I get this question all the time… so here are some details on speaking topics for new managers or emerging leaders.
Assumption #1: Leaders practice leadership, just as physicians practice medicine and attorneys practice law. Speaking is one way to reinforce evidence-based practices that should work for you. If you practice them.
Assumption #2: Positive relationships matter. The quantity and quality of our relationships is the greatest predictor of career development, human longevity, flourishing and well-being. Speaking is one way to practice developing positive relationships
So what are some great speaking topics? Here are some of my recent examples.
How to apply positive psychology in your talent development practice. A 50-minute presentation on the science and practice of positive psychology in any organization.
The Association for Talent Development (ATD) International Conference and Exhibition, Atlanta, GA, World Congress. One of only 2 presentations on positive psychology, amid 400+ presentations, and 12,000+ speakers. Book signing.
Association for Talent Development (ATD) chapter meeting presentations in Chattanooga, TN (June, 2017), Nashville, TN (August, 2016), Birmingham, AL (November, 2016)
International Coaching Federation (ICF) chapter meeting in Nashville, TN (September, 2016)
How to Increase Employee Engagement: For You or Others. A 50-minute interactive workshop designed to help leaders apply the science of employee engagement, and the AD-FIT consulting model, to their work.
State of TN, Human Resources Conference, Nashville, TN, 4 sessions July 18-19, 2017.
Trends in evidence-based talent management. A 50-minute presentation on the costs of human capital and analytics, technology and consulting.
Project Management Institute (PMI) Nashville chapter meeting (April, 2015)
International Society for Performance Improvement (ISPI) Nashville regional chapter meeting (February, 2015)
Action Learning Summit. A day of thought leadership designed for select leaders in Franklin, TN (May, 2016)
Talent Summit. A day of thought leadership hosted in Nashville, TN for select leaders in talent management, analytics and consulting (March, 2015).
How to Address Healthcare Leader Burnout. A 50-minute webinar or presentation. The need to diagnose burnout and treat healthcare leaders with resilience is critical. This presentation provides practitioners with evidence-based tactics to apply at the individual or organizational levels.
Webinar on July, 2015, partnering with eVisit and CEUs provided by the Professional Association of Health Care Office Management (PAHCOM)
Doug Gray speaker bio:
Doug Gray is the co-founder and CEO of Action Learning Associates. He has demonstrated expertise in applying positive psychology practices for thousands of individual and organizational leaders. Doug is a PhD candidate in Organizational Leadership at the Chicago School of Professional Psychology. His research topic is the effect of positive psychology on business leaders and executive coaches. Since 1997, Doug Gray, PCC, has been an author, researcher, teacher, and organizational consultant. His top five signature strengths include creativity, honesty, gratitude, hope and love of learning. He manages executive coaches for the largest global provider of executive coaches. He also volunteers as the ATD Nashville chapter president.
Yesterday I was asked to “step in” as a speaker for the Tennessee Safety Congress on Monday, July 21, 2014 in Nashville, TN, at the Opryland Conference Center. Today is Friday. I said, “Sure. Glad to help.”
The title is “Trends in Safety Leadership” and the main points include data and examples on 1) Frontline Decision Making, 2) Privacy and Control, and 3) technology.
The powerpoint content is located here: TN Safety Congress
Share this slide deck with your colleagues and friends, then contact us.
I have also added content from recently published articles in Professional Safety, the Journal of The American Society of Safety Engineers here for your convenience.
Initial consultations are free. Please give me a call at 704.995.6647 to discuss trends at your business.
Did you know that over 90% of apps are downloaded once, then not used again? That fact bothers me.
We have technology that enables us to BUILD relationships. Look at the use of Linked In and internal social sites for business development. Look at our ability to schedule tasks, and calendar priorities, and key performance indicators… However, lazy people complain about the accountability of Salesforce or any Customer Relationship Management (CRM) system. Or they may complain that investing in technology is like investing in a money black hole, where the value is indistinct and endless. That fear bothers me.
We use technology to build relationships.
Image of apps on any device with a browser
Last week I met with2 attorneys tasked with generating $1.5MM annually for their firm. They stated, “The #1 priority for us is business development. We talk about cross-selling. But we rarely do it.” Like any firm with specialized skills, they track billable time (BT) and working time (WT).
