Organizational Growth: From The Inside Out

There are two ingredients in successful organizations: Smart & Healthy.

It is almost impossible to build a competitive advantage

based on knowledge because it is too easy to copy. 

Very few organizations are healthy enough to tap into the knowledge that is there.

~ Patrick Lencioni

The truth in this quote is so powerful that I can’t stop thinking about it.

How many organizations do you know that are desperately seeking solutions and yet continually ignore the wisdom of their customers, their employees and the opportunities within their own culture?

real-leaders-are-like-eagles-they-dont-flock-you-find-them-one-at-a-time

Real leaders know that they can’t fight every battle.

But their values are crystal clear long before they are faced with critical decisions.

So when a situation demands it they don’t hide, cower or flock…

They STAND…

Against: Wasting time and resources

For: Efficiency, effectiveness and growth

Against: Treating humans like disposable toothpaste tubes

For: People

Against: Manipulators that seek to serve themselves

For: Truth

Those who to stand, risk being:

  • Misunderstood
  • Judged
  • Ignored
  • Replaced

But their commitment to a greater good drives them to lead in an uncommon way.

They are the leaders that inspire generations.

Real leaders are like eagles, they don’t flock… You find them one at a time.

Benefits of having Intentional Discussions about Tough Topics

Titled leaders and employees are happier and more successful when they learn how to have discussions that include deep listening and truth telling.   A failure to do either one equals missed opportunities for learning and growth.  (This is also true for family and community members.)

As a result,  I’ve been encouraging listening, thinking, and dialogue with increasing frequency and leveraging current events as examples of how we can do this.

As you watch the news, are you ever so aware of the pain and the division in our world that it is hard to think about anything else?  

Recently in my home country:  

  • A woman was set on fire because of her faith.
  • Two other women were punched because of their faith.
  • Bombs were set off and people were stabbed for their faith.
  • A man was killed because of the color of his skin.
  • Several men were killed because of the uniform they wear.

Some have responded with fear and hate for everyone that is not like them. 

Others deny that any problem exists and encourage blind acceptance.  


Do we really have only two options???

Fuel Fear or Avoid Fear


Are You FULLY Leveraging Your Freedom To Dialogue?

Problem Solving Starts Here!

As many of you know, I’m living in a part of the world where many freedoms that I once took for granted – don’t exist.  -Now don’t get me wrong I agreed to move here, to seek first to understand and to learn.  So I’m not complaining.  …But I absolutely must share what I’m learning.

Have you ever considered that…

  • In countries where sharing research and opinions puts liberty and lives at risk – citizens are being taught that it is safer not to think
  • In countries that allow freedom of speech, traditional journalists have done so much of the work for citizens – that we’ve allowed ourselves to become lazy thinkers
  • Dialogue is a way for us to seek truth, gain new perspectives, build relationships, and solve problems
  • Dialogue is also a freedom that many take for granted

Strategically NOT THINKING – Is it really safer and easier?

Have you ever worked in a place that is caught in a cycle that is NOT working?

  • But instead of digging for the root cause, titled leaders wave “magic wands” that cause some people to disappear and others to appear?

Have you ever wondered if anyone recognizes that new faces are just another Band-Aid that is being used to cover a growing cancer instead of treating it?

Once upon a time, I had a conversation with someone about a problem that needed to be solved.

We’d faced this problem before.

  • The first solution had been to replace a person.
  • A few months later we were having a very similar problem with a different person.

We both agreed that the problem was not only unresolved, it had gotten worse.  And we agreed that we needed a solution.

  • But we disagreed about what that looked like.
  • I wanted to know why a second person was struggling in the same position that someone else had failed in.
  • He didn’t want to waste time flipping rocks trying to understand why, he simply wanted the new person replaced, as quickly as possible.

When problems surface, it is so tempting to rush for the magic wand.

It may appear to be faster, easier or even the “safest” way to appease the investors or the CEO.

  • However, waving magic wands that make some faces disappear while new faces appear, doesn’t solve deeper issues.
  • And titled leaders that prefer magic wands to real solutions  – won’t be around very long.

Below are two true stories:

 1.  A high-potential employee is constantly promoted within a company for more than a decade. 

When he is promoted again he can’t get the tools and support he needs and begins to struggle. He’s not a quitter and doesn’t know how to fail, so he sacrifices all of his vacation and family time and works instead.  But no matter how many hours he puts in, he is treated as if he is the problem and eventually fired.

Then another high potential/long-term employee is relocated to take the same role, in the same place, with the same leader, in the same environment.

And the cycle begins again…

What if:

  • The employees that are continually recruited for this role are not the problem?
  • The training and support needs to be improved?
  • The culture in that department is causing people to fail?
  • The titled leader in that department is the source of the problem?

*What is it costing the organization to continually lose long-term, high performing employees in this one black hole?  

2.  An owner of a couple of small businesses is frustrated with dwindling profits. 

He blames his staff, treats them badly, moves them to different locations, stalls their vacations and refuses to listen to their feedback.

What if:

  • The employees need more training and more support?
  • The declining business is caused by the owner’s lack of presence and engagement with his customers?
  • His customer are leaving because competitors have better service, pricing, equipment and facilities?

*What is is costing that business owner to continue to operate in this way?  


Please share:  

  • Have you ever worked in a culture that discourages thinking?

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