In today's remote and hybrid work environments, town halls are more important than ever for driving alignment, transparency, and engagement across distributed teams. However, without thoughtful planning, town halls can easily become tedious info-dumps that leave employees disengaged. The key is to make town halls interactive by facilitating open and honest two-way communication. Here are some common myths about town halls and how to run ones that work: Myth 1: Town halls should just be used for top-down messaging. Reality: The most effective town halls dedicate at least half the time to Q&A. Employees want the chance to voice concerns and feel heard by leadership. With remote teams, set up an anonymous ask me anything form so employees can submit questions beforehand. Myth 2: Only recognize your top performers Reality: The town hall provides an opportunity to recognize many people in a variety of ways. Use the outline below for suggestions on how much recognition of your people you actually should be doing. Myth 3: Town halls should happen quarterly at most. Reality: In a remote setting, more frequent town halls help keep employees connected. Monthly is a best practice. Myth 4: The CEO needs to do all the talking. Reality: Get other leaders and teams to present updates too. This provides diversity of perspectives. Here are 6 elements to include in an impactful town hall: Recognizing employee milestones - 4 sections. (Welcomes, Promotions, Birthdays & Anniversaries) Recognizing employee behaviors (aligned to your values of course) and achievements - Shine a spotlight on top performers. Community - Spotlight employee stories/wins and foster connections. Vision and strategy reminder - Connect current efforts to the big picture. Company updates and progress to goals - Share successes and challenges honestly. Q&A - Reserve at least 35-40% of time for unfiltered Q&A. Inviting tough questions (like and anonymously) builds trust and shows you're not afraid of transparency. Be vulnerable and answer honestly always. Keep town halls engaging and energetic. With planning and commitment to transparency, town halls can be your secret weapon for keeping a thriving remote workforce aligned and engaged.

Aaron Levie, founder and CEO of Box, the enterprise cloud company, "At any given time, " Aaron said, "some significant percentile or people are working on the wrong things. The challenge is knowing which one." Above is an actual scoreboard from first software consulting/software company that successfully exited in 2011 If public goals are more achievable, because they are public, why do so few leaders and organizations not share their goals/numbers? Can you imagine if an athlete on any field, (football, soccer, rugby, baseball, etc), not see the score or the time left? How would they perform? It still blows my mind when I speak with leaders about how they share the goals and performance with their teams and they say, in a quarterly town hall. After the fact? What would happen if an athlete on the field wouldn't know if they won or lost until 3 months later? Sharing the metrics is one thing, and sharing the actuals in a near real time basis is next level. Simply put, sharing fosters a culture of trust and collaboration within your company. When leaders share the company’s performance and goals, they are essentially placing trust in their teams. This, in turn, empowers the teams, making them feel valued and respected. It nurtures a culture where employees, too, are motivated to reciprocate the trust by aligning their efforts towards the company goals. At SKOR, we believe sharing goals and results with your team as the game (or quarter) is playing out is key to winning. When everyone knows the score, something exciting happens. Teams push harder, work together, and find new ways to score points because they know exactly what’s needed to win. It’s not just about working hard but working smart and together towards a clear, shared goal. In a company, when leaders share goals and how the company is doing, it does a couple of cool things. First, it shows the team that leaders trust them with this important info. That feels good and builds a strong, positive work culture. Second, it turns every team member into a player who can see how their work helps the company score points and win. At SKOR, we’re all about helping your team see the score, understand the plays, and celebrate the wins together. We’re here to help you share your company’s goals and scores in a way that’s easy and exciting for everyone to follow. And in turn see the company exceed its goals.

As 2024 draws close, it's time to reflect on the leadership insights that resonated most with our readers this year. From lessons on culture ROI to strategies for scaling impactful ideas, these blogs captured the attention of CEOs striving to shape better workplaces and lead with purpose. Here are your favorites and why they matter as you prepare for a successful 2025. 1. Why Zappos Got Culture ROI Wrong—and How We Can Get It Right This blog challenged conventional thinking about culture's value within an organization. By examining the pitfalls in measuring culture solely in financial terms, we explored how leaders can redefine success. The takeaway? Culture isn't just a "nice-to-have." It's a measurable force that influences employee engagement, customer satisfaction, and long-term growth. As you plan for 2025, focus on creating alignment between your values and everyday operations to unlock the culture's true potential. 2. The Amplification of Culture: A Leadership Imperative In this thought-provoking piece, we highlighted how leaders act as amplifiers of organizational culture. Leaders set the tone for what's possible through their actions, words, and decisions. Readers were inspired by actionable strategies to embody core values and scale cultural impact across teams. Heading into 2025, consider how you—as a leader—can be intentional about the culture you’re amplifying, ensuring it supports both innovation and collaboration. 3. Think Big, Start Small, Go Fast Big ideas often feel daunting, but this blog showed how a disciplined approach—starting small and iterating quickly—can lead to transformative results. CEOs appreciated the emphasis on balancing visionary thinking with pragmatic execution. As you look toward 2025, embrace this mindset to tackle ambitious goals while maintaining agility and focus. As we step into 2025, the insights from these top articles offer a roadmap for leaders committed to making a meaningful impact. They remind us that culture is not just an abstract concept but a critical driver of success, that leadership is amplified through intentional actions, and that big dreams require small, focused beginnings. Use these lessons to guide your strategy, inspire your teams, and create workplaces where both people and ideas thrive. Here's to leading with purpose and shaping a brighter future in 2025!

