“Companies Roll on Roles, The Accountability Chart Rolls on Roles.”

No matter what you call it, it is not just coming, it is here now.

Employees can be like Data: Junk In = Junk Out.

The Word “Pivot” - yuck! Pivot is one word in business that drives me crazy. Especially when used like this:

An organization is essentially a fiction, only given meaning and power by those who believe in it, who buy in.

As a business owner, you undoubtedly hope for the best when it comes to the future. Whether you are ultimately hoping to become wealthy, or you are simply building a small, humble organization because it is your chance to construct a workplace culture that you would be thrilled to work in every day, you are hoping to create a system that produces comfort that will persist well beyond today.

As owners and founders, If we could have things our way, our employees would gladly give at least 70 hours per week to the business, just like us, and they would do it with perpetual smiles on their faces.

Over the course of the past 13 years, I’ve interacted with nearly 200 business owners who had questions about optimizing employee engagement within their organizations. It’s not that the organizations were in desperate need of help. On the contrary, some of these businesses were performing very well, and the owners of these companies simply wished to explore the possibility that some ingredients might be missing that would allow these companies to perform even better if they could be discovered.

The 7Q7P Framework is partially built on the presumption that employee buy-in needs to occur on an ongoing basis. Having a single discussion with your workers and having them agree that they belong in your organization is a great start, but things are never static in business, and all of the elements that drive the business forward are constantly changing. In addition to that, the features of your employees’ private lives will also fluctuate as time marches on.

Within the 7 Question - 7 Promise Framework, the matter of employees embracing the ways in which they are measured is an important one. Yet, there are some interesting examples from outside the world of business that shine a spotlight on how success measurements can vary from organization to organization, and why it is essential for people to embrace the ways in which they are measured so that they don’t feel like the metrics being used to gauge their performances are unfair, or unwillingly imposed upon them.