In this series we are talking about connecting – connecting to people, connecting people to the business results you want, and getting those results.

I’ve noted that as you work through this series you are bound to run into questions (I’ve opened up Ask Lori. for questions to me currently at no cost to you) and bottlenecks…

In this post I address a common question that often becomes a bottleneck, as it seems complex: determining up front the cause and effect relationship between objectives in your Strategy:

Question: Does cause-and-effect matter? When is it critical (figuring it out is slowing us down)? (more…)

In this Leadership series we are talking about connecting – connecting to people, connecting people to the business results you want, and getting those results.

In Step 1 you selected up to 3 of the most critical strategic themes or objectives. I offered a few examples and set up the Ask Lori! page to give you the opportunity to share your themes or objectives, or ask questions. Ask Lori! is still open for Step 1 and now also open for our next step: Mapping Strategy. Now you will prepare to share these objectives or themes with those who need to act in order for Strategy to be executed.

I’ve decided to share with you how our company is taking these same steps. I hope this helps clarify the process…

For Abrige & C-Secure the most critical objectives fall into these themes:
“Get Visible!” & “Systematize Everything.” I’ve logged these into Abrige STRATEGY, below: (more…)

Until recently, employee benefits costs – healthcare, in particular – have been considered a necessary cost of doing business, external to a company’s core products or services. An emerging school of thought, however, suggests that employee wellness affects much more than a company’s bottom line as a human resource expense. Wellness also affects absenteeism, productivity and efficiency. In other words, healthy employees are more likely to successfully contribute to a company’s core business than sick or injured employees who are unable to perform at optimal levels.

In this way, wellness does, indeed, contribute to every company’s bottom line and, as a result, needs to be stated as a measurable goal of every company. But how can wellness be quantified? (more…)