Is it time to consider a re-organization? 11 reasons for REORG: 1.) Maybe you have quit growing the business. As a result your business is stale, stuck or stagnant, 2.) Maybe you have a “seller/doer” model and you're doing more doing than selling, ...


Is it time to consider a re-organization? and more...

Is it time to consider a re-organization?

Is it time to consider a re-organization?

11 reasons for REORG:

1.) Maybe you have quit growing the business. As a result your business is stale, stuck or stagnant,

2.) Maybe you have a “seller/doer” model and you’re doing more doing than selling, or selling more than doing,

3.) Never have time to even think about working ON the business as I’m always knee deep in the weeds working IN the business,

4.) Next year’s strategy meeting got crowded by day-to-day,

5.) Frankly, I don’t like to admit it, and I’m a bit of a control freak and I struggle to let go; possible re-organization takes me out of my comfort zone,

6.) I try to delegate and Jim reminds me “delegate does not mean abdicate”,

7.) We lack consistent business processes and as a result, my staff is reluctant to come to me directly with issues and they don’t have anyone else to go to; we often times experience “scope creep”,

8.) We have many suggestions on how to improve our brand and marketing, no n house resources and no one we can turn to help with that,

9.) I’m not sure my son (s) (daughter(s))  have what it takes to run this business; it is clear I don’t really have a #2 (if something were to happen to me)

10.) When we were small and nimble, everybody pitched a hand and wore multiple hats. That was fun! We reached our breaking point last year when the owner jumped in on customer calls!

11.) What got us here most certainly won’t get us there.

Maybe it is time to consider a re-organization. These 11 reasons are just the tip of the iceberg. What are your reasons that you’re putting off a re-organization?




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Gamechanger “Xofluza” for the dreaded flu

In case you missed it, let’s talk briefly about a game changer “Xofluza” for the dreaded flu.

Please consider this my version of a public service announcement.

Unpacking Xofluza

If you have a moment and wish to indulge further, let’s briefly unpack this.

By now, you may know that I’m still an advocate of getting a flu shot. From conversation, I know many of you are still holdouts. I understand! Personally, I hate the flu! Don’t we all? More than that, I don’t ever want to be a carrier and “spread the wealth.”

You may recall that last year, flu incidence was reduced by 40% as a result of those folks getting the flu vaccine.

Stated differently, last year’s vaccine missed the mark! As a result, the vaccine offered little resistance to even the most common strain. Thus, a bit of a hit or miss affair. Millions were infected and 80,000 people died according to the Center for Disease Control or CDC. Frankly, when we miss the mark, it reduces the argument to get a flu shot in the first place.

Thus far this year, this year’s flu vaccine out the gate looks to be a better match to circulating viruses. Maybe the law of averages kicking in!

By now, many of you may be familiar with the old back-up plan called Tamiflu. If infected with the flu, and as long as you address within 48 hours of displaying flu-like symptoms, Tamiflu promises reduced severity and duration.  For those not aware, basically 2X daily tablet dosing for 5X consecutive days.

“Xofluza” for the dreaded flu

Now, according to Healthline, our Japanese partners have developed Xofluza. Xofluza blocks the flu from replicating. Again in this instance, it is important within 48 hours of displaying symptoms. Further, it acts with a single dose not 2X per day for 5 days as Tamiflu previously described. Works very well on Type A strains; the efficacy of Xofluza against Type B strains lesser known.

Keep this in mind as we go forward.

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Finding your ideal Career Coach

By chance, are you looking to find your ideal Career Coach? I saw a recent article in Financial Management on the topic. This triggered a thought.



Over the years, I’ve reminded many colleagues that the best investment that I’ve made in my company and in my career is in myself. I don’t ever confuse this with the behavior of “leaders eating last.” That is a different premise entirely.

As the article points out, a Career Coach can help create a personalized plan to achieve the goals of your work life. That said, career coaches aren’t therapists! They aren’t qualified or experienced to intervene or opine on emotional, mental or psychological issues. The right Career Coach should provide unbiased perspective (they should have your success and well being firmly at the center of the relationship). Further, they should identify challenges, roadblocks and/or blind spots that might stymie your progress towards your career objectives.

As I have noted many times in my blog, I’ve had the great pleasure of serving under some great Coaches in my life.

Going back to when I was a CEO, I’ve always had a Career Coach. They have been particularly helpful when I’ve experienced “the dip”; unfulfilling moments in my life or career or to take action to change direction.

Here are a few “triggers” that might help you if you are thinking about a Career Coach:

  1. Malaise: Apathy and anxiety are two sure signs you could use a Coach. If you’re having trouble getting out of bed it might be a very good time to have a discovery call with a Career Coach.

