Many of us are too fearful of looking different, of making mistakes, of trying to achieve wild things. We self-edit our great ideas. Maybe we should blame our parents, but perhaps we ought to own it and create a different definition of success.
Rather than settle for second best when it comes to talent, mid-market companies should develop an intentional culture that offers a uniquely different experience — maybe more personal, more flexible, and closer to the company purpose.
In addition to acknowledging the contributions of these "mom-and-pop" shops, we also need to recognize the unique and broad set of challenges small business owners face every day.
A CEO client of mine recently realized that he was the reason he hated all the meetings he called. After adopting a few new rules and changing some behavior (much of it his), he felt like he had a new lease on life.
The idea of partnership with a friend and business colleague — someone you’ve never done business with and very much want to keep as a friend — can feel daunting. Think of the things that can go wrong.
It's one of the best-kept secrets for thriving and for gaining new business. Even if you never meet the client face-to-face, behavior is everything. It's the key to having and maintaining a golden reputation.
I’m a fan of hoping for success, but in business, if you aren't prepared for the crises that may develop (and they will!), you’re in trouble. Do you have a plan?
If you manage or lead people, understanding and applying the ideal balance between positive and critical (or corrective) feedback will help you and others thrive.
What’s it like to apply for a job at your company? Despite our current fierce competition for top talent, nearly 60 percent of job seekers say they have a poor candidate experience.
Eliminating drags that drive your team to distraction and disengagement.
The list of wealthy, powerful and prominent people who have been accused of sexual misconduct in the workplace continues to grow as the #MeToo movement resonates with alleged victims who are increasingly empowered to come forward. But allegations of misconduct are not limited to the Hollywood or business elite.
If you’re evaluating your employees’ performance only once a year, you’re missing out on many opportunities to guide and motivate them. Your team members want to hear from you as often as needed about where they are excelling or should strive to improve.