Comments for Michael Lee Stallard http://www.michaelleestallard.com Insights on Leadership and Employee Engagement Thu, 24 Jul 2008 07:37:30 +0000 http://wordpress.org/?v=2.3.2 Comment on Why Change Programs Fail to Gain Traction by Mike http://www.michaelleestallard.com/why-change-programs-never-gain-traction#comment-7233 Mike Mon, 14 Jul 2008 16:32:12 +0000 http://www.michaelleestallard.com/why-change-programs-never-gain-traction#comment-7233 Michael, Thanks for the nod towards my free eBook and our book, BIG Ideas to BIG Results. Your work on developing meaningful human connections at work is a real key to busienss success. I'm grateful that through our work we've become connected as well. Best, Mike Michael,

Thanks for the nod towards my free eBook and our book, BIG Ideas to BIG Results. Your work on developing meaningful human connections at work is a real key to busienss success. I’m grateful that through our work we’ve become connected as well.

Best,

Mike

]]> Comment on Changing Values at The Wall Street Journal by Michael Lee Stallard http://www.michaelleestallard.com/changing-values-at-the-wall-street-journal#comment-6573 Michael Lee Stallard Tue, 08 Jul 2008 16:25:26 +0000 http://www.michaelleestallard.com/changing-values-at-the-wall-street-journal#comment-6573 Tim, I couldn't agree more and yet so few leaders realize the importance of being intentional about developing a winning and healthy culture where people thrive individually and collectively. It's so easy to let the urgent crowd out the important. Given your proximity to Whole Foods Market, do you think WFM had developed a healthy culture to go along with its healthy product offerings? Who are the best developers of culture that you've seen? I like what I hear about Beryl Companies and Sewell Automotive in Dallas. In my neighborhood, I would say Morgan Stanley had a great partnership culture and Goldman Sachs seems very strong too. McKinsey & Co. has a good culture. Dr. Herb Pardes is doing wonderful things at New York-Presbyterian Healthcare System in NYC. I think there is a healthy sense of pride, commitment and responsibility at each of these organizations. Michael Tim,

I couldn’t agree more and yet so few leaders realize the importance of being intentional about developing a winning and healthy culture where people thrive individually and collectively. It’s so easy to let the urgent crowd out the important.

Given your proximity to Whole Foods Market, do you think WFM had developed a healthy culture to go along with its healthy product offerings? Who are the best developers of culture that you’ve seen? I like what I hear about Beryl Companies and Sewell Automotive in Dallas.

In my neighborhood, I would say Morgan Stanley had a great partnership culture and Goldman Sachs seems very strong too. McKinsey & Co. has a good culture. Dr. Herb Pardes is doing wonderful things at New York-Presbyterian Healthcare System in NYC. I think there is a healthy sense of pride, commitment and responsibility at each of these organizations.

Michael

]]> Comment on Changing Values at The Wall Street Journal by Tim Wright http://www.michaelleestallard.com/changing-values-at-the-wall-street-journal#comment-6560 Tim Wright Tue, 08 Jul 2008 14:56:07 +0000 http://www.michaelleestallard.com/changing-values-at-the-wall-street-journal#comment-6560 Michael - The Atlantic article is a good one. Glad you recommend it. I would further your point that employees connection to an organization's identity may become problematic through the organization's transition. Here's how I would further it. I believe employees--if an organization is well-grounded and successful--connect to the culture of the organization. The identity grows and flows from the culture, which I believe is the foundation of an organization. The more attention leaders/managers pay to the continuous vitalization of their business's culture--and to their employees' engagement with that culture--the better/faster they can smooth any transitional ripples. Tim Michael -

The Atlantic article is a good one. Glad you recommend it.

I would further your point that employees connection to an organization’s identity may become problematic through the organization’s transition.

Here’s how I would further it. I believe employees–if an organization is well-grounded and successful–connect to the culture of the organization. The identity grows and flows from the culture, which I believe is the foundation of an organization.

The more attention leaders/managers pay to the continuous vitalization of their business’s culture–and to their employees’ engagement with that culture–the better/faster they can smooth any transitional ripples.

Tim

]]> Comment on Are you electronically over-connected? by Michael Lee Stallard http://www.michaelleestallard.com/are-you-electronically-over-connected#comment-4763 Michael Lee Stallard Mon, 23 Jun 2008 13:47:12 +0000 http://www.michaelleestallard.com/are-you-electronically-over-connected#comment-4763 Susan, I'm considering writing about the issue of "over connection" as part of my next book. I would be glad to consider reviewing your book for my blog and possibly referencing it in my next book. Would you keep me in mind when your galleys become available? Best wishes, Michael Susan,

I’m considering writing about the issue of “over connection” as part of my next book. I would be glad to consider reviewing your book for my blog and possibly referencing it in my next book. Would you keep me in mind when your galleys become available?