  2. Unfulfilled ambition: Ideally, you approach a Coach when you’re doing well and you want to get to the next level. Put together an action plan on how best to proceed. This conversation may accelerate your desired outcome. Re-focus, re-evaluate and set new goals for yourself.

  3. Entitlement or complacency: Sometimes we think we’re better than we are. A good Coach helps me identify those feelings, sorts them out and defines and maps my unique abilities to career acceleration.

  4. Anger: I’ve had times when my anger has gotten the best of me. Shoot, we all do! When that happens, it is helpful to re-route those feeling quickly and get them channeled in the right direction.

  5. Stale, stuck or stagnant? Sometime a “clarity break” with an independent career coach can be just the tonic for the situation.

Maybe you have a friend, colleague or contemporary who could use some a coaches clarifying conversation?



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Critical thinking visualization tool

Recently, Paul Sand acquainted me with a critical thinking visualization tool called a Radar Diagram. A radar diagram is a visual problem solving tool. Some may have seen it referred to as a spider graph, mind map or star profile. As Paul says, “diagram allows you to plot several elements to visualize, compare and contrast how things are progressing in your life personally or professionally.” A brain dump to paper if you will.

Unpacking this a bit, some time ago, I initially came into contact with Paul Sand and his “Idea Sandbox” through a VISTAGE contact.

Over the years, I have found Paul’s ideas and his Idea Sandbox helpful to me for ideation, creative brainstorming, innovation, and help in identifying (visualizing) a problem. Further, Paul’s content is always “on the business” and accretive in the area of decision-making and problem solving. Idea Sandbox

Critical thinking visualization tool

Idea Sandbox

The Radar Diagram fits my preferred learning style as I am a visual learner.

I have attached an example of a recently completed Radar Diagram JMS Radar Diagram 0918 using myself as an example. The Radar Diagram allows me to easily visualize my near-term strategic objectives at a glance for my VISTAGE Chair practice. (NOTE: the completed Radar Diagram also suggests that I have work to do, which is the purpose!) I have also attached a Blank Radar Diagram PDF template for your convenience. Blank_Radar_Diagram

If you are similarly interested in experimenting with this simple, critical thinking visualization tool, here are your next best actions:

1. Write the variables or things that you wish to measure on each spoke.

2. Set a measurement (KPIs) from the center outward. Use the same scale on every spoke.

3. From observance, you can easily spot “out of balance” or “outliers” using the visual tool. In fact, I plan to keep a copy of this in front of me on my desk as a constant visual reminder. Therefore, the intelligence derived from the visual tool makes the intelligence “actionable.”

4. Let’s talk about this tool in your life next time together.

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Intentional Culture by Design; next best action?

David Friedman, VISTAGE best practice speaker on the topic of Intentional Culture recently visited with our CEO peer groups in North Carolina. David, a former CEO, recently published Culture by Design.


Intentional culture by design

Culture by Design (cover)


This may be one of the best business books I’ve ever read. A guide to the tactics for building a highly successful culture. It is fast paced, clear persuasive and credible. (Bellamino)

In David’s foreward, he asks: “What is the implication of this recognition of the influence that culture has on performance as it relates to leadership? Well, as a leader, think of the enormous impact you could have if you had some way that you could mre purposely or more intentionally create the kind of culture that would help your team to perform at their highest level.”

In Friedman’s presentation , he reinforced that your culture can be a competitive differentiator. Friedman outlined an 8-step framework (see below) for designing the culture that you want.

Intentional culture: the 8-steps are:

  1. Define
  2. Ritualize
  3. Select
  4. Integrate
  5. Communicate
  6. Coach
  7. Lead
  8. Drive

As your next best action, please consider defining or re-defining your desired behaviors (culture). Consider ritualizing the behaviors with your employees or associates in a daily or weekly huddle. With repeated impressions, behavioral rituals will begin to permeate the organization.

Similarly, some leaders embraced Friedman’s HPCWayFinal and called it their own. Others set out on a journey to (re) define their unique behaviors & culture.

For illustration, let me give you an example.

Intentional culture desired behavior: Go above and beyond.

Supporting behavior narrative: “Be willing to do whatever it takes to accomplish the job…plus a little bit more. Take the next step to solve the problem. Even if it takes doing something that’s not in your job description, it’s the extra mile that separates the average person from the superstar. Be a superstar.

In conclusion, if you had a simple and effective way to disrupt and transform your intentional culture that not only engages employees and gets results, why wouldn’t you?


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