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Some Notes Worth Keeping

October 29, 2010

Running to the Top: Larry O'Toole

If you pea in your soup, it's bloody hard to get it out!

A few bad apples spoils the lot.

Focus on your culture up front, at hiring.

What is your Harvard stadium???

Identify what makes great associates and hire for it. Test it before you hire them. The test needs to be something that creates camaraderie.

There is a key to Everybody's heart. Find that key for each of your customers.

"It's all about effort"

Stop thinking about the money and think about the people. Put out a great service / product.

October 29, 2010

Tone at the Top: Mark Sarkady

Being weird is not enough. You also have to be useful.

If you inspire people to go beyond their limits, they will move mountains

Good enough isn't good enough. Think training for the Olympics.

4 phase in a healthy culture
 1 define the culture the way you want it to be. Values, behaviors and attributes. (make sure you define values - eg. Respect)
 2 declaring and communicating "this is the way it is going to be". The best way is face to face. How does the company/ET live and not live these values. Cascading communication.

October 29, 2010

Small Beginnings and Big Dreams: Three Success Factors- Jill Strahan

People who make the decisions are the ones who "show up". Woody Hays.

3 success factors
 1 Start
 2 Know where you are going
 3 Don't stop

Businesses grow 1 by 1 by 1

If at first you do succeed, try not to look astonished!  

When people are faced with a mortality ( a deep understanding that life is short ) they end up with a different perspective on life.

When people have hope for the future, they have power in the present.

Dream it, believe it, work it. If any are out of alignment, you will fail.

October 28, 2010

Tales From the Trenches: Jeff DeCarlis, Jenny Petersen, Jamie Pritscher

HR dept approaches people twice a year asking them what they want to do and how far they want to take their careers.

Promotions should be obvious and they should have been doing the job long before the title.

Be-Do-Have.

Loyalty lies with the team. The people you work with keeps you there.

People leave for more opportunity. Make sure they see it and have it internally.

Institute the "Pluck and Place".

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