Questioning … Myself

  1. Fire a few people who are toxic and holding the company back. This is a compassionate act because most people know they are the wrong person in the wrong seat, but don’t have the courage to quit. That being said, most C-level people don’t have the courage to fire people, which is a major problem that holds companies and people back.
  2. Reset and/or grow their culture (or get the one they need). To do this, first they must define it, then they need to grow it. This is critical. The CEO/president is responsible for 95 percent of the culture. If the culture is great, it is because of their beat of the drum. If the culture is lacking, it almost always points back to that C-level exec and the type of manager he or she is.

--

--

Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store
Jon Wengrow Dwoskin

Jon Wengrow Dwoskin

I help successful business people get unstuck and grow their business as a business coach, speaker, podcaster and author of my book, The Think Big Movement.