It was an inspiring day today as I learned about Costco’s connection culture, gave a keynote speech to company managers, and met company co-founder Jim Sinegal.
Alan Mulally Endorses “Connection Culture”
Many thanks to Alan Mulally, retired CEO of Boeing Commercial Airplanes and The Ford Motor Company, for his kind endorsement of our book “Connection Culture.”
“Connection Culture really captures the why and how to mobilize an organization to work together toward a compelling vision. The insights about the unique contributions of the leader and the leadership team are especially useful.” – Alan Mulally
I’m thrilled to be giving the keynote speech at Costco’s Annual International Managers Meeting. Approximately 1,300 Costco leaders will learn what makes a Connection Culture so powerful and how they can be intentional about preserving their organization’s unique culture.
|Date:||August 2, 2017|
|Event:||Keynote Speech at Costco's Annual International Managers Meeting|
To consider me for your speaking event, click here.
Marianjoy Rehabilitation Hospital, a part of Northwestern Medicine, is an elite performing healthcare organization in terms of patient satisfaction, employee engagement and financial performance. Marianjoy is composed of a network of 500 inpatient medical acute/sub-acute beds and outpatient rehabilitation services delivering a full range of multispecialty services to adults and children in the greater Chicagoland area. More than 50,000 patients receive care within the Marianjoy service network annually.
Marianjoy is led by Kathleen Yosko, its president and CEO. A life-long learner, Ms. Yosko, in addition to being a nurse by background, has earned M.B.A. and Ph.D. degrees. Ms. Yosko is a source of inspiration to the people she leads. She is an example of a leader who communicates an inspiring vision and lives it, as can be seen throughout her remarkable career.
In June of 2000, the combative Durk Jager resigned as CEO of Procter & Gamble after a tenure that had lasted only seventeen months. When he left P&G, its stock had declined 50 percent, it had lost $320 million in the most recent quarter, half of its brands were losing market share, and the firm was struggling with morale problems.
The prevalence and extreme nature of star systems in organizations today contribute to widespread employee disconnection and disengagement, particularly among core employees.
Employees can be regarded as stars, core employees, or strugglers. Stars are superior performers. They are either a part of senior management or on track to move up the organization’s hierarchy. Core employees are valuable contributors but not stars. Strugglers perform poorly, some for temporary reasons and others because they may not fit well in their roles or with the organization.
Don’t miss Dr. Todd Hall’s webinar tomorrow titled “How to Beat Stress and Elevate Engagement.” See details and signup here.
It’s encouraging to see more leaders identify connection as a primary factor contributing to their organization’s sustained success. Fortune magazine recently recognized Theo Epstein, President, Baseball Operations for the Chicago Cubs of Major League Baseball and the Cubs organization, as #1 on its world’s greatest leaders list. Last year the Cubs won the World Series and broke the franchise’s 108-year World Series title drought, the longest in professional sports.
I had the privilege of contributing a guest column to a recent issue of Business Standard, a leading business publication in India. The article tells the story of how Admiral Vern Clark used the principles of Connection Culture to lead a turnaround of the U.S. Navy. Read the article.
|Date:||March 16, 2017|
|Appearance:||Guest Column in Business Standard|