A while back, a highly strategic business owner was trying to get his store managers to collaborate and share operational and team performance insights. But, instead, they’d claim that their store is somehow uniquely unique in ways that the other managers couldn’t possibly understand. Which is, of course, nonsense. The President just knew that if
I coach a lot of leaders. Over time, I noticed a pattern. As we worked together, they started thinking and talking differently—about their people, their decisions, and their business as a whole. They saw problems more clearly. They found traction where they’d been spinning. I got curious.What exactly was I doing that made that shift
Does it ever feel like the way we talk about business totally misses the point? I think so. Especially when the conversation turns into a tug-of-war between “people” and “business,” as if they’re separate things. That old idea—that a business can thrive while sidelining the very people powering it—isn’t just outdated. It’s nonsense. It’s Time
Recruiting isn’t working like it used to. Let’s be honest—it hasn’t worked well for a while, but lately, the whole system feels like it’s crumbling. Conversations are getting replaced by bots. Résumés vanish into black holes. Candidates get ghosted after interviews. And all of this sends a loud, clear message: “You’re not worth our time.”
Employee engagement has been the holy grail of workplace productivity for decades. It’s the topic of countless research papers, consulting frameworks, and corporate initiatives. Yet, despite the time and money funneled into engagement surveys and strategies, organizations are still struggling with retention, performance, and innovation. The problem? The widespread beliefs about employee engagement rest on
McKinsey’s recent article, “Healthy Organizations Keep Winning, but the Rules Are Changing Fast,“ makes bold claims about the nature of organizational health. Yet, despite its ambition, the methodology it uses relies heavily on correlation without exploring the deeper causal mechanisms that drive success. For senior leaders in smaller businesses, startups, and nonprofits—those at the forefront
Achieving strategic goals and objectives requires more than just setting targets and objectives. While having a clear strategy is crucial, success often hinges on having the right people in place and ensuring that your team is operating at its maximum potential. Here are some actionable ways to get the most out of your workforce to
Are you one of those people who says things like, “we should make a trade-off between the people and the business?” I think we’ve all said something like that before, maybe even recently. It seems like a reasonable question to consider doesn’t it? Or does it? Let’s think about this differently. What if we regard
Practicing HR with a People Science Mindset Performentor practices human resources (HR) and team development with a People Science mindset. This is one way we set ourselves apart from alternative service providers. Let’s talk about what we mean by People Science and why it’s useful. What is People Science? There is a field of behavior
In a world that feels increasingly divided, the power of purpose-driven communication has never been more vital. People respond to messages that are real, that speak to their core, and that offer a vision of a better, unified future. As a leader, your words have the potential to bring people together, to inspire and align
We’re not your standard blocking and tackling HR professionals, therefore, we’re quite easy to talk to and level with. Schedule a consultation with us if you’re seeking an HR partnership and ready to Unleash People Energy™ to propel your team’s growth. Whether you need us for an hour or a standing meeting to build and run the leanest and simplest people practices, we’ve got you!
