Category Archives: E Pluribus Partners

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E-Book and Good News

Today I’m teaching a two-hour webinar entitled “Outstanding Individual Contributors” for Executive Development Partners and its client the McKesson Corporation. As part of the webinar, I’m offering a free download of the digital version of Fired Up or Burned Out.   You can access the digital version (a pdf file), save and print it at this link.

MD Anderson LogoNow for more good news.  We are seeing unprecedented opportunities to speak about developing virtuous leadership, employee engagement and unity in business, government and social sector organizations.   My colleague Jason Pankau recently returned from speaking at the largest leadership conference in Asia.  I recently taught a one-day workshop in New York City where leaders were present from a wide variety of business and government organizations.  Jason and I were just hired to teach workshops for the Young Presidents Organization (YPO) and for the M.D. Anderson Cancer Center, one of the largest and most well-respected cancer centers in the world.

Vern Clark speakingOn September 13, I will speak alongside CNO Admiral Vern Clark (Ret.) at breakfast and lunch meetings sponsored by the Harvard and Wharton Alumni Clubs of D.C. Admiral Clark was chief of the U.S. Navy from 2000-2005.  Admiral Clark and I will be speaking about virtuous leadership and how it unites people in an organization to give their best efforts and pull together.  (Read what Jason and I wrote about Admiral Clark’s leadership in an article that was published in the Leader to Leader Journal.)

Fired_Up_or_Burned_Out_Book_CoverWe are grateful to the individuals who continue to help us raise awareness of the importance of human connection at work and in life. There are several ways to do this including reading and recommending our book Fired Up or Burned Out, and/or bringing us in to their organizations to give keynote speeches and/or lead workshops through our leadership training and coaching firm E Pluribus Partners

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Rise of Lonely American Employees Undermines Productivity

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.  

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Cure for a “Low Grade Boiling Rage”

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?

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We are Human Beings, Not Machines

Fired Up or Burned Out Book CoverWe 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 dysfunction.  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.

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Emotional Connections Essential to Employee Engagement

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.

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Over-Connected, Are You?





Check out this thought-provoking presentation by MIT Professor Sherry Turkle.  It’s about the topic of her book entitled Alone Together. She does an outstanding job of articulating the risks of becoming addicted to virtual connections.

As human beings we need to feel connected to other people in order to thrive. I’ve written extensively about this in the Connection Culture Manifesto and in Fired Up or Burned Out.  We are human beings not machines.  We need to develop intimacy, trust and affection with our family members, friends and colleagues at work. Absent meeting the need for feeling connected to others, we dysfunction.  The subtle allure of feeling connected online can develop into addiction so we must guard against allowing virtual connections to crowd out time for face-to-face connection.  Striking the right balance is key.

In her presentation, Professor Turkle points out that virtual connection represents another threat in that it can crowd out time to be alone with ourselves.  I couldn’t agree more.  We need time to reflect on our lives and who we aspire to be.  This is essential to develop strength of character and moral confidence.  Nelson Mandela, in a letter he wrote in 1975 while incarcerated at Robben Island Prison, expressed this so well:

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World Vision Connects!

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One of the relief organizations my wife and I support is World Vision. These people are AMAZING and they do remarkable work that Nicholas Kristoff of The New York Times raved about in a recent column he wrote.

What I love about World Vision is that they are a force for connection.  They connect their employees, volunteers and donors with people in desperate need around the world. The result is a fired up organization that is making a difference.

The last two evenings I served as a volunteer to help out with the World Vision AIDS Experience that is presently in Greenwich, Connecticut through next Sunday. The experience takes you on a journey to see the lives of four African children affected by aids. The stories are both heartbreaking and heartwarming.  Everyone attending said they were moved and inspired.  Many become child sponsors or purchase a kit or bycycle to help one of the 77,000 World Vision Caregivers in 20 countries. (You can learn more about attending at no cost, which I very highly recommend, by clicking here.)

IMG_1387While volunteering, I met Kristin, an enthusiastic, motivated, bright young World Vision employee.   Speaking with Kristen made me see how well World Vision connects its workers and donors with those who are in need, not only financially to meet their needs for clean water, health care and education, but also relationally. Here’s an example.  At the end of the World Vision AIDS Experience, donors can sit down in an area where materials are available to write a letter (or, for very young donors, to color a picture) that is sent to the donor’s newly sponsored child.  Notice in the picture at top, above the young girl writing a letter to her sponsored child is a sign that says “Connect with Your Child.” How great is that!  Our family has connected with our child in Rwanda by periodically writing and sending gifts to her, and we’ve received letters in return.

As you may know, my blog is primarily about the power of connection in organizations and in life as part of what I refer to as a “Connection Culture” that I wrote about in Fired Up or Burned Out. World Vision’s ways are relevant to all organizations, including for-profit corporations. World Vision is more effective because they are intentional about connecting people to a cause greater than self and in doing so the people who are part of World Vision want to give their best efforts and align their behavior with the organization’s goals. Just to mention it, another benefit from connection that accrues to philanthropic organizations was identified in recent research conducted by Indiana University.  The research identified the #1 reason people stop giving to a philanthropic organization is they no longer felt connected.

How is your organization doing connecting your employees and customers to a cause greater than self?  If you don’t know, get some of your most fired up employees together and ask them “when have you felt proud about your organization” and after they tell you ask them to explain “why they felt proud?”. You will hear stories that will help you identify ways you can fire up people by connecting them to a cause greater than self.

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Employee Engagement Network Webinar and Slides

Employee Engagement and Connection from David Zinger on Vimeo.

Yesterday David Zinger and I held a webinar on Employee Engagement and Connection.  You can see a recording of the webinar above and here is a link to the slides used during the webinar.

The webinar was hosted by the Employee Engagement Network, a 3,500 member online community founded by David.  It was my good fortune to be the first speaker for the Employee Engagement Network’s inaugural webinar! If you are not a member of the Employee Engagement network already, I want to encourage you to join.  David will be the host for future webinars on employee engagement-related topics that you will not want to miss.

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New Research: Relationships Make Hospitals Great

The New York Times recently had an article entitled “What Makes a Hospital Great” that described new research concluding a hospital’s culture and the quality of relationships were the most important factors determining patient outcomes. This finding is consistent with our research that concluded leaders must be intentional about developing both “task excellence” and “relationship excellence” in order to achieve sustainable superior performance.  If leaders focus on task alone the eventual failure of relationships will sabotage excellence.