It's Kind to Be Kind

I've been thinking about kindness lately. Not the grand kind that gets photographed and posted, but the quiet kind that happens when nobody is watching. Not the humble brag on TikTok. It can be showing someone patience; saying thank you; giving someone the benefit of the doubt; taking a moment to listen when you could easily walk away. 

We rarely share what's really going on with us; so we can't assume we know what's going on with someone else. We see a moment and make a judgment about the person, without knowing anything about the story behind it. Hey, we're human!  

What We Don't See 

The person who seems distracted may be dealing with something difficult. The person who is impatient may simply be exhausted. There is almost always more to the story than we can see. Kindness doesn't mean agreeing with everyone or tolerating bad behaviour. But we could all do better, don't ya think?

We can disagree, set boundaries, and still treat people with respect. That's what makes kindness meaningful. And some days, as an empath who doesn't want to burden anyone with my crap, it can be challenging. Sound familiar?

What We Leave Behind 

Sometimes a few careless words can sting for a long time. But a few thoughtful ones can help us for longer than the other person may even realize. Maybe that's enough reason to choose kindness when we can.

We often don't know what's going with others, and we often don't know how we can help someone. Sometimes what we may think is a nothing can mean the world to them.  

It's worth a try.

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Respect

Respect is often framed as politeness or being nice; when in reality it's one of the hardest disciplines in business — and one of the most effective. Respect shows up before a deal is signed or a problem appears. It’s how we listen when someone disagrees. How we talk about people who aren’t in the room. And how we behave when pressure is high and patience is low. 

In my work with business owners and managers, one pattern is consistent: organizations that struggle to grow often struggle with respect. Not from bad intentions, but from underestimating its impact. Authority gets confused with credibility. Speed gets mistaken for effectiveness. Respect is assumed instead of earned. 

It Doesn't Just Happen 

Respect is built in small, repeatable moments – being prepared, showing up on time, answering clearly, giving credit, owning mistakes. These actions don’t draw attention, but they quietly shape culture. Respect must also flow both ways. 

Leaders who demand it without giving it create compliance, not commitment. Teams that feel respected think harder, solve problems sooner, and care more about outcomes. It also means being honest. Not blunt for ego’s sake, but clear to prevent confusion. 

Beat Them with Kindness

Ghosting may be the new “no” and a way to avoid difficult conversations. And most of us do it – intentionally or unintentionally . Avoiding tough conversations may feel right in the moment, but it usually creates bigger problems later.  In business, respect becomes a competitive advantage. 

Customers notice it. Partners remember it. Employees protect it. It turns transactions into long-term relationships and reduces friction before it becomes conflict. We don’t earn respect by demanding it. We earn it by practicing it – especially when it’s inconvenient. And once it’s part of how we operate, everything else gets easier to build. 

 I say with respect, of course. ____________________________________________________________

Ghost and the Machine

You’ve probably noticed it. It’s likely been happening since the dawn of time, but it feels like it’s ramped up in recent years. Many of us hoped the world would become kinder and gentler after Covid -  but in many ways, the opposite has happened.

Everyone’s “busy.” Everyone has too many priorities, too many choices. It’s become a comfortable excuse when we simply don’t want to do something.

My mom had a vivid phrase for when we went back on our word, she’d threaten to tan our hides. If you said you’d take the job and show up on time, you did exactly that.  

If you or anyone you know works in fast service, you’ve probably heard the stories - people not showing up for shifts. When I was a kid, that was unthinkable. You did what you said you were going to do.

Sorry, I’m Busy

Now to the big one: ghosting. You start a promising conversation with a potential client, things seem to go well - and then they vanish. No replies, no calls, no explanation. No one is that busy after the third or fourth follow-up. Maybe they hope you’ll give up - and often, that’s exactly what happens. But here’s the thing: it’s not about being busy; it’s about being respectful.

Difficult conversations are difficult. But if you’re too afraid to say no, don’t say yes or maybe in the first place. The old saying holds true - a fast no is far better than a slow maybe… and miles ahead of an unprofessional ghosting.

