How to Deliver an Awful Evaluation

May 1, 2013 Leave a comment

Warning:  Sarcasm and Satire Ahead

For all you bosses or aspiring bosses out there, giving annual evaluations is part of our job.  However, I’m sure we each approach this task differently.

So, I’m going to help you out here.  For all of you that like the easy path, believe that “less is more” when it comes to effort, and strive to disappoint and demoralize your direct reports, you’re in luck!  Because you’re about 50 words away from 25 tips on How to Deliver an Awful Evaluation.

Let me start by saying that doing all of the below will certainly get you the “Awful” ranking you desire. However, that’s a lot of effort.   So any combination of the following points should do the trick.

Let’s get started!

  1. Show up late.  What’s 10-15 minutes anyway?  It’s an exercise in patience.
  2. Don’t prepare….at all.  That’s a lot of effort….and your time is valuable.  Spend your prep time on more important things, like micro-managing.
  3. Base the annual eval on the last few weeks’ performance.  Hey!  The past is the past.  What’s important is right now!  You didn’t have time to capture all that other stuff anyway.
  4. Surprise them!  Grade them on things you’ve never told them about or give them scores they don’t expect.   Shhhhhh….your performance is a secret!
  5. Regurgitate their self-evaluation or a previous eval.  For those consistent performers, you shouldn’t have to do more than copy and paste.
  6. Don’t provide them their eval or any info ahead of time.  Why should they get to prepare?  You didn’t.
  7. Talk about yourself and make it all about you.  ….because it is, ALL about YOU!
  8. Talk about everything BUT their eval.  We can always get to it later.
  9. Yawn.  Nothing says “I’m interested in what you’re saying” more than you showing them your tonsils.
  10. Let them starve! – Who needs meat or substance in their eval?  Why should you give them anything actionable or constructive to work on anyway?
  11. Don’t provide specific examples of their behavior (good or bad).  Details, schmeetails.
  12. Gossip!  Talking about OTHER associates/employees performance shows them how much they can trust you.
  13. Be vague and try not to be too specific about expectations.  If they were really “that good” they’d be able to read your mind.
  14. Be insincere.  Callousness, coldness, and crassness show how much you really care about their development.
  15. Multi-task.  Check and respond to all emails and texts.  Maybe play a little Angry Birds too.
  16. Don’t allow them any time to talk or talk over them.  Why should they talk anyway?  This is YOUR time!
  17. Use the time to impress YOUR boss.  Show your boss how good you are by doing all of the things on this list.  They’ll be impressed!
  18. Yell and/or raise your voice.  A little intimidation always makes things go more smoothly.
  19. Roll your eyes.  This is an easy way to let them know what you think about what they’re saying.
  20. Cut them off.  Stopping them mid-sentence keeps the eval from going over the scheduled time.
  21. Read the eval to them…verbatim.   It’s not likely they know how to read anyway.
  22. Misspell things on their eval.   Thar’s no ned 2 spund tim on spalling.  Ur beeeng ufficnt wit ur tim.
  23. Conduct the eval in a public, distracting, noisy environment.  No better place to have a private conversation!
  24. Nod off.  Catching a few Zzzzz’s is okay – we’re only rehashing the past.

And my personal favorite.

25.  Lie.  You know, the opposite of being honest.  What does truth have to do with an eval? It’s all a matter of perspective.

As I’m sure you can tell, this list is not all inclusive.  There are many more things that you can do that will derail and erode your direct report’s confidence and trust in you.

Even better, once you deliver an eval in the manner prescribed above, your reputation will quickly precede you.  This means that any current or future direct reports (and their colleagues, and their colleagues,…) will know what to expect – which (as a disclaimer) – may ultimately help you free up a lot of time on your calendar.

Now, you’re all smart people.  If you weren’t, you wouldn’t be in the position that you’re trusted with.  So, I’m sure that you’ll use the above list wisely.

What else can you think of to deliver an awful eval?

Filed under Developing, Leading Tagged with , , , ,

Culture Eats Strategy for Breakfast

April 22, 2013 Leave a comment

It’s been a while since I have posted, so please bear with me as I dust off the cobwebs.

As I normally do, early this morning I was perusing some industry articles when I came across an article about Ron Johnson.  Some of you may immediately know who he is, while others of you may not.  Mr. Johnson, formerly a VP in merchandising at Target, then SVP of Retail Operations at Apple, was elevated to the role of CEO by JC Penney in November 2011.

