Honored to be the keynote speaker at 2019 HR Symposium for the Columbus, Georgia SHRM Chapter on October 24th 2019. The theme is: RIDING THE RAPIDS OF HUMAN RESOURCES. Grab your life vest and join hundreds of HR professionals from all over the State of Georgia and east Alabama at our 11th annual fall Symposium as we learn to ride the Class VI rapids of HR! This year”s event will feature several high impact speakers, concurrent sessions, and much more.
My interactive keynote presentation will be on building high performing teams and engaged cultures. Attendees will be playing Cards Against Mundanity in small groups to experience how to build high levels of trust, closeness, and teamwork in minutes.
Here’s an overview (and more information on my keynote speaking can be found here):
Think about the best team you’ve ever been on. The team that was the most collaborative, connected, and productive. How did it feel to be connected to something bigger and feel like you could accomplish anything? What if you could recreate that feeling and success on every team you were on? What if you could accomplish this across your entire company?
That feeling (and success) you just thought of is the most powerful business asset. It’s the foundation for a highly successful “culture and people strategy.”
In this interactive presentation, attendees will learn how to “dial in” to the right behaviors to build a high performing culture and maximize teamwork and employee engagement in minutes. They’ll also play the Cards Against Mundanity game (in small groups) so they’ll experience how these strategies will work for them (including how to skyrocket trust in minutes).
Attendees will walk away with deep relationships with other attendees and be much more engaged at the conference.
The presentation based on research studies where participants built their closest relationships in their lives with a complete stranger.
HR professionals can also use these strategies with hiring, new employee onboarding, conflict resolution, trainings, and many other areas.
More than 25,000 employees have played Cards Against Mundanity at Amazon, Southwest Airlines, Ernst & Young, Google, Gillette, Microsoft, Oracle, Blue Cross Blue Shield, Worldwide Express, CareHere, Oklahoma City Thunder (NBA team), Houghton Mifflin Harcourt, Novartis, Merck, Vonage, and many others.
Attendees will:
1. Learn the “secret” strategies to quickly maximize engagement, teamwork, culture-building and employee retention.
2. Discover how to build high levels of trust both internally and externally with third-parties to instantly create great working relationships, reduce conflicts and maximize productivity.
3. Walk away with best practices tools (including a free copy of Cards Against Mundanity PDF version) that can they can implement right after the session to improve company culture and employee engagement.
4. Use the strategies from the session to influence others and get more buy-in for HR initiatives.
3.0 HRCI Recertification Credits & SHRM PDCs will be applied for those attending.
It only makes sense. Teams in conflict hurt not only their performance but cause a ripple effect in a company and with everyone they touch.
I’ve developed a completely new process that flips the workplace conflict resolution process. It takes me 50% less time than other companies who do this. How do I know? Many times, I’m not the first company they have brought in.
Here’s a snippet:
“Be willing to apologize. Each party will have their own share in creating, fostering, or engaging in the conflict. “Most people don’t apologize during workplace conflicts. That hurts the relationship and things never get resolved,” says Jason Treu, author of Social Wealth and host of the Executive Breakthroughs Podcast. Just remember that “I’m sorry you’re upset” is not an apology.”
A major shift in companies for performance reviews is that TEAMWORK is often more important than individual contribution. This makes sense because individual performance reviews are very backward. None of us can function alone. Every person is dependent on others. It’s the way we work with others both within and outside the company that defines our career success. It makes zero sense if you help others make their quota or hit their KPIs, and then get a poor performance review if you don’t hit yours?
Research shows that organizations that include team, project, group, department or organizational objectives in their performance reviews significantly outperform those that only focus on individuals.
In today’s interconnected work world, we have to incent, promote and reward people for their teamwork, collective/enterprise-wide problem-solving, and willingness to take the time to help others. If not, it breeds siloed thinking and behaviors, which doesn’t help anyone.
The whole performance review process needs to be turned on its head. This one reason.
Frank Agin, founder and president of AmSpirit Business Connections and host of Networking Rx, interviews Jason Treu (@jasontreu), a culture change and engagement expert for executives, managers, employees, and business owners and the best-selling author of Social Wealth: How To Build Extraordinary Relationships, which has sold more than 60,000 copies.
My podcast on the Hidden Entrepreneur where we discuss teamwork, team building, being a successful leader, mistakes entrepreneurs make and much much more!
Very good article in HBR by a fantastic expert, Dorie Clark, on how to reach out to someone you admire. You could do this for a variety of reasons – mentors, jobs, funding, etc.
Here’s an excerpt:
Make it clear that you have no expectations. High-profile people get bombarded with requests. For example, Tim Ferriss’s email newsletters contain a caveat that he can’t respond personally to messages because he receives 1,000+ per day. Even if your “pitch” is well crafted, your idols might be in a busy period and simply don’t have time to connect. You get extra points, then, for empathizing with this situation and addressing it up front.
“Nothing ventured, nothing gained,” my New Orleans friend wrote me, “and absolutely no expectations because I don’t roll like that. But I was compelled to reach out to you.” Too many strangers reach out with extraordinary levels of entitlement, asking for free coaching, or a significant introduction, or a review and critique of their work. When you, in contrast, show an awareness of your hero’s circumstances, explaining that you don’t want to take up too much time in their schedule, you set yourself apart in a positive way.
