In 2011, Jeffrey Glazer was handed a rare opportunity: the chance to once again lead the company he had founded 26 years earlier. Like a parent whose wayward adult child moves back home, Glazer saw things he didn’t like.

Glazer decided he had to alter the culture fast, and he did so by rebuilding his senior leadership team, promoting talent inside the organization, putting his new team in charge of several dozen big accounts, and not expecting mindsets to change overnight.

• READ MORE

Building leadership teams is most successful as a team sport. High-performance leadership teams don’t necessarily materialize after highly talented executives are recruited, and they don’t necessarily evolve as team members get to know one another. Instead, a great top team is designed, recruited, fine-tuned and upgraded.

• READ MORE

Want to Upgrade Your Business? Upgrade Your Leadership Team!

A maturing industry requires its leaders to act differently. As industry players grow larger to manage compliance burdens and to gain access to capital, leadership styles that worked in the past can become dysfunctional.

• READ MORE

Nearly every midsized company talks about the need to build a strong bench of internal candidates for the top management team. I agree:  nothing is better than home-grown talent. However, sometimes a candidate isn’t ready to be promoted and the company simply cannot wait. In those cases, recruiting is the only option but that alternative can be rife with risk.

• READ MORE

Finding great leaders to join your company is required. Keeping the dysfunctional ones will kill your growth.

• READ MORE

Game playing at work, if done right, can turbocharge performance in the workplace. Business, after all, is a game.  We compete with others to win profits, or to go on a quest to attain a grand result.

• READ MORE

Leaders who do nothing about bad team members are the worst, according to Joe Montana. He would know, having been on Bill Walsh’s 49ers during a 10 year peak performance period.

• READ MORE

I use “Snazzy Job Descriptions” when it is hard to find and attract ideal candidates for a position.  It has only one goal:  To get ideal candidates to contact the company.

• READ MORE

How big can a firm grow without leadership infrastructure?  When is the right time to move past free-form entrepreneurialism?

• READ MORE