Mar 8, 2021
Why we do what we do............. a fearless female speaker who empowers others.
- It's clear to me you did your homework on us and our event--intensive homework, way beyond just Googling us--and you incorporated that learning throughout your session. You spoke as an insider! You didn't just bring us into your world, you integrated both our worlds, and I found myself more and more impressed as the talk went on. The quantity and quality of your references was spot on. I can only imagine how much diligence this must take for each talk you give, another sign of your work ethic and desire to set a high bar.
- Your use of multi-media was effective. The videos did not become the central focus of the talk, but rather the icing to your content cake. They were used in the right way, for the right amount of time, and to emphasize the emotions and experience you were trying to create. It's difficult to do this kind of thing virtually to begin with and sometimes speakers rely on too many video clips, which distracts from their overall delivery, but you did it just right!
- Your examples were specific, but your message and lessons were universal. I am the furthest thing from being an athlete, yet I found myself drawn into your stories and cheering for your heroes (I want more Steve Gurneys on my team!). I also found myself learning a myriad of new and interesting things about a world I know very little of--which was intellectually engaging. You translated what you know into relevant and memorable lessons for us.
- Your authentic style--it's clear you're an extremely intelligent and eloquent speaker, but you were also funny and genuine, and courageous. Humor is desperately needed medicine in corporate America. Sometimes when you're working to find the cure to cancer or Alzheimer's, you forget to laugh or allow for levity, but you made me laugh out loud several times this morning, which will help me do a better job for my company and patients.
Vice President, Global Patient Outcomes and Real World Evidence (Pharmaceutical)
Dec 22, 2020
Well, that was crazy! Happy 2021!
Jun 17, 2020
Alan O'Neill-Retailers preparing for return - but online a bigger challenge than ever
- If you have an e-commerce channel in your business, make the online shopping experience as effortless as possible.
- If you don't have a web/chat facility, provide an easy-to-find telephone number to support the confused shopper - and make sure the telephone is manned at all times. Be more flexible with your delivery and returns policies. Don't give the shopper who wants to support local any reason to go to the international sites.
- Many smaller retailers know their customers by name and buying preferences. Therefore, offer personalized services to them. This might be by showing that you know their size, color and taste preferences, and reacting accordingly.
- Be clever with your social media posts. Don't be pushy with product and discounting. Steve Graham from Grahams Shoes told me he has been posting quotes of the day to customers and advice on care for kids' feet and shoes. "It's not all about selling right now," he said.
- Get ready for reopening when the lock-down rules ease. Health will be your customers' and your teams' priority, so be seen to prioritize it.
- What can you do to make the physical shopping experience in your store safe, accessible, efficient and even fun? The silly memes that we have all giggled at online over the last few weeks don't have to stop in the real world.
- Remember, too, that parents of young kids are probably strung out balancing working from home with home-schooling. How can you relieve that stress for them?
Original article here.......
Apr 28, 2020
Alan O'Neill - Stop Silo Culture
In today's COVID-19 reality, silo'd thinking might or MIGHT NOT become glaringly clear, and if not companies should look at a few of the following aspects to identify it, as outlined in a recent post by Alan O'Neill.
- What would a successful event would look like? - Factors to consider should include revenue, safety, impact on the local community and lands and reputation.
- Who are all the stakeholders that play a part in ensuring a successful event? This should include security personnel, stage crews, cleaners, ticket sellers, stewards, food and beverage crews and many more.
'We're in this together' is a mantra that should not wain, and company leaders should be the ones leading the charge.
Original full post here.....
Apr 17, 2020
Kyle & Brent Pease-Mile 8
January and most of February were like Miles 1-5 of the New York City Marathon; the starting gun cracks, everyone takes off, Brent & Kyle jostle for position among 50 thousand people, and as they starting moving along they begin to find their rhythm. By the end of February (Mile 5) they're in a groove, things are lining up, and the minutes per mile stats are bang on.
Mile 6-7 are uneventful, they have found their stride and everything is moving along smoothly, with no indication of what's to come, comparable to most of of us, the year was looking good.
Then Mile 8 happens.............March 13th the US declares a National Emergency and the world stops............
Brent recounts the moments in NYC; "We'd been waiting for this thing forever and so at mile eight, the chair starts to wobble. And I'm not really sure what's going on. And Kyle says, "Are you OK?" I'm like, "Yeah, I think everything's fine." And it just keeps getting worse and worse. And by mile 13, I'm really having to fight this chair. Kyle is about 115 pounds, the chairs about 17 pounds; so you're trying to push 130 thirty plus pounds down the road. It was like pushing it through the sand, and so I kind of peek through the wheel, there are three broken spokes. So one broken spoke is bad, three is catastrophic. And the next step we took the wheel crumbled under Kyle's weight. And he was basically laying on the side of the road."
