People Operations: Are Your Work Rules Benefitting Your Bottom Line?

Work RulesWhat would happen in your company if tomorrow the Human Resource Department was replaced with a People Operations Department? One answer: leadership might be taking the first step in transforming the culture by changing the labels and the rules by which it hires and engages its employees. It might be taking on some of the best people practices that Google has innovated and field tested within in its own company.

Laszlo Bock, former SVP of People Operations, takes you on a journey of failures, successes, and celebrations within Google, as leadership tried to attract the best talent and ensure all its employees succeeded. The results? Hundreds of accolades including #1 Best Company to Work for in the United States and in 16 other countries. If you lead a business or any organization, you’ll want to study and learn from Google who delivers the latest research blending human psychology with behavioral economics.

Bock (2015) shares the people strategies and tactics that leadership can use to lead their employees and teams to higher engagement, productivity, satisfaction, and reward. Google’s stated mission is to organize the world’s information, and in this case, they decide to design, collect, organize, and interpret data using its own 55,000 employees spread over more than 70 countries. Several of the more well-known business conclusions Google was able to prove:

  • You can learn from both your best as well as your worst employees,
  • You should only hire people who are smarter than you in some way, no matter how long it takes to find them,
  • You shouldn’t rely on your gut but use data to predict (Some may consider this one controversial).

The three Google lessons that are not mainstream business thinking but may make a difference in how well your company performs include:

  • Taking away managers’ power over their employees: Hiring, firing, promotions, and salary actions should be done by a committee using transparent data with managers only held responsible for coaching their direct reports to succeed in their work.
  • Paying unfairly because it’s the fair thing to do: Employee performance typically does not follow a bell curve, but a power curve. Your best employees should be rewarded multiples over your average producing employees.
  • Giving your employees more freedom than you’re comfortable with: Trust your employees more.

You might be saying, “These concepts would never be put into practice in my company.” That may or may not be true, but the challenge for all leadership is to be thoughtful enough to make the hard decisions that can champion change and spur their employees to collectively produce at the next level. You’ve likely heard the old saying that idiocrasy is doing the same thing again and again and expecting a different result. How does your organization need to change in how it leads people to get better results?

Is now the time to learn from actual field results and try to see how these concepts can work in your organization? I encourage every employee, supervisor, manager, and leader to pick up this book and find one or two concepts, rooted in research, that can be applied in life and in business to engage others more.  It’s easier and cheaper to learn from the successes of others who have paved the way.


Bock, L. (2015). Work Rules: Insights from Inside Google That Will Transform How You live and Lead. New York, NY: Twelve Books.

About the Author: Sandra Dillon is a professional coach and consultant with an extensive background in leadership, business development, and sales. She coaches individuals as well as designs and facilitates workshops. She has a passion to help organizations engage all their colleagues. You can learn more about Sandra by visiting her website at

Change Your Life By Changing Your Relationship with Money

Financial-Coaching 1

Your Money Relationship

Money can be a difficult topic to discuss because of our emotionally complex relationship with it and how we use it to create meaning in our lives. We need money for the necessities of life such as food, water, clothing, and shelter, but we also use money to achieve status, security, enjoyment, and control over our world.  How would you describe your relationship with money?

We typically have dreams involving our lifestyle, career/job, relationships, community, and faith. These areas of life are all connected and usually supported by a financial plan that prioritizes and balances income, spending, and savings. Two big questions we should all be answering for ourselves are: (1) What budget do I need to implement to help me achieve my goals, and (2) What financially based behavioral changes do I need to make to create the life I want? If you haven’t seriously thought about these questions in the past, answering them could be an intimidating task.

What is Financial Coaching?

If you need help creating a financial path out of the woods, a coach can be the partner who helps you to see the forest through the trees. Financial coaching is a partnership where clients learn financial skills, increase financial savviness, set goals, shape a financial strategy, and execute an earning/spending plan that helps them achieve both their short- and long-goals. A coach and client co-create the plan and brainstorm ways a client can successfully execute it.

Coaches also support their clients by identifying and fostering behavioral changes that will result in sustainable performance. The client’s money habits and goals need to be aligned and working in concert. Financial coaches keep their clients focused on positive financial behaviors while making allowances for missteps as these new money habits take form.

How Can a Financial Coach Help Me?

You will likely find yourself sharing the financial details of your life under a confidentiality agreement. Your coach will need an accurate picture of your financial situation and an understanding of your current behaviors/thinking that will either support or undermine you from reaching your goals.  You will co-create strategies to address risks that may disrupt your plan.

Financial CoachingCoaches monitor your progress, provide feedback, and make referrals as needed. Your financial coach will teach, encourage, support, and challenge you as you strengthen your financial stewardship.

