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UNIGROUP: The Approachable Owner
 

UNIGROUP: The Approachable Owner

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Author of twelve books, professional speaker, award-winning blogger and entrepreneur Scott Ginsberg presents at the Unigroup 2011 Conference on how to become an approachable owner!

Author of twelve books, professional speaker, award-winning blogger and entrepreneur Scott Ginsberg presents at the Unigroup 2011 Conference on how to become an approachable owner!

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  • Really? Why not? Says who?\n\n
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  • EAST ST LOUIS\n
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  • isn’t miuch of an accomplushment...\n\nBut that’s not why I’m here.\nI’m not here today because I wear a nametag.\n\nI’m here because I’ve spent every waking hour of the past ten years of life LEVERAGING\n\n
  • leveraging\n
  • a simple idea\n
  • ...into a six figure enterprise\n\nTHIS ISN’T A BADGE - THIS IS A BRAND.\n\ntha’s the craxy part - that ten years ago I was knowas That guy who wears a nametag everyday. Now I”m know as That guy who MADE A CAREER out of wearing a nametag everyday.\n\n\n
  • and so, for the next ninety minutes, I’m yours.\n\n\n
  • the more you do on the 90, the better the 10 looks\n\n\nHOW COULD YOU MAKE THE INVISIBLE INESCAPABLE?\nGIVE THEM A BACKSTAGE PASS TO YOUR BUSINESS?\n\n\n
  • And my promise to you is that you’re not going to sit through:\n
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  • the more you do on the 90, the better the 10 looks\n\n\nHOW COULD YOU MAKE THE INVISIBLE INESCAPABLE?\nGIVE THEM A BACKSTAGE PASS TO YOUR BUSINESS?\n\n\n
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  • bribe line\n\nFurthermore, I’m not going to spend the next hour trying to convuince yo all to start wearing....\n
  • \n•I can’t pretend that I’m just like you.\n•I’ve never run a company.\n•I’ve never had employees.\n•I’ve never even had a real job.\n•In fact, I am HIGHLY unemployable.\n•I have NO IDEA what it takes to (x)\n•But what I do know – is how it feels to (x).\n•And I’ll probably never know what it takes to (x).\n•Still, just like you, (x) and (y) are the lifeblood of my business\n•You are here today to learn how to make a name for yourself.\n•And in the last 3,409 days, that’s exactly what I’ve done.\n•And here’s the best part: Every one of you is going to learn something different today. As a writer, speaker and resource, the approach I take to teaching others is not unlike Leonardo Davinci. Botticelli. Reward from any angle. (Get exhibit Atlanta, Botticelli, Leo sculpture)\n\n\n\n
  • \n
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  • bribe line\n\nFurthermore, I’m not going to spend the next hour trying to convuince yo all to start wearing....\n
  • \n•I can’t pretend that I’m just like you.\n•I’ve never run a company.\n•I’ve never had employees.\n•I’ve never even had a real job.\n•In fact, I am HIGHLY unemployable.\n•I have NO IDEA what it takes to (x)\n•But what I do know – is how it feels to (x).\n•And I’ll probably never know what it takes to (x).\n•Still, just like you, (x) and (y) are the lifeblood of my business\n•You are here today to learn how to make a name for yourself.\n•And in the last 3,409 days, that’s exactly what I’ve done.\n•And here’s the best part: Every one of you is going to learn something different today. As a writer, speaker and resource, the approach I take to teaching others is not unlike Leonardo Davinci. Botticelli. Reward from any angle. (Get exhibit Atlanta, Botticelli, Leo sculpture)\n\n\n\n
  • the more you do on the 90, the better the 10 looks\n\n\nHOW COULD YOU MAKE THE INVISIBLE INESCAPABLE?\nGIVE THEM A BACKSTAGE PASS TO YOUR BUSINESS?\n\n\n
  • and so, notwithstanding my insanity, i wanted to share this image with you because\n
  • the more you do on the 90, the better the 10 looks\n\n\nHOW COULD YOU MAKE THE INVISIBLE INESCAPABLE?\nGIVE THEM A BACKSTAGE PASS TO YOUR BUSINESS?\n\n\n
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  • 1.\n2.Applaud everybody’s brilliance. Most people are more brilliant then they realize. They just need someone to reflect that brilliance back to them. That’s where you come in. If you want to unlock people’s awesomeness, it starts with the sincere belief that everyone has something worth sticking out there. Then, it’s just a matter of affirmation. For example, here’s what I do with my coaching clients: When someone says something brilliant, I usually say, “That’s a great insight! Have you written about that yet?” Now, most people say no. Either because they’re not disciplined enough to capture the majority of their brilliance; or because they don’t believe that they possess brilliance. So, what I usually do is write down their insight FOR them. Right then and there. In my journal. In front of their eyes. This honors their thoughts and demonstrates listening. Then, later on that day, I’ll email their words back to them with a note that says, “Once again, great insight! But if you don’t write this down, I’m going to steal it from you and take credit for it.” Whose brilliance needs reflecting and applauding? How are you laying a foundation of affirmation? And what would happen if you attended to everyone you encountered as a brilliant person who had something unique to stick out there?\n\n
  • \nI have NO IDEA what it takes to (x)\nWhat I do know is how it feels to (x).\nBecause I’m not familiar with your business, I’m the perfect person to talk to about it. \n
  • \nI have NO IDEA what it takes to (x)\nWhat I do know is how it feels to (x).\nBecause I’m not familiar with your business, I’m the perfect person to talk to about it. \n
  • \nI have NO IDEA what it takes to (x)\nWhat I do know is how it feels to (x).\nBecause I’m not familiar with your business, I’m the perfect person to talk to about it. \n
  • \nI have NO IDEA what it takes to (x)\nWhat I do know is how it feels to (x).\nBecause I’m not familiar with your business, I’m the perfect person to talk to about it. \n
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  • \nI have NO IDEA what it takes to (x)\nWhat I do know is how it feels to (x).\nBecause I’m not familiar with your business, I’m the perfect person to talk to about it. \n