Brent recently said "We think about the current situation in terms of racing, what we all experience when we are out on course together. There are moments for us all when we aren't sure if we can keep going, if we want to keep going or why we should even keep going, like Mile 13. We aren't deep on the run course right now ....... We really miss racing, we really miss the social interaction, and yes we even miss suffering on the back end of 140.6 miles of racing."
Mile 13 was transformational for the brothers, they finished the marathon by carrying the chair, and none of it was pretty, but they did it TOGETHER with new friends. Like most of us right now we're at mile 13 of 2020; life has gone sideways due to COVID-19, we're out on a course with no plan for THIS, what we do for the months and weeks going forward can define a new finish line for all of us. And remember, reach out to your friends, TOGETHER We Wheel, and will again.
Original transcript from The Beyond Speaking Podcast here...........
Apr 10, 2020
The Pease Brothers-Inclusivity, Competition, and Overcoming Adversity
Brent and Kyle Pease stopped by Premiere Speakers Bureau in Nashville to share their incredible story of racing KONA as a tandem team, handing out advice for disabled triathletes, the power of skittles in the middle of a race and how they are helping others with disabilities find their inner athlete.
Upon witnessing Brent complete his first IRONMAN competition, Kyle asked Brent a life-changing question: 'Can people in wheelchairs do IRONMAN?' Brent never hesitated with his response; the answer was a resounding 'YES!'
Starting from scratch with no running chair, learning from others, and through trial and error and a ton of hard work, Kyle and Brent Pease have since completed more than 75 races together, including four IRONMAN triathlons and countless other endurance races. Finally, after years of hearing 'NO' from their KONA applications, they were awarded the opportunity to participate in the 2018 IRONMAN World Championships in Kona, Hawaii.
Make sure to check out https://www.kylepeasefoundation.org/ to see how you can support their foundation for disabled athletes.
Beyond Speaking is hosted by Brian Lord and produced by Eric Woodie, thank you very much for featuring them.
Apr 9, 2020
Dan Waldschmidt's points on How to Make a Way When There Isn't One
Like an elite performer, your default decision in the middle of trouble to hustle and grind is what determines your ultimate destiny.
"Inveniam viam aut faciam."
"I shall find a way or I shall make one."
Full blog post from Dan here.........
Dan Waldschmidt's speaking topics here.........
Apr 7, 2020
Risha Grant- It's time to unite, because we need each other now more than ever!
"Humanity is interconnected and we need each other now more than ever" says our very own Risha Grant in her recent Tulsa World article.
Full video post from Risha here....
Apr 3, 2020
Together We Wheel... AGAIN! - Brent & Kyle Pease
Brent Pease wrote a recent blog post about the Kyle Pease Foundation, and some of the things that have weighed on his mind in regards to the MANY athletes it supports, but the one major takeaway is reflected so poignantly is these words.........
"I had enjoyed a front row seat to one of the greatest athletic accomplishments I may ever know. I watched a man confined to a wheelchair take on one of the hardest endurance challenges on the planet. So if its Boston in September or a 5K with us in Atlanta, TOGETHER WE WHEEL... and will do it AGAIN!"
Thanks Brent, we needed to hear that!
Original Article here...
Mar 25, 2020
Online Presentations available, more information coming soon!
New topics, new pricing, new formats coming very soon, contact me at email@example.com or 888-584-4177 for more information.
Mar 17, 2020
Statement by 6 Degrees Speaker Management About Operations-COVID-19
A few months ago, 2020 was predicted to be the “year of remote work.” But even the most optimistic advocates never anticipated the launch of the world’s largest work-from-home experiment before the end of the first quarter. The global spread of COVID-19 is affecting every one of us.
At 6 Degrees we are people first, and we do what we do with the belief that the way we work can be of benefit to our clients & customers; we will continue to be a valuable tool in a moment like this.
We continue to stay up-to-date on the global effort , and I want to update you about the ways in which we are proceeding.
- Our Workforce
There is a marked difference between being at home during work hours, and working remotely in a way that maintains (or enhances) business operations. As a company who has been doing work this way for years already, we are confident in our culture, digital working practices, and daily rituals that are required to support virtual collaboration. Our goal is truly to protect our workforce and your business from the impacts of coronavirus, and remote work is a valid strategy to maintain business continuity in times of crisis like the outbreak of COVID-19. In essence, it's business as usual for our daily operations, and we're here to support you in yours.
- For Our Clients & Partners
How can we help you?
No catch, honest. We want to be a valuable partner to our partners.
- Looking Ahead
Restrictions will not impede day-to-day business and we will continue to monitor and adjust until things settle down.
