There’s a method to deliver your message more effectively to your employees, the people you supervise, even your prospects, and customers.Read More
Strategic Discipline Blog
When you’ve led your team to 7 Super Bowls, winning 5 of them, your record of accomplishment speaks for itself.Read More
Do you hire, evaluate, and release people in your organization based on your Core Values?Read More
It’s often the place I find new customers resist reviewing and working on.Read More
What do you use your Core Values for? How do you use them?Read More
We’ve discussed how innovation occurs in your business previously in What's Your Innovation Process Look Like?
Nothing affects your business more than the quality and timing of the decisions you make. In Execution or Bad Choices – Why Do Businesses Fail we examined the reason most businesses fail.
May 1996, Paul O’Neil, (discussed in One Thing: Are Meeting Rhythms Keystone Habits?) had been at Alcoa for a decade. His leadership is studied at Harvard Business School and Kennedy School of Government, he’s mentioned as a candidate for commerce secretary or secretary of defense, the employees and union give him high marks. Alcoa’s stock price has risen over 200%. He’s an acknowledged success.
I’m on vacation this week and decided to repost two blogs that I feel have a message that needs to be repeated. The following blog is from February 6th, 2014. People as noted in Jim Collins Good to Great are the #1 factor in business success. Making sure you are hiring the right people is critical to ensuring your business success. Rockefeller Habits best practices demand creating Core Values. How do you use those Core Values? If you’re not using them to develop questions to determine if you have the right candidates to fit your culture, you should consider developing them. Here’s an example from Zappos CEO Tony Hsieh on how to use Core Values as they do to discover whether potential employees are a good fit in their culture.