Some clients may be financially savvy on the mechanics and skills of budgeting and long-term planning but only lack discipline.  In this case, a financial coach can still provide value by helping the client: (1) determine underlying sabotaging practices and their causes, (2) identify positive long-term financial behaviors, (3) practice new behaviors until they become more comfortable.

Your Next Decision

No matter what stage of life or age, it’s never too late to pause and decide to live out a new financial plan that excites you and gives you long-term peace of mind.  As someone once shared with me, “It’s ok to be old, and it’s ok to be broke, but it’s a terrible thing to be both old and broke.”  Don’t let lack of financial planning have you regretting your earlier choices.

About the Author: Sandra Dillon is a professional coach with an extensive background in leadership, life coaching, marriage, and finances.  She coaches individuals as well as designs and facilitates workshops.  She has a passion to help people be the best version of themselves. You can learn more about Sandra by visiting her websites at and

What Movie Best Describes Your Sales Team’s Performance?

Sales GraphBringing some humor to the topic, what movie best describes your sales team’s performance this past year? Does He’s Just Not That Into You characterize your primary customer relationships–those who buy from you until a better offer comes along? What about the movie Titanic? You’ve invested heavily in sales salaries, training, and tools. The sales ship has sailed, and revenue seems to have hit an iceberg and is sinking against expectations. Or is your team acting out one of the Rocky movies? With seven title releases, you may be asking, “Which one?” Is your sales team the underdog who diligently works the plan to become your customers’ major supplier, or the team who was once a sales champion and now finds itself working to reclaim that title?

Every sales team is filming its own movie. Whether the sales team will make an awarding winning film will be heavily influenced by several factors:

  • acting skill [sales people skills, experience, and competencies]
  • quality of the script [sales strategy and execution plan]
  • script appeal [quality of products and service]
  • passion of the actors [emotional engagement of the sales team]
  • director’s skill [sales leadership ability]

If all five elements of the movie are strong, you’re likely to produce a film that will draw a large audience [customers]. With the kick-off of a new year, I would encourage businesses/sales organizations to rate themselves on the above five factors using a scale of 1-10? Which area is weakest and how could you move that rating higher? What movie would you hope to have your sales organization reflect?

About the Author: Sandra Dillon is a professional coach and consultant with an extensive background in leadership, business development, and sales. She coaches individuals as well as designs and facilitates workshops. She has a passion to help organizations engage all their colleagues. You can learn more about Sandra by visiting her website at

When to Use a Coaching Facilitator to Achieve Business Breakthrough?

Group Coaching 2Some businesses struggle with developing strategy, implementing a plan, or even determining the best way of addressing an issue. With the pressure of delivering quarterly results, some companies operate in a continual fire-fighting mode. An ingrained fire-fighting culture can make it difficult for a company to think strategically or focus on the long-term. Skills that are not practiced become dull. When a business realizes it has lost its sharp edge and decides to tweak or change course, engaging a coach may be the best tool to pull out of the business toolkit.

If you are wrestling with a business issue or deliverable and having difficulty getting started or completing it, you may want to contract a coaching facilitator. Coaching facilitators can be used to help companies:

  • create high functioning business or functional teams
  • develop business, strategic, and execution plans
  • solve pressing problems
  • build effective processes

Coaching facilitators are typically professional coaches skilled in business, facilitation, human behavior, and strategic thinking. They will help facilitate the journey of the team through team development, problem solving, decision-making, planning, and goal achievement. A coaching facilitator embodies the best attributes of coaching and facilitation and leads the group through a process to identify the issue, bring forward all the information, brainstorm and vet all ideas, decide on a course of action, assign responsibilities, and hold people accountable.

What can you expect from a coaching facilitator? Look for one that will:

  • Work with the team leader to define the issue and team composition
  • Provide administrative support and facilitate the meeting as well as manage the overall process
  • Uncover the team members’ feelings and gut level reactions to an issue
  • Draw out the facts and focus the attention of the team on the issue
  • Help the team to collect data and brainstorm ideas and solutions
  • Ensure full participation of the group members
  • Draw out meaningful dialogue to broaden perspective
  • Challenge and provide feedback to “group think” behaviors
  • Get team to decide on a course of action
  • Help team to frame SMART goals
  • Motivate and encourage the team
  • Help the leader hold the team accountable

Over time a coaching facilitator should help the team operate more effectively on their own, based on the team working through the same general process. The process will become a practiced way of approaching strategy, business plans, and problem-solving. A coaching facilitator can also train selected employees to serve as coaching facilitators for a company’s future endeavors.

About the Author: Sandra Dillon is a professional coach and consultant with an extensive background in leadership, business development, and sales. She coaches individuals as well as designs and facilitates workshops. She has a passion to help organizations engage all their colleagues. You can learn more about Sandra by visiting her website at