Tag Archives: Accountability

Focus on What Truly Matters

These days it seems that we’re all so busy, overcommitted, and information-obsessed. Our never-ending to-do lists are long and we run around trying to “keep up” or “be important,” and in the process stress ourselves out. Unfortunately, it often takes something bad to happen to slow us down, wake us up, and force us to focus on what truly matters most in life. Continue reading

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Should You Put Lipstick on the Brussels Sprouts? How Leaders Communicate Forced Change

My presentations about leading change usually include a story about Double Stuf Oreos and Brussels Sprouts. You can view the story here, but the basic principle is simple:

A child will willingly change what they are doing to reach a jar of cookies on top of your refrigerator. You seldom see them act with the same sense of urgency to acquire Brussels sprouts.

With that in mind, leaders generate creative tension when the vision they create for change is compelling – like cookies – rather than boring like vegetables. Continue reading

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Defining Integrity: How Leaders Earn Trust & Respect

How do you define integrity? Is there an absolute definition? Or, do you find yourself quoting the phrase made famous by Supreme Court Justice Potter Stewart: “I know it when I see it”?

We know that it appears at or near the top of every list of desirable leadership traits. It is the essential ingredient for building and sustaining trust with others.

Go ahead—take a stab at it. Integrity is . . .

It is more difficult to define integrity than you thought, isn’t it? Continue reading

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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

Posted in Accountability, Business Growth, Business Speech, Execution, Growing your business, Larry Winget, Leadership, Leading Change, Performance Improvement, Personal Development, Randy Pennington, Results, Uncategorized | Tagged , , , , , , , , , , , , | Comments Off

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 , , , , , , , , , , , , , , | Comments Off

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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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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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