Mark SamuelI was introduced to author Mark Samuel by my good friend and author Jonathan Ellerby.  His book entitled ” The Power of Personal Accountability” is really a wonderful read for anyone who is interested in taking action with relation to your desired outcomes.

During our dialogue in this interview we discuss Mark’s “Personal Accountability Model” which has two loops.  The first loop is that of being a victim, and the second loop is that of being accountable.  What I find interesting is that accountability is all about a choice.  If a situation arrises and we set our intention to become accountable, then we own the outcome and it is so much more empowering.  On the other hand if we choose to be the victim, them we frequently go into the blame game and rationalize our actions.

Mark has identified “forgiveness” as one of the legs on his accountability loop.  As Mark states ” forgiving others–and one’s self–is like hitting the “un-scribe” button in response to those annoying e-mails you get, which you never asked for.  That unsolicited spam is just there, taking up space in your e-mail box, taking time in your day. They don’t add anything; they’re just a nuisance. The same holds true for those judgments: they take the place of creative thoughts, of loving thoughts.

If you are at all interested in learning how accountability to yourself and other can empower you, and propel you into understanding the power of your stated actions and desired results then you need to listen to this interview with author Mark Samuel.  Mark has been teaching classes and conducting seminars for years empowering people about accountability.  Through self-examination you learn the most important thing, to have control over yourself.
If you would like to learn more about Mark Samuel then I would recommend that you visit his website by clicking here.  Enjoy this wonderful interview with a master in accountability, Mark Samuel.

Roger ConnorsI recently interviewed author Roger Conners, and was so intrigued with the message that I invited him back to discuss another one of his other successful books entitled ” The Oz Principle“.

Many of us who are involved in the personal growth and human potential fields know that one of the first things we learn is personal responsibility.  This concept is at the cornerstone of being in integrety, and living a life of authenticy.  In my interview with Roger we discuss the “Oz Principle”  which by the way is borrowed from the characters in the Wizard of Oz.   I know everyone remembers the journey of Dorothy and her cast, the Tin Man, The Scarecrow, and the Lion.  And if you remember all of them were seeking something to make them whole, and they all were victims.

One of the most challenging situations for individuals and organizations is when they get into the cycle of being a victim as Roger explains it.   In this book Roger explains how the attitude of victimization has captured businesses everywhere in a chocking stranglehold.   In the book Roger explains why people in organizations must avoid the debilitating effects of the victim cycle in order to achieve results.  Also revealed are the “Steps to Accountability” as the key to obtaining what you desire, or yourself, your team and your organization.

If you are at all interested in creating personal accountability in conjunction with organizational accountability, then I highly recommend that you obtain a copy of “The Oz Principle“.  It is a must read for any person in management seeking to improve the performance of their organization, and create a happier, healthier and more creative organizational culture.  If you would like more information about the “The Oz Principle” please click here to be directed to the Partners In Leadership website.
I hope you enjoy this interview with a very knowledgeable change agent Roger Conners.

 

Craig NealI have known Craig Neal for a number of years, as a matter of fact I attended one of his “The Art of Convening” meetings at the Gap in Northern California several years ago.   I recently reconnected with Craig and had the opportunity to discuss his newly released book entitled “The Art Of Convening-Authentic Engagement in Meetings, Gatherings, and Conversations“.

If you are like me, you have attended lots of meetings during your career and frequently walk away wondering “why” did I attend?  If you have ever asked this questions, then Craig’s new book “The Art of Convening” is a must read.

In my interview with Craig we discuss what he refers to as “authentic engagement”.  Authentic engagement is , simply, a genuine expression of what is true for us, and an attentive listening to what is true for another, or others.  Why this simple human interaction often eludes us can be a matter of habit, distrust, faulty modeling, lack of attention, or fear.

