Michael, I would be happy to meet with you when you come to present at the CCL in Greensboro, I am located in W-S. Please email me at firstname.lastname@example.org and we will see if we can set something up.
Saw you were online. You made the generous offer of your book. Does that still hold. Perhaps we can have a conversation about how to do this in the best possible way for both you and our members. I am in Vancouver right now but I will tray and reach you in the near future.
I only had the beard for the briefest of times. Unfortunately I liked the picture I got so I will have an avatar with a beard and a real life without. Perhaps the best of both possible world.
Hi Michael, sorry it's taken me so long but I just read your Connection Culture paper and had to tell you it's hit a direct nerve both for my work and personal life! I lost my mother to cancer so after composing myself through the first part (thank you for the glimpse into your family life and your courage in sharing the story), I was really intrigued by your points on the business impact of connecitons. My own team is working to 'role model' this type of culture and behavior - this will be a great thought-provoking tool for us to talk more about.
Thanks and I'm sure I will have some questions for you soon!
Hello to Micheal and Faye. I'm glad David highlighted the work you are doing. I have some short stories for you - good and, well not so good. If you would like to drop me a note we can exchange emails then I can tell you more about what I have and whether it's useful and interesting to you.
Many thanks Michael! The page you sent is a good start. But I agree, it would be very powerful to have a collection of short stories from an array of different types of organizatins highlighting what they have done, why, and what they are achieving. So far I haven't generated anything out of my call of this to the network but there are a number of things online if one has the time to dig.
Hi Michael: I posted a reques for short case studies/stories that capture what an organization has done to improve employee engagement. I'd like to find things that talk not only about what an organization has done, but why and what the results were. The more motivational and practical the better! My hope is I can use stories from other places to help people better understand what employee engagement is all about and encourage their participation in it within their organization.
Terrence Seamon kindly replied and suggeted that I be in touch with you as you have collected some stories.
If you have any that you can share I would greatly appreciate receiving them.
Thanks in advance for anything you can pass along!
I wanted to let you know that I enjoyed your book - and actually have one of my own coming out in January. Our titles are similar (mine is Fire Up Your Employees and Smoke Your Competition; How to Invite, Incite and Ignite Employee Performance). We both focus on soft skills - the power of connection on performance. My book is more of a How To resource. It identifies a new process to first invite (attract) employees through a review of the components of an employee-focused culture and a signficant set of chapters on talents, hiring for talents and talent-based interviewing. It then looks to incite (activate) employee performance by a review of job sculpting and performance expectations (helping employee feel emotionally connected to their work and to encourage them to think and act like owners). The third component of ignite looks to create that powerful relationship between employees and managers by learning how to coach daily performance (feedback) and hosting career conversations that look to the future. These three areas engage employees, show managers how to shift from command-and-control and move to engage-and-isnpire. The reader is lead through the process with interactive exercises that they retrieve from the supporting website. This book is due out in January 2009 - the supporting interactive website is under construction to be ready at the same time.
I look forward to sharing the book with you and to participate in discussions a about performance and talent management. Thank you for your contribution to the topic...and I look forward to your future writing.
Mike Kanazawa suggested I contact you regarding book publicity. My book, "Primal Management: Unraveling the Secrets of Human Nature to Drive High Performance," will be published in April by the American Management Association (AMACOM Books). Since I am a first timer, I am interested in learning the book-publicity ropes from more experienced authors.
I would be very interested in learning what publicity initiatives gave you the most bang for your buck. Also, did you hire an outside publicist to augment the efforts of your publisher's publicist?
Your book was well received on Amazon.com (four out of five stars). It also appears, based upon the reviews written about your book, that our recommendations and approach to human motivation are quite similar.
Are you available this week for a chat? I think it might be mutually beneficial.
Paul Herr MS, MBA
Author of Primal Management
Ask yourself: Do you work better in the morning and in the evening? Take off every afternoon! Why are you working five days in a row? Can you work alternate days – and rest every other day. If you usually take a fortnight’s holiday (if that!)? Could you take three weeks or a month? Is your optimum output better if you take ten weeks off, instead of four, and work with more energy during the times that you DO work?
Work In The Zone | LinkedIn www.linkedin.com “The higher your energy level, the more efficient your body. The more efficient your body, the better you feel and the more you will use your talent to produce outstanding results.”Tony RobbinsIt’s
Create A Vocabulary That Inspires Employee Engagement www.forbes.com It's official. Employee engagement is the new black. I’ve been writing and thinking a lot about it lately, as have others. The very notion of how leaders and employees engage has slowly morphed away from ‘companies have to do this because employees want it’ to ‘companies have to do this [...]
The one question employee engagement survey: Why are you still here?
The shortest Employee Engagement survey has one question | Leandro Herrero leandroherrero.com And the question is: ‘Why are you still here?’ You learn about the organization by asking questions to employees when they leave you (exit interviews) but you learn far more when you ask them why they are staying (‘stay’ interviews). It’s not a joke. ‘Why are you still here?’ – with the emphasis on…