Tchau 2016

qogm32016 has been a challenging year, to say the least. While every year has it’s ups and downs, this one takes the cake.

The good news is that it’s about to end.

2017 represents a fresh start. Sure, it’s nothing more than a flipped page on a wall calendar, but a new year always brings new hope.

So I’d like to wish you a Happy New Year!

May 2017 be a year of celebrating accomplishments and enjoying the journey!

This picture of my son reminds me that not every triumph should be measured by games won or even home runs hit.

It’s okay to celebrate just getting on base.


The Enemy of Good

enemy-of-goodMany of my favorite movies involve epic battles between good and evil. I enjoy cheering for the good guys and relish seeing the bad guys fail. After all, evil or bad is the enemy of good.

In a recent meeting, I learned that “Good” has a more sinister nemesis. I was presenting on a project that took more than four months to complete, twice as long as projected. A colleague of mine asked why the project had taken so long. He said a month earlier he’d seen the project and thought it was completed. I explained that while it was quite good at that time, several individuals gave feedback on multiple ways to make it better; resulting in the delay.

“Ah yes, always making things better” he commented.

Better is the enemy of Good,” he said.

It got me thinking “Were the changes worth the delay?”. Even more troubling “Was it even better, or was it just different?”

I believe in continual improvement. However, this colleague brought up a good point:

How often do we get bogged down trying to make it better, when in fact, we’re just hindering results without truly knowing what improvements to make?

In 2017 let’s do good work! Let’s generate good results. Then let’s make smart changes to drive greater results!

3 Holiday Work Traditions that Should Go Away

holiday-work-go-awayThe holiday season is full of fun and exciting traditions. I truly love family traditions at Christmas time.

Holiday traditions at work… that’s a different story.

Call me a Grinch, but here are 3 all-too-common work traditions that should simply go away!

  1. Ugly Sweater Contest
    • I’ll never forget one year when an older woman in the office received the prize for the Ugliest Sweater Contest. To the horror of HR, they learned she was unaware of the contest – that was simply the sweater she wore to work that day.
  2. Pajama Day
    • Do I really need to explain!?
    • It’s hard to take a grown man serious after you’ve seen him in a full-size one-piece pajama with footies.
    • Not to mention the individual who shows up in scantily clad PJs that borders on lingerie.
  3. Gifts to Coworkers
    • Gifts are a kind gesture. When gifts and treats start to pile up however, anxiety builds and peer pressure to give quickly spews through the office. And what if you forget to give something to every single person… heaven forbid!
    • If your team feels inclined to share holiday joy, consider a treat table where anyone can place a plate of goodies to share. It doesn’t require everyone to participate, nor add worries about exclusions.

Holiday parties, team lunches, and decorating cubicles and office – I’m fine with those things. Just keep it professional and don’t create added anxiety to what can already be a stressful time of year.

Do you disagree? What about any other holiday work traditions that you think should be abolished?


What does Google say about you?

As a hiring manager, when considering a potential candidate, I often Googled the person; typing their name into Google to see the results.

One time Google showed a candidate was being investigated for credit card fraud. A huge problem considering one of our largest clients was Bank Card Services.

What does Google say about you?

Try it. Go Google yourself.

(Uh, that sounded awkward)

As a business leader, thought leader, manager, marketer, sales representative, company representative, etc., you should be controlling your personal and professional brand. Seeing what information is available online is a good practice.

Use this as a basis to build your brand reputation throughout the year.

Then just for fun, Google your co-workers. Be warned, once I Googled a co-worker and found information for him on Not good.

Hiring is like Selling a Home

pablo-20This month marks 10 years living in my current home. The first place we lived as a married couple, was a condo. We used a realtor to sell it. He did a great job organizing Saturday open houses so we could show the place to as many people as possible, Hours and hours were spent walking people through the rooms, and answering questions. Eventually, we sold the condo and bought a starter home.

After seven years our family outgrew the starter home and we decided to sell it in order to build a home more suitable to our family’s needs. This time my wife and I decided to sell it on our own, nothing against Realtors.

Again we decided to hold an open house. This time the announcement included as many details as possible, such as selling price, the year built, the size of the home, the size of the lot, the number of bedrooms and bathrooms, paint and carpet color, brand of the appliances, schools near the home, distance from the freeway, and more. The idea being to give potential buyers tons of information about questions they’d inevitably ask.

When the day came for the open house we saw far fewer people than expected. In fact, only a handful showed up. However, two couples expressed interest in buying the home – seven days later it was sold to a young couple looking for a starter home, in a good neighborhood near certain schools, where they hoped their children would one day attend.

See it wasn’t about finding lots of people to look at the home. The goal was to find one person willing to buy and with the financial means to do so. In this case, the young couple who pulled up in the small rusted car – they were the ones (and they paid in cash – no loan needed, but that’s another story).

20161207_152446-01Hiring is no different. Hiring is about finding one person to fill a specific role. It’s not about a bringing in dozens of applicants and vetting them all out – It’s not Celebrity Apprentice. It is about finding one person willing to work for your company, in that position, for that pay – who has the current skills and future potential, and that fits into your company’s culture.

Again, the goal is to find the ONE.

Once you’ve found someone who meets your criteria – offer them the job. Don’t spend any more time. Don’t risk losing them. After all, they might end up finding another “home to buy” that’s just as appealing.