Ron was a bright star at Apple and was imagined to be “the one” that was going to turn JC Penney around.  Fast forward 17 months and he’s already out as CEO and failed in turning them around.  In fact, there were a few articles that said he may have actually left them in a worse place than they were before.

I’m linking an article from BUSINESS INSIDER called Ron Johnson’s Attempt To Fix JCPenney’s Brand Was Completely Backwards.

While there are certainly many speculations as to what actually happened under Johnson’s watch as to why they have performed the way they have, the thing that caught my eye about this article was the fact that it ties BRAND to CULTURE.  And in this case (as the article outlines), Johnson’s desire to change JCP’s brand failed because he failed to change the culture of the company, build up belief, and rally the troops.

I think this brings up an interesting discussion.  When we make business decisions, where does organizational culture fit into our thought processes and how important is it?

Doug McMillon, CEO of Walmart International, penned a great statement about cultural beliefs and behaviors last November.  He said, “Our culture defines HOW we deliver on our purpose consistently over time. People sometimes think that “culture” is a soft concept – but it’s not. Our culture is the set of beliefs that dictate the way we behave.”

Some companies have stronger and more pronounced organizational culture than others (like at Walmart), but back to the question.  How does that play in to our decision making and development of direction?

I believe that when we build strategies it is imperative that we consider and align to our cultural beliefs.  Why?  Read the article about Johnson and JCP. 

When we build visions, strategies, and tactics that don’t align to our culture, the chance of failure is high.  And beyond failure of the strategy, is the damage that causes internally to the organization by trying to run counter to culture.  When we build the same in alignment with culture, we gain the advantage of momentum, belief, understanding, and energy (among other things), which leads to a higher likelihood of success.

One of my favorite cultural statements (I believe originally coined by Peter Drucker, but used often by many), is that “Culture eats strategy for breakfast”, which is a quick toss back to the fact that if you try to build things that run counter to your culture, you’re not going to make it to the finish line.

Now there is always the question of “can you change culture?”, and the answer is yes.  But there is a very long and deliberate process that an organization must go about to accomplish that successfully.

So where do you fit in to all of this?  You may be thinking, “I don’t build strategies at that level – so this doesn’t apply to me.”

1.        TODAY – Regardless of where you sit today, you likely have the opportunity to INFLUENCE vision, strategy, or tactics.  And I believe it’s important that we always have our eye on whether ‘ ‘why’,  ‘what’ and ‘how’ we do things aligns with who we are as a company and our purpose.  If it doesn’t, it’s important that we raise our hand.  Sometimes we are able to see things from our perspective that others wouldn’t have or didn’t, which can help the company avoid future heartache.  Example:  At Walmart, one of our core beliefs is to Act with Integrity.  Are we building our strategies with the utmost integrity in mind?

2.       TOMORROW – You are our future leaders.  Understanding the importance that culture plays in your decision making, vision casting, and strategy development is critical to your future success, the success of your teams, and the success of the company.

What do you think?  How much does your organization’s culture play in to your decisions?

Have a great week!  Lead Strong!

Filed under Leading

Happy New Year!

January 1, 2013 Leave a comment

As we enter into 2013, what are your leadership goals for the year?  Any leadership related resolutions?

How will you improve your own leadership prowess?

How will you help others?

We have big plans for the Leader’s Locker this year.  It’s time to kick things up a notch.

So much to do, and only 364 days left to make it all happen this year!

Let’s get a move on!  Lead strong!

 

Filed under Miscellany Tagged with ,

Seasons Change. Do You?

October 26, 2012 2 Comments

Here in Northwest Arkansas, the seasons have definitely changed!  It went from being hot to cold, then back to “really nice outside” then to cold again.  So I guess I need to accept the fact that summer is gone and that fall is here.  It’s time to pull those cold weather clothes out of boxes and put away the shorts and flip flops.  Nature is forcing me change with it – or else freeze to death.  J

Our lives are similar, are they not?  We have a myriad of changes that occur all of the time around us.  Work changes.  Family changes.  Priority changes.  Political changes.  Environmental changes.  Health changes.  And so on. 

Some of these changes we control and some we don’t. 

How well do you accept or react when seasons of change enter your life?

I know for me that it depends upon the change.  I generally think I am pretty adaptable, but honestly, there are some places that I struggle more with change than others.

