Toyota’s move to Texas a good decision

A core role of the CEO is to ensure that the company has the proper resources to be successful. Most commonly people think of capital and people as the two primary resources needed. Related to the people side but sometimes missed by CEOs is their role in providing the best possible work environment to drive […]

CEO Fail: The “My Favorite Child” CEO

I have always tried to build relationships with CEOs of other companies to learn as much as possible from their experience. In my early days of being a CEO, I would go to many events around Austin to hear speakers and network with other chief executives. I often saw one CEO at these events who […]

Top 10 posts of 2013

In case you missed them, here are my most-viewed blog posts of 2013:

  1. Support oddballs in your company culture
  2. Texas vs. California: Texas Wins
  3. CEOs: Employee engagement matters
  4. How executives hire: Starbucks CEO Howard Schultz on finding motivated employees
  5. The million dollar hire
  6. 5 Responsibilities of a CEO: Own the Vision
  7. When do you hire for job experience vs. raw talent?
  8. 10 Steps to a Nine Figure+ Exit
  9. The No Asshole Policy and Company Culture
  10. 5 Responsibilities of a CEO: Make Good Decisions
How to measure culture

How can CEOs measure culture?

Now that I’ve covered a model for understanding corporate culture and some ways to create a good one, the next question many CEOs ask is: “Can I measure my culture?” The answer is yes. In 2001 I was confronted with this exact question of how to measure and track culture over time. I had read […]

10 steps to a high performance culture

10 measures to a high-performance culture: 1-3

I just completed my three-part series about how CEOs can model culture and influence it using the SCARF model (employees’ perceptions of Status, Certainty, Autonomy, Relatedness and Fairness). Now let’s look at how I applied those principles to build the specific employee-centric, high-performance culture I wanted to create.  I use these 10 items not as a list […]

SCARF model for organizational culture

The SCARF model for understanding culture: Part 3

Last week I discussed the first two elements of the SCARF model for understanding corporate culture: Status and Certainty. Here are the final three areas that can elicit a reward/threat response in employees: Autonomy, Relatedness and Fairness. If CEOs want to actively nurture their company cultures, they should be cognizant of all of these.  3) […]


5 Responsibilities of a CEO: Build the Culture

I’ve recently discussed how CEOs need to own the vision and provide the proper resources. Another key responsibility is to Build the Culture. The right culture is so important in maximizing business performance that it should be an area of focus for every CEO. The standard definition of culture is the set of shared attitudes, […]

The No Asshole Policy and Company Culture

What do you do if one of your star performers is a colossal jerk? You know the type: He or she treats people poorly, doesn’t think the rules apply, behaves arrogantly, etc. I recently published a post where I discussed how CEOs can manage company culture by not just creating the company’s values, but insisting […]