Hey there,

This month is all about your people. Your team. Your organization. We're sharing every strategy of how to bring out their best at all levels.

We see that 9 times out of 10, employees are typically undervaluing their own strengths and missing or ignoring their blind spots. This is where 360-degree feedback comes in giving you every data point you need to support them.

It's not just data and feedback that supports your team. Tapping into their motivators is the key to building a race-winning team where strengths are recognized beyond just the race car driver.

While both feedback and assessment and strength-based team development are critical, it all comes down to securing Job F.I.T. from the beginning.

And even if you do everything right in all three of those areas, there still might come a time when you need to address performance issues. When the time comes, use our guaranteed-to-work three-step process.

In the midst of all that, remember this ultimate privilege we share.

It's also a privilege for me to share this space with you in your inbox. Thank you for subscribing, for reading, and for doing your part in building a Wake Up Eager life. I appreciate you!

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Receive every data point you need for you, your team, and organization to succeed.

Imagine harnessing feedback from all angles—colleagues, supervisors, subordinates—to gain a comprehensive view of performance and opportunity.

Are you building a race-winning team?

In the fast-paced world of Formula 1, success isn't just about the driver getting to the finish line first — it's about assembling a diverse team at each stop.

The same exists on your team and in your business.

Correctly Hire for Job F.I.T.



If you’re a hiring manager overwhelmed with process and people, keep it simple and remember...

Hiring for Job F.I.T. will streamline your interview process and ensure superior performance from your new hires without adding more to your plate.

Practical Quick Guide for Addressing Performance Issues

You're not alone if you struggle to handle performance conversations. Many business leaders struggle with having them and teaching their managers and direct reports how to handle them, too!

This is a guaranteed-to-work three-step process.