Leadership

Nothing short of a purposeful, committed effort to provide hardnosers a path to healthy personal development will decrease their resistant nature. Safety is the open door to that end.

Dysfunction brings with it opportunity. The same weaknesses that define dysfunctional workers are the ones that open the door for us to help them personally and to improve the cooperative nature of the entire workforce.

What the Cycle of Rejection illustrates is the futility of thinking that command will result in the control of hardnosers. Quite the opposite. But while it's folly to follow this path of thinking, there is an even more damaging option to choose: doing nothing.|

A hardnosed worker is a self-destructive, emotionally self-centered, uncontrollable person who would rather cut-and-run than commit.|

As the current business culture evolves into one riddled with legal battles and threats of lawsuits coming from discharged employees, many managers feel cornered when addressing employee performance evaluations. Even those who follow stringent documentation guidelines often feel pressured into keeping unproductive employees in their positions or giving ambiguous performance feedback, due to their fear of legal action.

Are the policies and procedures you have in place (before your next Workers' Comp claim) going to keep you out of hot water?

Many people in the boardroom are still on the sidelines about social media. What will it take to get your board ready to tackle their willingness to learn what is happening on the internet? Will it take seeing your company's name in the news before you add digital literacy to your director's education?

It's hard enough to get a business started on a sound foundation; it's oftentimes much more challenging to continue operating and transitioning into an adult/mature business. The key to success is establishing and maintaining a "trust-centric leadership" model.