  • \nI have NO IDEA what it takes to (x)\nWhat I do know is how it feels to (x).\nBecause I’m not familiar with your business, I’m the perfect person to talk to about it. \n
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  • I’m not here to convince you to start wearing a nametag every day -- rather, I’m here so you can consider asking yourself this question:\n\n
  • \nI have NO IDEA what it takes to (x)\nWhat I do know is how it feels to (x).\nBecause I’m not familiar with your business, I’m the perfect person to talk to about it. \n
  • There is a high correlation between those who avail themselves and their ideas and those who are successful\n\n
  • I’m not here to convince you to start wearing a nametag every day -- rather, I’m here so you can consider asking yourself this question:\n\n
  • And the cool part was REACTION. Peopel ask, why nametg, “I always wear it.” Lovers haters\n\n90% Lovers 10% Haters. -\n\nStayed consistent over 9 years. And so I’ve learned wo lesson: 10% of the people wil not like you - get over it. Screw the 10, stick with 90\n\nThe second lesson is: If evebroy says you’re crazy, you just might be onto something.\n
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  • And the cool part was REACTION. Peopel ask, why nametg, “I always wear it.” Lovers haters\n\n90% Lovers 10% Haters. -\n\nStayed consistent over 9 years. And so I’ve learned wo lesson: 10% of the people wil not like you - get over it. Screw the 10, stick with 90\n\nThe second lesson is: If evebroy says you’re crazy, you just might be onto something.\n
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  • I’m not here to convince you to start wearing a nametag every day -- rather, I’m here so you can consider asking yourself this question:\n\n
  • a nametag everyday - contrary to what the cartoon says, my goal is not to get us all to stick nametags on and hold hands across the globe and start singing we are the world. OK, this sin’t Seinfeld. --- SO, that’s what we’re NOT going to talk about today. Instead, And so, I’m going to talk about the lessons learned from and the mistakes made during the past 3,225 days of how, by some miracle, leveraging \n
  • There is a high correlation between those who avail themselves and their ideas and those who are successful\n\n
  • HERE’S THE QUESTION THAT MATTERS: YOU’RE THINKING DUDE I WOULD NEVER WEAR A NAMETAG EVERY DAY - YOU ALREADY DO. YOU JUST HAVEN’T FIGURED OUT WHAT IT SAYS YES\n
  • not TIPS, not TECHNIQUES, and not some MANIPULATIVE SEVEN STEP SYSTEM, \n\npractices --- slide\n
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  • not TIPS, not TECHNIQUES, and not some MANIPULATIVE SEVEN STEP SYSTEM, \n\npractices --- slide\n
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  • not TIPS, not TECHNIQUES, and not some MANIPULATIVE SEVEN STEP SYSTEM, \n\npractices --- slide\n
  • you know the old saying, “practice makes perfect?”\n\nno it doesn. practice doesn’t make perfect - practice makes PROFIT.\n\nwould you like to make some>\n
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  • Branding is the best, highest version of yourself – and how other people experience themselves in relation TO that self. \n\n
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  • Branding is the best, highest version of yourself – and how other people experience themselves in relation TO that self. \n\n
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  • 1.Face time never fails. I’m not a futurist, but here’s my prediction: Face-to-face is making a comeback. We’ve been held hostage by instant, electronic communication for the past ten years. People miss people. It’s time to get back to basics. Never underestimate the power of having lunch with someone. The secret is laying a foundation of comfort and honesty at the onset. Consider reaching out to people and saying something like, “Hey Brian: You’re cool. I’m cool. We should hang out. Would you be interested in having a Zero Agenda Conversation sometime?” That’s it. That’s all you have to say. No technique. No system. No hidden plan. Just two people talking. Like we used to do. Kind of hard to resist. I’ve been having those conversations for years and never once been rejected. The only caveat is: During lunch, you’re not allowed to say single word about recruiting unless they ask. That means no unnatural, unnecessary sneaking of your organization’s name into the conversation. That means no wearing of your company logo shirt in the hopes that they’ll notice the emblem and ask a question about it. That means no handing them a brochure you conveniently had in your pocket the whole time right as the waiter brings the check. Just be cool. Have a conversation with another human being. Zero agenda. I know it’s a lot to ask. But people rarely forget such gestures. What would happen if you tripled your amount of face time?\n\n
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  • I notice whe I started, literallyr ediced distance. And it was like the coolesthing thig ever! people just come up and say hi, \n\nAnd it’s not liek I was the first person to come up with this amazing socialoguical dixcotveyr NT - in fact, can you guess?\n
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  • 1.FREEDOM. People engage when individual expression isn’t restricted. How are you petitioning people to inject their personality into everything they do?\n2.FREEDOM. People engage when power decentralizes. Have you given them the ability to influence their work environment?\n3.FREEDOM. People engage when the babysitting and policing stops. How are you allowing them to establish their own structures to maintain focus?\n4.FREEDOM. People engage when the feeling of formality doesn’t keep them from communicating freely. Do your employees come to work every day because they love it, or because you’ve degraded them into obedient soul dead conformist worker bees?\n\n5.FREEDOM. People engage when their big ideas aren’t jailed. How is your corporate veil of bigness and anonymity thwarting creativity?\n6.FREEDOM. People engage when their dearly held sense of individualism is honored. Are you asking people to defend their specialness or inviting people to articulate their fabulousness?