With the companies we have built and the companies we advise, we have seen a significant demand for measurement across all aspects of the business, and people and culture are not alone. A strong workplace culture is no longer a "nice to have" but a critical driver of performance, innovation, and long-term success. But how do you know if your culture is effective? The answer lies in measurement, and three key pillars—cohesion, clarity, and courage—serve as essential metrics to assess and enhance your company's culture. The Link Between Workplace Culture and Company Performance Workplace culture is the invisible force that shapes how employees interact, make decisions, and ultimately, how they perform. A positive, well-defined culture aligns the workforce with the company's mission, values, and goals, fostering an environment where employees are motivated to contribute their best work. Conversely, a weak or toxic culture can lead to disengagement, high turnover, and even reputational damage, all of which negatively impact the bottom line. When culture is measured effectively, it can provide invaluable insights into areas of strength and opportunities for improvement. These insights empower leaders to make data-driven decisions that enhance employee satisfaction, retention, and productivity—key factors that drive company performance. The Three Pillars of Effective Culture Measurement To truly understand and improve workplace culture, it's essential to measure it through the lenses of cohesion, clarity, and courage. These three pillars provide a comprehensive framework for assessing the health and effectiveness of your company's culture. 1. Cohesion: Building Stronger Teams Cohesion refers to the sense of unity and collaboration among employees. It's about how well team members work together, support one another, and align with the company's mission and values. High cohesion means that employees are not only committed to their individual roles but also to the collective success of the organization. 2. Clarity: Ensuring Everyone is on the Same Page Clarity in the workplace means that every employee understands the company's strategy, vision, goals, and their role in achieving them. When clarity is present, there is a shared understanding of what success looks like and how each person contributes to it. This alignment is crucial for maintaining focus and driving performance. 3. Courage: Empowering Employees to Take Risks (and learn) Courage in the workplace is about creating an environment where employees feel safe to take risks, share ideas, and challenge the status quo without fear of retribution. It's the foundation of innovation and continuous improvement. A culture that encourages courage empowers employees to think creatively, solve problems proactively, and contribute to the company's growth. Culture SKOR incorporates each of these three ingredients in how it measures culture. Give it a go yourself using the complimentary Culture SKOR Snapshot service below. Driving Performance Through Culture Measurement By measuring workplace culture through the lenses of cohesion, clarity, and courage, companies can gain a deeper understanding of how their culture impacts performance. This understanding enables leaders to make targeted improvements that foster a positive, high-performing work environment. For example, if a company identifies low cohesion, it can implement team-building activities or cross-functional projects to strengthen relationships. If clarity is lacking, leadership can improve communication strategies and ensure that goals and expectations are clearly articulated. If courage is not being fostered, steps can be taken to create a more open and supportive environment where employees feel safe to take risks. Ultimately, a strong, well-measured culture is a powerful driver of company performance. It aligns employees with the organization's goals, fosters collaboration and innovation, and creates an environment where everyone is empowered to succeed. By focusing on cohesion, clarity, and courage, companies can not only measure the effectiveness of their culture but also unlock its full potential to drive growth and long-term success. The Final SKOR: The Strategic Advantage of Measuring Culture In a world where businesses are constantly evolving, measuring workplace culture is not just a best practice—it's a strategic advantage. Companies that invest in understanding and enhancing their culture through the pillars of cohesion, clarity, and courage are better positioned to achieve their goals, retain top talent, and outpace the competition. By making culture measurement a priority, leaders can ensure that their organization is not only a great place to work but also a great place to grow. Unlock your people and profit potential with Culture SKOR! Contact us

