Picture this. My business partner and I—a classic case of fire and ice in some ways, but complimentary. For 11 rollicking years, we were the yin and yang of our venture, which I might modestly add, drummed up hundreds of millions in transactions and kept a 225-strong team buzzing. I was your textbook Type-A, go-getter. He, on the other hand, was as Zen-like as they come.

Here's a fun fact: his voicemail inbox was the stuff of legends. You see, he'd let it fill up—every. single. time. The result? A non-stop carnival of calls aimed at me from people trying to track him down. So, one day, in a fit of mild exasperation (okay, maybe not so mild), I confronted him about this peculiar habit. His response was dipped in typical Zen-style wisdom. He calmly stated, "99% of problems can be solved with just a little bit of time, usually by the person facing the problem themselves."

That hit me. What I had initially written off as procrastination was actually something far more profound. It was a ...

Nobody has ever accused me of lacking boldness. In fact, quite the opposite. Some have even suggested, or at least thought, that I might be a tad reckless. Throughout my life, I've taken many risks, both professionally and personally. Take, for instance, the year 2006. I decided to leave my executive HR position at the fastest-growing energy company worldwide to start my own business.

My primary mentor at the time told me I was out of my mind. After all, I was on everyone's succession plan, had a lucrative compensation package, and had the ear of almost every decision-maker. My career was only limited by the potential for a significant misstep. Yet, I felt an insatiable need for a larger challenge. Radical growth wasn't just an option; it was an imperative for me. I knew that only through bold moves could my true potential be unleashed.

Don't misunderstand me; leaving your team or current role isn't the only way to demonstrate boldness. It was just the path I needed to take. There we...

I have a friend named Michael, who possesses a unique trifecta of talents: he's a remarkable singer, an outstanding guitar player, and an even more impressive leader. For many years, Michael served as the worship leader at a church I attend. Each week, he seamlessly assembled a group of incredible singers and musicians, who willingly devoted their time, making sacrifices to serve our community.

What consistently astounded me was how Michael managed to rally these phenomenal musicians week after week. And all of this without any monetary incentive! One day, driven by curiosity, I asked Michael, "How do you consistently persuade these great musicians to perform together week in, week out, without any pay?" Michael's response was as insightful as it was simple: "Great musicians love to play with other great musicians. They're even willing to do it for free."

This principle, I realized, isn't exclusive to music—it extends to high-performing teams in any field. High performers relish the ...

As an employee, you are the heart and soul of any organization. In this guide, we explore why it is essential for you to care about organizations that prioritize connection capital—the sum of social connections and relationships. By understanding the benefits of connection capital, you can actively seek out companies that foster strong social bonds. This guide highlights the advantages you can enjoy as an employee when connection capital is a priority, including enhanced well-being, increased engagement, career development opportunities, and a supportive work culture.

Key Points:

1. As you consider potential employers, it is crucial to recognize the significance of connection capital—the collective value of social networks and relationships—within organizations. By choosing to work for companies that prioritize connection capital, you position yourself for a fulfilling and successful career journey.

2. Enhanced Well-being and Job Satisfaction Organizations that value connection ca

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As a leadership development professional, I've discovered a few "laws of physics" when it comes to making memorable connections quickly. These laws are as steadfast as gravity and just as invisible until you start to see their effects in action.

Let's dive in, shall we?

1. The Law of STOP TRYING

Be genuine is so over used. Be real is also overused. Just stop trying. It sounds cliché, but it's surprising how many people don a mask when they meet someone new. Research shows that positive connections often arise from small, familiar gestures, sensations, or words that become linked to patterns of positive connection in our feelings and thoughts about ourselves, others, or life in general​¹​. When we stop trying, we're more likely to create these meaningful, positive connections. 

2. The Law of Vacuum Chamber

Pay attention to the small things. I imagine when I am meeting someone new that I am in a vacuum chamber with them and the door closes sucking out all distractions. I can actuall...

