In every organization there are three types of performers: low, medium and high. Obviously, as leaders, we naturally want more high performers than low or even medium.
I remember when I first bought my 1969 Mustang in 2010. It was delivered on a trailer and needed some serious restoration. I imagined it could be brought back to its original glory and once again be a beautiful classic car. I spent the time and money to restore it and make it sol…
Hiring someone better than yourself is a good leadership strategy, and it naturally elevates the entire team. The recent hire of our new president, Doug Albregts, is a good example.
Every successful leader should have a No. 2 — someone prepared to take over or step in temporarily. That doesn’t just happen. It takes intention and mentorship over time.
There are people who walk into a room and are naturally recognized as leaders. They seem to gain followers without even trying. They have a presence about them. Who do you know like that? Is it you?
Why are the Minnesota Twins playing so well this year (so far) after having the worst record in baseball three years ago? They went from being one of the worst teams in history to busting one record after another, and are one of baseball’s best stories this year.
The business world is moving at a fast pace with technical advancements emerging that we never thought possible a decade ago. Sometimes it feels like everything is changing and that we need to change, too.
Before we hired Chris Pudenz as Marco’s Chief Financial Officer last year, I didn’t realize we needed him because Marco was performing so well. However, as we grew and were purchased by Norwest Equity Partners (NEP), the complexity of our financial landscape increased.
Some leaders are well-liked. Some not as much. Likability by itself doesn’t make a good leader, but there seems to be a direct correlation to the results they get. People are better followers of people they like. And it also helps attract and retain employees – and desired client…
Time flies when you’re … writing a blog. It’s hard for me to believe that I’ve committed to writing this bi-weekly blog on leadership, growth and culture for six years now. I remember writing the first blog on how I define leadership and not knowing how long I’d have topics to wr…