I’ve been a CEO who’s felt the severe pain of hiring mistakes. I’ve consulted with companies to move them to a performance culture. I’ve developed training programs to teach interviewing and recruiting best practices.

And, now, I’m launching this Blog to tell you about what I’ve learned!

You know, building a high performance meritocracy isn’t complex. It’s just not easy. Actually, it’s hard — At least at first. Why?

• Setting clear performance benchmarks takes thought and effort. Most managers aren’t that clear about what high performance really means, or about what results they want from each position.
• Good recruiting and interviewing takes some work, and nobody wants more work. 
• People don’t like to be rigorously evaluated, or to candidly evaluate their employees. It’s easier to just go through the motions.
• People don’t like removing likable underperformers — Even when they sense how much it’s costing their organization.

Fortunately, it all gets easier with practice. Having clear performance benchmarks by themselves can improve your company’s performance. (Oh, I didn’t realize that’s what you wanted me to do!) And, with effective recruiting, there will be fewer underperformers to deal with.

So, I’m looking forward to sharing ideas with you and learning together. There’s nothing like a great company filed with talented people. It’s worth the effort!