Leave a message after the beep. 

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Burn Baby Burn?

We've heard it since we were kids. It's sage advice, but not always possible in the heat of the moment. I'll tell you a quick story of when I could have burned a bridge, chose not to, and it changed my life completely. 

Over twenty years ago, I was working in an organization going through significant employee reductions. The day came when the envelope was slid toward me on the desk and I was walking to my car with eight years of my career in a box under my arm. 

Life Isn't Fair

I was hurt and angry. I could have called them every name imaginable. My choice was to take a deep breath, force my chin up, and move on with my life. It was incredibly difficult. Three years later, the company called me back and I was there for another seven. 

That original decision not to burn that bridge, propelled me into other opportunities. Most of the other people who were gassed that day, burned the bridge and the river it was on and never worked in the industry again. 

 Lessons Learned

Sometimes we get the short end of the stick and that sucks. But I learned from that experience and many since; if you are a good person and you don't stab people in the back, it will pay back huge dividends. 

I'm working on a project right now that requires me to call numerous people I once worked with, partnered with, did projects with, and I am happy to report they're taking my call. I'm not suggesting every call turns into millions nor am I saying that it's enough to move this project forward on its own.

Your Character Precedes You 

If I had been a complete jerk and burned bridges along the way, those calls would have gone unanswered. Our reputation goes farther than we even know. 

If you're human with people, respect their time, and ask for their advice, you will be surprised what happens. They will help, they will suggest ideas, and they will make other introductions for you.

If we burn bridges, we better be prepared to do a lot of swimming.

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Burning Bridges

We've heard it since we were kids. It's sage advice, but not always possible in the heat of the moment. I'll tell you a quick story of when I could have burned a bridge, chose not to, and it changed my life completely. 

Over twenty years ago, I was working in an organization going through significant employee reductions. The day came when the envelope was slid toward me on the desk and I was walking to my car with eight years of my career in a box under my arm. 

Life Isn't Fair

I was hurt and angry. I could have called them every name imaginable. My choice was to take a deep breath, force my chin up, and move on with my life. It was incredibly difficult. Three years later, the company called me back and I was there for another seven. 

That original decision not to burn that bridge, propelled me into other opportunities. Most of the other people who were gassed that day, burned the bridge and the river it was on and never worked in the industry again. 

 Lessons Learned

Sometimes we get the short end of the stick and that sucks. But I learned from that experience and many since; if you are a good person and you don't stab people in the back, it will pay back huge dividends. 

I'm working on a project right now that requires me to call numerous people I once worked with, partnered with, did projects with, and I am happy to report they're taking my call. I'm not suggesting every call turns into millions nor am I saying that it's enough to move this project forward on its own.

Your Character Precedes You 

If I had been a complete jerk and burned bridges along the way, those calls would have gone unanswered. Our reputation goes farther than we even know. 

If you're human with people, respect their time, and ask for their advice, you will be surprised what happens. They will help, they will suggest ideas, and they will make other introductions for you. 

If we burn bridges, we better be prepared to do a lot of swimming.

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Company Culture | Seven Step Program

As much as it’s cool to have exposed brick, a foosball table, catered meals, and lattes at 3pm, those won’t ensure your company has engaged employees who will do passionate work. Culture is much deeper. It’s a feeling and an instinct that can’t be forced or faked. And it requires daily upkeep from everyone.

Here are seven considerations to make your company a great place to work;

Give – No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.

Define – What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.

Value – What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.

Open – Not all decisions can be made by committee. In fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.

Stretch – Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts.

Lead – From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.

Together – Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.

Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of authentic respect and trust.

Then watch what happens.
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Trustworthy Respect

In a work environment, everyone is under a lot of stress. Words are spoken. Blame is heaved. Accusations lobbed. If we step away for even a few minutes, we can remember the relationship – work, life, wherever – is built on respect and trust and can withstand those types of interactions.

Respect and trust are earned but can’t be expected. Something to think about with your business. Great service is what we want yet we're blown away when we get it. But we can't expect if we're not prepared to give it.

