Michael Lee Stallard

Today, Roy Saunderson and S. Max Brown of Real Recognition Radio are featuring an interview we did about Connection Cultures, leadership, employee engagement, employe recognition, productivity, innovation and achieving sustainable superior performance.  Roy and Max are both knowledgeable experts on employee recognition and they are delightful individuals to engage with in conversation.  I hope you’ll check out our interview at this link.

Last month, I appeared as a regular guest on Jim Blasingame’s nationally-syndicated radio program focused on small business owners.  Unfortunately, I forgot to post a link to the recording of the interview posted on Jim’s website.  You can listen to it here.

During our speeches and workshops we conclude the section where we present research from a diverse fields of knowledge that makes the case for connection to thrive at work and in life by stating:

“connection = life” whereas “disconnection = death” (we point out that this applies to both individuals and organizations)

Now we have additional research about the effect of connection on individuals in the workplace to prove it.  A 20-year study by researchers at Tel Aviv University found that workers who reported working in cultures where they experienced positive social interactions and felt emotionally supported to the people they worked with were 2.4 times less likely to die over the next 20 years than those who reported they didn’t feel emotionally supported at work.   The New York Times recently included an article about it entitled “Friendly Workplace Linked to Longer Life.”  (You can purchase the published research findings on Psychnet at “Work-Based Predictors of Mortality: A 20-Year Follow-up of Healthy Employees.”)

This provides additional evidence that the “Connection Cultures” we described in Fired Up or Burned Out are essential for people and organizations to thrive for sustained periods of time.  Connection boosts hormones and neurotransmitters that make us feel more alive, more energetic, more confident, more creative and better problem solvers.  Furthermore, during periods of stress, connection reduces stress hormones such as cortisol, epinephrine and norepinephrine.  This helps us cope with stress and anxiety so that we are more likely to make rational decisions rather than rash decisions when our emotions overwhelm us.

A leader I know and much admire is Howard Behar, the former president of Starbucks North America and Starbucks International. Howard tells about the time 14 years ago this month when he received a call in the middle of the night at his home in Seattle alerting him that three Starbucks employees at the Georgetown store in Washington, D.C. had been shot and killed, including an 18-year who had just recently begun at Starbucks, his first job.   Behar immediately called Howard Schultz, Starbucks’ CEO, who was in New York on vacation at the time.

What Schultz didn’t do, says a lot about his character.  He didn’t call Starbucks’ public relations people or lawyers.  Instead, Schultz chartered a plane and headed straight to Washington, D.C.  When he arrived, he spoke with the police then proceeded to the store to get the addresses of the three murdered Starbucks employees. He went to each of their homes, told their families he was sorry and shared in their tears.

Howard Schultz’s heart was broken.   He showed courage by expressing the grief he felt. Doing so contributed to helping the victims’ families, friends and colleagues. As awful as grieving the loss of a loved one or friend is, it’s far worse to grieve alone. Read more »

Earlier this year my colleague Jason Pankau spoke at the HR Summit in Singapore.  We’re delighted to announce that next year I’ll be teaching workshops on leadership, teamwork, employee engagement, productivity, innovation and Connection Cultures at the Institute for Management Studies (IMS) in Amsterdam, Brussels, Edinburgh and London.   (Stateside I’ll be teaching sessions in 2011 for IMS in Atlanta, Boston, Cleveland, Detroit and San Francisco.)

Dennis Nally, PricewaterhouseCoopers’ Chairman, recognized the need to connect with Millennials, in a Wall Street Journal interview entitled “PwC Chairman Aims to Keep Millennials Happy.”  In the interview Nally states:

“Connecting with your employees so they understand you can deliver the career they want is key…they want less-hierarchical structures, they want more flexibility, they want to work as hard but they want to define how they do their work. If you can’t figure out a way to accommodate that kind of flexibility, you’re not going to be able to retain that talent.”

Millenials are not the only employees companies need to connect with.  Research consistently shows that on average, 75 percent of employees feel disconnected at work. As a result they don’t give their best efforts or align their behavior with organizational goals.  Employers need to develop Connection Cultures so that employees thrive, individually and collectively.

Several facts recently caught my attention.

