Development Takes Time — Pride Takes Practice 🎯

I grew up in a family of three boys. But my married life has been filled with girls — my wife, daughter, and two granddaughters. My son‑in‑law and I have learned a lot about early childhood development.

At birth, they’re full of promise — much like new employees on their first day of work. And the similarities don’t stop there:

·       Parents and managers both work hard to create a nurturing environment filled with care and support

·       They stay attuned to subtle signs of growth without overwhelming them with too much information

·       They balance mentoring and coaching, allowing room for discovery

·       Like teaching a child to ride a bike, they learn when to let go

·       They can’t prevent every learning “accident,” but they’re always watching for danger

·       They learn to say no while still conveying care

·       And like the family dinner table, they provide a safe place to return, recharge, and feel grounded

As much as we’d like development to be faster or more seamless, it takes time for people to learn what they need to know, develop their style, and grow into who they can become. They’re not born with all that — they have to earn it.

In the end, it’s about creating an environment that fosters growth and excellence. It’s about being a coach, not a disciplinarian. It’s about catching people doing things right. And letting them become who they want — and are capable — of being.

Be more like a parent than a manager today.

Donna Ball (born 1951): American writer of over 90 novels, mainly romantic novels since 1982, including A Year on a Ladybug Farm (where this quote came from).

Pride + Effort = Championship Teams at Work 🧩

Super Bowls always send me looking for sports quotes. Two teams at the top of their game — only one walks away as champion. But as tough as losing feels, both teams are winners. They got there because they showed up, worked hard, and played with pride.

For 25 years, I managed Employee of the Month events. Multiple nominees, one winner. And I often worried that the nominees who didn’t win — the vast majority — might leave feeling like they lost. But being nominated is proof of outstanding skill and attitude. That should never be diminished.

Today, recognition has evolved far beyond annual ceremonies or big monetary awards. The best companies now use continuous, personalized “micro‑recognition” to reward both performance and attitude. Here are some of the most effective approaches:

·       Peer‑to‑Peer Recognition Platforms: Instant kudos from colleagues

·       Spot Bonuses: Small, immediate rewards managers can give on the spot

·       Public Shout‑Outs: Celebrating wins in front of the team

·       Personalized Rewards: Tailored to what each employee values

·       Time Off or Flex Scheduling: A powerful non‑monetary motivator

·       Professional Development: Investing in potential, not just output

·       Values‑Aligned Recognition: Rewarding how people work, not just what they produce

·       Stretch Assignments: Letting high‑performers lead or shadow executives

·       Premium Swag or Behind‑the‑Scenes Access: Fun, memorable, pride‑building

·       Charitable Contributions: Supporting causes employees care about

My favorite team wasn’t in yesterday’s game, but both teams played with pride — the same pride employees feel when they’re at their best.

Let’s make sure we recognize people every time they do great work, coach them when they need a boost, and let everyone know their contributions matter today.

Vince Lombardi (1913 – 1970): American professional football coach, considered by many to be among the greatest coaches and leaders in American sports.[1]

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[1] He is best known as the head coach of the Green Bay Packers during the 1960s, where he led the team to three straight and five total NFL Championships in seven years, in addition to winning the first two Super Bowls at the conclusion of the 1966 and 1967 NFL seasons.

Hire for Will AND Character — Not Just Skill💥

Clients often ask what they should look for in applicants. Most default to education and technical skills. Those matter — but they’re not what separates good employees from great ones. I always recommend they also look for character traits like optimism, flexibility, resilience, and grit.

Ask any manager what they want most from their employees. Before they mention technical competencies, they almost always say two things: (#1) show up every day, and (#2) work hard, persevere, and finish the job.

·      Number 1 is strength of character. Number 2 is strength of will.

o   Strength of character includes courage, integrity, resilience, and honesty.

o   Strength of will is the ability to stay focused, manage emotions, honor commitments, and push through difficulty.

Isn’t that what you want in your employees? If the answer is yes — and it should be — here are two practical behavioral interview questions that reveal each:

1. “Tell me about a time when you were under intense pressure to hit a deadline, but doing so would have meant compromising quality or your personal ethics. What did you do?”

·      Why it works: It forces a choice between will (get it done) and character (do it right).

·      Character Indicators: Integrity, honesty, accountability, empathy.

2. “Describe a project that failed or a time you received significant negative feedback. How did you react, and what steps did you take afterward?”

·    Why it works: It tests emotional resilience and humility (character) and the drive to improve (will).

·      Will Indicators: Persistence, proactivity, solution‑orientation, stress management.

It’s simple — but breaking old interview habits is not. Talk with your hiring managers about adding these questions to the technical ones they already use. Have them practice. Encourage them to try these in their next round of interviews and see whether they uncover more well‑rounded candidates.

My experience is that they will. Let them try and come to their own conclusions today.

 

 

Mohandas Karamchand Gandhi (1869 – 1948): Indian lawyer, anti-colonial nationalist, and political ethicist who employed nonviolent resistance to lead the successful campaign for India's independence from British rule.[1]

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[1] He inspired movements for civil rights and freedom across the world. The honorific Mahātmā (from Sanskrit, meaning great-souled, or venerable), first applied to him in South Africa in 1914, is used worldwide.