\n\n7.FREEDOM. People engage when their spark of motivation is self-inflicted. Are you still trying to charge people’s batteries for them? \n8.FREEDOM. People engage when they can dress how they want. Why is your organization still using dress code to convey class, hierarchy and status?\n9.FREEDOM. People engage when they can express themselves without resorting to code. At your organization, do ideas flow in an open and unstilted environment?\n10.FREEDOM. People engage when they don’t have to meet compliance just to take a piss. Are you empowering people to execute with all their might or restricting people to make excuse with all your policies?\n11.FREEDOM. People engage when they don’t need to ask permission to let their personal brand shine. Do you work for a human organization or an indoctrination center that strips people of their individuality on a daily basis?\n12.FREEDOM. People engage when they feel unrestricted. Whose core are you correcting?\n13.FREEDOM. People engage when they’re given a safe place where individual personality and creativity can shine. Who are you trying to make just like you?\n14.FREEDOM. People engage when they’re given wide discretion to spend company resources on the people who matter. Where is your organization sacrificing customer experience for corporate expense?\n15.FREEDOM. People engage when they’re not bullied into to delivering impersonal, emotionless non-service. Is your work experience mechanical and transactional or emotional and transformational?\n16.FREEDOM. People engage when they’re not forced to adhere to rigid plans created through manipulation, punishment and coercion. Are your people innately committed or fearfully complying?\n17.FREEDOM. People engage when you stop asking them to edit themselves. What system can you install to remove the restriction of individual expression?\n\n\n
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  • isn’t miuch of an accomplushment...\n\nBut that’s not why I’m here.\nI’m not here today because I wear a nametag.\n\nI’m here because I’ve spent every waking hour of the past ten years of life LEVERAGING\n\n
  • 1.FREEDOM. People engage when individual expression isn’t restricted. How are you petitioning people to inject their personality into everything they do?\n2.FREEDOM. People engage when power decentralizes. Have you given them the ability to influence their work environment?\n3.FREEDOM. People engage when the babysitting and policing stops. How are you allowing them to establish their own structures to maintain focus?\n4.FREEDOM. People engage when the feeling of formality doesn’t keep them from communicating freely. Do your employees come to work every day because they love it, or because you’ve degraded them into obedient soul dead conformist worker bees?\n\n5.FREEDOM. People engage when their big ideas aren’t jailed. How is your corporate veil of bigness and anonymity thwarting creativity?\n6.FREEDOM. People engage when their dearly held sense of individualism is honored. Are you asking people to defend their specialness or inviting people to articulate their fabulousness?\n\n7.FREEDOM. People engage when their spark of motivation is self-inflicted. Are you still trying to charge people’s batteries for them? \n8.FREEDOM. People engage when they can dress how they want. Why is your organization still using dress code to convey class, hierarchy and status?\n9.FREEDOM. People engage when they can express themselves without resorting to code. At your organization, do ideas flow in an open and unstilted environment?\n10.FREEDOM. People engage when they don’t have to meet compliance just to take a piss. Are you empowering people to execute with all their might or restricting people to make excuse with all your policies?\n11.FREEDOM. People engage when they don’t need to ask permission to let their personal brand shine. Do you work for a human organization or an indoctrination center that strips people of their individuality on a daily basis?\n12.FREEDOM. People engage when they feel unrestricted. Whose core are you correcting?\n13.FREEDOM. People engage when they’re given a safe place where individual personality and creativity can shine. Who are you trying to make just like you?\n14.FREEDOM. People engage when they’re given wide discretion to spend company resources on the people who matter. Where is your organization sacrificing customer experience for corporate expense?\n15.FREEDOM. People engage when they’re not bullied into to delivering impersonal, emotionless non-service. Is your work experience mechanical and transactional or emotional and transformational?\n16.FREEDOM. People engage when they’re not forced to adhere to rigid plans created through manipulation, punishment and coercion. Are your people innately committed or fearfully complying?\n17.FREEDOM. People engage when you stop asking them to edit themselves. What system can you install to remove the restriction of individual expression?\n\n\n
  • 1.FREEDOM. People engage when individual expression isn’t restricted. How are you petitioning people to inject their personality into everything they do?\n2.FREEDOM. People engage when power decentralizes. Have you given them the ability to influence their work environment?\n3.FREEDOM. People engage when the babysitting and policing stops. How are you allowing them to establish their own structures to maintain focus?\n4.FREEDOM. People engage when the feeling of formality doesn’t keep them from communicating freely. Do your employees come to work every day because they love it, or because you’ve degraded them into obedient soul dead conformist worker bees?\n\n5.FREEDOM. People engage when their big ideas aren’t jailed. How is your corporate veil of bigness and anonymity thwarting creativity?\n6.FREEDOM. People engage when their dearly held sense of individualism is honored. Are you asking people to defend their specialness or inviting people to articulate their fabulousness?\n\n7.FREEDOM. People engage when their spark of motivation is self-inflicted. Are you still trying to charge people’s batteries for them? \n8.FREEDOM. People engage when they can dress how they want. Why is your organization still using dress code to convey class, hierarchy and status?\n9.FREEDOM. People engage when they can express themselves without resorting to code. At your organization, do ideas flow in an open and unstilted environment?