nothing can ruin a team dynamic than the visible exclusion of someone.  whether it is a critical meeting, strategic plans, or just a quick coffee.

you may be saying “it may not be intentional, they just didn’t think about it”.

sure, but that doesn’t matter.  the person left behind will see it as intentional, and will more thank likely start withdrawing from the team.

go out of your way to include everyone in your circle.



artificial intelligence is all the rage these days.

using computers to make decisions for us appears to be the holy grail.  they are unbiased, unwavering in their work, and are not influenced by emotion.

all of this is great.

remember, however, that the original algorithm is created by someone; a real person.  this person is biased, wavering (sometimes) in their work, and influenced by emotion.

the results from AI are great, but it still need us to adopt and execute it.

don’t take this part lightly.

hiring smart

as a manager, hiring people under you care is most important.

bringing the right person into your team can make a big difference.  on the flip side, bring the wrong person in and watch out.

the question I asked myself is how to hire smart.

the only and best answer I have is this: always keep a short list of people you would want to hire.  your best decision will come from being prepared, and when the need arises, approaching the right candidate.


I don’t care about ski jumping.

I have never been in to winter sports; I was always more of a outdoor, fair weather, team sport kinda kid.  so there I am Sunday morning, sitting on the edge of my couch, watching it.


I think there is something strangely fascinating about watching an athlete who has worked incredibly hard over their life, attempting to achieve their goals.  However lofty they can be.

it doesn’t really matter, at least to me, if they win or lose.  just the fact they are there is enough for me to stay on the edge of my couch.


the devil is in the details.

diving too far into the details before looking at the big picture has the uncanny ability to derail any task.  we all know someone who perpetually struggles with delivery because they can’t get past the finest detail.

if this sounds like your surgeon, don’t worry about it.

if this sounds like someone in your team, find ways to get them out of the details, and focused on the big picture.


eating the elephant

if you have a creative mind, sometimes the forest can be lost for the trees.  the goal of a perfect, finished product is what keeps you from starting in the first place.

you need to start somewhere.

so grab a pencil, a piece of paper, sit down, and start writing.  if it isn’t that good (like the first 3 drafts of this blog post) start over.

the progress can and should be one bite at a time.

inner circle

I wasn’t exactly part of the “in crowd” in high school, and chances are, neither were you.  most of us know what if feels like to be excluded.

what happens when there is a clear definition between the “in crowd” and everyone else in your organization?

think about that for a second.  what if a highly motivated, smart individual feels like they are not part of the team?

do everything to eliminate the inner circle from your organization.