Non-Traditional Success Metrics

Blog #270 Last week, in Blog #269 (Maximizing Traditional Success Metrics), we explored the traditional success metrics that typically focus on our professional lives and the type of compensation we receive at work. In this week’s blog, we will further discuss the right-brained success metrics regarding the Health and Relationships quadrants of The Life Balance Wheel. As a refresher, this discussion is centered on the idea of using The Life

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Maximizing Traditional Success Metrics

Blog #269 Most people allow others to control the narrative of what success looks like. In Blog #268 (True Success Begins With a Holistic Assessment), I discussed how this can change. In order for senior leaders to truly meet their maximum potential, they need to be well-rounded individuals who are able to define success on their terms. This is not to say that work life and compensation are not important;

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True Success Begins With a Holistic Assessment

Blog #268 In last week’s blog, I explored how so many of us have lost control of our success-defining narratives. Becoming self-aware of this and having a desire to proactively take control of your life is the first step to discovering your success on your terms. When people take that most critical step towards living life on their terms, I say, “Congratulations”. But, the usual response I receive is, “Okay,

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Define Success on Your Terms

Blog #267 True success is rarely measured by the size of your bank account, the car you drive, or the neighborhood you live in. During these challenging times, many people are reflecting and taking stock of what is really important based on their own values. Family, health, quality time, work environment, and financial stability all come into play. Finance is still an important measurement, but the focus has pivoted away

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Do Less, Think More

Blog #266 In the next 12 months, countless organizations that are run by well-intending leaders (who are “working harder”) will run off the cliff of failure. Don’t let this be you! For many senior business leaders and owners, our default setting during challenging times is often ‘Work Harder’. Typically, this is a result of how we navigated growing pains and obstacles in the past; however, more often than not, it

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A child writes her vision for success

Why Your Vision of Success Requires Execution

Blog #265 Thomas Edison once said, “Vision without execution is hallucination.” I believe this and agree with it. Exceptional visionary leaders are those who have great ideas and implement them. Intention without action is failure. Lack of vision is prevalent today, especially in a world of high tech and social media. We are in a society that demands more, faster, now. Not all of us have the world-changing vision of

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Rediscover Your “Why”

Blog #264 Rarely do entrepreneurs start a business for the money. Don’t get me wrong, it can be a great motivator and way to keep score; however, if it is your only motivator, you may begin to lose inspiration or become frustrated. I believe that to truly find balance in life, you need to know, love, and want to determine the purpose of your organization. In other words, to rediscover

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Is Your Last Pitch of the Day Your Best Pitch?

Blog #263 As I sat on the back deck, staring glassy-eyed into the woods, Reka sensed that I needed some quiet time. I had done a full day session with a challenging team, and I all really wanted to do was nothing. I did not want to read a book or go for a walk, and I especially did not want to talk anymore. That is, until the phone rang…

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Is it Time to Rightsize?

Blog #262 As a result of our current environment, many organizations have been forced to rightsize. This means scaling down or up within the organization to the right number of people. In other words, defining accurate payroll and the optimal amount of staff needed based on the organization’s volume of business. Ninety percent of the teams I work with are thriving and growing; they actually need to hire more employees.

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Empowerment = Pride

Blog #261 While in an advisory session with a senior leader, the topic of accountability came up. This person inherited a rather entrenched legacy culture that had been deeply damaged by his predecessors, who were incredible micro-managers and needed to be involved in every decision. The team was paralyzed, afraid to act, and fearful of the repercussions if actions were taken without approval from this leader. The result was a

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