GAPOLOGY

Profit. Every sustainable organization, regardless of how it is structured, must create more value than it consumes. Organizations need resources to operate, serve their customers, invest in their people, and grow. In the traditional business world, we measure that through profit. And that makes closing your Knowledge Gaps around the Profit & Loss Statement (P&L) more than a financial exercise. It is a core leadership responsibility. On a typical P&L, we measure the money com

You must clarify… and exhibit… the expectations and priorities to create a real impact for your team and yourself. Your team must see you living them and consistently following up on them each week. By your behaviors, they should know what is important for them to do and strive for in their actions. Every statement you make, and every action you take should be to deliver your most important goals. Here are some tips: Connect your Purpose to your Expectations and Priorities. T

When building a Leadership Rhythm that impacts your leadership life and your team’s experience, your efforts must be strategic. Leaders who haphazardly go after their weekly schedule tend to deliver inconsistent development, communication, expectations, priorities, and varying levels of accountability and recognition. It can be done much better with a formal practice of building out behaviors that your team and you can count on. We suggest consistently blocking time to analyz

As business leaders, we must always consider what is best for the business in our decision-making process around investing. Whether products, services, or solutions, this process must be carefully analyzed and decided upon to support the organization’s financial health. One of our largest investment areas is our people. Payroll, benefits, training, and so forth are all areas where we sink critical dollars with the hope that we will see a large return on that investment. Certa

When leaders or training departments are asked to “retrain” team members, a flood of questions often follows: Were the team members not properly trained in the first place? Were there breakdowns in knowledge retention? Were all adult learning styles considered during the training design? Did we even hire the right person to begin with? The truth? Any of those could be the reason. Or all of them. Or something entirely different. This is where Gapology steps in with clarity. Ra

You think you may have an idea that someone is ready for the next big step in their career. They seem ready to be promoted… but are they truly? The risks are high with these individuals. They may be a top individual contributor, or even if they are already in a leadership role and may be seeking a bigger responsibility, you have a tremendous decision to make that may accelerate or cripple their career. So, how do you really know when to move them up? Our books, Speed of Purpo

How do you know when to add headcount to your existing team? How do you know when to replace existing performers? In essence, when do you make the decision to place that ad on Indeed and LinkedIn? This is often a tough choice, especially for small businesses with small payroll budgets or those who are in a growth mode. Payroll is often the largest controllable expense outside of cost-of-goods for organizations and the choice to spend those valuable dollars on additional perso

An interesting bias I see in the leadership world, especially with inexperienced leaders, is seeing obstacles as purely a bad thing. These front-line supervisors, assistant managers, and young, first-time team managers tend to immediately move into panic mode when they encounter the inevitable struggles that we all face from time to time. They try to immediately jump in to fix things without any basis of information or experience to draw upon to overcome the situation. Then,

Learn to use Gapology to help you "Manage Up." These tips will help guide you to build communication skills to help influence others.