Galen addresses the misconceptions and common pushback around building a culture of saying yes.
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Three easy ways to create a culture of saying yes.
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How do you know if you should fire an underperforming or toxic employee?
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The worst reason to do anything in business is because that's the way you've always done it.
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Have the courage to commit to only putting people in leadership positions that are actually great leaders, period.
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How you actually get people to adhere to, and drive a culture within an organization.
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It's imperative that you have employees who take accountability for what they say, how they say it, and their behavior and impact on others.
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Even if you have a small company and a limited budget, you still deserve access to high-level team development and training.
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While there’s certainly a lot of talk out there on what makes for good and bad leaders, there is one important truth to note.
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If you go out of your way to do things above and beyond, you can turn a bad experience into a customer for life.
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Our goal in business is to win. You can’t win with a mediocre team (or worse, a coach who keeps putting a mediocre player on the field because they don’t want to make them feel bad).
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Company culture is often just something businesses hope to get right, often waiting to only address it once it’s broken.
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Asking excellent questions during an interview is a huge advantage and serves three critically important purposes
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The benefits of poorly compensating your people begin and end at lower labor costs…whereas the benefits of compensating employees well are limitless.
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Harness the power to stay mentally afloat no matter how difficult the situation is by cultivating resiliency.
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Only exceptional workplace culture and leadership can tap into that gold that inspires people to give it their best.
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While there are many ways to address and improve company culture, a fantastic way to build strong, cohesive teams and engagement is to play.
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