Newsletter Archives

“Think of burned-out employees as canaries in the coal mine. When the canary keels over, we acknowledge that the environment is hazardous — we don’t tell the canary that it should take a long [...]

You probably spend time thinking about differentiating your practice in the eyes of the potential client. You should be doing the same thing when it comes to the potential hire. What does that mean?

BV practices are busy. That’s one of the key drivers of the demand for experienced talent. Another is the high number of BV talent who are leaving. Where are they going?

If you’re doing an exit interview with an employee who is moving to another BVFLS practice, you’ve already lost. Is there something you could have done to avoid being in this position?

Thanks to Sebastian Junger’s book and the movie that followed, ‘perfect storm’ is a regular part of our lexicon. These days, the term seems to apply to the VFLS profession. What’s going on?

Accountability is the backbone of a successful BV Practice. It is not simply taking the blame when something goes wrong. It is about delivering on a commitment and responsibility to an outcome. [...]

There has always been a talent shortage in BV. It’s connected to the fact that BV is a business of judgment, and too many young professionals leave before they get the experience that leads to [...]

Sometimes a delayed start date is just what the doctor ordered for your hiring situation. The candidate likes the opportunity but, for some reason, can’t make a move for another sixty days or so. [...]

Of course, you say you want winners. It's critical to your success and to your company's success. You probably do your best to hire them: the people who know what they have to do and are willing [...]

Mis-matched expectations are a big part of why young BVFLS professionals leave. The mismatch starts at the time of hire. Both sides have them, but you’re the only one who can do something about [...]