Category Archives: Trust

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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Posted in Accountability, Add value, Communication, Corporate Culture, Decision Making, Ethics, Execution, Innovation, Leadership, Leading Change, Performance Improvement, Public Employee Unions, Randy Pennington, Results, Tea Party, Trust, Uncategorized | Tagged , , , , , , , , , , , , , , , , , , | Leave a comment

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

Connect with People Where They Are

Scott Keller and Carolyn Aiken, consultants at McKinsey & Company, suggest that 80 percent of what leaders care about and talk about when trying to enlist support for change does not matter to 80 percent of the workforce.

To gain the commitment for the change that you want, you must connect with people where they are. You do that by making the change relevant and real. Continue reading

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Good Change – Bad Change

Don Draper, the fictional advertising guru on the television show “Mad Men” says, “Change is neither good or bad. It simply is.” Good luck convincing your team of that. We all want the change we introduce to be accepted based … Continue reading

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The New Normal Has Happened Before

“When will things get back to normal?”

That question has been asked countless times since the economic meltdown of 2008. Most people want to know when the job market will bounce back; the economy will return to something close to sustained growth; uncertainty will subside; or the rate of change will slow to a more manageable pace.

But, what if this is it? What if instability, rapid change, and uncertainty are the new normal? And, what if I’m wrong and things bounce back quickly? If you can succeed now, you will crush it then.
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The Scary Side of Mentoring

The old-fashioned view of mentoring is someone outside a learner’s chain of command who equips that learner with new skills and knowledge. It is an archaic expert to novice or smart to unwise philosophy. The goal is the transfer of information or expertise, much like pouring knowledge into the head of a passive learner. It is the model that antiquated teachers used to teach facts students only recalled long enough to score favorably on the test. Continue reading

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Playing Favorites

Do you have a favorite employee?

Just thinking about admitting it causes us to cringe at the possibility of the negative backlash from those who are the not-so favorites, should they ever learn our true feelings.

But that’s the point. They already know. Continue reading

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Congress, the President, the Sequester, and You

This week’s blog is a rant about the sequester that went in place in March. If you are sick and tired of the discussion, check back next week for something else. If you want to understand the impact of irresponsible leadership, read on. I promise this will step on everyone’s toes. Continue reading

Posted in Accountability, Corporate Culture, Decision Making, Democrats, Execution, Leader, Leadership, Performance Improvement, President Obama, Randy Pennington, Republicans, Results, Trust | Tagged , , , , , , , , , , , , , , , , , | Comments Off

The Year Ahead – Our 2013 Predictions

I’ve offered observations about the year ahead each year since 2005. Lots of people do this, but unlike others, we grades ourselves on the past year.

Here is what we predicted last year at this time and four key ideas we see on the horizon for 2013.
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Posted in 2012 Business & Workplace Predictions, 2013 Business and Workplace Predictions, Business Growth, Business Strategy, Corporate Culture, Execution, Growing your business, Innovation, Leader, Leadership, Performance Improvement, Personal Development, President Obama, Randy Pennington, Results, Trust, Uncategorized | Tagged , , , , , , , , , , , , , , , , , | Comments Off