I just spent all day at a conference as part of my work with two medical device startups. Busy day meeting with stakeholders, potential investors, customers, distributors. And it’s a great reminder that there is no better way to relate to people than face to face. Often we have many reasons that lead us down
I have an old leather bomber jacket hanging in my closet. In 1990, I started working for Kith Mackie, one of the best leaders I have worked for. Keith , as head of the Western Region, took a gamble, and rather than having a managing Director for each of his three districts, he decided to
A lesson I learned I attended a management training course offered by my company many years ago. One of the techniques that stuck with me was how to manage that growing pile in your inbox ( paper or email) The system is called TRAF and it represents one of four things you should do with
Surround yourself with people whose skills, style and experience you admire. Make that an important part of your network. “We become like that which we constantly admire”
I am a big fan of behavioral interviewing (“Tell me about a time when you…”). This interviewing style allows the interviewer to take actual experiences and behaviors of the candidate and assess how those fit into the culture and requirements of their company. It takes away much of the salesmanship of candidates and focuses on
Choose your customers first It seems obvious, doesn’t it? Each cohort of customers has a particular worldview, a set of problems, a small possible set of solutions available. Each cohort has a price they’re willing to pay, a story they’re willing to hear, a period of time they’re willing to invest. And yet… And yet
I was at the Starbucks drive-through the other day and as I was about to pay, the cashier said “The person in front of you paid for you. They are paying it forward”. Of course we passed the good fortune on to the car behind us (we were the 14th car to do so) and
Should “high potential” employees know of their status? Definitely. If you are having performance management discussions with your employees, they should know exactly how you feel about their performance and their potential for advancement. And they should know what they need to do to meet your expectations and their objectives. Having said that, there is
In over your head Subscribe to the Three Star Leadership Blog Working Supervisor’s Support KitA collection of tools and information that will help you do a better job as a boss. Contact Wally about coaching, consulting, or speaking to your group. Here’s the situation. You’ve worked for your company for years but no one ever tapped
I’ve been reading up on the work of Christopher Peterson and Martin Seligman in their bookCharacter Strengths and Virtues: A Handbook and Classification. They work in the field of positive psychology, “ the scientific study of the strengths and virtues that enable individuals and communities to thrive, according to the Positive Psychology Center at the University of