Humanity must rely on each other by being of service, and we here at 6 Degrees are doing our part to consciously rise up, choosing hope over fear. By working together, we can become more resilient as a collective.
Feb 4, 2020
Alan O'Neill-Executive Performance Coaching
Enter the Executive Performance Coaching......
Performance coaching is a relatively new form of executive development and is representative of a very supportive and people-focused culture. It is a professional process whereby a qualified person supports and challenges a client to improve performance. It helps the client to gain self-awareness, clarify goals, achieve development objectives and unlock their potential.
Things to know:
• Regulation. This is an unregulated industry and there are many former athletes, lawyers, business academics and consultants putting themselves out there as professional coaches. There are a number of coaching models, psychometric tools and emotional intelligence surveys in the marketplace. Ask up front for details.
• Chemistry trumps accreditation. Although accreditation is important, what's even more important is the need to ensure good chemistry between you and your coach. You'll get a feeling very quickly about whether you can trust this person. After all, you're likely to share some of your innermost and private thoughts and concerns with them.
• Coaching versus mentoring. A mentor advises the individual on what they think is the best course of action. A coach will never tell the individual what to do, as their style is to facilitate thinking but be non-directive.
• Honesty is key. As you work through the process, there may be times when the coach should challenge your thinking and/or behaviours. Or they may have to call out that the process is not working. A good coach will, of course, put your needs ahead of their own need to earn fees.
• 4-6 sessions. There is no set time scale but typically, you can expect to meet your coach four to six times over the space of a few months.
Original Article here....
Feb 3, 2020
JJ Birden - Breakthrough Moments Can Be Game Changers!
- JJ Birden
Read the full post here...
Jan 23, 2020
JJ Birden - Leadership Lessons for the Superbowl
JJ is not a betting man, but his 5 years playing with the Chiefs has given him some insight into the past coaching & playing history, and the lessons learned are still applicable to both life & business.
The routine we had in the NFL after a loss was:
- Study the game film
- Identify the mistakes
- Correct them in the classroom
- Walk through the correction on the field
- Practice and train to do them the right way and learn how not to make those mistakes again
Jan 21, 2020
Alan O'Neill - Navigating The Four Cultures of Leadership
- Despite us treading lightly, the old leadership team saw us as interfering. Their expectation was that they would continue to operate forever as a standalone business, with simply the occasional update on progress to group.
- Another issue is that the Dutch see themselves as very straight-talking. They like to tell it as is. Yet, when asked what they deemed to be probing questions (using all the protocols such as empathy and respect in the asking), it went down like a lead balloon.
- Hierarchical and top-down - Consider the two dimensions of leadership styles (Authority versus Decision-making), then consider the team involved, their preferred style and then adapt accordingly. Be clear on expectations and don't make flippant or off-the-cuff remarks, as they may be taken literally when used in the wrong group.
- Hierarchical and collaborative - This is where teams expect the boss to make decisions but will also expect to be consulted beforehand. The leader should therefore ask lots of questions but check for quality of input and reasoning behind opinions, before making a decision.
- Democratic and top-down - Regardless of your status in the team, speak up before the decision is made. But even if you don't agree with the final decision, support it as if it was your own. You've had your say and you didn't manage to convince the relevant person. So accept it and move on positively.
- Democratic and collaborative - This is where the team gets involved in making decisions and may get upset if the leader takes over. The leader's job is to facilitate the process. Accept that decision-making will take longer but the execution of the decisions will be swift. So avoid being directive.
More on Alan O'Neill here....
Dec 18, 2019
Alan O'Neill - Returning calls is not just polite, it's good for business
The world has enjoyed this communication device since 1876 and while it has come through many iterations since first launched, every one of us has one, at our desks but also in our pockets. There should be no excuse, it's just lack of professional courtesy and poor manners. What does it say to a customer when they don't get a call back? Surely their expectation of a returned call is reasonable?
Alan suggests the following Tips on the Basics of Telephone Etiquette:
- Refresh your culture: This is a culture issue and if it applies to you, then you need to refresh your culture. Put consequences in place for not complying.
- Do a root-cause analysis; In the language of 'Lean Principles', this is a defect, get to the root of the problem and agree corrective actions.
- Set rules and train everybody; Make this a priority, and communicate your expectation and minimum standards to everyone on your team.
- Log all calls; Every time you make a call-back promise to a customer, log it somewhere, and then track it.
- Fulfill promises; Recognize the negative impact of disappointing a customer, and only make promises that you know you can keep.
- Leave a message; If you don't manage to reach the customer at the designated time, at the very least leave a message. Reach out.
Dec 11, 2019
Alan O'Neill-Retailers HAVE to be online to be relevant
Full article link at the end of this blog post.