The Gift of Being Honest

This is especially critical in personal relationships. If you want her to trust you, be trustworthy. If he is dishonest, especially without remorse, it's probably time you exclude him from your life. You deserve honest people in your life if you are prepared to be honest with them. If they don't hold up their end, get rid of them.

Does this mean trust and respect are only present when it's convenient? Can one argument tarnish a relationship like a bad experience with a plumber? I’d like to think we try our level best to remember why we have the people in our lives that we do and earn their trust and respect.

That's the bedrock of any relationship.
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Collaborative Culture

As much as it’s funky to have exposed brick, a foosball table in the lunch room, and lattes at 3pm, those won’t ensure your company has engaged employees who will do passionate work. Culture is much deeper. It’s a feeling and an instinct that can’t be forced or faked. And it takes work to upkeep. Every day. From everyone.

Here are seven areas to consider in making your company a great place to work.

Give – No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.

Define – What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.

Value – What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.

Open – Not all decisions can be made by committee. In fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.

Stretch – Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts. Some of the best ideas may come from the most unexpected places.

Lead – From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.

Together – Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.

Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of respect and trust and watch what happens.

Or work on your foosball skills
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The Importance of Trust

In a work environment, everyone is under a lot of stress. Words are spoken. Blame is heaved. Accusations lobbed. If we step away for even a few minutes, we can remember the relationship – work, life, wherever – is built on respect and trust and can withstand those types of interactions.

Respect and trust are earned but can’t be expected. Something to think about with your business. Great service is what we want yet we're blown away when we get it. But we can't expect if we're not prepared to give it.

The Gift of Being Honest

This is especially critical in personal relationships. If you want her to trust you, be trustworthy. If he is dishonest, especially without remorse, it's probably time you exclude him from your life. You deserve honest people in your life if you are prepared to be honest with them. If they don't hold up their end, get rid of them.

Does this mean trust and respect are only present when it's convenient? Can one argument tarnish a relationship like a bad experience with a plumber? I’d like to think we try our level best to remember why we have the people in our lives that we do and earn their trust and respect.

Without it, there is no relationship.
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A Dozen Ideas for Leaders

• Stop hiding behind email
• Don’t avoid difficult conversations and have them with respect and compassion
• Keep meetings to 30 minutes and on topic
• Allow all voices to be heard
• Be clear on expectations
• Don’t play favorites
• Be of service to your team/department/company; not the other way around
• Allow creativity to flourish
• Don’t evade conflict
• Remember every person on the team is just as important as any other person
• Hold yourself and others accountable
• Show up when things get difficult
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Look Closer See Me

We live in a time when there could be 3-4 generations working together in the same department. My perspective may not be yours but we can certainly learn from each other to make it better if we open our hearts and minds.

This is a poem attributed to a man named Dave Griffith. Some have claimed a dying man in a nursing home wrote it. What's important is what we learn from it.

What do you see nurses? What do you see?
What are you thinking, when you're looking at me?
A cranky old man, not very wise
Uncertain of habit with faraway eyes
Who dribbles his food and makes no reply
When you say in a loud voice, I do wish you'd try

Who seems not to notice the things that you do
And forever is losing sock or shoe
Who, resisting or not, lets you do as you will
With bathing and feeding the long day to fill
Is that what you're thinking? Is that what you see?
Then open your eyes, nurse you're not looking at me

I'll tell you who I am as I sit here so still
As I do at your bidding as I eat at your will
I'm a small child of ten with a father and mother
Brothers and sisters who love one another
A young boy of sixteen with wings on his feet
Dreaming that soon now a lover he'll meet

A groom soon at twenty my heart gives a leap
Remembering the vows that I promised to keep
At twenty-five now I have young of my own
Who need me to guide and a secure happy home
A man of thirty my young now grown fast
Bound to each other with ties that should last

At forty, my young sons have grown and are gone
But my woman is beside me to see I don't mourn
At fifty, once more, babies play 'round my knee
Again, we know children my loved one and me
Dark days are upon me, my wife is now dead
I look at the future, I shudder with dread