\n10.FREEDOM. People engage when they don’t have to meet compliance just to take a piss. Are you empowering people to execute with all their might or restricting people to make excuse with all your policies?\n11.FREEDOM. People engage when they don’t need to ask permission to let their personal brand shine. Do you work for a human organization or an indoctrination center that strips people of their individuality on a daily basis?\n12.FREEDOM. People engage when they feel unrestricted. Whose core are you correcting?\n13.FREEDOM. People engage when they’re given a safe place where individual personality and creativity can shine. Who are you trying to make just like you?\n14.FREEDOM. People engage when they’re given wide discretion to spend company resources on the people who matter. Where is your organization sacrificing customer experience for corporate expense?\n15.FREEDOM. People engage when they’re not bullied into to delivering impersonal, emotionless non-service. Is your work experience mechanical and transactional or emotional and transformational?\n16.FREEDOM. People engage when they’re not forced to adhere to rigid plans created through manipulation, punishment and coercion. Are your people innately committed or fearfully complying?\n17.FREEDOM. People engage when you stop asking them to edit themselves. What system can you install to remove the restriction of individual expression?\n\n\n
  • 2.FREEDOM. People engage when power decentralizes. Have you given them the ability to influence their work environment?\n4.FREEDOM. People engage when the feeling of formality doesn’t keep them from communicating freely. Do your employees come to work every day because they love it, or because you’ve degraded them into obedient soul dead conformist worker bees?\n\n8.FREEDOM. People engage when they can dress how they want. Why is your organization still using dress code to convey class, hierarchy and status?\n9.FREEDOM. People engage when they can express themselves without resorting to code. At your organization, do ideas flow in an open and unstilted environment?\n14.FREEDOM. People engage when they’re given wide discretion to spend company resources on the people who matter. Where is your organization sacrificing customer experience for corporate expense?\n16.FREEDOM. People engage when they’re not forced to adhere to rigid plans created through manipulation, punishment and coercion. Are your people innately committed or fearfully complying?\n17.FREEDOM. People engage when you stop asking them to edit themselves. What system can you install to remove the restriction of individual expression?\n\n\n
  • isn’t miuch of an accomplushment...\n\nBut that’s not why I’m here.\nI’m not here today because I wear a nametag.\n\nI’m here because I’ve spent every waking hour of the past ten years of life LEVERAGING\n\n
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  • 1.\n2.Applaud everybody’s brilliance. Most people are more brilliant then they realize. They just need someone to reflect that brilliance back to them. That’s where you come in. If you want to unlock people’s awesomeness, it starts with the sincere belief that everyone has something worth sticking out there. Then, it’s just a matter of affirmation. For example, here’s what I do with my coaching clients: When someone says something brilliant, I usually say, “That’s a great insight! Have you written about that yet?” Now, most people say no. Either because they’re not disciplined enough to capture the majority of their brilliance; or because they don’t believe that they possess brilliance. So, what I usually do is write down their insight FOR them. Right then and there. In my journal. In front of their eyes. This honors their thoughts and demonstrates listening. Then, later on that day, I’ll email their words back to them with a note that says, “Once again, great insight! But if you don’t write this down, I’m going to steal it from you and take credit for it.” Whose brilliance needs reflecting and applauding? How are you laying a foundation of affirmation? And what would happen if you attended to everyone you encountered as a brilliant person who had something unique to stick out there?\n\n
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  • BRANDING YOUR SERVICE\n
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  • 1.GROWTH. People engage when the fruits of their engagement become transportable assets. Can your people recoup their discretionary effort when they leave, or does all of their emotional energy become property of the organization? \n2.GROWTH. People engage when the organization makes it possible for them to become more valuable. How are you making it hard for people to grow?\n3.GROWTH. People engage when the purpose of their engagement is to help them become better in all areas of their life. Are you building people, or building your dream and exploiting people to do it?\n4.GROWTH. People engage when their development is supported. How much will it cost if you choose not to develop your people?\n5.GROWTH. People engage when their job makes use of their talent. What personal skills are you afraid to give people permission to tap into?\n6.GROWTH. People engage when their work isn’t a set of tasks, but an opportunity to build a platform that pushes them to something bigger. Have you confronted the fact that people are loaning their talents to you until something bet?\n7.GROWTH. People engage when they experience a real and regular connection between the duty of today and the dream of tomorrow. Are you telling people what your demands are or asking people what their dreams are?\n8.GROWTH. People engage when they feel part of something that matters. Do yours see their work as a grind or gateway to something bigger?\n9.GROWTH. People engage when they view their role as a stepping-stone, not a sinking ship. How long ago did your team give up on the possibly of meaningful work?\n10.GROWTH. People engage when they’re consistently given the opportunity to do what they do best. How are you embedding their passion into the pavement that leads the way to success? \n\n\n
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  • isn’t miuch of an accomplushment...\n\nBut that’s not why I’m here.\nI’m not here today because I wear a nametag.\n\nI’m here because I’ve spent every waking hour of the past ten years of life LEVERAGING\n\n