- Change your mindset. Stop saying you can't afford to develop an online trading presence. You simply cannot afford not to.
- Develop a website, not just a Facebook page. The cost of developing a site has come down greatly over the years.
- Show products online. If not your full product portfolio, at the very least show pictures of your best sellers online.
- Enable sales at some level. Make sure they can at least mail or call you to process their purchase.
- Remove blockages to selling. If you have a booking system, is it working? Check that everything is working as it should.
- Manage your time. Many SMEs say they don't have time to keep a website updated. Make the time.
- Seek training. There are SBDC Offices all over the country that provide very cost-effective training to get you up to speed. Think of it as hiring for your weaknesses.
Full article here.........
Dec 10, 2019
JJ Birden-How are you going to finish strong?
More about JJ Birden here.......
Nov 20, 2019
Alan O'Neill - Learning and development remains a valuable tool in battle for talent
We found that there's a lot of research that suggests a significant reason for employees leaving their job is the lack of development opportunities. Consequently, learning and development (L&D) simply has to be part of short & long term planning for small and medium-sized enterprises.
In part of his research Alan sat with Nicola O'Neill (no relation), she is the Managing Director of Harvest Resources, the leaders in Ireland for bespoke learning solutions. Together they outlined some current trends in the world of L&D:
- Personalized adaptive learning. - employees can proactively source content to build their competencies
- Collaborative social learning - work peers use internal 'circles of learning' to fast-track their own L&D
- Peer Learning - as above, peers teach each other, there are five generations in the workplace today, exploit that
- Classroom - still the most commonly used, learning new skills should be experiential
Personalized Development - this is where outcomes and the TNA become useful, use them to your advantage as one size does not fit all
Nov 14, 2019
Exclusive Speaker Newsletter-Updates, new blogs, all the good stuff!
Nov 13, 2019
Alan O'Neill - Performance Improvement meetings are nothing to fear
Alan's next article delved into the other side of the equation and highlighted how the organization can also be the cause of performance issues. He offered up a simple simple framework called the willing-and-able table as a way to work through the issues. This is designed to discourage employers from making sweeping judgments about their people and to be specific about improvement plans.
In this final installment Alan expands further on how to conduct a Performance Improvement Plan (PIP) meeting. The purpose of a PIP is to agree on improvements in an employee's performance or behavior. This is set against a two-way communication of expectations and issues that critically affect the organization's - and therefore the employee's - present and future performance. When conducted effectively, it should result in a high level of acceptance of the issue, and agreement for improvement.
Remind yourself that the purpose is to agree performance improvement and build the employee up, not to knock them down.
"Everywhere I go, I find people management is the single toughest skill that managers are challenged with. I can't tell you how many cups of coffee I've had with sincere managers who want to do the right thing by their people. Here are the five tips I have scribbled on more napkins than I can count":
- tell me what you expect of me
- give me the opportunity and the resources to perform
- give me guidance when I need it
- give me feedback on my effort
- reward me for my contribution.
Full article here........... and Alan shares this and many more tips for workplace cultures in his keynote entitled "High-Performance Culture" - Fast-track your business results with a customer-centric, high-performance culture.
Nov 12, 2019
JJ Birden - Leaders Lead from the Front
In his post, JJ says "I've always responded better from coaches, trainers, mentors who are leading by example. The ones who are "talking the talk and walking the walk. Don't just tell me what to do, show me."
JJ is exploring some of the leadership principles he's learned over the years in both sports & business, and he talks about this point and many others in his keynote "There Better Be An "I" In Team". In this engaging session JJ shares his lessons learned while playing on some of the toughest teams on earth.
"To lead a team, it's imperative you can lead yourself first. The team's success is dependent on your success!"
More from JJ Birden here.........
Nov 7, 2019
Exclusive Speaker Newsletter-Updates, new blogs, all the good stuff!
Oct 30, 2019
Alan O'Neill - 'Your corporate culture renewal is a journey, not a destination'
It is the golden thread that weaves all aspects of an organization together. It binds the strategy, leadership style, structure, reward system, behaviors, and indeed the whole business model. But most people when asked to describe their company's culture seem to have difficulty answering;they cannot articulate or describe it. It just IS. If you and your colleagues cannot clearly articulate your desired culture, you might be missing a key success factor.
Last article he used a German company that made a number of acquisitions and is now renewing its culture to have one group culture. This one culture will serve as a framework for how Alan believes people at all levels should behave, both internally and externally in the example.
Here are his Tips for Culture Renewal:
- Discover - Establish the gap between the desired culture and the current culture
- Design - Design a new set of values or guiding principles for the business, and plan for how they will be brought to life
- Deliver - Roll out the new culture
- Develop - by ongoing measurement and embedding it into a new way of working, make it the new WAY to describe work
Alan's full article here............
