We all know that there are only two important emotions, love and fear. If we come from fear we are often coming from a position
Cultural transformation is an important subject for any mid-sized organization, because when you have a thriving, engaged workforce you have a company that is innovative
I had the recent pleasure of interviewing author and thought leader Glenn Llopis. A few year ago we did a podcast about his book “Earning
I had the pleasure of being able to interview author Richard Barrett about his book entitled ” The Values Driven Organization“. According to Richard values driven organizations are the most successful organizations on the planet. So what are values-“they are the ideals and customs of a society toward which the people have an effective regard”.
So why should you care about making your company driven by its values. The reason is that values driven organizations have employee engagement levels that are significantly higher, and this equates to an earning of 3.9 times the earning per share compared with organization where employees have low engagement. Gallup recently conducted a survey about employee engagement and found that 29% of US employees were actively engaged, 55% were not engaged and 16% were actively disengaged. The cost to organization of this level of disengagement is about $17, 500 per employee.
So if you want do you have to do to improve the engagement of your employees : 1) make your baseline rewards sufficient and fair. 2) have a congenial working atmosphere 3) give your employees autonomy and freedom 4) give them opportunities to pursue mastery, learn and excel in their field of expertise. 5) allow them to work with purpose.
If you are interested in learning more about creating the best conditions in your organization to improve the performance and profitability of your company please listen to my interview with Richard Barrett one of the foremost experts on organizational and cultural transformation.
To learn more about Richard Barrett his company Values Centre please click here to be directed to his website.
I recently had the pleasure of conducting another interview with Richard Barrett about his new book entitled “The Metrics of Human Consciousness“. In our interview we discuss the seven levels model of human consciousness that Richard developed to assist his clients in better understanding their employees as well as helping to move the organizational consciousness in a positive direction.
Richards seven levels are 1 ) Surviving-Satisfying your physiological needs 2) Conforming-Satisfying your needs for love and belonging. 3) Differentiating-Satisfying your need for respect and recognition. 4) Individuating-Satisfying your need for freedom and autonomy. 5) Self-actualizing-Satisfying your need to find meaning and purpose in life 6) Integrating-Satisfying your need to make a difference in the world.7) Serving-Fulfilling your destiny by caring for the well-being of humanity and or the planet.
Richard states that our level of consciousness changes as our values change. He provides a really cool website where you can take a 5 minute assessment to measure your level of consciousness. After you complete the assessment his organization sends you a report so you can see where your values lie on the human metrics of consciousness.
I hope you enjoy another great interview with Richard Barrett. If you want to access the free-assessment please click here to be directed to the assessment page. If you want to learn more about Richard Barrett and Values Centre please click here to be directed to his website.
This interview is with the remarkable Diana Rivenburgh on here most recent book “The New Corporate Facts of Life.” In this book, Diana can show business leaders how to seize and profit from the opportunities born every day in this new era of catalytic change. This book will arm readers with practical models and tools in order to rid your business of outdated and useless practices and to bring it up to speed with modern influences.
Diana Rivenburgh has 25+ years experience with organizational and leadership development, change, consulting and strategy creation. She has her M.S. in Positive Organizational Development and Change from Case Western Reserve University and her B.S. in Business Administration from New York Institute of Technology.
Learn more about Diana Rivenburgh at strategic-imperatives.com. You can also purchase “The New Corporate Facts of Life” here.
The new book Holacracy-The New Management System for a Rapidly Changing World is a book that will get anyone in business thinking about how to organize their company. As a matter of fact, many major companies have embraced Brian Robertson’s Holacracy System including the forward thinking organization Zappos.
In my interview with Brian we take an in-depth look into how to design an organization with this new management model. Holacracy is a combination of individual accountability, team transparency, and flexible, face-paced tactical meetings to help in creating greater levels of efficiency, adaptability and productive operations. Holacracy also develops absolute habits of making commitments about when you will deliver a particular project or action. For instance in tactical meetings you capture next action, but do not attach deadlines or commitment to them. You might be asking why? Committing to deadlines has downsides and obscures a more dynamic, reality-based approach. Brian states that by accepting the next action item in your role, is by definition making the commitment to continuously track the action, and to consciously do the action as soon as it becomes the most important item among your possible actions.
I encourage you to listen, take notes and learn from Brian Robertson a man on a mission to transform how organization run, and how the cultures are transformed. He has a fascinating approach and one that is worth your investigation of time to understand. If you want more information about Holacracy you can click here to be directed to his book site, or click here to be directed to Holacracy.org.
This podcast is the second in my series with author Ari Weinzweig the author of “Building A Great Business”.
In my previous interview with Ari we spoke about ” Managing Ourselves” where we discuss everything from visioning to the 12 Tips of More Effective Self-Management.
In this interview Ari weI focus on the 12 Natural Laws of Building A Great Business. One thing that Ari knows for certain is that a strong inspiring and strategically vision leads the way to greatness—especially if you write it down. Ari teaches a great technique for writing your vision. He calls it the “hot pen’ technique. Pick up your pen and just keep writing 15, 20, 30 minutes whatever it takes to articulate your vision in word pictures that you can see and believe your vision manifesting.
He also has a tip that you need to “give your customers a really compelling reason to buy from you”. Now while this seems obvious— when was the last time you had a bad meal at a restaurant and failed to tell anyone, but you said to your spouse we will never recommend or go back to that establishment. It happens all the time, and because the restaurant not only served a subpar meal, but your service was most likely lacking you had no reason to do business with them again. The combination is a disaster in the food service business.
I encourage you to listen to and learn from one of the wisest men in the food service business speak with me about 12 Natural Laws that when applied to both your personal and business life they can transform an organization and the people that work within the organizations.
If you want to learn more about Ari and his trilogy of books please click here, or if you want to learn about his training company Zing Train please click here to get information about the various training programs.
Enjoy this great interview with a wonderfully engaging author, businessman and civic leader Ari Weinzweig.
I happen to be listening to a podcast that the Robert Greenleaf Center for Servant Leadership was hosting , and I heard an interview with author Ari Weinzweig the author of a trilogy of books entitled ” A Lapsed Anarchist’s Approach to Managing Ourselves”, “Being a Better Leader” and “Building a Great Business” all in the Lapsed Anarchist’s series. I was so taken by Ari’s approach to how he built and ran his organizations that I invited him to be on Inside Personal Growth. In this interview about his book “Managing Ourselves” Ari and I discuss the 12 Tips for more effective self-management, which are truly gems and so important to learn on our path of self discovery and personal growth. Tip one (1) is “Get to Know Yourself”, now while this seems simple most of us spend a lifetime going deep into our soul seeking to better understand our best attributes and qualities as well as how to improve the ones that frequently get in the way and don’t serve us as becoming better human beings. The second Tip Ari speaks about is “Honoring Your Emotions.” We all know the line “leave your emotions at the door” when you go to work. As Ari states that is utterly impossible—our emotions go with us wherever we go but we can learn to monitor and manage them so they don’t get in the way of what we are trying to accomplish. The entire list of 12 tips are in his book, as well you can go to his website to learn more. I know that you will receive a lifetime of personal and business wisdom from my interviews with Ari. I highly encourage purchasing Ari’s trilogy of books and to learning more about his organization Zingerman’s by clicking on the link here. He has also created Zing Train a training organization based in Ann Arbor, MI with a mission to help organizations better serve both their customers and employees. To learn more click here to be directed to the Zing Train website, or click here to be directed to the Zingerman’s Facebook page.