To be Remarkable in today’s world, an organization must build a culture where positive, proactive response is the default. It’s not about perfect reactions—it's about normalizing flexibility, resilience, and growth.

Recently, I met with a managing partner of a successful business in Kansas City. Like many high-achievers, he was grappling with one of the most common challenges: finding more hours in the day. Time, after all, is the great equalizer. Whether you’re a CEO or a street performer, we each get 24 hours to make a difference. It’s how we choose to spend those hours that defines our success.

If communication is the key to building trust, and trust is the foundation for achieving Remarkable results, then one-on-ones are the essential tool to make it happen. A one-on-one is exactly what it sounds like—a focused conversation between two individuals. The goal? For the supervisor to truly understand the Other Person’s Point of View (O.P.P.O.V.).

Paul Simon taught us that there are 50 Ways to Leave Your Lover, and I’ll have to take his word for it—I can neither confirm nor deny! However, according to David Morelli, Ph.D., there are 80 good reasons to have an executive coach. Fortunately, I can speak on this subject with considerably more authority.

"The challenge is always to improve, to always get better, even when you are the best. Especially when you are the best." … As we move into the new year, I’m reflecting on what it means to improve and grow, not just in one area but holistically.

This past week, many people celebrated Dia de los Muertos and/or All Saints Day, remembering those who have gone before and brought us to today. When reflecting on what my ancestors mean to me I am reminded of this quote: “They did it and so will we.” 

My coach and good friend, Steve Lounsberry, has continued to help me see the O.P.P.O.V. in life—that is the Other Person's Point Of View.  This is not our natural tendency as humans, but it certainly should be if we are to be effective leaders.  

Most of us have had one type of coach or another. Whether we call them teachers, mentors, or coaches, they are individuals who educate us and make us better. But how? Here are three reasons to consider having an executive coach.

Ethos, Pathos, and Logos are all considerations in influencing others. These should be top of mind when we get up in the morning and go about our daily routine whether that is selling, leading, speaking, or managing others. 

In any business, for-profit or not-for-profit, the ultimate goal is to have sufficient funds to support the organization's short and long-term goals. The challenge for all individuals is “how” do we do this, or “what” levers do we pull to improve financial performance?

I suspect most people are aware of the story of David and Goliath. As the story is traditionally interpreted, small David takes on much larger Goliath in a fight for his people. However, this interpretation is misguided. David may have been more average in stature and just out-maneuvered Goliath. It is possible to be brought down or even killed by a well-trained individual. Here are three takeaways that leaders may learn from this story. 

We have to learn to train for a career in new and better ways. A four-year degree learned from books that were written before stepping onto a college campus will not be sufficient. We have to train for the future.

Recently I was introduced to a TED Talk "How Boredom Can Lead to Your Most Brilliant Ideas" and it got me thinking (pun intended). When am I intentionally thinking? When do I do my best thinking? Here is my problem. I am an activator. I struggle to sit silent and allow thoughts and ideas to percolate. I will journal, run, or actively attempt to generate ideas through one of several brainstorming techniques I teach to other leaders. Maybe this is you?

According to John Hopkins University Press, 2018, there is a steep decline in college enrollment in the near future. Moreover, the hospitality industry is on the leading edge of this curve as enrolled students are being enticed to leave college and go to work full-time.

A recent Inc. article caught my attention. It describes four items that are vital for leaders and team members to be successful in their careers. Start today and it will be easier to become a leader that inspires, influences, and achieves amazing results tomorrow.

Loving others is about more than just politics or international boundaries.  It is not only about romance and organized religion (far be it for organized religion to teach us to love.  It does not have a great track record, I am sorry to say). It is about becoming better colleagues and global citizens. It is about an owner’s love for their employee, a manager’s love for those they supervise, and an employee’s love for their fellow co-laborers. There is ample opportunity for everyone to love. 

Leaders who move from “I will try” to “I will do” or “I will be,” and mean it, inspire others to do the same. Your teams will no longer “try,” they will confidently act and succeed. Helping a team identify specific goals that they “will do” is a key aspect of mentoring. We all want to be everything to everybody, but as Warren Buffet warns, what we say no to is often more important than what we say yes to.