We just held our first day-long “quarterly reset” meeting and the results and outcomes were phenomenal. So phenomenal that I can tell you, with confidence, that they’ll have far more impact on our work than annual planning ever has. Check out our meeting agenda and see what was so special about it by reading on…
I’ve been thinking a lot about business development people and the pivotal role they play on our teams. More importantly, I’ve been thinking about all the ways we can (and probably should) do a better job of appreciating them—not only for what they do to add to our companies, but for what they put up with, too.
Your job might suck for a lot of reasons, and most of those reasons are likely valid. But one main reason for job hatred seems to trump all others—you just don’t like your bosses. Studies show this, too. The important thing, though, is your belief in your ability to impact change at your company and your relationship with your boss. Here are four myths you often believe about your boss, and how to work through them in order to create change.
“If you don’t know where you’re going, any road will get you there.” — Lewis Carroll This is one of my favorite quotes and I bring it up a lot in the office—usually when planning for projects or having other high-level discussions. It’s also something I think about a lot when it comes to how […]
Every year, I take some time to go completely offline. As I write this, I’m just getting back from this year’s time to unplug, where I spent a couple weeks with my wife and two girls in the Caribbean. I know I’m not alone in this, but it always seems to take about a week […]
What Not to Do This past week, my wife and I got the following email from the person who oversees our yard crew: First of all, he didn’t mention the problem to us last week, when it first came up. Second, his tone, attitude, and overall demeanor here seem to be on the attack. Unfortunately, […]
When I think about onboarding and the HR process for new employees, what normally comes to mind are PowerPoint presentations, cringe-worthy videos from CEOs, nondescript rooms with fluorescent lighting, or forced trust-building exercises. But here’s what we do when we bring new team members into the GAN family.
We’ve conducted a lot of interviews in the last several weeks. And, in the process, we’ve had the chance to meet a lot of incredible people. But, there’s one thing none of them seem to be able to know how to answer—and it’s a really big deal.
Tech’s biggest role models are repeatedly and grossly leaving the rest of us searching for better role models. We’re left hunting for a script, asking how to run a company well. How to behave. How to treat our employees. It’s time we start growing up and writing a new script.
If your dominant question as a manager is how to get the most out of your employees, there’s a fatal flaw in your thinking. And it’s critical that we shift the way we treat people at work, including setting up environments where they’re encouraged to thrive, helping them become better colleagues, friends, partners, and parents.