A good example for me is this blog.  When I started it, I had this grand vision of sharing leadership tidbits with folks like you on a pretty consistent basis.  It is something I enjoy doing very much.  I told myself that I was going to devote a certain amount of time to blogging and even went as far as to list this as one of my key priorities. 

I did pretty good for about a year, but then some seasons in my life started changing.  Work priorities increased significantly and some other priorities emerged in my personal life.  Things had changed.  But I was still hanging on to the blog as a priority even though I didn’t have time for it.  I would stress myself out when I didn’t get a post out on time and was worried about when I would get to the next one.  I wasn’t changing with the season in my life.

So, I finally had to let it go for a short while.  And when I made that change, my ability to adapt and devote my energy to the things I needed to improved significantly.  This reprioritization simply was adapting to my environment.

Seasons come and go in our lives.  Some are short.  Some are long.  Some require us to change a lot.  Some require us to change a little.  Regardless, there is one thing you can count on and that is that change is inevitable.

Recently I was reminded that one key characteristic of good leader is a “low resistance to change.”  And this is definitely true as I look across the leadership landscape of the company and organizations I work around and with.  If you can’t handle change as a leader, you might as well hang it up and pass the baton to someone that can.  Handling change properly and adaptability are critical components of a leader’s skill set and responsibility. 

How do you do that?  Here are three actions you can take to be a better leader when it comes to change.

Recognize It.  Leaders have to be able to discern change.  They need to understand the environment that they are in and when change is afoot or is required.  Leaders need to anticipate change.  They need to get ahead of change and prepare for it.  This isn’t always possible, but leaders should always be on the watch so that their reaction is elegant and they are un-phased in the eyes of their troops by what’s about to happen differently. 

Own It.  Leaders are required to understand ‘what’ change is required and ‘why’ to the very best of their ability.  This means that you may have to dig in and research or ask the right questions to clearly understand the direction or situation.  Sometimes things happen rapidly that require an immediate change in direction that the leader can’t explain, and at those times they have to have conviction in their decision making.  They must be unwaverying and not wishy-washy.  This does not mean inflexible.  It means that when your followers look in your eyes, they can see that you believe it, own it and can feel your sincerity and credibility.

Champion It.  Every day, changes are communicated and followers look to their leaders for guidance and understanding.  They are looking for subtle (and sometimes not so subtle) clues as to whether a change is good or bad or if they should support it or rise up against it.  It is not enough for leaders to simply understand and own the change.  They have to advocate it.  They have to lead the charge and do so in a way that is reassuring to those following that “without a doubt, we’re headed the right direction.” 

This also means that they need to be cognizant of the environment around them 360 degrees and encourage and influence others to own and champion the change.  This may mean that you have to take a peer (or even their own leader) aside that is being counter-productive and help get them on the right track.

Being a leader is an action oriented role.  It’s easy to lead when the boat is sailing in a straight line with good winds behind it on smooth waters.  It’s a testament to a leader’s abilities when any or all of those factors change.

As for me and this blog?  The good news is that sometimes the tides come back and the seasons in our life change back.  J

How well do you handle the seasons of change in your life?  What do you do to lead change?

Filed under Leading Tagged with , ,

Reach Out!

July 13, 2012 1 Comment

I was able to witness something awesome recently.  At the Walmart Shareholders Meeting this year, there was a brief moment that they were celebrating a young man named Tim Kerfoot from Canada that was named the International Associate of the Year.  Tim works at a distribution center.  Tim is also wheel chair bound.

Why was he the International Associate of the Year?  Well, when you listen to him (video below), it will take you about half a second to realize that this guy radiates positive energy and motivates others to be excellent.

Here is a man that has faced a huge adversity, could easily give up, or be ticked off at the world because of his lot in life, but you would never know it.  This doesn’t mean that he doesn’t have troubles or struggles, it just means that he chooses not to let them dictate his attitude.  – which is absolutely awesome.

In fact, while they were recognizing him he said something that I thought was incredibly profound.  He said, “In the midst of a challenge, find people around you that can support you through it.  And then…..find people around you that you can support.”

Think about that for a moment.  

What a great leadership lesson!

In the first half his statement, he basically says, when you need help – seek out those that can help you.  Ask for it.  Don’t go it alone.  Rely on others.  Get support.  Reach out!

