Category Archives: Results

Generating Urgency: What’s Keeping You from Changing?

The willingness and urgency to change are based on emotional readiness not intellectual understanding.

If intellectual understanding – knowing what we should do – was all it took to change, the gap between realizing we need to do something different and the work of implementing that change would be non-existent. But that’s not how it works. Continue reading

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Why Responsive Government is an Oxymoron … and Why Your Elected Officials are to Blame

The government we want is nimble, flexible, and responsive. The government we experience, in many cases, is slow, cumbersome, and totally unresponsive.

Let’s put this another way: We want our government to operate like our favorite business. We believe, in contrast, that our government is the poster child for lumbering bureaucratic inefficiency and employees who are out of touch with the realities of the marketplace.

Twenty plus years of working with private and public sector organizations has taught me that the truth is actually somewhere between the two extremes.
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The Motivational Prescription for Failure

I saw this quote by David Frost posted on Twitter: “Don’t aim for success if you want it; just do what you love and believe in, and it will naturally come.”

It sounds great, doesn’t it? Unfortunately, it is not true. Continue reading

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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:
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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

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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

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Why Most of Us Won’t Achieve Our New Year’s Resolutions

Most of the talk about New Year’s Resolutions is just that – talk. Despite all of our good intentions, most of us won’t achieve our goals for the year. Research released by the University of Scranton Psychology Department reports that only 8 percent of Americans are regularly successful in achieving their resolution. 49 percent achieve occasional success, and 24 percent are never successful. So in other words, the odds are stacked against you even if you set a goal for the New Year Continue reading

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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

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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

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