Culture Change: More Than a Project

Many companies approach culture change like a project, but it’s not that simple. While change management includes elements of project management, it has an added layer of complexity that must be account for. Change, at its core is personal, emotional, and largely internal. Culture change only happens and sticks when the majority of employees have insights meaningful enough to adjust their beliefs about […]

How to Achieve Next Level Performance

Many employees automatically equate development with advancement. They pick a goal and then hyper focus on the gap between their current job and the next one. But upward mobility isn’t always the best choice for development. Sometimes it’s helpful to think about the gap between how you perform in a given role and how top performers do it. For example, I might be […]

How to Scale Company Culture

Culture is the engine that drives organizational performance. Individual contribution is always important and leaders should reward those who exceed expectations, but as a company grows, you have to focus on scalability. That means thinking systemically. Having a compelling vision and a solid strategy is important, but you need more than words on a page. Foundational clarity around what an organization does and how it goes about […]

How to Score a Promotion

Managers, especially during performance review time, segment their staff into three categories: A Players: Rock star performers that they can’t live without. B Players: Steady Eddie types that are essential to the business, but who aren’t lighting the world on fire C Players: Low performer who they’d like to donate back to the industry. If you’re not viewed as an A player […]

Dear Performance Pundits…Regards Your Employees

So this is a bit of a Jerry Maguire note (and we all know what happened to that guy). But at the risk of getting sent to the proverbial woodshed by my HR peers, I wanted to provide a point of view that might reflect what has gone unsaid or unheard by employees at various organizations who are: (a) no-longer with their companies […]