This is such a fail point for so many leaders.  Often we think that we need to define ‘being strong’ as ‘doing it ourselves’ and ‘not showing weakness’.  There is nothing further from the truth!  We – you and I – need other people.  That’s how we’re wired as human beings.  There is no shame in asking for help. In fact, it may show greater leadership maturity if you do.   And quite frankly, we need other people to offset our own flaws, lift us up when we’re down, and strengthen us when we’re weak.  I’m sure that you’ve heard the old adage that a single stick is easily broken, but a bundle of sticks cannot be broken.   We need each other in order to succeed.

But, the coolest thing about what Tim said followed next.

“…then….find people around you that you can support.”  Wow!  This is POWERFUL! This simple statement brings the first half full circle.  It’s not just about asking for help when WE need it.  It’s about helping others when THEY need it.  This is very symbiotic and brings the whole concept of reaching out full circle.  When I hear this I picture someone reaching down in to the pit to help pull us out, but just as we’re about to be pulled out, we reach back and extend our hand to someone else.

Something important to point out here is that he used the word “FIND”.  This is an action word that we should pay close attention to.  When it comes to helping others, we shouldn’t wait for them to come to us.  We should FIND PEOPLE AROUND US THAT WE CAN SUPPORT.  Good leader’s don’t sit back and wait.  They take action to proactively and positively impact the lives of others.  This requires us to sharpen our skills of discernment and be aware and sensitive to what is happening around us.

REACH OUT – when you need help.

AND

REACH OUT – to help others.

As leaders, I challenge you to do both!  Both are healthy.  And if you are the kind of person that reaches out to help others more often than you ask for help, I guarantee you that someone will always be there for you when you need it.

Tim also made another neat statement.  He said, “Life is better with a team, with family and with friends.”  I couldn’t agree more.

With an outlook on life like this, it’s no wonder that Tim Kerfoot from DC 3059 in Nanaimo, British Columbia, Canada was Walmart’s International Associate of the Year.  Way to go Tim!

I’ve attached Tim’s acceptance video below.

Who needs you to reach out to them today?

Filed under Developing, Leading, Mentoring Tagged with , , , , , ,

Suck It Up, Get a Helmet, and Drive On!

June 15, 2012 Leave a comment

It’s been just over a month since the last Leader’s Locker post, but for good reason.  It’s not because I’ve been lazy or had no desire to post, this last few weeks have just turned out to be pretty crazy busy.

Crazy busy to the point that these old adages have been floating around in my head for days.  You likely know them well enough to complete them…

When it rains….

When life gives you lemons….

When the going get’s tough…

What doesn’t kill you….

Did you get them all?  Apparently, when it pours your supposed to make lemonade and get going so you can be stronger!  Right?

My favorite saying though was one that I used often when I worked in Emergency Management when things got really crazy – “Suck it up, get a helmet, and drive on.”

So what do you do as a leader when it’s raining heavily in your life and the demands are coming at you faster than you can count them?

Here are 4 things to consider:

  • Project Confidence!  When the ground shakes and the skies grow dark, the troops look to their leader for strength and direction.  If you appear rattled it can have a devastating impact on the morale of the team.  They need you to be calm, even-keel, and steadfast.  This is the time to lead and provide direction – regardless of how bad it gets.  If you get rattled, they get more rattled.  If you get scared, they get more scared.  If you stand strong and are unwavering in the face of a tough situation, you may be the one thing that keeps them going.  They look to you.  They need you.
 
  • Lean in to it!  Have you ever stood in a strong wind?  What happens if you lean backwards?  The wind either pushes you backwards or knocks you over.  BUT, if you lean forward, what happens?  You can usually endure whatever the wind dishes out at you (unless you’re in a tornado – then it’s just plain bad unless your name happens to be Dorothy).

So what can we learn from leaning forward?  When things get crazy – lean in to it so the situation or demands don’t knock you off of your feet.  Approach the challenge head on, get a good look at it, and quickly determine how you’re going to approach what’s coming.

  • Prioritize!  The faster the demands come in a short period of time, the higher the stress, the more likely that you are going to miss something – which is why triage becomes an important activity.  Looking at all the tasks and asking – What is it?  How important?  How long will it take to accomplish?  Where does it rank in all of the other things I need to get done?  This means that you may have to decide to delay some things and/or not to do some things at all, but at least you are making a conscious and calculated decision as to what demands your precious time and where you spend your energy.

Quite frankly, this is why I haven’t posted in a few weeks.  It’s not that I don’t love blogging, rather it’s that I had to prioritize increasing family and work responsibilities over blogging.  ….and sometimes that’s just the way it goes.

