While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

In early 2002, I was the general manager of Nelson Books, one of Thomas Nelson Publishers’ fourteen divisions. In eighteen months, we had gone from number 14—dead last—to number one in terms of revenue growth and profit margin. I felt great. I was proud of myself and my team for the results we’d achieved. That […]

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

While weak leaders blame their followers for a lack of alignment, strong leaders know that it is their responsibility to create it. Alignment doesn’t just happen. It is created. Here are three ways to make it happen with your team.

I’ve had more than 20 bosses in my career. I worked well with nearly all of them. Most of them were surprisingly average—even forgettable. One was brilliant and became a role model. But he was the exception.

No one likes conflict. It’s hard, uncomfortable, and stirs negative emotions. Most of us try to avoid it at all costs. You’ve probably even asked yourself at one point or another, Do I really need to have this conversation, or is there another way? But there’s no escaping it. Conflict is part of life. It […]

Most leaders have a vision for the future. Perhaps it’s been intentionally and thoughtfully crafted. Maybe it’s also clear, practical, and you’re optimistic it will have its intended impact. But the problem is, the people around you aren’t buying in. When you cast the vision, people are neutral and unmoved at best. You may even receive […]

You have a vision for your business, your team, and your day-to-day workflow. But the more people who are added to the mix, the more likely misunderstandings will happen. No matter how hard you try, things still get lost in translation. It costs time, money, and momentum. Maybe we’re not as good at communicating as […]

While fighting in the Korean War, my dad’s tank was hit by a missile. Shrapnel knocked him out, and he lay in a coma for months. When he finally stood up from his hospital bed, he learned he would limp for the rest of his life. As a young boy, I didn’t know about his […]

Science proves it: decision fatigue is a real thing. By the end of your workday, your emotional and intellectual horsepower is depleted. When leaders invest precious energy in low-impact decisions, everyone pays a price. Hoarding decisions undervalues employees. It also keeps you from making bigger decisions that really matter. You can’t escape decision-making, but you […]

I once had a boss who rarely shared information and never in a timely way. My office happened to be in a different building than his, so getting to our weekly one-on-one meeting took a little effort. But not only did he cancel most of our meetings, he did so without notice. When we did […]

Years ago, I had an idea for one of my coaching clients. It was a fundamental change to her business model that I knew would grow her business exponentially and provide her with more personal margin. But, almost immediately, she started retreating from the idea. Why? Because she couldn’t see how it could be possible.  […]

Most leaders are good at pushing their organization forward. They’re able to hit their goals, and they might even be decent at profit. But, unfortunately, many leaders don’t prioritize their people. If a leader doesn’t know what to do with their people, morale will be low, people will leave, and the business will suffer. The […]