I recently read an article about the indirect costs of a high turnover rate. I understand the costs involved with the hiring, training, and insuring processes. I also realize the costs involved with those processes are honestly intended to add value and usually do. A high turnover rate is almost always due to a lack of a quality effort at managerial levels. Arrogance, incompetence and a poor hiring/firing technique is usually why good employees leave and you find your organiz

Why does one organization succeed while other's just like it with the same opportunity and capital fail? It's my belief that the unsuccessful ones "put the cart before the horse." I'm sure the unsuccessful organizations tried all the latest lean manufacturing, motivational, sales, and marketing techniques and still found them to be ineffective. I'm sure they're still scratching their heads today, wondering why they're continuing to struggle. Truth is, without having only the

In every organization there is an “A” team, “B” team, and a “C” team. There are those who create messes and those who clean them up. The A team being the best and the C team being the worst. The “A” team is full of highly proactive team players who willingly put forth a quality effort for every hour on the job. These are your leaders, role models, and your “go-to people.” The ones who unfortunately spend too much time cleaning up the messes, and the ones you miss the most whe

Start by building a solid foundation. It's more difficult than one might think. The difficult part is getting the right person at the top. Most people think they're the "right" person but they're not. Most organizations would be more successful if they just delegated the top spot to a proven leader instead of relying on the status quo to produce positive results. The right person is a servant leader, one who understands that he is only really in charge of what his team allows