  • Fight the good fight!  This is where the phrase – ‘suck it up, get a helmet, and drive on’ comes in.  Some times you just need to double down on your resolve and dig deeper to get things done.  And as a leader, you often need to take people with you, which means you need to ratchet up the energy throughout the tough times.  Not only will you need the energy to stand on your feet, set priorities, and make decisions, but you’ll need it to feed your people.  Your example, your direction, and your ability to inspire will be key to charging your troops’ batteries to keep them going (in the right direction) when the chips are down and demands are crazy.   They will literally feed off of your energy – so you need to make sure that your energy output is at the right level.  Perseverance and tenacity are key words that comes to mind here.  This is the time that your true leadership colors are on display.

The good thing about crazy busy times?  They don’t last forever.  Sometimes it may seem like it – but eventually the craziness subsides.   And I know that I can handle anything for a short period of time.  And so can you.

So when the  raining turns in to pouring – suck it up, get a helmet, and drive on.  Be the leader that your people need you to be.

 

What do you do when times get crazy?

Filed under Developing, Leading Tagged with , ,

There Is Hope!

May 11, 2012 1 Comment

Yesterday, I had the privilege of attending the Mi Futuro mentoring program graduation. 

For those of you unfamiliar, Mi Futuro (which means My Future in Spanish) is an 8th Grade mentoring program that was started three years ago spawned from an idea shared by a couple Walmart Associates.  Volunteer mentors from  Walmart/Sam’s Club spend one hour a month with a group of handpicked students over the course of their school year.   They discuss topics ranging from goal setting, to public speaking, to high school prep, to college prep and beyond.  The goal is encourage the students to think broader and more positively about their future.

This is the third school year we’ve done this.  And the program has grown extensively, much to some Associate leaders’ vision and dedication.   The first class started with one school and 26 students.  This year, there were 8 participating schools with 13 mentoring groups and over 300 students participating in the program.

Initially, the program was targeted at Hispanic students that showed promise, but were at risk (whether due to family situations, social influences, etc.).  The program now represents total school demographics, but still targets those same promising students that are at risk.

Next year, the goal is to reach over 1,500 students and have over 50 schools represented across the United States.

The reason I write all of this comes down to a couple statements made by students during the program.

First, the self awareness of these students was a little surprising to me.  While talking about the program and her future, one of the students said, “I don’t want to get lost in the crowd.”  Then she continued on to talk about her dreams and how she was going to succeed.  Her determination was admirable!  It was a proud moment for every mentor in the room.

Second, and perhaps more impactful, was a statement made by one of the students from the first year of the program.  We had three students from the first year (now sophomores in high school) talk about the impact of the program on them and the lessons learned from their two years of seniority over the kids in the audience.  This student, who was the least formally dressed of the three, who started every sentence with “I guess…” said something incredibly profound.  He said, “I will be the first to go to college from my family.”  Then he said, “I want my little brother to follow in my footsteps.”

This statement took my breath away and made tears well up in my eyes.  Here is a sophomore in high school that was mentored and is now mentoring and setting an example for his little brother.   This is what it is all about.

In that moment, it was clear that this precious investment of time that the mentors provide these students is making a difference.

Often when we talk about mentoring at work we’re thinking about either our own professional development and/or how we are developing others in their positions or skills (which is important!).  Rarely though do I hear about people developing our next generation on a continuous basis.

But, as we get older, we realize how fast the time goes and we start to see the bigger picture.  If we don’t take the time to mentor, develop, grow, shape, and inspire our future generation what will the future hold for our society?

The good news?  There is hope!  I saw it and heard it yesterday.

My challenge to you is to find time to invest in the upcoming generation on a continuous basis.   Whether it’s Mi Futuro (for you Walmart/Sam’s Club associates), the Boys and Girls Club, Boy Scouts, Girl Scouts, a church youth program, or some other youth program - INVEST in the future of a child.  If we all joined in this investment just imagine what the future could hold.  There is great hope in our future!

Will you rise to the challenge?

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4 Steps to Doing the Right Thing

May 1, 2012 Leave a comment

Do you do the right thing?

I want to revisit where we were last time – talking about Integrity.  This is a timeless topic, but in recent days is timelier than ever before.