Best wishes,
Michael

]]> Comment on Are you electronically over-connected? by Susan RoAne http://www.michaelleestallard.com/are-you-electronically-over-connected#comment-4140 Susan RoAne Tue, 17 Jun 2008 03:58:51 +0000 http://www.michaelleestallard.com/are-you-electronically-over-connected#comment-4140 So the research shows that what many of us suspected is reality: we need f2f contact. There really is no good substitute although there are some alternatives for in-person interaction. It's not that we shouldn't use technology.. we just need to remember that we are humans and, as Barbra Streisand sang, we are "people who need people". I'm biased in favor of inperson communication. My new book, Face to Face: How To Reclaim the Personal Touch in a Digital World hits the bookstores in October. It will be none too soon! So the research shows that what many of us suspected is reality: we need f2f contact. There really is no good substitute although there are some alternatives for in-person interaction.
It’s not that we shouldn’t use technology.. we just need to remember that we are humans and, as Barbra Streisand sang, we are “people who need people”.
I’m biased in favor of inperson communication. My new book, Face to Face: How To Reclaim the Personal Touch in a Digital World hits the bookstores in October. It will be none too soon!

]]> Comment on Post Merger Trap#3: The Superiority Trap by Derek Irvine http://www.michaelleestallard.com/post-merger-trap3-the-superiority-trap#comment-3563 Derek Irvine Tue, 10 Jun 2008 19:33:51 +0000 http://www.michaelleestallard.com/post-merger-trap3-the-superiority-trap#comment-3563 Great posts, Michael. I agree wholeheartedly with your direction for managers of the dominant organization to look for ways to affirm their new colleagues. I recently posted a series of blogs discussing how strategic employee recognition programs can smooth the M&A process for all parties involved. Done right, these programs are also a very effective tool for communicating the merged company's mission and values to the entire employee population, regardless of which company they originated with. More detail is available here: http://globoforce.blogspot.com/search/label/mergers and acquisitions?max-results=100 Great posts, Michael. I agree wholeheartedly with your direction for managers of the dominant organization to look for ways to affirm their new colleagues. I recently posted a series of blogs discussing how strategic employee recognition programs can smooth the M&A process for all parties involved. Done right, these programs are also a very effective tool for communicating the merged company’s mission and values to the entire employee population, regardless of which company they originated with.

More detail is available here: http://globoforce.blogspot.com/search/label/mergers and acquisitions?max-results=100

]]> Comment on Post Merger Trap#1: The Urgency Trap by Wally Bock http://www.michaelleestallard.com/post-merger-trap1-the-urgency-trap#comment-3125 Wally Bock Wed, 04 Jun 2008 21:06:51 +0000 http://www.michaelleestallard.com/post-merger-trap1-the-urgency-trap#comment-3125 Congratulations! This post was selected as one of the five best business blog posts of the week in my Three Star Leadership Midweek Review of the Business Blogs. http://blog.threestarleadership.com/2008/06/04/6408-a-midweek-look-at-the-business-blogs.aspx Wally Bock Congratulations! This post was selected as one of the five best business blog posts of the week in my Three Star Leadership Midweek Review of the Business Blogs.

http://blog.threestarleadership.com/2008/06/04/6408-a-midweek-look-at-the-business-blogs.aspx

Wally Bock

]]> Comment on Great books to read as a team by Michael Lee Stallard http://www.michaelleestallard.com/great-books-to-read-as-a-team#comment-2769 Michael Lee Stallard Fri, 30 May 2008 23:16:53 +0000 http://www.michaelleestallard.com/great-books-to-read-as-a-team#comment-2769 Thanks Casey and David. I appreciate it. David, I like the idea of just using shorter works such as blog articles. There are certainly a lot of great shorter materials to choose from. Michael Thanks Casey and David. I appreciate it. David, I like the idea of just using shorter works such as blog articles. There are certainly a lot of great shorter materials to choose from.

Michael

]]> Comment on Great books to read as a team by David Zinger http://www.michaelleestallard.com/great-books-to-read-as-a-team#comment-2756 David Zinger Fri, 30 May 2008 18:20:28 +0000 http://www.michaelleestallard.com/great-books-to-read-as-a-team#comment-2756 Casey, I like that book by the Stallard guy too. And now with webinars and other social media tools we can have conversations about the book we are reading in a variety of formats and methods that best suit the team. In addition, sometimes teams are so pressed for time that one or two of the exceptional blog articles would be good for a quick lunch and learn. David Casey, I like that book by the Stallard guy too. And now with webinars and other social media tools we can have conversations about the book we are reading in a variety of formats and methods that best suit the team.

In addition, sometimes teams are so pressed for time that one or two of the exceptional blog articles would be good for a quick lunch and learn.

David

]]> Comment on Great books to read as a team by Casey Ross http://www.michaelleestallard.com/great-books-to-read-as-a-team#comment-2727 Casey Ross Thu, 29 May 2008 23:28:26 +0000 http://www.michaelleestallard.com/great-books-to-read-as-a-team#comment-2727 Hey Michael! I'd add to the list Fired Up Or Burned Out by some guy named Michael Lee Stallard. I'll be starting a new job soon, and at some point in the near future my team will be reading this book. Hey Michael! I’d add to the list Fired Up Or Burned Out by some guy named Michael Lee Stallard. I’ll be starting a new job soon, and at some point in the near future my team will be reading this book.

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