who will replace you when you move on or who will be your eyes as your organization or division grows beyond what you can immediately see. Whether you call this succession planning or leadership development, it’s a concern for people. It’s something that they either put resources towards or worry that they’re not

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Cut the BS (jobs)

Bigger Account-abilities = Bigger, Better Talent

Three Questions that Identify and Develop Leaders