Glad you're here. Start in the Classroom: open "Start Here: Onboarding" (10 minutes). Then introduce yourself in the comments below. Tell us who you are and the one leadership challenge on your mind right now, and reply to two other people.

1. STAY Interview is built for retention for your current employees. 2. Exit Interview is an autopsy for a former employee. Which makes the most sense for success?

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.

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