Oct 24, 2019
Brent & Kyle Pease-40 Under 40 Award Honorees
To find out more about Kyle & Brent Pease and what they can bring to your audiences, click here........
Oct 23, 2019
Alan O'Neill-The Retail Apocalypse, Fake News?
Alan O'Neill was recently brought in by Swedbank - the largest bank in Sweden - to deliver a customized keynote on this very topic. They invited 150 property and retail customers to London and Alan delivered a engaging keynote on the future of retail titled 'The Retail Apocalypse, Fake News'. It went over very well, we have received plenty of great feedback and Alan helped dispel many of the myths and misconceptions about the current state of retail.
If you're not a retailer, you may ask; what is the Retail Apocalypse?
According to Wikipedia, the definition is "the closing of numerous North American brick-and-mortar retail stores, especially those of large chains, starting in 2010 and continuing onward." Since then, the term "retail apocalypse" began gaining widespread usage in 2017 following multiple announcements from many major retailers of plans to either discontinue or greatly scale back a retail presence.
In his keynote to Swedbank, Alan dispelled some myths and misconceptions about the state of retail now, and really helped attendees focus on the Future of Retail, by focusing on Customer Experience, and drawing on his 20+ years of retail consulting, and Alan shared his insights on the Selfridges overhaul and how he supported them to achieve their ambitions.
More about Alan here........
Oct 22, 2019
JJ Birden-Takeaways From Playing with Hall of Fame Quarterback Joe Montana
They say "success leaves clues" and if that is the case, JJ made a plan to learn as much as he could from possibly the greatest quarterback of all time. During those two years with Joe, JJ watched him from afar, asked him questions and took advantage of every opportunity to learn from him. He witnessed that the attributes that made him great as a professional athlete are simple success principles which anyone can apply.
Here is one of JJ's most impactful takeaways from his time playing with Joe Montana.....
If you're in a position of authority, your co-workers or business partners are more responsive to a humble leader rather than an arrogant one.
To find out more about JJ's top takeaways learned while playing with Joe Montana, go to https://www.jjbirden.com/ and sign up for the Birden Report!
Oct 21, 2019
Risha Grant-Standing Ovation for LWG!
The League’s objective is to move the needle forward on the number of women serving at the most senior and executive levels in ALL areas of local government. This year for their annual conference in partnership with The International City/County Management Association, they brought in Risha Grant and numerous other speakers to help them learn more about the importance of gender balance and inclusion in local government.
Her lively keynote "Permission:Granted to Get Rid of Your BS" brought the house down; her personal stories and humorous way of showing examples of bias within her story helps attendees really understand how and when their own bias came to be. It resonates with audiences because they know she's not just up there saying words, she's relating her experiences, sharing her struggles, and showing them where they came from, and ways to move through and past them. It's personable, and relatable.
We know organizations know WHY diversity and inclusion is important, it's the HOW that gets them stuck. We get them unstuck.
Let us help you!
Oct 10, 2019
6 reasons why our speakers make your clients happy!
Oct 9, 2019
Alan O'Neill - Why attitude is more important than strategy!
- Discover: Establish the gap between the desired culture and the current culture;
- Design: With input from the wider team, design a new set of values or guiding principles for the business. And plan for how they will be brought to life;
- Deliver: Roll out the new culture, which of course will take years to embed;
- Develop it further by embedding it into a new way of working.
Alan's next article he will share more detail on what is involved in the initial phases of discovery and design.
Oct 7, 2019
Risha Grant listed as one of the Top 100 Innovative Women!
Oct 3, 2019
Brent & Kyle Pease-2 Inspiring Individuals, 1 Giant Impact!
Follow their journey, start yours, and come away inspired. In this post we highlight just a little bit about what Kyle & Brent Pease love to do for their clients:
For more information about Brent & Kyle Pease and what they can bring to your event, click here....
Oct 2, 2019
Alan O'Neill-Customization for Clients
For more information on Alan O'Neill and what his specialty topics are, click here....
Sep 30, 2019
JJ Birden-Why he's so easy to work with!
Sep 24, 2019
New Speaker Alert! JJ Birden now represented by 6 Degrees!
Sep 6, 2019
New Speaker Alert! Kyle & Brent Pease now represented by 6 Degrees!
Aug 15, 2019
Alan O'Neill-Repositioning and Changing Perceptions of your Brand
Our very own Alan O'Neill's latest article for Irish Independent has his discussing the dramatic changes that we have experienced in the last thirty years, and how they have prompted many organisations across all industries to re-invent themselves.
Changing brand perception isn't all about advertising and messaging; the starting point is about refining your proposition in the first place, before you try to shout about it.
