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The PeopleCap Playbook

Timely insights and actionable people strategies for leaders.

Meg Crosby excited to partner with SSM

PeopleCap is pleased to announce that Co-Founder & Principal Meg Crosby has been asked to serve as an Operating Partner of Memphis-based SSM Partners, a growth equity investment firm focused exclusively on software, services and healthcare.  Adding Meg’s experience and expertise to the advisory council reflects the significant value SSM and its portfolio companies place on their people, leaders, and culture.

Meg is excited for PeopleCap to be an official partner of SSM, and is proud to work with both SSM and their portfolio companies. Continue reading “Meg Crosby excited to partner with SSM”

Before You Promote

There are multiple factors, completely unrelated to ability, that drive decisions to put employees in people management positions, including the desire to: attract and retain top talent; recognize and reward service; or the need for someone to manage a growing team. Often these ancillary reasons result in managers who can’t manage. Successful leadership development begins with leadership selection. Continue reading “Before You Promote”

The Dark Side of the “Family” Culture

I have worked with many companies who have described their culture first and foremost as “a family.” What they generally mean is that they greatly value the relationships that they have with their colleagues at work. Though there is nothing wrong with building strong relationships with your colleagues, I have found over the years that the “family” culture has a dark side – a lack of accountability. Continue reading “The Dark Side of the “Family” Culture”

100,000 Opportunities to Build or Dilute Your Culture – Lessons from Delta

By formulanone from Huntsville, United States - Delta N981EV Bombardier CRJ200 Takeoff ATL June 2015, CC BY-SA 2.0

Last year, I was asked to serve on a panel in Atlanta with senior executives of Cox Automotive, Rheem Manufacturing, and Delta to share insights on cultivating an effective culture. Cox Automotive, Rheem, and Delta were on the panel because of their vigilant commitment to maintaining a positive and productive culture for all of their employees. Collectively, they have over 100,000 employees, and their cultures are shaped every day by the actions and decisions of each of those 100,000 employees.

On my way to Atlanta, my Delta flight was delayed almost two hours. Fortunately, I was flying in the day before my panel, but most passengers were flying in for business meetings that day, and the delay was causing significant disruption to their schedules.  Tensions and frustrations were high. Continue reading “100,000 Opportunities to Build or Dilute Your Culture – Lessons from Delta”

#21 Culture Decision

In their first baseball tournament of the Spring, my son’s team found its way into the Championship Game. Late in the game, we had runners on first and second. We needed to move the runners around, but stealing was out of the question. Their catcher was throwing everyone out.

#21 came up to bat. He had gotten on base every at bat during the entire tournament, and this was his chance to remain perfect. The coach gave him the green light; but he didn’t swing for the fences. He laid down a beautiful bunt. Continue reading “#21 Culture Decision”

Herb Kelleher is the Boss.

On a recent trip, I flew Southwest Airlines and read a great article by Matt Crossman in the in-flight magazine eulogizing Herb Kelleher, Southwest’s long tenured and beloved CEO who passed away in January. The article describes Herb’s leadership style and the legendary culture he created at Southwest.

If you follow our blog regularly, you’ll be familiar with our description of culture: “Culture is the boss when the boss is not around.” Herb Kelleher embodied this saying. Continue reading “Herb Kelleher is the Boss.”

What We’re Reading: Blitzscaling

If your company is growing rapidly, then this book is for you!

Blitzscaling is loosely defined as the playbook for “building a dominant world leading business in record time.” Most importantly, Blitzscaling requires prioritizing “speed over efficiency in the face of uncertainty.”

Blitzscaling is not for everyone. We’re talking hypergrowth and first mover advantage here. It’s not for those who crave work life balance or modest market share. This is the winner-take-all model that companies like Amazon, Google, Facebook, and Apple have built. Continue reading “What We’re Reading: Blitzscaling”

Get in the Rink

I can’t roller skate. Never learned. While roller skating isn’t a skill I need regularly at this point in my life, the reason I can’t roller skate is important.

When growing up, it seemed like every birthday party was at Skateland. Every. Single. One. I couldn’t skate; and so every time, I sat at the tables outside of the rink and watched everyone make fools of themselves – slipping and falling. Some kids were so bad, they had to have a walker to hold them up. I wasn’t about to make a fool out of myself, and I stayed safely on the outside. Continue reading “Get in the Rink”

Receiving Feedback is Humbling

people in audience

I have been working for months on the content for a 4-hour workshop to help executives lead effectively in a talent-driven economy. This past week, I had the opportunity to conduct the workshop with three consecutive groups of key leaders – totaling about 55 people. At the end of the workshop, the group leader asked each member to provide feedback on what went well and what I could improve. So, by the end of the week, I had stood in front of 55 people each of whom told me something negative about my presentation or my delivery. My self-esteem was in the toilet. Continue reading “Receiving Feedback is Humbling”

You Can’t Leave without Telling Me!