Do you remember the Jerry Maguire Mission Statement, where Jerry (played by Tom Cruise) experiences a crisis of heart and mind? The profession and organization he loves, seem to have lost something crucial. He senses a loss of connection at all levels.

If you don't recall, let me share a snippet of the introduction:

“THE THINGS WE THINK AND DO NOT SAY

Thoughts of a Sports Attorney

Miami Hilton, 1 AM

It’s 1 AM and this might be the bad pizza I had earlier talking, but I believe I have something to say. Or rather, I have something to say that I believe in. My father once said, “Get the bad news over with first. You be the one to say the tough stuff. Well, here goes. There is a cruel wind blowing through our business. We all feel it, and if we don’t, perhaps we’ve forgotten how to feel. But here is the truth. We are less ourselves than we were when we started this organization.”

As organizational leaders and HR professionals, do you share that feeling/thought? Is your organization l...

Let's talk about the ROI of Employee Connection 

A vital component of a successful organization. It refers to the sense of belonging, value, and well-being that employees experience in the workplace, resulting in a feeling of fulfillment and a sense of purpose. Think about your favorite job or hobby; it probably made you feel connected and motivated to do your best.

Productivity

Employee connection is a top priority for executives worldwide. Unfortunately, only about 30% of employees feel connected in their work, meaning that 70% are not maximizing their potential. While it's normal to disconnect sometimes, being disconnected for long periods can lead to distractions and even unhappiness.

As a leadership development consulting firm, we know that disconnected employees can negatively impact an organization's financial bottom line. Suppose we consider the average annual salary in the US, which is about $55,000. In that case, an average employee generates around three times their annu...

Remote work has become increasingly popular in recent years, with the pandemic accelerating the shift to remote work. While remote work offers many benefits, including increased flexibility and autonomy, it also poses unique challenges, such as a lack of connection among team members, managers, and the company. This lack of connection can lead to lower performance, increased turnover, and difficulty in attracting top talent. To address these issues, the CONNECT For Teams workshop and process can help organizations and managers foster deeper connections with their remote work teams, leading to higher performance, reduced turnover, and talent attraction.

The Need for Connection in Remote Work Teams:

Remote work can be isolating, leading to a lack of connection among team members and with the company. A study conducted by Buffer found that 20% of remote workers cited loneliness as their biggest struggle, while another study found that 31% of remote workers felt they lacked communication...

Investing in your team is crucial for a business to thrive and meet its goals. But, how much should you invest in your team? The answer is that you should invest enough to ensure that your desired outcomes are met and exceeded. To help guide your investment decisions, here are some Organizational Consulting Activities and their associated fee ranges to consider. (Note: These are averages based on what we see in the market. Fees can vary widely based on team sizes, experience of consultants, fee structures, length of contracts, etc...)

1. Consulting Day Onsite - Fee Range $5,000-$10,000. This type of service is meant to speed up desired changes in performance or behavior. It may include assessments, coaching or consulting, or skills training for individuals, groups, or organizations. It's important to select a consultant who provides a high level of value, has clear contracts and expected outcomes, and exceeds any promises they make.

2. Consulting Day Offsite - Fee Range $1,000-$5,0

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When it comes to hiring new team members, it's important to identify candidates who possess certain traits and skills that will help them thrive in their roles. One trait that is particularly valuable is curiosity.

Curiosity is the drive to learn, explore, and ask questions. It helps individuals to seek out new experiences and to challenge the status quo. It's what allows them to stay curious and open to new ideas, and it's what keeps them engaged and motivated in their work.

In a rapidly changing world, curiosity is more important than ever. It helps individuals to adapt to new situations and to stay ahead of the curve. It allows them to continuously learn and grow, and it helps them to develop new skills and expertise.

So how can you identify candidates who have high levels of curiosity? Here are a few tips:

1. Look for candidates who have a track record of continuous learning and personal development. These individuals are likely to be curious and driven to learn and grow.

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