Craig has created a wonderful model in the book that assists “the convener” in understanding the art associated with creating a gathering.  The model is referred to as the “convening wheel” and at the center is “The Heart of the Matter” with eight adjacent spokes:  Clarifying Intent , The Invitation, Setting Context, Creating the Container, Hearing all the Voices, Essential Conversations, Creation, Commitment to Action.   Craig states that there is a lot of pressure in our lives to go, go, go all the time–to drive to results and spring into action, often before the actions’s optimal time has come.  It’s counterintuitive to take the time to reflect on how we ill be in relationship with others. In a way, we have to slow down and do the internal due diligence to know what results we really want to drive and when it is time to take the action.
If you are at all interested in better understanding how to hold meeting with meaning, purpose and aligned outcomes then I highly recommend that you obtain a copy of “The Art Of Convening“.  This book will instruct you with essential questions to better understand your purpose, your meetings purpose and the associated actions you really would like to achieve from meetings, gatherings and most importantly conversations.  I hope you enjoy this interview with one of the masters in the business of “authentic engagement”.

You can learn more about Craig and Patricia Neal the authors by clicking here to be directed to their website.

Roger ConnorsI recently did an interview with Roger Conner the author of “Change the Culture, Change the Game“.  In our dialogue together we discuss the importance of having a organizational culture of accountability.   As Roger states in the book, either you will manage your culture, or it will manage you.   Organizational culture is nothing more that the way people think and act.  Every organization has a culture, and they either work for you or against you.

Roger and I discuss what he refers to at the Results Pyramid, which is the tool that his organization uses to help create accountability within organizations.  At the core of the Results Pyramid are the experiences, beliefs, actions and ultimately the results that are created.   So the leaders of the organization must create the needed culture, the culture produces the results, the most effective culture is a culture of accountability then this helps transition the organization into one with a competitive advantage.  Sounds simple doesn’t it.  Well hold on just a minute—this only happens when the people in every corner of the organization make the personal choice to take the Steps to Accountability–and each step builds on the previous one.

So what are these steps of accountability that are require to produce results.  1) See it– means moving Above the Line or staying there whenever a new challenge arises.  2) Own it-means being personally invested, learning from both successes and failures, aligning your work with desired company results and acting on the feedback you receive. 3) Solve it-requires persistent effort as you encounter obstacles that stand in the way of achieving results.  When you take this step, you constantly ask the question “What else can I do?’  4) Do it– the final step in the process, represents the natural culmination of the first three steps–it means doing what you say you will do.

If you think that this stuff is just for business people, think again.  The basic principles that Roger speaks about in this book are so important to your own personal growth and development.  If you follow the sound advice in the book about being personally accountable, not only to yourself but to those you work with you will find a wonderful transformation in your personal life.  You can only imagine the amazing results that occur when you can get a whole organization where personal accountability is the guiding light for the employees.  This is a company that you will want to do business with.

I highly recommend that you obtain a copy of “Change the Culture, Change the Game“.  It will give you the guidance both personally and professionally in creating cultures of accountability, once you know the forumla for creating accountable people,  positive organizational transformation is bound to occur.
If you would like to learn more about Roger Conner’s and Partners In Leadership  please click here, and enjoy my interview with Roger.

 

Laurence KotlikoffI throughly enjoyed my last interview with Larry Kotlikoff  about his book “The Coming Generational Story“, so we decided to do this interview about his new book entitled ” Jimmy Stuart is Dead-Ending the World’s Ongoing Financial Plague with Limited Purpose Banking“. You will also be treated to another interview about his book entitled ” Spend til The End” in another future podcast.

I think that most people are aware of the movie “It’s A Wonderful Life” with the trustworthy  banker George Bailey played by Jimmy Stuart saying he was going to guarantee his depositors money.  The correlation between Larry’s book and the movie,   is that there no guarantees even in the banking business.  As a matter of fact the current economic mess is due to the fact that our banking industry invested in unsecured mortgage backed securities, which we all know completely collapsed.

In my interview with author Larry Kotlikoff he proposes a strategy that he believes would solve many of these problems moving forward.  Larry refers to the system as “Limited Purpose Banking”.  So just what is “Limited Purpose Banking”?  As Larry states “It’s a simple and very low-cost change to our financial system, which limits banks to their legitimate purpose, namely connecting borrowers and lenders and savers and investors.  In my interview Larry refers to mutual funds as an example to explain how it works.  Mutual Funds have been around for a half century, they only invest the money they collect from investors and do not borrow or leverage the dollars deposited by investor.  While they are subject to the risk associated with the underlying investment in stocks etc, they are not leveraged so the mutual fund has limited risk.