Recently, I was out of town facilitating a Board/CEO retreat. The retreat was incredibly productive. Everyone willing to put tough issues on the table and candidly discuss them. At the end of the retreat, strained relationships had been strengthened, expectations had been clarified and agreed upon, and there was an understanding and appreciation of the value each member of the Board could bring to the CEO. There was an enthusiasm, cohesion, and excitement in the group that hadn’t been present for months. To say that I was riding high would be an understatement. Continue reading “You Can’t Leave without Telling Me!”

No Short Cuts on a Ladder

Recently I attended my first wedding as a “friend of the Groom’s parents.” I’m happy to report the wedding circuit redux is as much fun as the first time around but with less responsibility. (I didn’t have to wear a bridesmaid’s dress or write a toast!) In between the first dance, the cutting of the cake and the dance floor favorite, “Twist and Shout,” the conversation among the parents of 20-somethings turned to child’s career plans.

One common theme from this group of highly accomplished professional parents was this: Our kids from the on-demand generation may not fully understand that the road to success is long. Continue reading “No Short Cuts on a Ladder”

Don’t Let Your Team Sink

image by mellin paulo bernardo
image by mellin paulo bernardo

How We Miss Each Other Based on Differing Interpretations of Shared Experiences

When I coach teams struggling to build trust and get on the same page, I’ve started asking a new question: “What is the pressure on you and where does it come from?”

Over time I’ve learned that in many types of relationships we miss each other, just barely, due to misinterpretation of a shared experience – like ships passing. Continue reading “Don’t Let Your Team Sink”

NACD Nashville: Compensation as a Strategic Lever for Boards

Meg enjoyed being part of NACD’s Nashville Panel on Tuesday, October 16, 2018, to discuss the expanded role of Compensation Committees in managing culture and talent.

NACD and Lipscomb University’s Dean Institute for Corporate Governance & Integrity in Nashville, TN had an interactive discussion on the board’s evolving role in compensation oversight, including:

  • The latest in compensation trends from Deloitte’s recent latest report
  • How compensation can drive both short – and long – term value creation
  • Compensation’s role in cultivating a vibrant corporate culture
  • Risks of various compensation approaches

For more information about NACD, click here.

Leading an Investor-Backed Company

 

puzzle pieces

Growth is a double-edged sword. Success provides the opportunity to grow. Growth is a reward for hard work and success. And yet, growth is hard. It often requires a new focus, new leadership, different skills, and possibly a new structure. As CEO, you are tasked with building a new, larger company while continuing to run the company that currently exists. The downside to growth is that it comes with significant risk; because so much has to change, you can’t just go back to the way things were if the change is not successful. In many ways, growth is an all or nothing endeavor – it is critical to get it right. 

This dynamic becomes even more complex when the growth is backed by investors who join your Board. Continue reading “Leading an Investor-Backed Company”

Get on Board | “People Management: How to Lead a Board with Confidence”

Featuring Meg Crosby & Katie Spencer

When: Friday, October 26, 2018 from 12-1:30PM. Lunch included, and free to attend.

Where: Lipscomb & Pitts Building (2670 Union Avenue Ext), Memphis, TN 38112

Topics:

Overseeing ED Performance Doesn’t Have to Be Painful: Let’s face it, it’s tough to effectively oversee the performance of the Executive Director. And yet, it’s a vital function of the board to ensure successful leadership of the organization. Don’t wait until problems arise. Join PeopleCap to learn how to establish a proactive system for performance oversight based on partnership, trust, and feedback that will help your ED and organization reach their full potential.

The Board’s Role in Talent Development: Great talent is hard to come by and non-profits find themselves with the added disadvantage of limited budgets. How can the board help grow the team’s skills to increase impact, develop future leaders, and support the retention of key talent without stepping on the toes of the ED’s daily management responsibilities? PeopleCap will walk you through strategies to develop your organization’s talent without breaking the bank and in support of the leadership.

Continue reading “Get on Board | “People Management: How to Lead a Board with Confidence””