People only do 3 things: when you get right down to it people only do Good Habits, Bad Habits, & New Things. People judge themselves continuously…they know right for them, wrong for them…i.e., they know their Good Habits from their Bad Habits. And, everyone knows it is difficult to jump from Bad Habits to Good Habits. When we try to do that, most times we fail. To bridge the gap between Good Habits and Bad Habits people need to do New Things…new actions. To create change: forget the Bad Habit ever existed, introduce the Good Habit, and then focus 100% on the New Things.

Most people do not take the time to understand the most-important things about themselves. Most people do not make a habit of analyzing, I mean really thinking about, their personal values, their personal goals, and the people-things that impress them the most. Most people do not think about how these personal things are intertwined with everything they experience during their workdays. As a result, most people have a much more difficult time at work than is necessary.

Most people enjoy a variety of games: sports games, card games, board games, etc. Most games are governed by many well-defined and detailed rules. Most people embrace rule-laden games. Yet, often people resist the rules of business. Why is that? The answers to this question provide the master keys to converting strategic business thought into successful business action.

Facts about Bosses:

• in general, bosses do not like it when people bring problems to them and
• if they have to choose between problems and solutions then bosses much prefer to see and hear solutions.

People should not be annoyed by their problems or afraid to use the word ‘problem’. Instead people should understand, for every problem that visits them they can come up with 2 solutions and, from time to time, they will uncover opportunities where they used to see the problem.

1. Fire when the cost of presence exceeds its value: that's on the self-serving end of things [...and that is one of the ends]
2. Fire when bad habits violate master rules: have as few rules as possible; know where lines must be and will be drawn
3. Fire when troubling attitudes become contagious: protect your Culture
4. Fire when skills do not keep up with change: not ruthlessly; in planned ways...after training & education have been exhausted, without success
5. Do it yourself, don't delegate your way out of it: it's about courage and confidence [...these are 'in action', one way or another, for both parties...choose the better course]
6. Be concise, yet not rushed: no value in prolonging the stress [...and you better experience some stress, otherwise you are too accustomed to firing people and you will not handle it well]
7. Be calm and clear, and not insensitive: expect emotional reactions and negative feedback and know exactly how you will not react poorly to it
8. Be kind, and decisive: this is not a time for negotiation
9. Be overly fair about money
10. Help the person find a more-suitable job: remember, whenever you are firing people you are firing good people

1. Know how to communicate the essence of the role, seek simple descriptions; avoid lengthy series of tasks and responsibilities
2. Magnetic job postings - show your difference...less is better than more
3. Discuss the good, the bad, and a little taste of the ugly; be open and candid, open the door for trust
4. Share Thoughts about Vision - everybody has dreams of a better future; don't just talk - ask and listen
5. Talk about Values: courageously paving the path for Culture; again, don't just talk - listen
6. Talk about money: confidently setting the proper 'money pace'...and listen
7. Talk about boundaries: introducing master rules, with conviction; consider differences but know where lines must be drawn
8. Talk about talents: illustrating true curiosity...everyone has talents; few truly understand their talents
9. Share stories - about best bosses, role models, mentors and heroes, especially heroes
10. Discuss hobbies - understand how hobbies parallel and/or cross business know-how