Alan's Tips for Changing Brand Position and Perception:
- Strategy. Take time to look outside at how the market is changing, but don't shift too far from your core. How have customer's behaviours and preferences changed? How have your suppliers and competitors reacted to that?
- Test. Before investing time or money, go and test your thinking by talking to customers and front-line staff. Are the changes that you're considering appropriate for your customer base? If you make changes, will you alienate your current customers, and does that matter? Do you need to find a new customer base? And if so, how will you do that?
- Product. Consider what other product categories might be a natural fit in your range. If you'd like to go more upscale with higher priced items, remember how retailers classify their ranges using the 'good, better and best' framework. Rather than try to jump from 'good' (i.e. lower prices) to 'best', should your transition include some 'better' ranges in between? If your strategy is to move more downscale, the same thinking applies.
- Place. After re-considering your product mix and price architecture, consider what changes should be made to presentation. For retailers and hospitality businesses, that includes shop-fit, standards, merchandising and signage. For a B2B company selling services, that might include your logo, website, brochures and other collateral.
- People. Engage your people in the change and consult them on their views. Then make sure they know about the change that you've decided on. Train them and give them the context for the change and the product knowledge required to sell the new products.
- Marketing. Developing the right message and how to communicate that is a study in itself. These short few words are not enough on their own, but they should at least ensure you put messaging on your agenda. If you don't have budget for TV advertising, press and social media are very effective.
Aug 5, 2019
Risha Grant selected as a Top 100 Human Resources Influencer of 2019
What an amazing honor it is for our very own Risha Grant to be awarded a spot in the Top 100 Influencers for Engagedly's yearly list of HR rock stars.
This list includes some of the who's who in the speaking industry as well, notable figures such as Ryan Estis, Katty Kay, Nichole Malachowski, Josh Linkner, Chester Elton, Liz Wiseman, Geoff Colvin, Marcus Buckingham, Ram Charan, and Mel Robbins.
Influencers in the category of Total Rewards are recognized for their outstanding advocacy for employee rights and ensuring fair treatment, compensation, and benefits.ï»¿ This is befitting of Risha's beliefs and work within the Diversity & Inclusion sector, and she couldn't be more thrilled to be included amongst such an exhilarating group of individuals and the organizations they represent!
Original List here........
Jul 31, 2019
Alan O'Neill-Effective Team Meetings are the ideal way to achieve goals
Alan O'Neill gives us his top 4 tips on how to have effective Team Meetings that are a tried and tested circular approach to formal communications. It ensures the management message is cascaded quickly to the front line, and in turn their feedback loops back.
Most leaders & managers who host meetings they will often say that they don't have enough to say, or that people don't talk, or that loud-mouths run the agenda. All that is true of a disorganized and unstructured approach.
Here are Alan's top tips on how to plan & execute a short and effective meeting:
Content: The 4Ps is an effective checklist to prompt you to consider what to include.
- People... what news do you have that is relevant to this audience?
- Policy and Process... are there any changes to policies or processes to note?
- Progress... what relevant updates can you give regarding the performance of the business?
- Points for Action... consider here any issues you want your people to give special attention to, between this meeting and the next one.
Frequency, timing and location: Decide whether you plan to do this monthly or otherwise, and stick to that. The first couple of meetings may seem strange and stilted but over time you will establish a rhythm.
The meeting itself: Start the meeting with an overview and finish with a summary of the agreed 'points for action'. As for the flow: present each agenda item one at a time. After each one, ask for comments and feedback, before moving on to the next one.
To read the full article click here...
Jul 10, 2019
Risha Grant: When your intent causes a negative impact, apologize
In a complex world where we all are allowed to publicly express our thoughts and feelings, at some time on any given day we will make a mistake. We may say something that was intended to be positive, but it will affect someone negatively. For that reason alone, we need to give each other grace.
As an international keynote speaker, Risha is often in front of audiences of all types of make-ups and differences, her intent is to always share her perspective(s) to create a positive experience that would make those who are not marginalized see the a different side, and perhaps the error of their own ways. It's why she gets brought in, to bring in other perspectives.
However, the impacts created for segments of people we most want to give a voice to can sometimes have a negative experience for some people.
Issues like this one are what can be difficult for a speaker in this sector of work, or genre. You have to be cognizant of every single thing you say, or risk people shutting down immediately, completely. As a person who has been working very hard to initiate open conversations and shift audience perspectives for many years, Risha Grant suggests we need to give each other grace. Ultimately, we are not allowing people to be human! We are flawed and imperfect, and as sure as you are reading this, you too will make a mistake. And that is OK!
