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Sharing Workplace Best Practices. Inspiring Workplace Innovation.
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Contents
ODNLI's 2010/2011 program year has been a great success. We've had varied and informative speakers
and great networking. Up next on
Mar 8th is "Engaging the Millennials."
Alan H Cooper PhD will share with us the cultural differences between baby boomers, generation X,
generation Y, and Millennials. Don't miss this informal
and highly-interactive presentation. Invite a colleague or a friend to attend. They'll be glad that you did.
And be sure to mark your calendar and attend the
Apr 7th Workplace Excellence 2011.
If you have any comments or suggestions about
this newsletter or about ODNLI, e-mail me at
editor@odnetworkli.org
David C Pinkowitz, Editor (DCP Marketing Services)
Published 3/7/11
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President's Message
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Last month's meeting with Hilary Topper was a huge success. Everyone left with new ideas and renewed energy to push
and leverage social media for their own businesses. The turnout was great and the networking was first class. And our March 8th
event promises to be another great experience with Dr. Alan H. Cooper.
Dr. Cooper is a nationally recognized speaker on topics that include: Building a World-Class Learning Organization, Leadership
and Leadership Development, Six Sigma and Lean in Healthcare, Measuring Learning Outcomes, and Using Education to Drive
Exceptional Service Outcomes. He has authored several articles and book chapters including a recent chapter on Leadership
Development in Health Care.
I have spoken with several people who have had the privilege of attending some of his other speaking engagements and all have
said that this will be a memorable evening. Please join us!!
On another note, Workplace Excellence 2011 is just around the corner. You will be receiving your invitation shortly. The event is on
April 7th at the Plainview Marriott and the line-up of speakers is, once again, staggering -- thanks to our own Eric Heiger, Ph. D. We
have several world-class speakers that will inform you, educate you and even entertain you.
In addition, we have recruited a panel of four incredibly talented and accomplished CEOs who will share their frontline experience teaching
us how to build high-performance culture in your own organization. You could travel to Manhattan and spend $1,000 for a day of this caliber
or you can drive to Plainview and spend about $100, which includes your breakfast, lunch and networking after-party with FREE wine.
We are limited to a maximum attendance of 125 guests. I can tell you now that we will NOT be able to accommodate everyone.
We are inviting our own members first and then our supporting sponsor organizations and then the business community at large.
Watch for your invitation and check out www.odnetworkli.org/conference.html
Best regards, David O. Schwartz (Executive Confidential)
President of ODNLI
david@executive-confidential.com
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Upcoming Events
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- 6 PM Tues Mar 8, 2011:
Engaging the Millenials:
Managing Generations in your Workplace
Are you managing various generations in your workplace? Do you need strategies to bring together the different age groups to
work together and build on the strengths each has? If so, you should come to the ODNLI’s March 8th meeting to hear Alan H. Cooper,
Ph.D., MBA, Vice President for the Center for Learning and Innovation of the North Shore- LIJ Health System as well as the
Assistant Dean for Knowledge Management at the Hofstra University School of Medicine, speak about Managing Generations
in the Workplace.
Click here to
REGISTER for the Mar 8th program.
SAVE THE DATE
- 8 AM Thurs Apr 7, 2011: Workplace Excellence 2011
- 6 PM Tues May 10, 2011: Workplace Culture
- 6 PM Tues Jun 14, 2011: Wine & Cheese Party
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Last Month's Meeting
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Hilary Topper of HJMT Communications delivered a highly interactive and informative briefing to the February ODNLI meeting attendees
on Blogs, LinkedIn, Facebook, Twitter, Plaxo, 4Square, YouTube and other social networks. She encouraged everyone
to give social networking a try and to learn by practicing. She advised us to post any and all items that would help
develop a dialog and a relationship with our network. Many people in the audience shared their
experiences and added to the overall exchange of information. Hilary described a number of social networking
case studies to illustrate her points and advised all of us to integrate social media into our Marketing mix.
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Case Study
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The following article is part one of an example of how communication breakdowns lead to misunderstanding and loss of
time, profit and customers. Next month, I will detail the action taken to minimize these costly issues. This
also builds on my January article on empowerment.
The Organization with more than seventy-five employees was in the manufacturing business and achieved
a measure of success for more than forty years. Traditionally sales were increasing more than 10% annually
and profits were growing. A reputation for quality products and concern for treating customers as valued
partners had been built. Then the CEO decided (without any input or feedback from his management or staff)
that they would develop a new product and market to existing customers. Effective communication requires
elements of involvement, inspiration, listening, motivation and stimulation before evaluation can take
place. Without these parts the purpose of understanding and being understood is unlikely. Communication
is the exchange of feelings, goals, ideas, information and thoughts. The initial mistake that was made was
sending a memo to the heads of every department. Since words only represent approximately 10% of the total
message, he was inviting miscommunication. Instead of meeting face to face so he could understand body
language which comprises about 60% of the total message he was leaving most of what he desired to his
words, tone and inflection. In fact, as is known, the 500 most commonly used words in the English language
have more than 15,000 meanings.
Upon receiving the memo the head of operations thought he would need additional personnel so he wrote
the head of finance that he would need a sizeable increase in their budget. The CFO countered that he already
calculated only a minimal increase for salaries and additional expenditures could not be made if he was to
reach his target for profitability. The sales manager was immediately upset because his team was working
at what he felt was 110% to maintain the double digit sales increases. Additionally as described in the memo
he believed it was almost identical to a similar product a competitor had brought to market that failed two
years previously. The marketing and office managers were annoyed that they weren't even asked for their
opinions or thoughts. The CEO who had received the suggested new product idea from their largest customer
was enthusiastic and excited about this opportunity. When he began to be asked questions like why is this new
product needed and how are we going to pay for research and development he became irritated with his
leaders. In his mind this was going to create a significant increase in sales and allow the business to
discontinue two very marginal products which were not growing. He felt this would be beneficial to everyone
and result in the ability to provide a special end of year bonus. If he only had utilized the principles of how to
communicate effectively the Company might have enjoyed the best year in their history. Instead his
communication effectively resulted in loss of appreciation, belief, motivation and trust.
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