People matter most to the performance—and risk—of your business or organization. Their actions, and their in-actions, can make a good strategy, or a bad one, and can ensure that a good strategy is realized, or not. A great way to manage risk, then, is through keeping a pulse of what

Is there a Wow! to be raised when the team is rejuvenating for the holidays? Yes   Here’s our “wow” for this week: This Wow! goes out to —- who was out of touch but not out of mind during the break. I could tell this by our productive conversation

Until recently, employee benefits costs—healthcare, in particular—have been considered a necessary cost of doing business, external to a company’s core products or services. An emerging school of thought, however, suggests that employee wellness affects much more than a company’s bottom line as a human resource expense. Wellness also affects absenteeism,

Please take this time to extend my Wow! to your families, for supporting your work and our company.   Here’s our “wow” for this week: To our families, and even our friends, I am sending you this “WOW!” because of your flexibility and understanding. You never signed up to be

If you’ve read through this blog you will know that I’ve run into more than my fair share of schmucks. So let me see if I can make life a bit less troublesome for you by sharing my thoughts—and guidance from others—that will keep you clear of such schmucky-ness! The

You received a Holiday e-card from me today. It was a team effort, —– and me, and it gets my wow because it was started and completed fast! We’ve not always been good at “fast.” Here’s our “wow” for this week: —–, I am sending you this “WOW!” because you

Distractions. While one might expect this is simple to define, I say it is anything but! Is social (virtual) networking a distraction? Is answering the phone a distraction? In my terms—with an eye on alignment between action and Strategy—I categorize these as distractions if they divert from Strategy, and as

This Wow! is again for many, although fewer than before. It is for the team remaining after reorganizing: a core, value-sharing team. A team that rallied to stop the bleeding caused by misguided employees, contractors and vendors. This core team includes me, and our officer and advisors. We are a

Here’s the first step to connecting people to and into your performance management system: Asking and engaging. It seems so simple, yet without a system to help us (leaders) do so, our best laid plans and intentions get pushed aside. And when we make poor decisions, not connecting all the

It’s time for a transformation, and I’m leading the charge. No, I’m not going to teach you to be an analyst. What I will explain is how you—an HR or executive leader—can takes steps to connect people to, and into, business performance management systems. Those who do not understand how