Stress is a natural part of life—but as a culture, we’ve upped the ante and are entering an era of super stress. The consequences of that super stress are showing up in every aspect of daily life and come with incredible costs as we wrestle with the consequences.
To create your envisioned organizational culture, it is vital that leaders not only reinforce company culture and values, but also treat it as a dynamic entity and fill the company with leaders and people who reflect the desired company culture.
In his new book, The Leadership Crisis And The Free Market Cure, John Allison defines Integrity as, “the harmony of mind and body” and says that, as a principle, it “guides us to act consistently with our beliefs.”
Our main motivation is happiness. Defined by Harry Brown as “the mental feeling of well-being” it is understood differently by each individual. People make decisions based on what they believe has the best chances of bringing them happiness … within the limited choices they have.
It has now become clear to me that saying less is much more powerful than talking. Listening and asking questions is not only admirable and impressive—it makes you smarter and puts you in a better position.
When companies use a checklist mentality to create a strong culture, they only focus on culture for a season with involvement initiatives, campaigns, banners, slogans, and motivational messages. Then they move on to the next issue.
In John David Mann’s and my book, The Go-Giver, Law #5 is “The Law of Receptivity.” Both of us are continually told by others that, while applying this law often created breakthroughs, it was also the most difficult Law to grasp.
Small Biz Club is the premier destination for small business owners and entrepreneurs. To succeed in business, you have to constantly learn about new things, evaluate what you’re doing, and look for ways to improve—that’s what we’re here to help you do.