Under limited purpose banking, all banks-all financial and insurance companies with limited liability that are engaged in financial intermediation–would operate as pass-through collectors of securities.  That is, the banks would simply function as middleman.  They would never themselves own financial assets or borrow to invest in anything except those specified assets, such as computers, office furniture, and buildings, needed to run their mutual funds operations. Hence, banks would never be in a position to fail because of ill-advised financial bets.

If you think about what author Larry Kotlikoff is proposing it makes lots of sense, it also would prevent from another collapse like we have just experienced in the banking industry.   If you are at all interested in reading about some of the malfeasance that lead to our current financial collapse, and want to know what one very bright economist is proposing to help regulate our banking industry moving forward then I highly recommend that you read “Jimmy Stewart is Dead”.

Please enjoy this great interview, and visit Larry’s website for more information.

Nick McCormickI recently interviewed author and consultant, Nick McCormick, who’s new book entitled “Acting Up Brings Everyone Down” is a great read for anybody managing employees.  In our interview together we discuss the reprocutions of childish behavior in the workplace and the effects is has on productivity.

We have all known someone at one time or another that just loves to fuss about whats going on in the office.  Nothing is ever right, and they have a tendency to place blame for what is not right outside themselves.  This example is common, and as Nick explains, it is the  job of the manager to help the employee to understand that they need to start taking responsibility for their actions.  Many of the stories that Nick uses in the book to get his point across are one we can all relate to as children.   Nick develops a wonderful correlation between the behaviors we expressed as children to similar behaviors that get acted out in the workplace.

Acting up Brings Everyone Down” also has wonderful “do’s” and don’t” at the end of each chapter, these summary “do’s” and “don’t”  give a summary of the actions that managers can implement within their organization to overcome the childish behavior and have the employees start taking responsibility for their actions.   This is a wonderful book and a very quick read, which is what every manager in the workplace needs.  I would encourage anyone who deals with people in a work environment to read this book, and most importantly implement Nick’s recommendations.
If you would like more information about Nick’s new book, please visit his website by clicking here.  I hope you enjoy this interview with author Nick McCormick about the challenges all managers are faced with in managing employees.

Doug DickersonI believe that Doug Dickerson has written a book that not only leaders need to read, but everyone.  Doug’s new book entitled ” “Leaders Without Borders-9 Essentials for Everyday Leadership” really spells out the necessary attributes and skills that one needs to be a great leader.  He discusses the “why” of leadership not just the “how-to”of leadership.

We are all leaders, no matter what our occupation, and one of the keys to being a good leader is to remove “the borders” as Doug mentions.  Frequently, we are influenced by other’s good opinions of ourselves or we listen to the little voice within us that is limiting our human potential as a leader.  We need to identify these factors, and remove the borders allowing us to flourish us much better people and leaders.

One of the most important aspects of becoming a good leader is our ability to be optimistic.  Optimism is not only a positive attitude but the ability to move forward in the throws of adversity.  Doug speaks with me about the three (3) factors associated with someone who is optimistic.  1) The factor of positive response.  This factor is associated with how you react to a problem or circumstance that is out of your control.  If you can keep a cheerful temperament then your customers, family, or co-workers are going to react so much more favorably.  2) The factor of positive attitude.  Doug quotes Herm Albright’s observation: ” A positive attitude may not solve all of your problems, but it will annoy enough people to make it worth the effort”. What a great quote and axiom to follow. 3) The factor of positive perseverance. When you choose a positive response to negative circumstances, you begin to experience exponential growth as a leader.

Doug’s new book “Leaders Without Borders” is a great book to read, and is packed full of wonderful stories and examples of leaders that we should all model.  If you are looking for a short, easy to read book with new information on the attributes of leadership, as well as, revisiting some of the ones we always need reminding of, then you have come to the right place.

Please visit Doug’s website for more information, videos, and writings on the subject of leadership.  Also if you would like to purchase the book please click here and you will be directed to the Tremendous Life book store.

Enjoy my interview with a wonderful man and a great leader himself.

mick ukleja headshotI met author and thought leader Mick Ukleja at the Innovation and Humanities Summit that was held on the campus of Chapman University in Orange, CA.  I was certainly fascinated by his topic about “Managing the Millennials” also the title of his new book.