High Performance Culture Can't Be Faked: A 4-part series on how leaders can rally from the recent Gallup results Gallup’s recent results may have you believe the return to office is killing morale…but that is just masking a larger problem. A disengaged workforce is driven by poor company culture. And having to commute and sit at a desk from 9am-5pm is likely not the root cause. Employee engagement is at a 10-year low. Just 31% of employees are engaged, down from a peak of 36% during 2020. Each point change represents approximately 1.6 million U.S. employees, meaning the decline since 2020 equates to about 8 million fewer engaged employees. Let’s pause and reframe this. If profits were down 10 years in a row, leaders would be ringing alarm bells if they still had their jobs (which they very likely would not). So why is it acceptable for employee engagement and culture? While the debate often centers around remote work vs. return to office, the real conversation is that companies don’t have the culture they thought they did. The fancy cafeterias, plush offices, swag, and VIP events were nice when times were good, but when COVID, recession, inflation, “you name it” crept in, they weren’t enough to keep employees engaged. Among the 12 engagement elements that Gallup measures, those that saw the most significant declines in 2024 align with SKOR’s 3C’s. Cohesion: Strong relationships driven from shared connection to the organization’s mission and common beliefs in their approach to work. Currently, 39% of employees feel strongly that someone cares about them, a drop from 47% in March 2020. Clarity: Alignment on goals and expectations. Just 46% of employees clearly know what is expected of them at work, down 10 points from a high of 56% in March 2020. Courage: A culture of continuous learning and being empowered to do their best work. Only 30% strongly agree that someone at work encourages their development, down from 36% in March 2020. At SKOR, we can help identify the root causes of poor culture and what your organization can do to address them and get your people on the path to high performance. Our 3 C’s framework—Cohesion, Clarity, and Courage—addresses the key drivers of engagement. Watch this video clip to see how these elements shape a thriving workplace culture. Each week for the rest of February, we will unpack one of these elements and share best practices from industries doing it well and projects you can implement to improve.

When hiring an executive, it’s crucial to remember that 90 days is plenty of time to know whether they’ll thrive or struggle in your organization. While many leaders may hope to give new executives more time, waiting longer can allow challenges to deepen, resulting in missed opportunities for growth. Here are three insights on why 90 days is enough to make the call, and tips on what to do if you're unsure at that mark. 1. Clear Role Expectations and Early Wins Are Key In the first 90 days, your new executive should have clear objectives and measurable goals. Whether it’s gaining traction on a key project or earning buy-in from the team, early wins are essential to showing their ability to lead. If the executive hasn’t achieved tangible progress or failed to build relationships in this timeframe, it’s a red flag. Tip:  If your executive lacks clear goals, start by defining short-term wins aligned with strategic objectives. Meet regularly to ensure they’re on track and assess how they’re building influence within the team. 2. Adaptability and Cultural Fit Are Apparent Quickly Your organization’s culture is the soil in which an executive must grow. In 90 days, it’s clear whether they’re adaptable and can navigate the internal culture. Those who integrate themselves well into the team, build trust, and demonstrate flexibility are more likely to succeed long-term. Executives who resist adapting or struggle to connect with others often signal that they may never fit. Tip:  Assess cultural alignment early by encouraging feedback loops from peers and direct reports. If you notice friction or a lack of enthusiasm for cultural norms, consider why. Is it a coaching issue or a deeper mismatch? 3. Decision-Making and Leadership Style Are on Display Within 90 days, an executive’s decision-making process and leadership style should be evident. Are they proactive or reactive? Are they stressed or relaxed? Do they take ownership of their department's challenges and opportunities? Great leaders show initiative and provide clear direction early on. If your executive hesitates to make decisions or constantly defers responsibility, it’s a strong indicator of future struggles. Tip:  Ensure your executive is empowered to make decisions within their first 90 days. If they haven’t stepped up, consider whether they have the tools to lead effectively or if they’re simply risk-averse. Leadership coaching may be necessary, but trust your instincts if they’re consistently playing it safe. What to Do if You're Unsure If you haven’t set your executive up for success during the first 90 days, take immediate action. Conduct a mid-90-day review where you assess both their progress and your onboarding process. Clarify any gaps in expectations or support, and provide actionable feedback to give them a final window to course-correct. Ultimately, 90 days is long enough to know if an executive will thrive. Remember, you hired them for a reason, but don’t be afraid to move on if they aren’t meeting expectations. Your company’s success depends on having the right leadership in place—act decisively for the best outcomes.

