Mark H. Fowler specializes in transitioning companies from challenge to achievement with a focus on enhancing revenues and profits. For more than twenty-five years, he has assisted businesses in moving from symptom through problem to resolution, resulting in expanded distribution networks, technological developments, new products and services, improved profitability, increased corporate value, and enhanced corporate image. Using his knowledge and experience in corporate development, expansion programs, and business turnarounds, Mr. Fowler has assisted hundreds of businesses with corporate reengineering. His expertise includes growth management, strategic direction, business plan implementation, capability analysis, cash and financial management, systems integration, corporate reorganization, and merger and acquisition placement. His close working relationships with clients have resulted in his assuming such positions as vice chairman, chief operating officer, chief financial officer, and administrative officer.
Mr. Fowler is a member of the American Institute of CPAs (AICPA) and the California Society of Certified Public Accountants, serving as Committee Member/Chair/Speaker, presenting at more than forty California CPA Education Foundation conferences. He has written numerous articles, created more than twenty-five courses, and has presented more than fifty different speeches to professional organizations on topics such as corporate expansion, crisis management, management for success, marketing strategies, effective communication for greater success, and management consulting.
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A Language Within A Language

A Language Within A Language

Every day we communicate 100's of times and we often don't realize the importance of the language we are using--we are so used to it. The S.H.A.R.E.™ Tools and the protocols that surround and support them are a language within a language that helps create Revolutionary Conversations™. No matter where you are in a conversation with one or many or whether you're at the beginning, middle or end, these will help you cooperatively and successfully to navigate any situation. They are a support system, a language comprised of verbal skills and philosophies that help bring parties together by focusing on the interactive process, not just talking and not just listening though they, too, are very important.

So much of the time, in everyday communication, we find ourselves telling others what to do, what to say, how to do something and on and on--its part of us, knowing and telling. And, in much of our daily lives, we have to tell the grocery clerk where to put our bags in the car, or we have to tell our doctors what is wrong with us, or tell our loved ones how we feel. From barking orders to intimate conversations, we are interacting with others all the time. However, we seem to have acquired a taste, a habit, for telling others what happened, how we feel, who did this and who did that—we like to tell people things and, also, tell them what they should do. Fire, ready, aim is almost an epidemic in the conversational world.

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PEACE IN THE WORKPLACE--WHAT A CONCEPT:

PEACE IN THE WORKPLACE--WHAT A CONCEPT:

For decades, we have worked with clients to succeed beyond their expectations by focusing on Employee Engagement, "being on the same page" and working collaboratively  When asked to speak at  Rotary's International Peace Conference on January 16, 2016, Noal McDonald and I researched the impact of the lack of Peace in the Workplace  Some of the statistics we found were more than interesting:

  • 2 Million US Workers Victims of Workplace Violence Per Year: US Dept of Labor
  • Emergency Nurses Association Study—One Week
    • 43% of Nurses Verbally Abused
    • 11% of Nurses Verbally and Physically Abused
    • 1% of Nurses Physically Abused
  • 30% to 43% of Managerial Time is Spent Mediating Conflict
  • 65% of Performance Problems Result From Strained Employee Relationships

Interestingly, Engagement and Owner/Management Engagement are key to helping create peaceful work environments and "being on the same page."  What can you do to help create healthier work environments?  Please see below a link to government information comparing government and private sector violence. 

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Power For Change Comes From Us

Power For Change Comes From Us

In my work with troubled or growth companies, the major challenge is helping people, owners and all team members, embrace the idea that the power to make things happen lies with them.  I was re-listening to my audio interview for the Rotary Peace Conference in January of this year and it clearly reminded me that the power for success and transition resides with all of us. We each need to choose where we will stand – to support and encourage change or to step away and choose the status quo.
 

With companies we work with and the  non-profits we support, the first and most important step forward is helping team members realize the choice for change is theirs.  A friend once stressed to me that "the most powerful thing we have in life is choice."  With choice, we commit to a direction that is either forward or backward.  The hard thing for us all is taking responsibility for our choices, because then we become accountable for the outcomes. And yet, we always choose even when we don't select a forward action.  Not choosing to advance is a choice to remain stationary and in time move backwards.
 
The opportunity to make choices is a powerful gift. And when we can include others in the process working collaboratively, gathering information and suspending judgment, the results can move us much further than we thought possible. But all of this must begin with our individual commitment to choose the path of change. It may seem like a risk, but as we know, change is the only real constant.

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Inspiration Along The Way

From the time the S.H.A.R.E.™ Tools were conceived, October 1984, to the time we published the e-book, January 2014, we had a lot to wrestle with.  Our first big concern was whether the Tools worked as we believed they did.  So, we went into an R&D mode.  For the next few years we developed new courses, tested our assumptions and we were constantly satisfied with how well they worked.  Our S.H.A.R.E.™ Tools course ratings far exceeded our regular workshops and our feedback and participant appreciation was exceptional.

Our next concern was to really understand what was actually happening for class participants.  We could see and so could the other students that people were making progress in their ability to interact with others.  But it was not easy to articulate the benefits.  We could be so thrilled by comments from students in our "Getting and Staying Close to Clients™" workshop students, "I am so excited about this work, I can't wait to get home to my wife and try this out."   How does one put "thrilled" into words or how do you express "excited" in a way that others can understand what is actually happening?

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Why Three Authors?

Collaboration brought you Revolutionary Conversations™

Occasionally, we’ve been asked why three authors for one book. Interestingly, it’s a question I’ve asked myself many times. In the beginning, some 30 years ago, Gloria Axelrod Goforth and I tried several times to produce a book and I’ve attempted to go it alone at least once. We were unsuccessful with our efforts to create a book, but we continued to use the S.H.A.R.E. ™ Tools with clients, colleagues and friends, learning along the way and building a deeper understanding of how conversations work. The book seemed to come together on its own time as the right people were pulled into the circle of collaboration to make it a reality.

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Engagement & Revolutionary Conversations™

Businesses today are focused on “engagement” whether they know it or not. Every business wants its customers/clients to be involved in very special and successful ways. Every business wants customers to keep that business top of mind and to appreciate the value-adds that the business brings to the table. In essence, whether through an overt or a less focused approach, businesses want good relationships with customers. They want them engaged.

The same goes for the team members, and rightfully so. Gallup has identified that disengaged and marginally involved personnel cost the American business community between $400 and $500 billion annually. Something like 70% of the workforce is not totally engaged with the business. That’s almost a built-in inefficiency factor. And that means that engagement has to be item #1 or #2 on any business’s strategic to-do list.

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Coming Alongside - Engaging Others Like it Really Matters

There is a lot of talk in the business community about how the lack of engaged team members is creating unacceptable levels of inefficiency, lost profits, negativity, reduced creativity, and low morale. According to Gallup, lack of engaged team members creates a loss of close to $500 billion annually in the US. That’s a substantial amount, and I imagine that the intangible costs are even higher.

 

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Collaboration to the Rescue

“Collaboration to the Rescue”
(Being on the Same Page Can Make the Difference Between Success and Failure)

I'd guess that each of us, deep down, understands that a collaborative process has a great deal to offer. When we watch football, soccer, and other team sports, we know that while there are a few superstars. the team wins because of the ensemble, not the just the key players. The same goes for most areas of our lives, but business is especially important because success in business says a lot about who we are, as well as driving our own and our loved ones’ well-being.

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