  • 1.GROWTH. People engage when the fruits of their engagement become transportable assets. Can your people recoup their discretionary effort when they leave, or does all of their emotional energy become property of the organization? \n2.GROWTH. People engage when the organization makes it possible for them to become more valuable. How are you making it hard for people to grow?\n3.GROWTH. People engage when the purpose of their engagement is to help them become better in all areas of their life. Are you building people, or building your dream and exploiting people to do it?\n4.GROWTH. People engage when their development is supported. How much will it cost if you choose not to develop your people?\n5.GROWTH. People engage when their job makes use of their talent. What personal skills are you afraid to give people permission to tap into?\n6.GROWTH. People engage when their work isn’t a set of tasks, but an opportunity to build a platform that pushes them to something bigger. Have you confronted the fact that people are loaning their talents to you until something bet?\n7.GROWTH. People engage when they experience a real and regular connection between the duty of today and the dream of tomorrow. Are you telling people what your demands are or asking people what their dreams are?\n8.GROWTH. People engage when they feel part of something that matters. Do yours see their work as a grind or gateway to something bigger?\n9.GROWTH. People engage when they view their role as a stepping-stone, not a sinking ship. How long ago did your team give up on the possibly of meaningful work?\n10.GROWTH. People engage when they’re consistently given the opportunity to do what they do best. How are you embedding their passion into the pavement that leads the way to success? \n\n\n
  • 1.GROWTH. People engage when the fruits of their engagement become transportable assets. Can your people recoup their discretionary effort when they leave, or does all of their emotional energy become property of the organization? \n2.GROWTH. People engage when the organization makes it possible for them to become more valuable. How are you making it hard for people to grow?\n3.GROWTH. People engage when the purpose of their engagement is to help them become better in all areas of their life. Are you building people, or building your dream and exploiting people to do it?\n4.GROWTH. People engage when their development is supported. How much will it cost if you choose not to develop your people?\n5.GROWTH. People engage when their job makes use of their talent. What personal skills are you afraid to give people permission to tap into?\n6.GROWTH. People engage when their work isn’t a set of tasks, but an opportunity to build a platform that pushes them to something bigger. Have you confronted the fact that people are loaning their talents to you until something bet?\n7.GROWTH. People engage when they experience a real and regular connection between the duty of today and the dream of tomorrow. Are you telling people what your demands are or asking people what their dreams are?\n8.GROWTH. People engage when they feel part of something that matters. Do yours see their work as a grind or gateway to something bigger?\n9.GROWTH. People engage when they view their role as a stepping-stone, not a sinking ship. How long ago did your team give up on the possibly of meaningful work?\n10.GROWTH. People engage when they’re consistently given the opportunity to do what they do best. How are you embedding their passion into the pavement that leads the way to success? \n\n\n
  • 2.FREEDOM. People engage when power decentralizes. Have you given them the ability to influence their work environment?\n4.FREEDOM. People engage when the feeling of formality doesn’t keep them from communicating freely. Do your employees come to work every day because they love it, or because you’ve degraded them into obedient soul dead conformist worker bees?\n\n8.FREEDOM. People engage when they can dress how they want. Why is your organization still using dress code to convey class, hierarchy and status?\n9.FREEDOM. People engage when they can express themselves without resorting to code. At your organization, do ideas flow in an open and unstilted environment?\n14.FREEDOM. People engage when they’re given wide discretion to spend company resources on the people who matter. Where is your organization sacrificing customer experience for corporate expense?\n16.FREEDOM. People engage when they’re not forced to adhere to rigid plans created through manipulation, punishment and coercion. Are your people innately committed or fearfully complying?\n17.FREEDOM. People engage when you stop asking them to edit themselves. What system can you install to remove the restriction of individual expression?\n\n\n
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  • Are you treating customers as people who pay your salary, or attending to them as pupils who enrolled in your class?\n
  • If you want the people who matter most to show up in full voice, work their hearts out for you spread the organizational love like a fever, you have to make them feel essential.\n\n
  • If you want the people who matter most to show up in full voice, work their hearts out for you spread the organizational love like a fever, you have to make them feel essential.\n\n
  • If you want the people who matter most to show up in full voice, work their hearts out for you spread the organizational love like a fever, you have to make them feel essential.\n\n
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  • \nEssential meaning, “Your work matters.”\nEssential meaning, “We would crumble without you.”\nEssential meaning, “If you were gone, people would notice.”\n\n
  • \nEssential meaning, “Your work matters.”\nEssential meaning, “We would crumble without you.”\nEssential meaning, “If you were gone, people would notice.”\n\n
  • \nEssential meaning, “Your work matters.”\nEssential meaning, “We would crumble without you.”\nEssential meaning, “If you were gone, people would notice.”\n\n
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  • \nEssential meaning, “Your work matters.”\nEssential meaning, “We would crumble without you.”\nEssential meaning, “If you were gone, people would notice.”\n\n
