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How Evernote Has Made Life So Much Easier

Do you remember where you were? I do…like it was yesterday. How could I forget? The day I met Evernote changed my life.


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Actually, I’m totally serious…about remembering I mean.  I remember that day with extreme clarity. It was at least three years ago. I was doing a training event in Cedar Rapids, IA. On a break one of the trainees pulled me aside and showed me this cool app he had on his iPhone. He had no idea what he was starting.

And in some ways it really has changed my life. I don’t want to sound goofy, or too much like a techno-geek, but this tool has made an enormous difference in the organization of my entire life, not just work.

For those of you who don’t know already, I have a wife and nine children, own my own business, pastor a small church, lead a community coalition and am on two Boards. So, I have a few things going on in my life. But, so do you.

Like you, I have an overload of input in my life. Multiple email accounts, snail mail, texts, Slack channels, conversations, meetings, projects, blogs and books I read, websites I visit, and the list could go on and on. It makes me a little tired, just typing all that out.

Evernote has completely changed the game for me. I keep everything in Evernote. Everything I can digitize, that is. It’s the most amazing, electronic filing cabinet I’ve ever found. I have very little paper left in my life except my faithful Bible and journal. I still like hardcopy versions of those, although I did journal in Evernote for a couple of years.

Here are six (6) quick ways that Evernote has transformed things for me and can for you too.

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Are You Willing for Extreme Ownership?

I was talking with a friend the other night whom I had not seen in a few months. He asked how things were going and, as usual, I had a hard time not being pretty transparent. One of the things I shared with him was my disappointment over the recent failure my team and I experienced with our product launch.


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Three Ways to Turn Failure into Feedback

Houston, we have a problem…


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Those weren’t his exact words, but it was definitely something along those lines. A little over two weeks ago one of my teammates, who shall remain nameless for the sake of his reputation and ongoing career, let me know that we had a “little” problem.

Many of you know that my team and I have been working hard on producing a new video training course called, “7 Days to Becoming a Great Manager.” It’s been an enormous amount of work; way more than any of us expected.

There have been countless hours put in by a number of us and we were very close to having everything we needed to start putting the finishing touches on things so we could start our marketing efforts. It was very exciting.

And then…failure. Without going into any of the excruciatingly painful details, suffice it to say that we have been forced to go back to much-closer-to-square-one than any of us would have ever wanted. It’s hard to describe the letdown we all experienced.

Have you ever experienced failure? For those of you whose hands are not in the air, you can stop reading now because the rest of this will only bore you. For the rest of us who make up the human race, there is hope in the lines that remain in this post.

Let’s take a look at three simple questions that can transform failure into the kind of feedback that will move you forward.

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Six Keys to Delivering Tough Performance Feedback

There are some things that you, as a leader, look forward to with great anticipation. Closing a big deal. Hiring a rock star for a critical role. Rolling out that new, breakthrough product.


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And then there’s delivering tough performance feedback. Ugh. I don’t think I’ve ever met anyone who actually enjoys that.

I have met many who openly and decidedly don’t enjoy it. As a matter of fact, I know leaders who will avoid it at all cost. Unfortunately, I have seen it end up costing some of them quite a bit, and needlessly so.

I certainly don’t enjoy delivering this kind of message either. Call it what you want: constructive criticism, corrective feedback, or feedback for improvement. It’s no fun to have this kind of a conversation.

But, I ran across a quote from a Forbes article that said it well, “Bad news delayed is bad news compounded.” Let me encourage you to lean into this. Learning to do it well will serve you and your team in ways that go far beyond the short-term pain you’ll have to endure.

Here are six keys to delivering tough performance feedback in a way that will create a positive outcome.

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With This One Thing You Could Dominate Any Industry

Have you ever felt like everyone in the company was working against you? Have you ever felt like everyone was doing their own thing and not what was really needed? If so, have you ever wondered why?


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It can be pretty aggravating being the leader. But what if…

What if leadership guru Patrick Lencioni’s assertion is true? He said, “If you could get all the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.”  (The Five Dysfunctions of a Team, Patrick Lencioni).

When reading a quote like the one above there are a number of reactions that can follow. Some of you thought, “What? Are you kidding? That’s impossible.” Others have concluded, “Yes! We could do that.”

Whatever your reaction was on that spectrum of pessimism to optimism the question remains. What would happen if you began moving your organization or team in that direction…even if it was only slowly moving toward that place of a uniform stroke? Think about the tangible and intangible benefits to your employees, customers, suppliers and community.

As I reflected on the last few months of working with my clients I realized that I find myself in the midst of strategic planning with quite a number of them. This hasn’t been an intentional push by me, but something has emerged that has been striking.

I have come to a firmer and firmer belief in Mr. Lencioni’s statement and am more and more convinced that creating organizational clarity is absolutely paramount. The reason? Because of the cost of organizational confusion. It is staggering to think about and painful to watch.

And, you are the one responsible for creating clarity. Here are four questions you should ask yourself, as the leader, to create the kind of organizational clarity that will lead your company forward in a more unified rhythm.

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