I asked, “How valuable would it be for you to develop new business with your existing clients in other practice groups throughout the firm?”
They said, “Invaluable. If you can help us develop new business you will solve a massive problem.”
During lunch, I shared an app that I had created for them. They downloaded it immediately. Their comments were like popcorn: “This is a no brainer. We can start with our practice group. Imagine monthly business development workshops at the larger offices. Teams of 3-4 pay $100 to play for the day in a business development contest. Each team member must be in a different practice group. Corporate finance will be forced to talk with real estate, or environmental, or product liability. Those teams will upload content throughout the day. And answer questions based on a client case study. And populate or CRM system on Sharepoint. And then at 4:00 we will score the teams on a question like “Which of these teams is most likely to generate new business for our firm?” Recurring monthly business development workshops. Facilitators in the conference room for scheduled BD sessions. Technology designed to build relationships.”
What is the value to you and your company? $500,000 in new services? $1MM? More?
We provide business development consulting expertise, and customized technology that forces your team to use technology to build relationships.
Action Learning is a behavioral change process model that works 1) for groups and 2) for individuals.
For groups, Action Learning occurs when stakeholders use real problems to acquire learning and implement system-wide solutions.
For individuals, Action Learning is a behavioral coaching methodology that applies the same 4 steps.
The Action Learning change process model includes four steps:
1) decide what breakthrough requires you to invest resources,
2) act with a talented, cross-functional team and executive endorsement,
3) reflect on steps achieved, and
4) connect or expand the results across business or functional lines, to new markets or clients.
We have facilitated organizationalAction Learning change using both virtual and direct processes:
1. Technology processes: SharePoint, Action Item task lists, virtual teams, e-coaching and e-consulting, digital consulting and short implementation teams.
2: Direct meeting processes: assessments, facilitation in a series of workshops, coaching and consulting, project initiatives, leadership off-site retreats, strategic reorganization
People buy products and services ONLY when they see tremendous value.
When I need a discount I go to Amazon or Costco. Transactional level of services. I do not compete with such transactional “business coaches.” If someone wants information they can have it from my transactional websites, www.growcompany.co and www.startcompany.co.
When I want to provide tremendous value to a business owner or team, then I ALWAYS provide 3 levels of value. People need to choose. And they pay more for each investment.
Then I strive to ALWAYS over-deliver on whatever value level they select.
If you’d like to see a sample proposal, just call or reply directly.
We asked both the Charlotte Chamber and the Charlotte Regional Partners to promote or contribute to the 2012 Energy Leadership Project. Not yet. Perhaps one day they will do so.
We believe that there cannot be enough conversations about what successful energy leaders are doing.
So we created the 2012 Energy Leadership Project. The purpose is to engage energy industry headers and share data immediately. At no cost.
Our partners to date include the Innovation and Entrepreneurship Hub at Packard Place, on 222 South Church Street. Invitations have been forwarded by Queen City Forward, Sustain Charlotte, YPE Charlotte (Young Professionals in Energy), plus hundreds of individual leaders.
We invite you to forward this blog, and invitation, to any of the 26,000 energy industry leaders in the Charlotte region. We welcome your input.
There are 10 questions on the survey at http://tinyurl.com/2012ELP. Some questions are open-ended. After 8 weeks online, 66people have opened the survey. 24 people have completed it. There are some 26,000 energy industry leaders in the Charlotte region. That is an itty-bitty sample size…
We encourage you to forward this blog post and invite others to contribute to the focus group, interview, or short survey. Click on http://tinyurl.com/2012ELP.
Here are results from one question:
What are the top 3 behavioral competencies of the best leaders at tour company? (select your top 3.)
Great communicator 26%
Maximizes the productivity of others 4%
Shares an optimistic vision 4%
Results oriented 9%
Humble enough to attribute success to the team 13%
Publicly recognizes the strengths of others 9%
Creates trust 13%
Expects to increase profitability 22%
FYI, these choices were selected from an extensive review of related surveys. Sample responses came from Booz Allen, the Center for Creative Leadership, McKinsey, the Gallup Organization, our expertise, and best practices in the energy industry.
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