High Performance Culture Can't Be Faked: A 4-part series on how leaders can rally from the recent Gallup results (Article 3 of 4) Clarity isn’t just about job descriptions and quarterly goals—it’s the foundation of trust, efficiency, and engagement. Yet, according to Gallup’s latest findings, only 46% of employees clearly understand what’s expected of them at work . That’s a steep 10-pt drop from 56% in March 2020, signaling a crisis in workplace communication and alignment. What this means is that CEOs and their leadership teams everywhere are simply burning cash.  Half the time their people aren’t utilizing their time to effectively do the work that drives the organization forward. It’s like taking 54% of your salary cost and simply burning it up. Imagine if it improved by just 10%. That is ALL profit. Cha-Ching!!! The Hidden Costs of Unclear Expectations When employees lack clarity on what is expected of them, they often hesitate, second-guess themselves, or waste time trying to decipher priorities. This uncertainty drains productivity, lowers morale, and can lead to costly mistakes. Organizations with a strong culture of clarity see higher engagement, better performance, and lower turnover. Bridging the Clarity Gap While many leaders believe they are setting clear expectations, employees frequently report feeling uncertain about their roles. This disconnect arises because clarity isn’t just about transmitting information—it’s about making sure it is absorbed, understood, and applied effectively. The best leaders create an environment where employees feel comfortable seeking clarification and know exactly how their contributions impact the broader mission. Three Quick Wins to Improve Clarity Set and Reinforce Clear Expectations  – Define what success looks like in simple, actionable terms. Repeat key messages in multiple formats (written, verbal, visual) to ensure comprehension. Create a Culture of Feedback  – Encourage two-way conversations where employees feel safe asking for clarification and sharing concerns about their roles and responsibilities. Weekly 1:1’s is a great setting for this. Align Individual Goals with Company Objectives  – Show employees how their work contributes to the bigger picture, reinforcing their purpose within the organization. Moving Forward Building a high-performance culture requires more than assumptions—it takes active leadership and ongoing refinement of communication. When organizations commit to clarity, they unlock higher engagement, stronger collaboration, and sustained success. How do you start? Measure your culture using SKOR. In addition to Clarity, SKOR also measures Cohesion and Courage, allowing organizations to identify root causes and the actions they can take to reduce the Benjamin burn and not only grow profits, but more importantly, grow people.  Watch this video to learn how organizations can eliminate confusion and drive results. Stay tuned for next week’s post on Courage.

March Madness, Workplace Magic: A 4-part series (Article 1 of 4) As the madness of March sweeps across the nation, college basketball fans everywhere are glued to their screens, watching teams battle it out for ultimate supremacy–the NCAA basketball championship and one of the hardest tournaments to win in sports. 68 teams receive an invitation and no matter how good their regular season record was, one loss and their post-season is done. In order to cut down the nets and be crowned the champion, a team must win 6 (or 7 if you are a play-in team) games in a row. That takes more than just having the best players on the floor. Yes, there is some luck, but it also comes down to training, preparation, teamwork and of course, coaching. 30 years ago the 8th seeded Villanova Wildcats defied expectations to win the 1985 Men’s NCAA National Basketball Championship. Their remarkable journey culminated in a stunning 66-64 victory over the top-seeded Georgetown Hoyas in the championship game. Even if you aren’t a sports fan, the lessons from championship teams apply to any high-performing workplace. Think of it this way: the best companies, like the best teams, thrive on Cohesion, Clarity, and Courage. Villanova's success was a testament to: Cohesion: Exceptional teamwork from off-court preparation to on-court game time Clarity: A well-defined game plan in which everyone knew their role Courage: Being empowered to take risks and challenge a dominant opponent Their victory remains a historic example of how underdogs can achieve greatness through unity and determination. If You Don’t Measure It, How Do You Know If You’re Winning? In basketball, a high score wins the game. In business, a high SKOR—a culture rooted in Cohesion, Clarity, and Courage—wins the best employees, highest engagement, and, ultimately, more profit. Companies that invest in workplace culture aren’t just winning games; they’re building dynasties. So, whether you’re a basketball fan or not, the takeaway is the same: Are you coaching your team to victory, or just watching from the sidelines? Championship teams—and businesses—aren’t built by chance. They’re built by leaders who measure what matters, refine their playbooks, and invest in their people. In honor of the U.S. cultural event that is March Madness, each week this month, we will focus on one of the 3 C’s and how they can help leaders create championship teams at work. Game on.

