I recently came across a new book with a title that really caught my attention. Love Your Life, Not Theirs, written by a woman named Rachel Cruze. It addresses the idea that one of the primary reasons people take on so much debt in their lives is their tendency to compare themselves to others and strive to be something they're not.
Whenever I speak to a group of executives about organizational health, I explain that leaders must "institutionalize a company's culture without bureaucratizing it." People universally respond to this, most likely because they understand the painful impact of creeping bureaucracy.
Am I the only person in the world who is tired of hearing people talk about Millennials? Whether it's a complaint about their entitlement mentality or a declaration of their brilliance, it all strikes me as shallow and simplistic.
Today is the beginning of the NFL Draft, professional football's annual hiring extravaganza. It has become something of an obsession for NFL fans, and even for people who simply enjoy the idea of hiring and strategy.
While there are a number of factors involved in making such a prediction, I'm convinced that there is one single indicator that demonstrates that a client really "gets it," that they are likely to experience the kind of transformation that only organizational health can bring about.
Many leaders have something of an obsession with retention, and a corresponding fear of attrition. Whether we’re talking about employees, customers or even members of a church congregation, we seem to have an almost unconscious desire to do whatever we can to keep anyone from leaving.
When you were a kid, did you ever have a power outage at your home, maybe in the middle of a big storm, and find yourself without access to distractions like television and other forms of technology? Most of us who grew up before iPads and iPhones and "mobile everything" know what I'm talking about.
This time of year is fraught with inaccurate and dangerous messages for high school graduates ? and for that matter, college grads ? about their futures. It is a message that is rooted in the same flawed logic that makes executives focus on making their companies smart while ignoring the more important issue of culture, or organizational health.
When I entered the workforce after college, I first became acquainted with the term ‘micromanagement.’ I quickly learned that this wonky sounding word actually had deceptive power.
I had the opportunity to work with a college baseball team recently, and came to a realization that helps explain why accountability is one of the biggest challenges for team members and leaders alike. I call it “The jerk Factor,” and yes, the “j” is not capitalized for a reason.