The People Dude
Volume I | Issue 1
Better People. Better Business.
Here We Go!
Welcome to the very first edition of The People Dude Newsletter.
For more than 37 years, I’ve had the privilege of managing people, coaching leaders, owning businesses, and helping organizations build stronger teams. Along the way, I’ve learned that while products, technology, and markets change, one thing never does:
Great businesses are built by great people.
As a business owner, executive leader, and people operations professional, I’ve experienced the highs, the lows, the hiring mistakes, the difficult conversations, and the satisfaction of watching people grow into leaders. Those experiences have taught me lessons you won’t find in a textbook.
Yes, I have a couple of degrees, and I’m grateful for the education they’ve provided. But this newsletter isn’t about HR theory, complicated leadership models, or academic research.
It’s about real-world people leadership.
Every issue will be brief, practical, and filled with ideas you can put to work immediately—whether you’re a first-time supervisor, an experienced manager, a growing business owner, or a nonprofit leader.
My passion is helping leaders learn how to:
- Attract the right people
- Hire with confidence
- Coach for performance
- Develop future leaders
- Build accountability
- Create workplaces where great employees choose to stay
My goal is simple: help you become a better leader so you can build a better business.
For now, The People Dude newsletter is completely free. You’ll receive a new issue twice each month—on the 1st and 16th, packed with practical leadership ideas you can read in just a few minutes.
Here’s what you can expect every month:
Ask The People Dude
Real questions from business owners and managers, with practical, experience-based answers.
Coaching Corner
Simple coaching techniques you can begin using with your team immediately.
People Dude Tips
Quick leadership ideas designed to make an immediate impact.
Pulse of the Workplace
Current trends, challenges, and opportunities affecting today’s workforce—and what they mean for your business.
Why I’m Doing This
Over the years, I’ve been fortunate to learn from outstanding mentors, talented employees, business owners, and even a few difficult situations. Those experiences shaped how I lead today.
Now it’s my turn to give back.
If these newsletters help you avoid a hiring mistake, have a better coaching conversation, retain a great employee, or become a stronger leader, then they’ve accomplished exactly what I hoped.
My long-term goal is to earn your trust and your respect as a business professional—and become your go-to resource for practical guidance on everything related to recruiting, hiring, coaching, developing, growing, and retaining great people.
Thank you for joining me on this journey.
I’m excited you’re here.
Here we go!
Sincerely,
The People Dude
Better People. Better Business.
Pulse of the Workplace
Hiring hasn’t slowed down—but the way businesses find great people continues to evolve.
Online job boards like Indeed, LinkedIn, and ZipRecruiter remain the most popular recruiting channels, and payroll providers are increasingly offering recruiting solutions as part of their services. Social media has also become a powerful tool for attracting candidates and showcasing your company’s culture, making it easier than ever to reach potential employees where they already spend their time.
What about the old-fashioned employee referral?
Referrals are still valuable, but they don’t seem to carry the same weight they once did. One reason may be that employees are more hesitant to put their own reputation on the line. Many wonder, “What if this person doesn’t work out? Will it reflect poorly on me?” While referrals should remain part of your recruiting strategy, they may no longer be your primary source of talent.
The best recruiting strategy depends on the position you’re trying to fill.
For example, a part-time barista may be filled quickly and inexpensively through Facebook or other local social media groups. An Engineering Manager, on the other hand, requires a much broader search using multiple recruiting channels to reach qualified candidates.
Finally, don’t overlook your Careers page. On average, about 12% of applicants visit a company’s careers page before applying. Make sure yours is current, easy to navigate, mobile-friendly, and gives candidates a compelling reason to want to work for your organization.
People Dude Tip: Don’t rely on just one recruiting source. The best hiring strategies use multiple channels to reach the right people.
The People Dude
Better People. Better Business.
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