Career conversations are a critical ingredient of high-performing teams. Your employees are going to grow with or without you. You can either be a part of that growth or wave goodbye when employees leave for better opportunities. It’s a hard lesson I’ve learned from managing teams myself, and

“Be brave enough to start a conversation that matters.” Dau Voire Conversations at work are fuel for decisions and alignment. They are a vehicle for new information, for questions, for feedback. Conversations are how change happens. I’m not talking about endless debate in 1-hr meetings of 10+ people — I’

Anyone involved in hiring can agree that the screening process of a resume may not be the most effective way to evaluate whether a candidate is the best fit. For example, I may not know if a candidate is a good culture fit simply based on their quota attainment provided

You are a people leader. Your earnest desire is to build and keep positive sentiment from your employees. You pored over the employee survey results six months ago to find where you can improve. You worked on those low-scoring items. Your new survey results just arrived and the scores did

Utah wins everytime a successful new company comes onto the scene. Our brand as a startup community grows, we get more media attention, and your home value goes up just a little bit more. But there’s a problem that arises with the launch of every new company as well.

One of the most frustrating parts of being a manager is setting expectations with employees. Often managers were promoted because of promising individual contributions. But managing people is very different from managing work.   Many managers know that they should be delegating, but have no idea how to actually delegate.    When

How to invest in culture from day one of your startup One of the most challenging parts of launching a startup is not only building a great product, but also building a great company. Culture may seem like something that only large companies and teams need to (or can afford