A Very Slippery Slope…

Not so long ago in our Leading At The Next Level program, I put together a lesson called Don’t Confuse Quiet Quitting with a Lack of Leadership. Not only did I emphasize that the idea of “quiet quitting” was far from being something new, I did my best to step on as many toes as...

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Recognizing the Need for More Accountability

If we really want to avoid the costs that pile up when no one is held accountable and capture the profitability that’s so often killed as a result, the first step is realizing there’s even a problem… Before you tune me out here, I’m not inviting you to an AA meeting! When...

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We Don’t Know What We Don’t Know…

In seeing how much profitability we can miss out on when we lose credibility and our team becomes less loyal, and those certainly aren’t the only issues we’ll see if we aren’t holding our team members accountable, one may ask why a leader would even consider allowing this to go...

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The Costs of Unaccountability - How Much and Where?

Let’s consider what Shannon Howard shared right off the bat in Holding People Accountable: Where Most Leaders Fail once more:

When accountability is lacking, performance, company culture, and morale suffer. When employees are not held accountable for missed deadlines, bad behavior, or poor...

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Beware of This Zone & Reach Your Potential

In 2019, I (Cindy) hurt my back, which put me out of commission for around 2 weeks and months of pain afterward. Along with strengthening exercises, the best thing I could do involved (and still does) daily stretching. I’m not talking about those ‘just woke up from a nap’...

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The Costs When No One is Held Accountable

OK leaders, I’m counting on you to have done the work to address the last profitability killer we looked at, The Cost of Confusion, by taking the steps to set clear expectations for your teams. Even with the most detailed explanation though, we’re not likely to see our team members...

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How Action & Attitude Impact Values

It’s our privilege and our responsibility as leaders to help our people become better. Holding a high standard to the core values of the organization is a great start.

The first step in turning team values into team performance is holding ourselves and our people accountable to our actions...

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Early, Often, and Everywhere In Between!

Here’s what I can promise you; we can indeed eliminate the cost of confusion and avoid leaving a ton of profit on the table if we’re willing to provide the kind of clear expectations that produce results! I’m certainly not suggesting that this is easy but by following a few...

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Removing All Doubt…

As we looked at all the profitability that’s killed through poor communication, I suggested that breaking the golden rule just may be an approach that makes a positive impact. If you’re tracking with me on exactly how that would help, I’d suggest you circle back to that.....

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Steps Leaders Can Take to Set Clear Expectations

If we really want to have a shot at capturing the profitability that’s killed by confusion in our organizations by providing our teams with the kind of clear expectations they desperately need to produce great results, it will require a very focused effort! We absolutely must become experts...

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Pulling Ahead of the Pack…

I know very few people who jump out of bed each morning full of vim and vigor in pursuit of mediocrity. In fact, most everyone I’ve ever know to accept average as the highest level of success and achievement they believe possible has seemed to loathe getting out of bed and to dread each...

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They Won’t Hit What They Don’t See

Let’s face it, if we expect the members of our teams to take more responsibility than we do, we ain’t leading them! And if we want our teams to achieve the kind of results that’s only possible by always meeting (and frequently exceeding) what’s expected of them, we...

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