For my young are all rearing young of their own
And I think of the years and the love that I've known
I'm now an old man and nature is cruel
It's jest to make old age look like a fool
The body, it crumbles, grace and vigour depart
There is now a stone where I once had a heart

But inside this old carcass a young man still dwells
And now and again my battered heart swells
I remember the joys I remember the pain
And I'm loving and living life over again
I think of the years, all too few gone too fast
And accept the stark fact that nothing can last

So open your eyes people, open and see
Not a cranky old man,

Look closer, see me
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Happy Christmas

Tezze Iliniz. Yahsi Olsun. Vesele Vanoce. Tchestita Koleda. Gladelig Jul. Roomsaid Joulu Puhi. Mitho Makosi. Sretan Bozic. Feliz Navidad. Mo'adim Lesimkha. Chena tova. Bada Din Mubarak Ho. Joyeux Noel. Merry Keshmish. Mele Kalikimaka. Merry Christmas. Hyvaa joulua. Buon Natale. Wesolych Swiat. Bozego Narodzenia. Feliz Natal. Craciun Fericit. Krismasi Njema. Froehliche Weihnachten. Srozhdestvom Kristovym.


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Great Culture in Seven Steps

As much as it’s funky to have exposed brick, a foosball table in the lunch room, and lattes at 3pm, those won’t ensure your company has engaged employees who will do passionate work. Culture is much deeper. It’s a feeling and an instinct that can’t be forced or faked. And it takes work to upkeep. Every day. From everyone.

Here are seven areas to consider to make your company a great place to work.

Give – No matter the survey, compensation always makes it into one of the top reasons people stay or leave a company. But if money is the number one concern of employees, you have a serious issue. Pay people properly.

Define – What makes people want to bring their best every day and feel appreciated? If you can’t explain it in a sentence or two, dig deeper.

Value – What does your company stand for and what won’t it do? Two significant questions that seem easy enough to answer yet most struggle with them. We want to be a part of something that aligns with our values.

Open – Not all decisions can be made by committee. In fact most people want leadership to guide the way, but keep communication open enough for people to feel you genuinely want their input and ideas.

Stretch – Departments are created for a reason. Sales focuses on revenue while product design improves the offering. But don’t box people in so they can’t offer input to areas where they might not be subject matter experts. Some of the best ideas may come from the most unexpected places.

Lead – From small companies with a handful of employees to the Fortune 50, the relationship people have with their direct report and the people closest to them in their day-to-day work experience, will be the single biggest reason they stay or leave. Model the behavior you want from others.

Together – Teamwork and collaboration are a core elements to great culture. We want to belong and contribute so afford everyone the chance to do both.

Like trust, respect is earned not mandated by an org chart. So if you want great company culture, create an atmosphere of respect and trust and watch what happens.

Or you could order the latte machine and hope for the best. 
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My Priority not Your Emergency

It doesn’t matter what we read or see or share; no one has our experience. No two experiences in the history of humankind have been identical. I may not know what you mean; I cannot understand what you’re saying. I am not you.

John Percy once said “We judge others by their actions but ourselves by our intent.” This is important if you manage people or own a company. You can threaten life or limb but if someone doesn’t want to be on time for the sales meeting, they will not be on time for the sales meeting.

Who am I to say?

If you're a parent, you may not fathom why someone would be angry that you must leave the shareholder’s meeting to pick up kids from day care. Your passion may be golf and you could be outraged that someone bought the land at your favorite club to build homes for hundreds of families.

You can't worry about everything you enjoy in your life because others suffer. But you can be compassionate and understand that life is a lot more that all the crap we spent far too much time obsessing about.

