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Several years ago I got a last-minute call to headline at a comedy club. The scheduled performer backed out or maybe caught hepatitis, I can’t remember which. So I was the replacement, and it was one of the oddest shows I’ve ever had.
The audience was acting weird the whole time. There were periodic bursts of laughter followed by long stretches of nothing. My delivery was good. My timing was good. Everything was fine, but the audience’s reaction was just so strange. Most of the time they weren’t giving me anything. Every once in a while I’d get a good laugh and I’d think, “I got ‘em now!” But then they’d go back to unresponsive. Read more
“Distinction is another form of positioning.”
“What it takes to do these things – ongoing, non-stop – is accountability. “
This is part two in a series. You can watch Part One here.
We all want a healthy (we call it sticky) culture for our firms. Here are three core aspects to your firm to create a sticky culture.
HIRING. That’s it. The one thing you’re doing totally wrong is you’re hiring the wrong people. All your other problems stem from this. Jim Collins in his book Good to Great says, “The executives who ignited the transformations from good to great did not first figure out where to drive the bus and then get people on the bus to take it there. No they first got the right people on the bus (and the wrong people off the bus) and then figured out where to drive it.” Read more