 

The Real Employee Benefit No One Talks About: Upward Mobility🚀

If that’s true, then the most powerful HR policy any company can embrace is simple: promote from within. Nothing drives performance, retention, loyalty, satisfaction, customer experience, or company spirit more than the promise of personal growth.

Performance. When people see a path forward, they raise their game. Attention to detail, timeliness, and personal excellence all improve when advancement is possible.

Retention. Your best employees stay when they believe the company recognizes and supports their growth. Opportunity is the strongest retention tool you have.

Loyalty. Promotions signal loyalty from the company — and employees return that loyalty with commitment and pride.

Employee Satisfaction. Few things matter more than knowing your manager is invested in your future. Growth is one of the deepest drivers of satisfaction.

Customer Experience. Motivated employees don’t just serve customers; they create memorable experiences.

Company Spirit. Happy employees talk. They become ambassadors for the company without being asked.

Employees live in the real world. They see layoffs in the news, hear friends being asked to do more with less, and notice the “help wanted” signs everywhere. In that environment, they either worry about their future — or they’re grateful to work for a company that recognizes and rewards performance. Which one describes your organization?

Managers can influence the answer. By recognizing great work, promoting deserving employees, practicing emotional intelligence, and staying engaged, they create pockets of excellence that spread.

Leaders with a passion for taking care of their employees are the ones with the happiest, most loyal teams. They’re the ones whose departments outperform others. They’re the ones employees talk about with pride.

In any company, in any industry, at any moment in time, those leaders and their employees are the ones who will get ahead today.

Mary Ann Evans (1819 – 1880): known by her pen name George Eliot, was an English novelist, poet, journalist, translator, and one of the leading writers of the Victorian era.

Passionate 🔥 Leaders Don’t Just Build Companies — They Attract Great People

The most attractive companies are often those owned or led by visionary entrepreneurs. I joined the Golden Nugget for exactly that reason — the passion and clarity of its owner and CEO made it a place people wanted to be.

When Steve Wynn bought the Golden Nugget in the early 1970s, he entered a landscape filled with larger‑than‑life casino owners and operators who shaped Las Vegas during a pivotal era. Among them were:

·       Harvey Gross at Harvey’s Club

·       Billy Weinberger at Caesars

·       Bill Harrah at Harrah’s

·       Sam Boyd at Sam’s Club

·       Jackie Gaughan at the El Cortez

·       Frank Fertitta at Palace Station

·       Margaret Elardi at the Frontier

·       Benny Binion at the Horseshoe

·       Claudine Williams at the Holiday Inn

·       Kell Houssels at the Showboat

·       Barron Hilton and Henry Lewin at the Las Vegas Hilton

·       Wilbur Clark at the Desert Inn

·       Del Webb at The Mint

·       The Petersens – Dean, Faye, and Murray - at the Westward Ho

These were self‑made professionals — tough, compassionate, business‑smart, and people‑smart. They were the successors to the mob‑era operators, but they brought something different: a deep personal investment in their businesses and the people who worked for them. They resembled Sam Walton, who embodied the core tenets of his leadership philosophy:

·       Servant Leadership: Understanding that their job was to support employees so employees could take care of customers.

·       Humility and Accessibility: Staying close to the front lines, listening, learning, and staying grounded.

·       Relentless Focus on Value: Prioritizing long‑term value over short‑term gain, always keeping the customer at the center.

These leaders, Wynn included, created workplaces where passion wasn’t a slogan — it was a lived experience. Their energy attracted talent. Their vision inspired loyalty. Their presence set the tone for excellence.

People want to work for leaders who believe in something. Leaders who care. Leaders who show up. Leaders who make the work feel meaningful.

Those are the leaders who ignite passion in their teams. Those are the leaders people follow. Those are the leaders we should all strive to emulate today.

Robert Toru Kiyosaki (born 1947): American businessman, entrepreneur, and author, known for the Rich Dad Poor Dad series of personal finance books.

Start Your Day with Passion🔥and Purpose 🎯

The best job for someone is often the one they already have — the challenge is learning to make it the one they love. The one they feel passionate about. The one that gets them up and out the door every morning with purpose.

Leaders play a critical role in helping employees discover what they love about their work. But the truth is, most people start by telling you what they don’t love — their frustrations with tasks, coworkers, schedules, or even life outside of work. Let them talk. Let them release it. Then shift into coaching mode: listen deeply, ask questions, and help them reconnect with why they’re there and what they want to achieve.

Because the reality is simple: they’re going to spend eight hours a day, five days a week at work. That time will pass regardless — so why not help them find what’s good and build from there?

·       Encourage them to identify one thing they’re passionate about and weave it into every part of the job.

·       Help them build relationships so teammates can share the work in ways that play to each person’s strengths.

·       Show them how combining individual passions can create a more energized, holistic approach to getting things done.

·       And guide them in tackling the mundane tasks together so no one carries the burden alone.

Help your employees see that work is a means to a better life — and that each day is a fresh opportunity to collaborate, contribute, and go home feeling like they fulfilled their mission today.

Eric Thomas (born 1970): American motivational speaker, author, consultant, and minister.