Jul 8, 2019
Alan O'Neill: Five behaviors hold the key to high performance
With almost 100,000 employees to select from, a dedicated research team and a truck load of dollars, Google embarked on a two-year study of 180 internal teams. Having initially defined how success is measured, they were curious to establish if there were meaningful patterns that stood out as being more successful than others. They called this massive endeavor Project Aristotle; a tribute to Aristotle's quote "the whole is greater than the sum of its parts" - the goal was to answer the question: "What makes a team effective at Google?"
- Psychological Safety. When a team leader creates a positive dynamic where everyone feels safe to speak up, then debate and decision-making improves.
- Dependability. Once expectations are set and agreed at team and individual level, team members can be relied upon for taking ownership and getting things done on time.
- Structure and clarity. High-performing teams have clearly defined SMART goals and each member has a specific role to play in the team.
- Meaning. The work itself has personal significance to each member.
- Impact. The group believes that their collective work will make a positive impact on the wider organisation and possibly even, the greater good.
Jun 27, 2019
New speakers coming, new industries, and more in-depth views!
Jun 25, 2019
Alan O'Neill - Hell's Kitchen is poor recipe for talent retention
The ambitious individuals they are training that get seduced by an industry they love, and over time come to believe that this is the way to treat others, and to get promoted. After all, if the boss has become the boss by behaving like this, then that becomes the benchmark.
Stop and think for a minute the impact on the people, and the business, which inevitably loses out in missed opportunities. Human nature being what it is, those people on the receiving end will feel bruised, shocked, afraid to make choices. They will not or cannot be as productive as expected out of fear; innovation dissipates as team members become afraid to make mistakes. Morale dips and employee turnover increases as individuals seek solace elsewhere. And as for the impact on customer experience.... well customers are not blind. Or deaf.
Alan O'Neill shares his insights and tips for eradicating these poor management behaviors:
- Define & evaluate your culture
- Check that the values are being exemplified and "lived"
- Clearly articulate what IS NOT acceptable
- Communicate the value of what IS acceptable
- Call it out, and apply corrective behavior. No change-perhaps it's time to part ways?
- Hire people that share the same values
Jun 10, 2019
Alan O'Neill - When should a leader know it's time to go?
The Phases of Senior Leadership (CEO):
- Discovery and Design - This is the initial phase where the newly appointed CEO takes time to get their feet under the table to learn the business.
- Deliver and Develop - In this phase, the new CEO executes the new strategies and makes changes.
- Decline - This is when the CEO no longer impacts the business in the same positive way as they did in earlier phases.
Alan offers many of his popular topics as both a Keynote and a Masterclass, Email Us for more information and availability!
Original article here....
May 29, 2019
Calling all retailers - Alan O'Neill shares tips about competing effectively against Amazon!
Throughout all of his presentations Alan offers offers hope, he challenges attendees to rise to the occasion, and shares stories of other SMEs that HAVE taken the best of what the big guys are doing and adapted them locally.
Read more about Alan O'Neill's topics here... and let him help your SME retailers refresh their thinking.ï»¿
May 20, 2019
Who Moved Your Cheese: Alan O'Neill demonstrates how a motivational fable of mice and men can help your business better manage change.
Alan's article is a well thought out and brief re-examination of a classic business book that summarizes the flaws and foibles of 4 main characters named Sniffy, Scurry, Hem, and Haw. His easily applied lessons are summarized in a quick and pointed format that readers (and audiences) can take away, with the ever-evolving question of "which character you relate to the most"?
- Change happens, they keep moving the cheese! We're living in a world where the pace, volume and complexity of change is increasing exponentially and there's no going back to the way it once was.
- Change can be tough but imagine what you could do if you weren't afraid of change?
- When you stop being afraid, you start to feel good. Reach out and seek help in understanding why the cheese is moving and will continue to do so.
- When you change what you believe you change what you do. Change readiness requires a positive mindset. Negativity and resistance is futile.
- Smell the cheese often, monitor it so you'll know in good time when it's getting old and reducing in size. Anticipate change and get ready for the cheese to move.
- When you imagine yourself enjoying the new cheese, it will lead you to it.
- Adapt to change quickly. The quicker you let go of the old cheese the sooner you'll enjoy the new one. A prolonged post-mortem for what was good about the past will prevent you from embracing the new.
- Enjoy change. Savor the adventure and enjoy the taste of the new cheese.
- Even after embracing the new cheese, be ready for even more change. They will never stop moving the cheese.
Just like Alan points out, each time you re-read this story of Hem and Haw , you'll spot something new. We also bet that as you read this, some of your friends or colleagues will come to mind. But stand back and consider which character you relate most to. Are you a Sniffy or Scurry that just gets on with a new reality of continuous change? Or are you more like Hem or Haw that chooses not to see the writing on the wall?
