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How are you with business new year resolutions? Here are my tips for how business owners should look at 2024

Funny to see the early prototype, step back, and then the full version. Their is soo many things to do in a video game to make it happen! The key word ? Iteration, playtest, iteration, playtest, again, and again, and again. In the process: finding the fun, and keeping it, and secondly: when it's good enough, polish, and work on something else, until everything is polished and good enough.

The work that MacKenzie Scott has done to promote philanthropy has been great. The big thing to remember here is most nonprofits have not been eligible to receive her grants due to size or the fact newer organizations have not been in existence long enough. For those groups surviving has been the number one goal instead of long term sustainability. While many of these organizations do great work, the lack of resources makes it difficult to maximize impact. One suggestion for these organizations is collaboration with other groups in a way to help both organizations. One example is Global Give-A-Book here in New Mexico giving new books to children at local food pantries while families are receiving needed food. Another area is where corporations make a nonprofit the beneficiary at a fundraiser. the corporations often fund their own philanthropy by giving the change to a cause as well. Great post Michelle Flores Vryn, CFRE. What ideas do you have for those organization that can never receive a MacKenzie Scott grant for getting beyond the survival phase into true sustainability and impact. Please respond in the comments. #nonprofit #nonprofits #nonprofitorganization #fundraising #mackenziescott

This is the hard and painful truth when it comes to performance management. Line leadership thinks that just because HR rolls out the platform, policy and program they own it all throughout. The proper implementation lies with us as leaders! HR is there to guide us and counsel, specifically if we are doing things beyond the norm and bordering on illegalities. I understand this because I was once an HRBP. Now that I'm in the line leadership role, I also still see a lot of leaders putting the onus on HR to do performance management for them or decide for then - specifically when it comes to giving that B or C rating, pushing for a PIP and disciplining employees as need be. As leaders our role is to put balance in the organization. We are not people pleasers alone. We are to put and message what is right in order for the organization to thrive better. That is leadership and that is ownership!

Feedback isn't just important—it's essential. In our latest video, we explore why it's crucial for managers to provide timely and constructive feedback to their teams. 🗣️ Effective feedback fuels growth, boosts morale, and fosters a culture of continuous improvement. When managers invest in regular, meaningful feedback, they empower their employees to reach new heights and drive the success of the entire organization. Tune in now to discover actionable tips and strategies to harness the power of feedback in your leadership journey. WATCH NOW: https://lnkd.in/gg89e3G8 #PowerOfFeedback #Leadership #ManagerTips #EmployeeDevelopment #ContinuousImprovement #HRConsulting #WorkplaceGrowth #LeadershipSkills #TeamSuccess #FeedbackCulture #hrgrowthspurts #hrgs #hr

So relatable ....One of the biggest challenges in organizational leadership is getting managers to understand that employee performance management is their responsibility—not HR's. While HR provides tools, resources, and guidance, the day-to-day performance of employees hinges on the leadership, coaching, and feedback provided by their direct manager. Here are some key reasons why this can be a difficult concept to communicate: #Misconception of Roles: Many managers mistakenly view HR as the "fixers" when it comes to performance issues, assuming that HR will step in when an employee struggles. In reality, HR’s role is more strategic—helping with policy, processes, and legal compliance—while the manager needs to be the front-line coach and motivator. #Lack of Training: Some managers may feel ill-equipped to handle performance conversations, feedback, or difficult situations. Without the right training or confidence, they may look to HR as a crutch, when what’s really needed is skill development in effective management. #Avoidance of Conflict: Performance management often involves tough conversations, and some managers prefer to avoid conflict altogether. It’s easier to delegate the issue to HR than address it head-on with the employee. #Accountability: Some managers don’t realize that poor team performance reflects on their own leadership. Helping them see that their role is crucial to driving team success (or failure) is key to shifting this responsibility back where it belongs. Ultimately, empowering managers to take ownership of performance management isn’t just about shifting responsibility—it’s about equipping them with the skills and mindset needed to foster growth and development in their teams. HR can offer support, but performance thrives under strong leadership, clear expectations, and regular feedback from the manager.

If you're stuck and tired of repeating the same message, you might be over looking the surrounding messages that keep them coming back. Type "Interest" in the chat for more information. #CollaborationBreakthrough #RadicalCollaboration #Interestbasedproblemsolving

I saw this and it really resonated with me. So many Managers are not taking responsibility for performance management, but it's not their fault 😟 They haven't been trained in how to have the right (sometimes difficult) conversations or in how to implement the tools which are available to them. Performance Management is a positive thing although we normally view it as a negative, so change the mindsets🥸 Give your Managers the confidence to develop their people and create high performing teams by investing in their training and development. Want to know more then contact me today 👀 #performancemanagement #managementdevelopment #hrconsultancy

For the past five years, I've set ambitious goals, driven by a desire to achieve greatness. Yet, as I look back, I must admit to our failure. Each year, despite our best efforts, those goals remained unattained. The truth is, those goals were gigantic—from adding 100 team members to multiplying revenue by 10, and establishing five new offices. But this year, as I stood before my team at our annual anniversary event, I presented a goals deck unlike any other. Instead of these gigantic ambitions, I chose to focus on the power of small victories. Each goal was carefully crafted to be achievable, realistic, and most importantly, human. Some may look at our goals and deem them insignificant, too small to make a dent in the grand scheme of things. But I've come to realize that it's the accumulation of these small victories, year after year, that will pave our path to creating MediaX | A Creative Growth Agency, a remarkable agency. And so, as I share our aspirations for the year ahead, I do so with a newfound sense of hope and excitement. For the first time in years, I am confident—truly confident—that we will achieve every single goal outlined in the attached PDF. Here's to celebrating the small victories 🚀 #MediaX