When good employees leave good organizations, studies show, the number one reason for leaving is poor management. Notice, I mentioned "good employees," because poor employees thrive in this environment. Even the most principled employee has his or her limit as to how much dysfunction they will put up with before getting off the bus. An organization's culture is driven by the amount of dysfunction the people who are in positions of authority/leadership are willing to put up wi

Every organization must work hard to realize set goals and turn a profit. Some organizations make it look easy while most struggle and many just cease to exist. For those who are really in dire need of help, i'm going to attempt to explain what some of your most significant problems are. Odd's are: 1. You have a poor onboarding and offboarding process. This allows the wrong people (C Players) to get on the bus. You have hired people and told them what to do instead of hiring

To all the self-proclaimed "Leadership Gurus," and there's a lot of you, that I can tell you. My wish is that you would learn to differentiate leaders from "Managers in Disguise" as leaders. This action will further solidify your must have "Guru" status. Understand, leaders aren't the source of dysfunction and chaos, it's the managers in disguise as leaders who are in positions of authority and are lacking the will, desire and skills needed to be in the leadership position th

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Available now at Amazon.com. About the book: This book is an excellent tool for every organization that desires a positive culture change. The solutions in this book create long-term profits in a short amount of time with virtually no capital investment by eliminating most of the indirect costs associated with any organization. Once you’ve shown your organization that you’re all in with this way of thinking and are going to share this tool with them as it is intended, be prep

Managers in Disguise don't start out as bullies, nice is tried first but when their incompetence doesn't allow that to work, the bul

To find a potential leader in an organization, we usually do not have to go very far. Just about the time you think there aren’t any candidates to fill a leadership position, a guy like me comes along and tries to help you see the not-so-obvious. Leaders are all around us, they just have to be proactively sought out and developed. A shortage of leaders is more often than not due to a shortage of leadership and training. Not everyone can look in the mirror and readily see the

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