Session Outline

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Creating a Connection Mindset: Boost Employee Engagement, Productivity and Innovation
with Michael Lee Stallard

Date: February 15, 2018
Session Time: 9:00 AM - 4:00 PM

Location Information:
Bellevue Club
11200 Southeast 6th, Bellevue, WA 98004
(425) 455-1616
Session Description
Research shows that more than two-thirds of workers, on average, are not engaged in their work. This raises the question: What work environment helps everyone perform to the best of their ability and align their behavior with organizational goals? Sharing knowledge integrated from research in multiple fields, including neuroscience, organizational behavior, psychology, sociology, history and his firm's proprietary research, Mr. Stallard describes the “Connection Culture" that every organization needs to thrive for sustained periods of time. During this session, you will learn: what motivates individuals to give their best efforts; three types of relational cultures; six human needs to thrive; five elements of a Connection Culture; and best practices of individuals who create Connection Cultures. Employees in an organization with a high degree of connection are more productive, more engaged, more collaborative, and less likely to leave. In fact, research demonstrates that there is a set of learnable leadership behaviors that can ignite the workforce so individuals do more than survive -- they thrive.
 
Biography

Michael Lee Stallard is president of E Pluribus Partners, a leadership training and consulting firm that helps leaders create high-performance, life-giving workplace cultures. He speaks, teaches, coaches or consults at a wide variety of business, government, healthcare and education organizations, including General Electric, Google, Johnson & Johnson, M.D. Anderson Cancer Center, NASA Johnson Space Center, Qualcomm, Scotiabank, U.S. Treasury Department and Yale-New Haven Hospital. Texas Christian University founded the TCU Center for Connection Culture based on Michael’s work.  Articles by Michael and about his work have appeared in business periodicals worldwide. He writes a weekly column for the Fox Business Network. Michael is the primary author of the books Fired Up or Burned Out: How to Reignite Your Team’s Passion, Creativity and Productivity and Connection Culture: The Competitive Advantage of Shared Identity, Empathy and Understanding at Work. The Financial Time’s praised Connection Culture as a book that provides “practical suggestions for employers who want to change their organizational culture” adding “the [stories] about companies that got it right…are memorable.” Small Business declared Connection Culture is “a wonderful book…[it] isn’t a very long or wordy book, but it’s loaded with lessons.” Michael has decades of practical business and leadership experience having worked for Texas Instruments, Charles Schwab and Morgan Stanley prior to founding E Pluribus Partners.
 
Time Allocation - Topics

20% Motivating people to give their best efforts and align their behavior with organizational goals

  • Six human needs to thrive
  • Five elements of a Connection Culture
  • 15% Increasing the element of “Inspiring Identity”

  • Connecting employees to motivate, unite and develop pride
  • Best practice exercise to increase the element of Inspiring Identity
  • 15% Increasing the element of “Human Value”

  • Dialing up the value and deleting what devalues
  • Best practice exercise to increase the element of Human Value
  • 15% Increasing the element of “Knowledge Flow”

  • Understanding “Knowledge Traps” that reduce productivity and innovation
  • Best practice exercise to increase the element of Knowledge Flow
  • 20% Developing “Committed Members” and “Servant Leaders”

  • Character strengths and best practices
  • Best practices to develop “Intentional Connectors”
  • 15% Next steps: Increasing connection to improve organizational results

  • Identifying and assessing your “Critical Connections”
  • Formulating your near-term action plan
  • Guide to Participant Selection
    APPLICABILITY:
    1 indicates primary target audience.
    2 indicates a good fit if the level of material is appropriate.
    3 indicates (in the opinion of the institute and the faculty) very limited applicability.
    DepartmentAdminDistribEngrFincH.R.LegalMktngITOprPlngPchsgR&DSales
    Senior Executive
    (Pres, Exec & Sr VP)
    2233232323332
    Executive
    (VP & Gen'l Mgr)
    2222222222222
    Senior Managers
    (Div & Reg. Mgrs)
    2222121112221
    Middle Managers
    & Superintendents
    1111111111111
    Focus
    Primary -- LEADERSHIP DEVELOPMENT:
    Communication, Creativeness, Empathy, Interpersonal Relations
    Secondary -- EXECUTING/CONTROLLING/EVALUATING:
    Decision Making, Use of Authority, Delegation, Direction, Guidance, Discipline
    Tertiary -- PLANNING/ORGANIZING:
    Problem Identification, Evaluating Alternative Solutions, Generate and Obtain Plan Support
    Level

    Introductory    Intermediate    Advanced
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