May 15, 2019
New topics, new platforms, and more insights for you!
Apr 29, 2019
Risha Grant on the road!
This week Risha Grant is headed to Virginia for 2 back to back clients:
First stop is the International Association of Exhibitions and Events' "Women's Leadership Forum". This premiere event is designed specifically for women in the exhibitions and events industry, and Risha will be helping them Get Rid of Their BS and Promote Inclusion. See more on Risha's topic here...
Next up is the United States Air Force; Risha has been invited to speak to over 400 of the most senior enlisted leaders, all of whom are Command Chief to more than 300,000 airman across the globe. This amazing event is held annually for Airmen and Airwomen across the globe to come together to discuss policy and training, collaborate on issues and be inspired. A special keynote was customized by Risha titled "The Leaders We Need" and she'll be focusing on the recognition, acknowledgement, and how to move through Unconscious Bias.
Congrats Risha, we're so pleased to see you help them GO FURTHER, GROW FASTER AND GET MORE!
Apr 24, 2019
New Topic Description from Alan O'Neill
"Get Ready for the New World of Retail"
*This program is offered as both a Keynote and a Masterclass, Email Us for more information and availability!
Apr 16, 2019
Risha Grant leads a new format of multi-media platforms to lead an important discussion about diversity....
The first segment on Equality vs. Equity airs on Monday, April 22nd 2019. Congratulations Risha!
Stay tuned... #JustUs #RishaTalks #ThatsBS #CommunityCorrespondent #Diversity #Inclusion #UnconsciousBias #SoBlessed #LivingMyBestLife
Original Press Release: https://www.kjrh.com/news/local-news/risha-grant-joins-2-works-for-you-as-diversity-expert
Mar 28, 2019
Personal Interview from Risha Grant!
Game Changers & Change Makers - The 2019 Version
We asked these 6 short personal questions with each of our speakers to help you choose which keynote speaker will wow your audience members in the moment and give them something to act on when they get home. Today we're featuring Risha Grant as we get ready to head off to Vancouver, BC for the 2019 IASB Convention.
Questions? Want to know more about what Risha can do for your client, or what she can bring to their event?
Or call 888-584-4177!
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Mar 8, 2019
Risha Grant and & International Women's Day
Mar 7, 2019
New Speaker Alert! Alan O'Neill is now represented by 6 Degrees!
Mar 1, 2019
New Speaker Alert!
Alan O'Neill - The Change AgentWith over 30 years of experience from the board room to the front line, Alan O'Neill - The Change Agent - has led & supported iconic brands to achieve amazing results.
Alan's topics and areas of expertise cover the following:
- Dare to Change - How to overcome resistance to change and embrace it as a new norm.
- Premium is the New Black - Excellence in Customer Service and Experience is the new battle-ground.
- High-Performance Culture - Fast-track your business results with a customer-centric, high-performance culture.
About Alan O'Neill:Alan O'Neill is an international business speaker & consultant, and non-exec board director working with blue-chip organisations across the spectrum of industry. In a dynamic world, he knows what it takes to drive change in a business - from top to bottom... and back to front. It's about having a Customer-centric Culture, Engaged People, and a Supercharged Sales effort.
Change is all about people and culture and one sector in particular that has probably seen more disruption than any other is retail. Alan's expertise & involvement in the Selfridges story is one that resonates across all industries. Alan was the lead consultant that navigated Selfridges through the significant change of 'bricks only' to 'clicks and bricks'. Up to 2004, Selfridges was a sleeping giant - but is now officially the best department store in the world... and one of the most profitable.
It is this unrivaled business acumen that has seen Alan chair and speak at conferences around the world and conduct master-classes with C-Level executives. He asks hard and uncomfortable questions, e.g. Should you refresh your culture to prepare for emerging global challenges? How will you overcome cynicism and resistance to change? How do you overcome complacency and lack of accountability? How will you differentiate with a customer-experience culture? How do you retain the best talent? How do you increase sales in a challenging and disruptive global market?
Alan will adapt his countless stories, business models and real-life case studies in his specialist topics...and with every engagement, Alan takes time to understand the brief, the objectives, the challenges... and builds empathy before meeting his audience.
Energetic, passionate and engaging... he will leave your audience with thoughts & ideas that are guaranteed to provoke, inspire and give hope.
Feb 13, 2019
Our speakers make your events memorable!
Dec 21, 2018
Wishing you all the best for 2019! Happy Holidays!????????????????
Jun 1, 2018
Official IASB Member
With hundreds of members whose expertise come from across the globe, they unite in the joy of connecting professional speakers to audiences and making impacts that lasts far beyond the applause. These are the members of our tribe!
This has been a huge goal of ours and we can't even begin to express how excited we are! Thank you IASB!