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  • 1.It’s not about just praising people publicly – it’s about being a stand for people’s greatness. It’s about giving them a front row seat to their own brilliance – while inviting the rest of the world to sit in the audience with them. That’s the secret to recognition: Isn’t corporate initiative – it’s a constitutional ingredient. How are you making gratitude palpable and recurrent?\n\n
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  • 1.It’s not about just praising people publicly – it’s about being a stand for people’s greatness. It’s about giving them a front row seat to their own brilliance – while inviting the rest of the world to sit in the audience with them. That’s the secret to recognition: Isn’t corporate initiative – it’s a constitutional ingredient. How are you making gratitude palpable and recurrent?\n\n
  • HELPFUL ADDITION\n
  • 2.FREEDOM. People engage when power decentralizes. Have you given them the ability to influence their work environment?\n4.FREEDOM. People engage when the feeling of formality doesn’t keep them from communicating freely. Do your employees come to work every day because they love it, or because you’ve degraded them into obedient soul dead conformist worker bees?\n\n8.FREEDOM. People engage when they can dress how they want. Why is your organization still using dress code to convey class, hierarchy and status?\n9.FREEDOM. People engage when they can express themselves without resorting to code. At your organization, do ideas flow in an open and unstilted environment?\n14.FREEDOM. People engage when they’re given wide discretion to spend company resources on the people who matter. Where is your organization sacrificing customer experience for corporate expense?\n16.FREEDOM. People engage when they’re not forced to adhere to rigid plans created through manipulation, punishment and coercion. Are your people innately committed or fearfully complying?\n17.FREEDOM. People engage when you stop asking them to edit themselves. What system can you install to remove the restriction of individual expression?\n\n\n
  • \n12.PURPOSE. People engage when they’re given permission to pursue their dreams. Are you still operating from the old paradigm that people come to work to make money?\n13.PURPOSE. People engage when they’re motivated intrinsically. How can you enable them to activate their own internal generators?\n14.PURPOSE. People engage when they’re treated according to their own unique values. Are you discerning and testing how each of your people want to be treated, or trying to save time by treating everybody the exact same way?\n15.PURPOSE. People engage when they’ve been given permission to flex the muscle of why. Do you give them room to express commitment in their own unique way?\n16.PURPOSE. People engage when your words speak directly to what’s important to them. Does their inbox need another boring, overextended piece of corporate communication that people delete immediately or – at best – peruse passively?\n\n
  • Knowing what’s under people’s fingernails doesn’t just give you their hot button – it gives you their entire motherboard. \n
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  • Are you treating customers as people who pay your salary, or attending to them as pupils who enrolled in your class?\n
  • Knowing what’s under people’s fingernails doesn’t just give you their hot button – it gives you their entire motherboard. \n
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  • 6.PURPOSE. People engage when their work becomes a vehicle through which they are able to live what is important to them. Are you contracting them to erect a building, or commissioning them architect a vital index of their values?\n\n
  • 2.FREEDOM. People engage when power decentralizes. Have you given them the ability to influence their work environment?\n4.FREEDOM. People engage when the feeling of formality doesn’t keep them from communicating freely. Do your employees come to work every day because they love it, or because you’ve degraded them into obedient soul dead conformist worker bees?\n\n8.FREEDOM. People engage when they can dress how they want. Why is your organization still using dress code to convey class, hierarchy and status?\n9.FREEDOM. People engage when they can express themselves without resorting to code. At your organization, do ideas flow in an open and unstilted environment?\n14.FREEDOM. People engage when they’re given wide discretion to spend company resources on the people who matter. Where is your organization sacrificing customer experience for corporate expense?\n16.FREEDOM. People engage when they’re not forced to adhere to rigid plans created through manipulation, punishment and coercion. Are your people innately committed or fearfully complying?\n17.FREEDOM. People engage when you stop asking them to edit themselves. What system can you install to remove the restriction of individual expression?\n\n\n
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  • copyright, schmopyright - i stole it all anyway!\n
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  • copyright, schmopyright - i stole it all anyway!\n
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  • I know ONE THING. But I gurarantee i know more abot htat one thing that anyone on hte planet.\n
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  • I know ONE THING. But I gurarantee i know more abot htat one thing that anyone on hte planet.\n
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  • I hope the answer is, “pretty well,” because\n
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  • I hope the answer is, “pretty well,” because\n
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  • Everything’s a performance. Everybody’s watching. Every conversation matters. And the Internet is forever.\n
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  • Everything’s a performance. Everybody’s watching. Every conversation matters. And the Internet is forever.\n
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  • isn’t miuch of an accomplushment...\n\nBut that’s not why I’m here.\nI’m not here today because I wear a nametag.\n\nI’m here because I’ve spent every waking hour of the past ten years of life LEVERAGING\n\n
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UNIGROUP: The Approachable Owner UNIGROUP: The Approachable Owner Presentation Transcript

  • What do YOU see?
