Category Archives: Business Strategy

You Can’t Lead if You Can’t Develop

There are three realities in leadership: Leaders are defined by their results. The act of leadership is about the ability to influence others to accomplish the desired result. You will never succeed at your first two responsibilities if you can’t … Continue reading

Posted in Accountability, Add value, Business Growth, Business Strategy, Corporate Culture, Employee Retention, Employee Turnover, Execution, Growing your business, Leader, Leadership, Leadership Development, Leading Change, Managing Change, Performance Improvement, Personal Development, Randy Pennington, Results, Trust, Uncategorized | Tagged , , , , , , , , , , , , , , | Leave a comment

Why You Will Lose Your Best Employees

Your best employees are contemplating quitting. Some of them already have – even though they are still on the job.

Hiring is picking up – especially for the stars who more than compensate for their cost with superior performance. Your best employees will have the opportunity to leave.

Are you vulnerable for an exodus? Chances are the answer is yes if you are guilty of any of the following:
Continue reading

Posted in Add value, Business Growth, Business Strategy, Corporate Culture, Employee Retention, Employee Turnover, Growing your business, Leadership, Leading Change, Managing Change, Randy Pennington, Results, Trust, Uncategorized | Tagged , , , , , , , , , , , , , , | Leave a comment

10 Words Entrepreneurs Should Use Every Day

Jay Goltz writes a blog on small business and entrepreneurship for the New York Times. His March 10, 2014 posting was titled “10 Words Entrepreneurs Should Use With Caution.” In that piece, Goltz shared 10 words that he believes have … Continue reading

Posted in Accountability, Add value, Business Growth, Business Strategy, Decision Making, Doing, Execution, Growing your business, Innovation, Leadership, Leading Change, Managing Change, Performance Improvement, Results, Uncategorized | Tagged , , , , , , , , , , , , , , , , | 4 Comments

Inside the House of Lies: Why Large Consulting Firms Are Often Bad at Change

I received this email last week. The author’s name has been withheld in order to protect his/her job:

“I read your book Make Change Work. and it made me angry.

What made me angry is the fact that I work as a management consultant for one of the largest consulting firms and I am ashamed how few (if any) of the wisdoms we actually take from your book and coach our clients accordingly. Very often, we are in gross ignorance of the very valid insights and tips you have in your little book.” Continue reading

Posted in Accountability, Business Growth, Business Strategy, Corporate Culture, Execution, Growing your business, Leadership, Leading Change, Managing Change, Performance Improvement, Randy Pennington, Uncategorized | Tagged , , , , , , , , , , , , , , , | 3 Comments

What Political Races Can Teach Us About Standing Out in Our Marketplace

Who do you choose when there is very little difference between the choices?

Do you take the time to understand the small factors that might distinguish one choice from another, or do you go with what is easy or the name that you hear the most often?

There are four individuals running to represent their party for the office of state representative in the area where I live. All four seem like nice people, and all four are virtually indistinguishable in their stance on the issues. Seriously, you could copy and paste any of their individual responses onto the web site for any of their competitors, and no one would notice. Continue reading

Posted in Business Growth, Business Strategy, Communication, Democrats, Execution, Growing your business, Leadership, Leading Change, Managing Change, Republicans, Resonate, Uncategorized | Tagged , , , , , , , , , , , , , , , , , | 1 Comment

Leaders Don’t Hide

Leaders distinguish themselves in times of great risk and great reward. Whether it is the political leader who bolsters our confidence in times of crisis or the business leader who follows her instincts to seize an opportunity, we respect and admire the leader who is out front when the stakes are high. Continue reading

Posted in Accountability, Add value, Business Strategy, Growing your business, Leader, Leadership, Leadership Development, Leading Change, Randy Pennington, Results, Uncategorized | Tagged , , , , , , , , , , , , , , , , , | Comments Off

A Result to Remember Part II: How GE Proved that Sometimes it IS the Product

Three weeks back I wrote about my exceptional service experience at Sewell Lexus of Dallas. The theme of the post was that it was the Sewell people rather than their product that has kept me as a loyal customer for over 20 years.

The premise behind that post is the same one I offered in my 2006 book, Results Rule!: Fundamentals are the minimum. Being distinctive is the difference if it adds value.

I can purchase a Lexus from a number of different dealers. The quality and service of the Sewell staff makes them distinctive in a way that adds extreme value.

The very nice folks that service GE kitchen appliances just reminded me that you can’t forget the first part of my premise: Fundamentals are the minimum. Because without the fundamentals, there is nothing you can do to stand out with your customers (at least not in a positive way). Continue reading

Posted in Accountability, Add value, Business Growth, Business Strategy, Corporate Culture, Execution, Growing your business, Leader, Leadership, Leading Change, Performance Improvement, Randy Pennington, Uncategorized | Tagged , , , , , , , , , , , , , , , , , | Comments Off

Defining a Good Change: It is More Than Results

Every change is evaluated against the result AND the damage inflicted during its implementation. Ignore the people side of the change (feelings and perceptions), and it is only a matter of time before the desired results suffer, too.

The type of change needed in today’s successful organizations is continuous. It is generated from every level, and it requires engagement and commitment from those involved. You can mandate compliance. Commitment and engagement to make change work are volunteered when you focus on more than the end result. Continue reading

Posted in Accountability, Business Growth, Business Strategy, Corporate Culture, Execution, Growing your business, Innovation, Leadership, Leading Change, Managing Change, Performance Improvement, Results, Uncategorized | Tagged , , , , , , , , , , , , , , , | Comments Off

A Result to Remember: It’s Not the Product. It’s the People.

Delivering customer service – at least the way it is practiced in most companies – is easy. The customer asks you for something, and you give it to them.

Building a culture that is obsessed with serving customers is hard.

Carl Sewell’s family of auto dealerships is at or near the top for sales and service with the brands they represent for one simple reason: They are the best at sustaining a culture that serves customers. Continue reading

Posted in Accountability, Business Growth, Business Strategy, Corporate Culture, Execution, Growing your business, Innovation, Leadership, Leading Change, Managing Change, Results, Uncategorized | Tagged , , , , , , , , , , , , , , , , , | 1 Comment

The Missing Measure that Drives Culture Change

Culture change follows behavior and performance change not the other way around. If you buy into that premise, the behavior and performance you expect, enable, measure, reward, and hold people accountable for will become the habits that define the culture. The best organizations have clarity, alignment, and execution across each of these areas.

And that leads to the question of “how do you know a change is taking place?” Continue reading

Posted in Accountability, Add value, Business Growth, Business Strategy, Corporate Culture, Growing your business, Innovation, Leadership, Leading Change, Managing Change, Randy Pennington, Uncategorized | Tagged , , , , , , , , , , , , , , , | Comments Off