Musings
From Pamela’s Desk
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Who are YOU that your People would Grow to their Full Potential?
As a leader, you are responsible to ALL employees— at least your team — to uphold the company values through your actions. For example, if someone behaved themselves into a hard lesson, you must be their mirror.All eyes are on you. With over 25 years of experience as...
Who are YOU that your People would Grow to their Full Potential?
As a leader, you are responsible to ALL employees— at least your team — to uphold the company values through your actions. For example, if someone behaved themselves into a hard lesson, you must be their mirror.All eyes are on you. With over 25 years of experience as...
Gaining Strategic Agility through Paradoxical Leadership
How do you lead with bold optimism while realistically recognizing and analyzing pitfalls… those you see and those you can’t lying around the next corner? How do you balance the authoritative and collaborative components of group decision making, or drive your team...
Can Millennials be Managed toward their Highest Potential?
Prompted by the convergence of two trends in the workplace — 10,000 baby boomers a day retiring between now and 2030, and 8 million Millennials entering the workplace in the coming years the question we tackled was “How are corporations managing their talent pipelines...
Begin 2021 with Stop. Start. Continue.
I have played this game with CEOs I’ve coached and it’s clearly not a game. It is an assessment of where you are now and how you might essentially reconstruct your future based on what is working and what is not working to get you to your goals. Simple and profound,...
A Vulnerability Test – 7 Ways Leaders Demonstrate Trust
Trustworthiness requires being willing and able to be vulnerable. A dictionary definition would say that vulnerability is being susceptible to physical or emotional injury. In this case, it means emotional injury — being "available" emotionally such that you care...
4 Steps to Master the Art of Hiring Smarter
This question is for the senior executive team to ask themselves or an HR discussion with the executive team: "Are we tolerating less than ‘A’ player performance, perhaps by not clearly defining ‘A’ performance? Or by letting ‘B’ performers slide even with clear...
Can You Handle the Truth?
Seeking the truth. Finding the truth. Facing the truth. Communicating the truth. It takes an extraordinary commitment to the truth to seek it and frankly not everyone is interested. Some people like their own version of reality just fine, thank you. It’s hard to make...
Right People in the Right Seats, Please
Remember this premise from Jim Collins in his book Good to Great? “When we began the research project, we expected to find that the first step in taking a company from good to great would be to set a new direction, a new vision and strategy for the company, and then...
Overcome Your Resignation – Hire ‘A’ Players
Would you admit to any of the litany of excuses for why you can’t get, find or employ ‘A’ Players in your organization? • Hope maybe Jack will improve over time. He just needs better (fill in the blank). • I don’t want to admit a mistake to my board. (Read I don’t...
Listening is a Power Source for Leaders
As a facilitator of CEO business support groups, I held conversations with candidates for my groups to discern the likelihood that they would be good listeners. I distinctly remember one CEO who told me, “I take only my own counsel. No thank you.” I had had...
“B” Players Hold Back Organizational Performance. Raise the bar!
In a presentation to about 50 CEOs, I asked them to list the characteristics of "A" players. Then I asked them to list the characteristics of "B" players — those employees who aren't high performing, who aren't excellent and who don't stand out. They also aren’t...