Before we get to far away from it, I also want to revisit the example we were using previously in talking about the University of Arkansas Head Football Coach situation.  While I don’t want to draw too much attention to this situation I do want to take a different look at it – this time through the lens of the actions and decisions of the Athletic Director Jeff Long.

While the coach’s actions brought about a very public ethical dilemma, Long’s response/reaction mitigated a lot of the negative that the coach had created and may have created an even greater positive focus on the integrity of the program that will have long lasting positive effects. 

He showed that the university valued ethical behavior over a winning coach, which is a lesson in and of itself not only the players, students, coaches, faculty, and fans, but for us as well.

How often do we focus on the results over how we achieved the results?  This plays out in business all the time.  Our job as leaders with integrity is to ensure our people understand the importance of the ‘how’.

Most interestingly for me was the ‘how’ in the way that Jeff Long tackled this ethical dilemma.  I’ve categorized these in to four distinct areas of action that were taken.

  • Acknowledge.  Houston, we have a problem.  Have you ever tried to avoid a negative situation because you know that it’s going to be painful and energy consuming?  I have.  But when it comes to ethical dilemmas we really can’t just sit on the fence and wait for things to blow over.  We need to deal with it.

When confronted initially with the situation, the first thing that Long did was acknowledge it.  While this was a very public situation for the university, he didn’t try to hide it. Instead, he stood in front of reporters and told them what he knew.  More importantly, he also said that he didn’t know everything and didn’t succumb to the requests to speculate. 

  • Set Expectations.  Okay…so we know have a problem.  Now what?  You need to define what needs to happen next.  And whether that is simply for your own benefit to organize or to publicly let others know what your plan of action is, definition is important because it gives you structure for dealing with the situation.  Jeff Long did this very well. Once he acknowledged the situation, he said, “Here is what I’m going to do next.”  He didn’t paint himself in to a corner either by setting artificial timelines.  He simply said, “Here is what we are going to do.”  And more important than setting the expectation for himself and the public, he followed through on what he said, which improved his credibility significantly.
  • Consult.  Do I need to shoulder all of this responsibility myself?  Absolutely not.  While I don’t possess a PhD in human psychology, I have a hard time believing that humans are built to handle tough decisions alone.  We have a safety net of people that make up our social sphere that help guide us along the way.  This may be your parents, or a sibling, best friend, pastor, boss, career mentor, legal resource, counselor, or other source.  The fact is, gaining other perspectives on tough decisions is a great idea.  I know that I use a network of trusted people in my life to help give me perspective all of the time.

In his statement, Long stated that he sought counsel and perspective from others.  Undoubtedly, there were very different perspectives presented, but in the end, he had to take in all of the information, filter, and then make the best possible decision.  The same is true for all of us.

  • Decide and Act.   Making tough decisions isn’t easy.  Acting upon them is sometimes even harder.  As I looked at these two actions, I thought about splitting them out in to their own points.  But as I looked closer, I believe that you can’t separate them because they are absolutely interconnected. 

As a leader, you can’t decide and then not act. If you don’t act then you really didn’t do anything, now did you?  Leaders make and act on tough decisions.  Don’t forget that.  If you can’t, then being in a leadership position may not be for you.

At the end of the day, Long made a very tough decision.  He made the right decision (in my opinion).  But he didn’t stop at the decision.  He followed through with action.  He terminated the coach, he started a search for a new coach, and then hired a new coach.

One other side note and observation that I wanted to cover is the compassion that Long exhibited in the handling of the situation.  Not only was he sensitive to all that were impacted in the words that he used and privacy he maintained,  but his tone, demeanor, and delivery conveyed that he really cared about all of those involved (including the coach).  Following the above steps in a sterile manner may get you through the situation, but what people will remember is your sincerity and how you made them feel about it.

Every ethical decision that you come to in life may not be hyper-complex.  Some may be much more black and white and easy to quickly determine.  However, I’m confident that you will experience at least one or more difficult, complex, ‘gray’ decisions to make in your life.

Having a framework to approach and deal with these situations will be very important to your success.  Just remember to be sincere and compassionate as you face these challenges.

As leaders, we all have tough decisions to make.  Many may not be as public or complex as the one that Jeff Long faced, but tough decisions nonetheless.  While none of us are perfect, having the right tools in our toolbox will help us when those tough decisions come along.

My questions for you are:

  • Will you step up when it’s your time? 
  • Will you make the right decision when no one else is looking? 
  • Will you act with integrity? 
  • Will you teach integrity to those that look up to you?

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