• In 1940, 7.7 percent of Americans lived in one-person households. By 2000, that number more than tripled to 25.8 percent.  (In Manhattan, 48 percent of all households were one-person households in 2000.)
• Between 1985 and 2004, the number of people with whom the average American discussed “important matters” dropped from three to two. During that same time period the percentage of people who had no one with whom they discussed important matters tripled to nearly 25 percent.
• A study by Norman Nie and his Stanford colleagues found that as people spend more time on the internet, they spent less face-to-face time with other human beings. (Who’s not spending more time on the internet these days?)

These facts all point to the conclusion that loneliness is on the rise in America. As we pointed out in our book Fired Up or Burned Out and in The Connection Culture: A New Source of Competitive Advantage, people need human connection to thrive.  We are human beings, not machines.  When we don’t experience sufficient human connection, we dysfunction. This may include experiencing feelings of emptiness, boredom and depression.  It may lead some to engage in substance abuse to numb the pain.  Others may pursue illegitimate thrills to feel alive again and in doing so develop addictions to pornography, sexual encounters with prostitutes and one night stands, or taking excessive business risks.  These paths never end well for the individual, their families and friends, or for their organizations.  To combat the pervasive loneliness that’s damaging American society and organizations, leaders need to create Connection Cultures that unite people and develop “relationship excellence” that supplements efforts to develop “task excellence” in organizations.

There are three general types of cultures in organizations when it comes to relationships and connection.   Read more »

My mind must have been on something else as I began to edge out a bit from a side street to make a left-hand turn onto a main thoroughfare.  At the same time, another driver was turning left onto the street I was on. I slammed on my brakes in time. Admittedly, the near miss was my fault and the driver I almost pulled in front of had every right to be upset.  What surprised me, however, was the intensity of his reaction.  He came unglued, turned blood red, repeatedly flipped me off and began spewing expletives and spittle.  The rage on his face is burned in my memory.  I kept an eye on him in my rear view mirror to make sure he wasn’t turning around to come after me.  Fortunately he didn’t.

Why are so many people angry these days? Read more »

Check out this article in the Atlantic entitled “Danger: Falling Tyrants.”  The article makes a good point: emerging democracies in the Middle East following the Arab Spring may not result in governments that promote freedom.  Influence, then, is all the more important, a point my friend Jeremie Kubicek makes in his fine book Leadership is Dead: Why Influence is Reviving It.

We are human beings, not machines. We have emotions, a conscience, hopes and dreams. We need to be respected, to be recognized for our contributions, to feel a sense of belonging, and we need autonomy, personal growth and meaning in our work. When these needs are met, it is life-giving.  When they are not met, it drains the life out of us.

When people relate to one another in ways that fail to reflect our shared humanity, it results in disfunction.  Here are links to two recent articles that recognize the importance of emotions and the ability to connect with other human beings.  A New York Times magazine article entitled “The Korean Dads’ 12-Step Program” described a “Father School” where emotionally challenged Korean fathers learned to connect with their wives and children. And here’s a Wall Street Journal article entitled “On the Lesson Plan: Feelings” that describes business school efforts to help MBA students learn to connect relationally with others in the workplace.

To learn more about the importance of emotional connection to the success of organizations and individuals in the workplace, I encourage you to check out this article Jason Pankau and I wrote for the Leader to Leader Journal entitled “To Boost Productivity, Connect with the Core.”  To go even deeper, read the book that introduced the “Connection Cultures” that are necessary to achieve relationship excellence and sustainable superior performance.  It is entitled  Fired Up or Burned Out: How to Reignite Your Team’s Passion, Creativity and Productivity.  (Read what doctors at M.D. Anderson Cancer Center, one of the world’s leading cancer research and treatment centers, are saying about Fired Up or Burned Out at this link.)

Here is a video from YouTube of a conversation I had earlier this year about leadership, employee engagement, productivity and innovation with Dr. Homer Erekson, Dean of TCU’s Neeley School of Business.  Our conversation occurred as part of the Tandy Executive Speakers Series that featured CEOs of outstanding companies such as Nieman Marcus, Southwest Airlines and The Container Store.

During our conversation we discussed how most leaders don’t understand the importance of emotional connections to the success of the their organization.  Learn more about the “Connection Cultures” that great leaders create by reading Fired Up or Burned Out.