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How To Have Revolutionary Conversations

The methodology taught by Mark H. Fowler can be used to overcome some of today’s most difficult business problems, including improving hiring and training, promoting employee engagement, reducing workplace harassment and bullying, uniting a group around a common purpose, and anything else that requires interaction for superior success. Mark Fowler joins us to explain this impactful idea. View article.

 

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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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How Can I Step into the Impossible?

How Can I Step into the Impossible?

Have you ever asked yourself this question?

It’s also a question that many have asked me after my speeches, seminars and quite often as president of the United Nations Association.

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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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Engagement – whose job is it anyway?

Engagement – whose job is it anyway?

Last week i read an article by Pat Galagan titled “Employee Engagement: An Epic Failure?” This enlightening article revealed some startling facts based on new research: best performers may be less engaged than weak performers; the link between engagement and profitability includes too many variables to be an accurate predictor of performance; and all the efforts at improving employee engagement have yielded poor results.

Oh my! That information is really disheartening since many companies have put such effort into surveys and programs to increase engagement.  So, if it’s not really working on a global level what can we do?

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