  • *What could I do in this moment that would bethe exact OPPOSITE of everyone else?
  • So:
  • I have a commitment and a confession:
  • Let meSUGGEST this:
  • Let meASK YA this:
  • Fortunately:
  • Here’s thereality:
  • 46
  • That’s myreality:
  • I don’t know the first thingthe moving business.
  • Here’s whatI do know:
  • I know what it’s like tostart over from scratch.
  • I know what it’s like tosurrender your identity.
  • I know what it’s like tolose control of your life.
  • You’re not herebecause your job is to move people.
  • You’re here becauseyour job is to unpack the contents ofthe human heart.
  • The Nametag Principle TM
  • *If they can’t come up to you,how will they ever get get behind you?
  • Every speechI give is (actually)two speeches.
  • ‘ not aboutIt’sthe nametag.
  • 63
  • You actually let yourson wear a nametagevery single day?
  • 65
  • Cool.
  • When customers andemployees bring you crazy ideas,what’s the first word out of your mouth?
  • ‘ not aboutIt’sthe nametag.
  • The realquestion is:
  • What’‘s yournametag?
  • Practice.
  • Practice.
  • To be approachable is to be ______________ .
  • TEXT your answer infive words or less to Scott’s cell: 314/374-3397
  • To be approachable is to be ______________ . (314) 374-3397 (no sexting you perverts)
  • We did that forthree reasons:
  • Most people only get ONE THIRD of the equation...
  • To be approachableis to be three things:
  • Trustable.
  • Buyable.
  • Call-back-able.
  • Relatable.
  • Listenable.
  • Yessable.
  • Referable.
  • Brandable.
  • Follow-up- able.
  • How to Turn Approachabilityinto Profitability:
  • Your call is very important to us.
  • Peopleengage when__________.
  • UNIVERSAL HUMAN NEEDUNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED
  • UNIVERSAL HUMAN NEEDUNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED
  • UNIVERSAL HUMAN NEEDUNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED
  • UNIVERSAL HUMAN NEEDUNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED
  • UNIVERSAL HUMAN NEEDUNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED
  • FREEDOM:Can I live my truth here?
  • People engagewhen they don’t‘ have to edit themselves.
  • Petition them to inject their personality intoeverything they do.
  • Embed theirpassion into the pavement.
  • My best practice for giving employees freedom is_____________.
  • GROWTH:Can I nurture my goals here?
  • Hey Scott,can I pickyour brainsometime?
  • When I rent your brain, what can I expect?