To each their own which is the magic of life.
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Wisdom and Inspiration

Tell me and I'll forget.
Show me and I may remember.
Involve me and I'll understand.
Chinese Proverb

The task of leadership is not to put greatness into people,
but to elicit it, for the greatness is there already.
John Buchan

Innovation distinguishes between a leader and a follower.
Steve Jobs

Don't waste a single second.
Just move forward as fast as you can and go for it.
Rebecca Woodcock

The price of greatness is responsibility.
Winston Churchill

Never doubt that a small group of thoughtful,
concerned citizens can change world.
Margaret Mead

Great leaders are almost always great simplifiers,
who can cut through argument, debate, and doubt to offer
a solution everybody can understand.
Colin Powell

If you want anything said, ask a man.
If you want anything done, ask a woman.
Margaret Thatcher

Our chief want is someone who will inspire us to be what we know we could be.
Ralph Waldo Emerson

Leadership and learning are indispensable to each other.
John F Kennedy

Never hold too closely to your idea but be open to change and innovation.
Jean Chong

The led must not be compelled; they must be able to choose their own leader.
Albert Einstein

When you accept a leadership role, you take on extra responsibility
for your actions toward others.
Kelley Armstrong

If you're not confused, you're not paying attention.
Tom Peters

Take successes and failures as they come,
since things often change at a moments notice.
Juliette Brindak

If your actions inspire others to dream more, learn more,
do more and become more, you are a leader.
John Quincy Adams

The road to success is always under construction.
Lilly Tomlin

Leadership is the raising of a person's performance to a higher standard;
the building of a personality beyond its normal limitations.
Peter Drucker

Be faithful in small things because it is in them that your strength lies.
Mother Teresa
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Happy Christmas

Feliz Navidad. Selamat Hari Natal. Joyeux Noël. Gleðileg jól. Nollaig Shona.
Wesołych Świąt. Fröhliche Weihnachten. Merry Christmas. Vrolijk Kerstfeest.
Hyvää Joulua. Buon Natale. Feliz Natal. Boldog Karácsonyt. Namaste.





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Credits: Walt Disney, Tim Burton, Danny Elfman, Marilyn Manson, Sting, Brian Sezter, Dropkick Murphys

13 Ways to Improve as a Leader

• Stop hiding behind email
• Don’t avoid difficult conversations and have them with respect and compassion
• Keep meetings to 30 minutes and on topic
• Allow all voices to be heard
• Be clear on expectations
• Don’t play favorites
• Encourage new ideas and don't keep people in boxes
• Be of service to your team/department/company; not the other way around
• Allow creativity to flourish
• Don’t evade conflict
• Remember every person on the team is just as important as any other person
• Hold yourself and others accountable
• Show up when things get difficult

I can help you with all of these. Send me an email - knealemann@gmail.com - and we can book a 30-minute complimentary call.
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Kneale Mann | People + Priority = Profit
New Book out in 2016 – Details soon!

Respect and Trust

My best friend and his wife are renovating their basement. The project started a couple of months ago and it’s been quite an adventure to watch. We talked about his search for a trustworthy crew. As luck would have it, a former high school buddy does home renovations for a living and is doing a great job on the basement.

When we think of certain industries, we often begin from a place of mistrust because someone we know had a bad experience with a lawyer. You got ripped off by a landscaping firm that didn’t do what they said they’d do. My cable provider keeps saying my intermittent internet service is my fault. The stories are plentiful and painful.

"If there is no trust, there is nothing." 
Rob Thurman

It got me to think about my relationships and frankly me. Am I trustworthy? Do I strive to respect others every time? I’m human, I mess up, but I certainly do strive. If you're doing renovations, it’s clear you want to stand up for yourself and protect your investment. How do we navigate personal relationships from the same perspective?

I had a stressful situation happen this week with a close friend. They are going through a lot and the conversation got heated. And as we stupid humans often do, the kitchen sink was brought out. Yeah, but last September you said this. Yeah, but you did that last January. It’s human and it’s crappy. Communication without blame can solve it but as we know, that's sometimes easier said than done. Thankfully we worked it out.

"When you practice gratefulness, there is a sense of respect toward others."
Dalai Lama

In a work environment, everyone is under a lot of stress. Words are spoken. Blame is heaved. Accusations are lobbed. If we step away for even a few minutes, we can remember the relationship – work, life, wherever – is built on respect and trust and can withstand those types of interactions.

