Succession Planning – Building Value

December 3, 2009 | Link This | Email this | Comments (1)

Remember, your goals are not a to-do list. You don’t need a long list – one or two at the most in each section will be more than enough. You do not need to know how you are going to accomplish the goal just that it is something that will make you feel happy/good/self-fulfilled once it is accomplished. Play with the list for a while to see how you feel about these items as they start making their way onto the page. If you start to feel worried or burdened, “How will I ever do this,” reconsider whether it belongs on your list at all.

Choose a variety of goals – some fun and easy to knock out within 1 week, 1 month, then start stretching yourself so that you have at least one goal that will take all year to accomplish. As you confirm each goal, then take some time to map out an action plan for accomplishing ea...Read More

October 29, 2009 | Link This | Email this | Comments (0)

Organizational Core values define the enduring character or ideology of an organization. These values are so primary, so fundamental to us that throughout the changes in society, government, politics, and technology they are STILL the core values we will abide by. In an ever-changing world, core values are constant. Core values are not descriptions of the work we do or the strategies we employ to accomplish our mission. The organization may develop new purposes, employ new strategies, processes and significantly restructure; however, the identity and ideology remains intact. In Jim Collins’ words, “…core ideology provides the glue that holds an organization together through time.” (Good to Great, Harper Collins Publishers, 2001)

Core Values Are:

- Govern personal relationships...Read More

August 14, 2009 | Link This | Email this | Comments (0)

June 26, 2009 | Link This | Email this | Comments (0)

Before you read this post - check out my previous posts - Disenfranchised Spouse - Someones Missing from the Picture and Thoughts for the Future.

If both of you have not been involved with your estate and succession planning team, it is likely you may be experiencing some challenges – perhaps your progress has even come to a standstill and there may need to be some discussion on this topic before you can move on.. What are some of the key factors to make sure that when you are ready to begin your estate and/or succession planning you will be comfortable with the people and decisions that must be made? Here are some helpful tips to keep in mind:

May 28, 2009 | Link This | Email this | Comments (0)

Another variety of slow death by water cooler are the fearful conversations being shared by employees as they reflect upon the doom and gloom currently being propagated by the media. There is nothing more demoralizing than feeling that the doors are going to close any day and everyone will be out of a job if we don’t sell more product. I have been writing about dealing with change over the last five or six months, and I don’t mind repeating one very important aspect of being able to successfully lead people through extreme change: concentrate on the factors you CAN control and stop worrying about the things you can’t.

The water cooler can be the dragon in the pit that guards the well – every time your employees come together at the well, this dragon is spewing its brimstone and fire of anxiety over potential job losses, failing 401ks and gre...Read More