If you have not been following the generational differences, the millennials are the generation born between 1987 and 1996.  The curiosity for Mick’s work began a few  years ago when his consulting firm began to notice the frustration among manager and business leaders with integrating younger workers into their organizations. Activities that in the past had been relatively straightforward–like recruiting, retaining, and rewarding–now seemed more challenging than ever.  60 Minutes, the CBS television journal, even did a report about the millennial phenomena where stories portrayed reactions that ranged from amazement to incredulity to outrage.

Mick’s firm GeNext Consulting decided to so some research with both the managers who were having challenges, and those where were effective in their management of the millennials. They analyzed thousands of statements collected during interviews with both managers and Millennial employees and found a pattern of responses that they referred to as perceived orientations.  As many of us know perceptions are not necessarily reality, but perceptions acted on or unchecked often become reality and contributed to the tension between the managers and the millennials.

It is my perception after having personally worked with many people from this generation that they are one of the brightest generations to have graced our planet.  Their focus is work-life balance, reward, self-expression, attention, achievement, informality, simplicity, multitasking, and meaning.

The bottom line is that if managers want to learn how to ease the conflict and tension, which frequently are based on the biases and perceptions which as mentioned are often not reality, then they would best treat the millennials by including them, engaging their opinion and disarming them by treating them as equals.  Millennials will react much more favorably, and many of the differences will vanish.

As Mick points out there seem to be two camps with respect to perspectives about Millennials. One camp believes that Millennials are victims of ‘trend inflation”, meaning that the media has created how they are perceived and consultants are creating a niche industry as a result.  Millennials are bright, motivated and great to have around.  The other camp see millennials as free agents lacking loyalty or commitment to their organizations.  However you want to view millennials they are here to stay, and it would be best to learn how to work with them in harmony.

Mick’s new book certainly provides the reader with the knowledge and insight into how to best lead and work with the Millennials.  Please go to his website by clicking here to get more information on working with Millennials, and enjoy this great interview with Mick Ukleja.

Jeanne Meister I had the wonderful pleasure of interviewing Jeanne Meister the co-author of a new book entitled, “The 2020 Workplace“.  The purpose for me reaching out to Jeanne and conducting this interview is that Jeanne and her colleagues spent an extensive amount of time researched  the workplace of the future and their findings are quite revealing for both the employee and the employer.

If you are anything like me, you are probably wondering how our workplace is going to change and what are the predictions for the future.   The First major change is that you will be hired and promoted based upon your reputation capital.  As a matter of fact, reputation capital is going to be the top currency in the 2020 workplace.  Reputation capital is the sum total of your personal brand, your expertise and the breadth, depth and quality of your social network.

The Second prediction is that your mobile device will become your office, your classroom and your concierge.  Mobile phones and tablets will be the primary connections tool to the Internet for most people in the world in 2020.

Third, the global talent shortage will be acute.  The global competition for highly qualified workers will take shape int 2020.  Beside there being five generations in the workplace, there will be a shortage of certain skills, not just workers. Fourth, recruiting will start on social networking sites. Recruiting for the vast majority of professionals jobs will start in one of the highly trafficked social networking sites, such as Facebook, LinkedIn, YouTube, Twitter and Second Life. Fifth, Web commuters will force corporate offices to reinvent themselves.  Knowledge workers are increasingly choosing to work at “third places” which means informal public places such as cafes, coffee shops, hotels, book stores, etc.

There are 20 predictions that Jeanne and her colleges have developed as a result of their research, and believe me “The 2020 Workplace-How Innovative Companies, Attract, Develop, Develop and Keep Tomorrow’s Employees Today” is a must read for anyone wanting to learn more about how our workplaces are going to evolve.

This book is also recommended reading for upper management of organizations wanting to compete with the global workforce.  One thing for certain, we are going to see lots of changes, and your ability to embrace the changes will determine both your personal and organizational success.

If you would like more information please visit “The 2020 Workplace” website by clicking here.  Enjoy this very engaging interview with Jeanne Meister a true thought leader and futurist in the field of trends in the workplace.