Respect and trust are earned but can’t be expected. Something to think about with your business. If you can show both and do what you claim you'll do, you will crush your competition. Great service is what we want yet we're blown away when we get it.

Does this mean trust and respect are only present when it's convenient? Can one argument tarnish a relationship like a bad experience with a plumber? I’d like to think we try our level best to remember why we have the people in our lives that we do and earn their trust and respect.

Something to cherish with our relationships.
__________________________________________________________________
Kneale Mann | People + Priority = Profit

It’s a Dirty Job and We All Have to Do It

It was a plain beige room with uncomfortable chairs. My grade school guidance counselor sat behind his desk looking through piles of paper to find my file. He looked up, cleared his throat, and launched into a diatribe I remember to this day.

His point was that I was not to close any doors or hold myself back. I was 13! All I wanted to do was play hockey. I had no clue what I wanted to do for a career and this guy was laying all this heavy stuff on me. I didn’t get it then, but got it many times over the decades after that chat.

Follow Your Passion?

I’ve done a lot of reflecting lately – about work, passion, relationships, careers, and life. The conversations with friends and colleagues have been rich with these topics and my guidance counselor was right – we shouldn’t limit ourselves or close doors.

But there’s one critical element missing. And that is to understand what limits mean. I have spent decades on this planet thinking they mean reach, stretch, and go for more. Mike Rowe – host of Dirty Jobs – lends a wider perspective that we need to heed in his TEDTalk from a few years ago.

The first part may be tough to watch but keep watching. Mike makes some outstanding points about work, life, following our passion, and most of all, respecting each other.


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Kneale Mann | People + Priority = Profit

TED | Mike Rowe

Accepted Behavior

8:13 Tuesday morning

Glen is late again for the weekly sales meeting. It’s the third week in a row. He says there’s a lot going on in the morning with day care and school buses and making lunches for the kids and traffic. So the sales manager surveys the team and discovers four other members are dealing with similar issues. She carefully asks the entire team – so to not hinder those who don’t have kids – whether it would help if the meeting was moved to 8:30. Everyone agrees.

8:42 Tuesday morning – four weeks later

Glen is late for the third time. What would you do as sales manager? Most fall into two categories – yell at Glen or ignore it and hope it goes away. Neither is wise. People have kids, families, life outside of work as they should, but the sales meeting is 8:30 Tuesday mornings – moved because Glen couldn't make it for the original 8am time – and if everyone else can make it, so can Glen. There will always be exceptions, but the sales manager and Glen should deal with it and not inconvenience the team again. Or Glen may need to have his future freed up to find somewhere else to meet.

I was speaking with a colleague this week about deadlines. She says a member of her team is habitually late on projects. I asked for clarification whether it was every deadline and she said yes. Every time her colleague is given a target, she misses it.

Several Options

First, you could fire her, which is a bit rash. Second, you could create fake deadlines that are ahead of the real ones so the rest of the team isn't negatively affected by the person who is always late, which is a bit ridiculous. Third, talk to her and tell her if she is late again, refer to the first option. Or fourth, dig deeper on why she’s late – what is the deep rooted reason for this behavior?

It’s easy to say she doesn't respect the fact she’s holding everyone up by being late, but there could very well be a deeper issue here. One thought, she may have never been reprimanded for missing deadlines so her motivation isn't there. It's hard to believe she simply doesn't respect the rest of the team but that can't be ruled out either. Or she may think deadlines are for others and not her.

Two Perpetrators

The person missing the deadline and the person who accepts the behavior own this situation. We don't have difficult conversations because they are difficult but while avoiding a firm chat with one member of the team, the rest will know you’re avoiding the issue and may decide to miss a deadline or two themselves since it doesn't seem to be important. That would be a shame and create a much bigger issue.

Years ago I had to finally let a team member go after he was late seven times. He showed up on that last occasion with a fresh take-out coffee which was a nice touch.

The behavior we accept is often what we continue to receive.
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Kneale Mann | People + Priority = Progress

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