Do you know the difference between them?

By the time you're asking someone why they're leaving, the decision was usually made weeks or months earlier. The exit interview tells you what happened. It rarely changes the outcome. The better question is why leaders wait until someone has one foot out the door. High-performing organizations don't wait for resignation letters to learn how their people are doing. They conduct STAY interviews instead, built around five questions: • What do you look forward to each day when you come to work? • What are you learning here, and what do you want to learn? • Why do you stay here? • When is the last time you thought about leaving, and what prompted it? • What can I do to make your job better for you? These conversations don't guarantee people will stay. But they give leaders something an exit interview never can: time to act. Most turnover isn't a surprise. It's a series of small signals leaders either notice or ignore. The goal isn't better exit interviews. It's fewer of them. Start with STAY interviews.

Most of you have probably heard me say, "Stop hiring for skills only to fire because of behaviors." This article will explain that. https://www.linkedin.com/feed/update/urn:li:activity:7480634429183447040/

Who else wants things to be perfect? What success is holding you back in “protection mode?”

It creates a gravitational pull toward protection rather than progression. What areas in your business have you had success or in your relationships where you’ve had success? Are you operating as protection and not progression?