  • Rent Scott’s Brain WHAT WILL BE DIFFERENT IN SO, HERE’S YOUR LIFE AS A BRING AND I’LL IN A WITHOUT AND YOU BUT I’M WHAT THAT RESULT OF THIS ME YOUR: OFFER MY: SPACE OF: ANY: WILL BE: NOT YOUR: MEANS: RELATIONSHIP:• Brand. • Access. • Acceptance. • Agenda-pushing. • Accelerated. • 12-step sponsor. • I place ideas at your feet for • You will develop a daily• Business. • Advice. • Affirmation. • Bullshit. • Challenged. • 24-hour hotline. your consideration. practice.• Career. • Attitude. • Candor. • Cloning. • Clarified. • 411 call. • I will not lead you beyond • You will use writing to solve where I’m living or have your problems, drive your• Challenges. • Counsel. • Comfort. • Excuses. • Disturbed. • 911 dispatch. lived. success and achieve your• Concerns. • Creativity. • Compassion. • Fixing. • Energized. • Accountability partner. objectives. • I’m responsible to you, not• Content. • Ears. • Confidence. • Have-tos. • Enlarged. • Assembly line. responsible for you. • You will have productive• Dilemma. • Energy. • Confidentiality. • Formulas. • Enthused. • Babysitter. • The onus is on you to be dialogues with yourself.• Ideas. • Enthusiasm. • Creativity. • Judgment. • Expanded. • Boss. responsible to the wisdom • You will achieve my level of• Intuitions. • Examples. • Depth. • Musts. • Heard. • Change agent. provided. success without being my • We share the relationship clone.• Questions. • Experiences. • Enthusiasm. • Need-tos. • Infected. • Codependent but you own the results. • You will capture, own and• Roadblocks. • Feedback. • Facilitated discovery. • Prescriptions. • Inspired. • Daily Grind. convert your thoughts into • Will plant a seed and enable• Situation. • Frames. • Flexibility. • Scripts. • Invigorated. • Doormat. others to figure it out on money.• Stuckness. • Honesty. • Fun • Shoulds. • Met where you are. • Easy button. their own over time. • You will brand your own• Uncertainty. • Hope. • Gentle elbowing. • Superimposing. • More aware. • Editor. • You don’t act – you don’t language and turn your• Website. • Humor. • Honesty. • Motivated. • Final authority on life. grow. thoughts into value messages.• What Ifs. • Insight. • Helping and teaching. • Nourished. • Hand-holder. • You don’t ask – you don’t get. • You will accrue a creative • Knowledge. • Humility. • Pushed. • Muse. inventory. • Life lessons. • Imperfection. • Questioned. • Parent. • You drive the deliverables. • You will build an idea • Mistakes. • Insinuation, not imposition. • Refueled. • Pastor. • You must be mentorable factory. and pushable. • Models. • Intimacy. • Reminded. • Permanent leaning post. • You will propel your own • You must fully commit to • Observations. • Laser-like focus. • Renewed. • Physician. momentum by mastering this process. dependence avoidance • Opinions. • Learning. • Stirred. • Problem-solver. • You reach out to me when without be an island. • Passion. • Mutual respect. • Strengthened.` • Rabbi. you have a need. • You will build a DIY kit for • Perspective. • Openness. • Stretched. • Secretary. kicking your own ass. • Philosophy. • Patience. • Thinking differently. • Soul mate. • You will customize litmus • Presence. • Personal growth. • Thinking harder. • Spouse. tests and opportunity filters • Processes. • Playfulness. • Unblocked. • Therapist. for give yourself permission/discernment, • Questions. • Professionalism. • Uncomfortable. • Unlimited advice dispenser. decision-making processes. • Recommendations. • Relaxation. • Unleashed. • You will never be alone in • Reflections. • Reasonable response time. • Unstoppable. this journey. • Reservoir. • Responsive spirit. • You will fall in love with • Resources. • Safety. yourself. • Selfhood. • Specificity. • You will give your river a • Silliness. • Spontaneity. voice. • Sounding board. • Springboard-ness. • You will move your thinking forward. • Stillness. • Timely response. • You will be heard. • Stories. • Timely touchpoints. • You will delete average, • Strength. • Transparency. boring and anonymity out of • Thought process. • Trust. your career. • Time. • Understanding. • Truth. • Verbal mirror. • Wisdom. HELLO, my name is Scott! 7563 Oxford Drive #2S / St. Louis, MO 63105 / scott@hellomynameisscott.com
  • “I didn’t even knowyou liked writing!”
  • People engagewhen they have permission to tap.
  • Help them increaseLIFE performance not just job performance.
  • A real and regular connection between the duty of today and thedream of tomorrow.
  • When my people leave, they’re goingto walk away as better _____________.
  • RECOGNITION: Can I hear my voice here?
  • That’s not what makes people stay.
  • If you want people show up.
  • If you want them to work their hearts out.
  • If you want them to spread theorganizational love.
  • Your workmatters.
  • We would crumblewithout you.
  • If you were gone, peoplewould notice.
  • On the other hand...
  • ! " # $ %& ’ " ! ()*’ " ! ( + ( ’) ! $
  • They give peoplea front row seat to their own brilliance.
  • Recognition isn’t a corporate initiative,it’s a constitutional ingredient.
  • My best practice formaking people feel essential is_____________.
  • PURPOSE:Can I preserve my values here?
  • What’s under your fingernails?
  • Knowing what’s underpeople’s fingernails doesn’t just give you their hot button.
  • People engagewhen their work is a vehicle to live their values
  • My best practice for inspiring people to motivate themselves is_____________.
  • UNIVERSAL HUMAN NEEDUNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED UNIVERSAL HUMAN NEED
  • How to Turn Approachabilityinto Profitability:
  • *Hey ,am I actually going to REMEMBER any of this stuff?
  • How much money is beingunapproachable costing you?
  • Me
  • GOODBYE,your namewas Scott!
  • And if you thinkTHAT’S bad...
  • Four yearsof college. Thanks Miami!
  • But here’s the WORST one...
  • But, lookat the bright side:
  • Let meSUGGEST this:
  • The Internet is FOR-E-VER.
  • EVERYTHING matters.EVERYBODY’S watching.EVERYTHING’S a performance.
  • Let meASK YA this:
  • *Is YOUR commitmentunquestionable?
  • Consistency is far better than rare moments of greatness.
  • What do YOU see?