2012 was the best year in the firm's history. Strategic Discipline's focus on priorities, meetings and metrics made a significant the difference in our ability to achieve our targets.

Scott Ford, Cornerstone Wealth Management Group ~ Hagerstown, MD

The difference we've seen compared to other business development processes within a very short period of time, in some cases within days or even hours is you end up with actual work product, deliverable plans and agendas that help.

Scott Bennett, Nations Financial Group ~ Cedar Rapids, IA

Doug's Four Decisions Workshop has allowed our company to focus on our top priorities for the year. With the use of the 1 page strategic plan, company and individual dashboards we are better able to track performance and measure results. For the first time we have a clear company goal with everyone working towards that common goal. We are extremely excited to continue working with Doug in the future.

Greg Mercurio ~ IFTI Independent Floor Testing & Inspection, Inc, Concord, CA

Daily Huddles are by far the best thing we've learned. Lots of our operations decisions have been made through the use of the daily huddle process. Having four daily huddles each day is a pain, yet it's the most productive and best thing that's happened to me as a manager.

Burges Kerawalla ~ Autopia Car Wash, Fremont, CA

Just wanted to let you know our first Supper Huddle was a huge success!! Your help certainly was beneficial in its success!! Thanks again for all of your help!!!.

Tyna, Charge Team ~ JPMA

In 2013, in addition to growing sales dollars and market share, we cut our return beer rate (ROR) by over 35%. Nearly $600,000 less beer was double handled and brought back to the warehouse by your efforts. This improvement drove the revenue and gross margin numbers up, as well as helped considerably in reducing warehouse, merchandising, and delivery costs.

"Mike Schulte, VP Sales, Fleck Sales Company ~ Cedar Rapids, IA

Strategic Discipline Blog

Do You Know Your People - Patrick Lencioni, Employee Engagement Truths – Dallas Growth Summit

Posted by Douglas A Wick on Fri, Oct 28, 2016

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The first day of the Dallas Growth Summit featured top though leaders and authors:

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Topics: employee engagement, Patrick Lencioni, Growth Summit. Learning, Dallas Growth Summit 2016

Tools to Measure Employee Performance

Posted by Douglas A Wick on Mon, Aug 31, 2015

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In our last blog Amazon’s Culture Flaws? we shared the NY Times article Inside Amazon: Wrestling Big Ideas in a Bruising Workplace. Remarks from employees suggest increased pressure in Amazon’s environment to perform.

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3 Comments Click here to read/write comments

Topics: employee engagement, employee performance, People, leadership, A Players, Leadership Team

Amazon’s Culture Flaws?

Posted by Douglas A Wick on Thu, Aug 27, 2015

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Is it possible to balance high performance in the workplace with a culture that provides personal liberty, freedom and work-life balance?

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Topics: employee engagement, employee performance, People, metrics, measurement, How the Mighty Fall,

Addition by Subtraction – Great Game of Business Story

Posted by Douglas A Wick on Thu, Aug 20, 2015

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A Culture of Accountability is the outcome of getting People Decision right in your organization.

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Topics: employee engagement, employee performance, People, People Decisions, Great Game of Business

Core Values in Action

Posted by Douglas A Wick on Mon, May 11, 2015

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We’ve discussed how innovation occurs in your business previously in What's Your Innovation Process Look Like?

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Topics: employee engagement, Core Values, employee performance, Pearsons Law

Who’s Responsible for Low Employee Engagement?

Posted by Douglas A Wick on Thu, Apr 23, 2015

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What’s your employee engagement level?

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Topics: employee engagement, Strength Based Leadership, Q12, First Break All the Rules, Performance Management, Communication

Positive Reinforcement - Attention

Posted by Douglas A Wick on Thu, Jan 29, 2015

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Topics: Employee Feedback, employee engagement, Employee Recognition, employee performance, positive reinforcement, Psychology of Achievement

Steps 3 & 4: Positive Reinforcement: “Make Others Feel Important"

Posted by Douglas A Wick on Thu, Jan 22, 2015

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How can you make people feel important? What benefits do you receive by doing so?

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Topics: Employee Feedback, employee engagement, Employee Recognition, Business Growth, employee performance, positive reinforcement, Psychology of Achievement, Brian Tracy

To Improve Your Relationships Improve This

Posted by Douglas A Wick on Thu, Dec 11, 2014

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Have you ever been around a person in love? Women especially can intuitively feel when someone is in love. People in love seem to get along with everyone. They’re happy, cheerful, even charming.

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Topics: employee engagement, employee performance, People, human behavior, Relationship Drivers, human behavior performance, superior human relations, Law of Indirect Action, Psychology of Achievement, Brian Tracy

INDIRECT EFFORT - 85% of Joy in Life Comes from Relationships

Posted by Douglas A Wick on Mon, Dec 8, 2014

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In 1984 I received the opportunity to lead as general manager the construction and startup of a 100,000 watt FM radio station in Wausau, Wisconsin. It was a very challenging time for a number of reasons, including attempting to appease and satisfy the brother-in-law of the owner who thought he should have been given the opportunity.

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Topics: employee engagement, employee performance, Relationship Drivers, human behavior performance, superior human relations, Psychology of Achievement, Brian Tracy

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