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“Rodney, what parting advice would you like to share with our”

“David, what parting advice would you like”

“Michael, what parting advice would you like”

“the thought leaders that gave me those words long ago. Robert Keegan and Lisa Leahy, they wrote a book, An Everyone Culture. The subtitle's Becoming a Deliberately Development Organization. And it was through their work...”

“were really betting that enhance the coaching environment was gonna be number 1. And we were looking for the top 3 or 4 things that we could really make, really make some hay on. And lo and behold, this idea of role clar...”

“idea of a center of excellence and to make sure that we were providing high-level expertise and subject matter direction to all 3 businesses. The challenge was obvious. My personal role was to ensure that the 3 CEOs— one...”

“can work harder or work better, and”

“the front office folks like the beverage servers, the wait staff, the table games dealers and the like, they all had to provide excellent customer service. While the folks in the back office roles, whether they were HR o...”

“and made them want to grow with Kenview. And through that process, we learned that people really wanted 4 things. One is that they wanted to be part of an environment where they felt like they can make an immediate impac...”

“Well, you'd spend a lot of time in meetings, and they don't feel strategic very often at all. And, you know, it's, it's a tough balancing act. We, we, we want people to be back in the office. We want people to connect. W...”

“just have to do it in a way that someone tells me. So they just, again, become complacent and they don't want to try anymore. You cannot have strong performance and engagement when that happens. It's really critical that...”

“That's a great question. So job crafting sounds very nice and very idealistic to most managers, right? So we think, oh, of course that's what we want to do, but then we go to work and then we have objectives we have to m...”