Many CEOs are hesitant to openly share that they are often the only ones losing sleep over the business, and they believe that it can't change. Well, I call BS on that! In order for others to "lose sleep", they need to know the company situation in numbers. Numbers tell stories and drive behavior. If only a handful of people know the numbers, only a handful of people will truly care to the point of "losing sleep". If CEOs openly share up-to-date financial numbers with employees, they fear unpredictable reactions or decreased morale. However, these downsides are myths. Sharing real-time financial and business metric data with context empowers employees and elevates performance across the organization. Myth 1: Employees Aren't Smart Enough to Understand the Financials Some leaders believe that sharing financials will confuse employees who won't be able to comprehend them. But they hired smart people - no? With training, education, and context, employees at all levels can interpret financial statements in a way that empowers them to make better decisions aligned with company goals. Underestimating employee capabilities breeds resentment and distrust. Myth 2: Employees Will Panic/Judge CEOs often worry that exposing poor financial results will panic employees and tank morale. Or if the numbers are too good, they'll judge and expect the CEO to be driving Ferrari's to the office. However, transparency builds trust and shows employees that leadership has faith in them. With context and education around the numbers, employees feel equipped to positively contribute, not anxious and disempowered. Openness communicates that “we’re all in this together” to drive results. And if the results are so good, CEOs should be sharing some of the profits with their employees anyway. Myth 3: Employees Will Misuse Information Leaders may worry that employees will misuse financial knowledge, whether through leaks or self-serving actions. However, transparency does not mean losing control. With the right financial literacy training, employees learn to interpret numbers correctly and rally behind the company's interests. When leaders openly share financials with care, education, and visibility into key metrics, the benefits are immense: Employees gain context to prioritize work aligned with financial goals Teams can course-correct quickly, rather than waiting for quarterly results Employees feel trusted and valued, increasing engagement and morale Innovation blossoms as employees gain visibility to contribute ideas Employees at all levels learn finance literacy and business acumen The bottom line? Sharing real-time financials signals trust in employees as partners in driving organizational success. With context and literacy training, employees have the vision to align their performance to financial goals, unlocking motivation, innovation and results across the business. The myth of downsides is far outweighed by the reality of engagement, productivity and profitability gains.

post was inspired by some of our clients as this is a topic that often rates as a challenging area. Trust is often spoken of as a “soft skill,” but in reality, it is the bedrock of effective leadership. Yet, it is one of the most misunderstood elements in the workplace. At its core, trust is the belief in the reliability, truth, and ability of others. It’s what enables teams to collaborate effectively, leaders to inspire, and organizations to thrive. However, when trust is damaged—especially after difficult decisions like letting people go—it can feel nearly impossible to rebuild. This blog will explore common misconceptions about trust, define what it truly is, and offer actionable tips for leaders to use trust as a superpower. Misconceptions About Trust Trust is Earned, Not Given:  Many believe that trust must be earned over time, but in reality, trust is a choice. Leaders can choose to trust their teams and set the stage for a culture of mutual respect. Waiting for trust to be earned can delay the formation of strong, collaborative relationships. Trust is Built Through Positive Experiences:  While positive interactions help build trust, how leaders handle negative situations often has a greater impact. Difficult conversations, such as letting people go, can erode trust if not managed with transparency and empathy. Leaders must recognize that how they manage tough situations is just as important as celebrating wins. Trust is a One-Time Achievement:  Some leaders believe that once trust is established, it’s permanent. However, trust is dynamic and requires ongoing attention. It’s not enough to build trust once; it must be nurtured continuously through consistent actions and communication. Rebuilding Trust: The Challenge of Letting People Go One of the most challenging situations for any leader is downsizing or restructuring, where team members are let go. This can create a ripple effect, eroding trust not only with the remaining team but across the entire leadership group. When trust is broken, it often stems from three key areas: Lack of Transparency:  When information is withheld or decisions are made behind closed doors, it breeds suspicion. Rebuilding trust requires leaders to be open about the reasons behind tough decisions and the future direction of the company. Poor Communication:  In times of uncertainty, clear and frequent communication is essential. Silence or vague messaging can lead to misunderstandings and further distrust. Leaders must over-communicate during these times to ensure everyone is on the same page. Inconsistent Behavior:  Trust is eroded when leaders’ actions don’t align with their words. If a leader promises support but fails to follow through, trust can be quickly lost. Consistency is key to rebuilding and maintaining trust. Using Trust as a Superpower Be Vulnerable:  Share your challenges and uncertainties with your team. Vulnerability fosters connection and demonstrates that you are human, just like them. Practice Active Listening:  Show your team that their voices are heard. This builds trust by validating their concerns and demonstrating that you value their input. Lead by Example:  Model the behavior you wish to see in your team. If you want a culture of trust, demonstrate trustworthiness through your actions. In conclusion, trust is not just a feel-good factor; it’s a critical component of effective leadership. By understanding and addressing common misconceptions, handling difficult situations with transparency, and consistently reinforcing trust through actions, leaders can transform trust into their greatest leadership superpower.