I’ve had to make a lot of hard decisions in my career and in the past few months, they’ve only accelerated. I think I’ve become pretty good at thin slicing an issue and driving toward execution. Some of my most rewarding decisions actually are not the ones that I’ve personally ma…
Are you proud of your team? I mean really proud of your team? Executives often talk about how great their people are and even share they have the best fill-in-the-blank — finance, sales, marketing, operations….
As organizations, we just underwent significant planning to adjust to the conditions of a global pandemic and economic shutdown. While it’s not over, it is time to start thinking about next year and how we will achieve success in 2021. Not feeling ready?
So, how are you? Really, how are you? The year started out great; for many the best year ever. Then a global pandemic and racial unrest in our nation impacted all of us.
Some people set out to become leaders; others naturally become them. Patty Funk is the latter. She joined Marco 33 years ago as an administrative assistant before moving into marketing and eventually becoming vice president.
As a leader, I have often been asked, “What keeps you up at night?” It’s a good question, but I prefer to be asked, “What gets you up in the morning?”
This is my 10th year of writing this blog. In my very first blog, I wrote about the key principles of leadership from my perspective. I recently revisited that blog, wondering if it would still be relevant today.
It seems like about every 10 years a major, business-shaking event takes place that challenges us as leaders. So, when talk of a global pandemic started emerging a few weeks ago, I encouraged our leaders to settle in and get ready for what may feel like a reset.
Over the years, I have written about leaders worth following. The leader that I’m writing about today we lost suddenly (and far too soon). I think the best way to honor Todd Erne is to continue his legacy of leadership.
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.