How did you get involved with speaking to YPO/WPO?

Three years ago I was the keynote speaker for a CEO conference in Las Vegas; the focus of presentation was on maximizing the ROI on strategic investments in Human Capital. The client approached me after the session and said it was the most impactful presentation that they had in the 8 years that they had been organizing these summits. As a practice, whenever possible I offer a Q&A session prior to concluding my presentation. If a networking break follows my session I make a point of being available for one-on-one chats with the delegates. One of the attendees approached me and inquired if I offered consulting services in the area of HR/Talent Management. He shared that he and his brother were both looking to make some strategic improvements within the HR functions of their respective companies. One brother is the CEO of a successful agricultural products distribution company and other brother (also a member of YPO/WPO since Aug 1990) is the CEO of a large Petroleum distribution company. I worked with each brother and their senior management teams and devised two separate Talent Management Strategic Plans.  Allan MacEwen, President of MacEwen Petroleum Inc. has shared with me and with various YPO/WPO contacts that “we were very pleased with his (Denis’s) professional leadership, knowledge and skills. His work has proven to be most valuable for me and the Company. As a result we have referred Denis to other Associates. Although I have not heard Denis speak to large groups – my Brother has, at a large conference in Las Vegas, where Denis was Keynote. My brother is without hesitation, a strong supporter of Denis. Also – we have arranged to have Denis speak to a business group in Toronto in April. Denis is very personable, knowledgeable and presents himself exceptionally well. I am confident you will be pleased with choosing Denis to speak at an YPO/WPO conference.”

Having shared your thought provoking messages with over one million people in 45 countries, what have you discovered is a common trend throughout the world of HR/ Talent Management?

I would categorize this common trend as a “missed opportunity”. My experience is that too many organizations view HR as a “Cost Centre”. For over 22 years I have been an advocate of the notion that HR needs to be seen and held accountable as a “Profit Centre”. We should stop spending money on HR activities and start to invest instead. When we think in terms of investments we expect certain returns from these investments. HR is no different; each investment needs to be analysed to consider the business case rationale prior to making the investment and then measured to determine the actual contribution made to the bottom-line. As a speaker and consultant, one of my greatest sources of professional pride is my track record in helping companies reframe their perspective on HR/ Talent Management by creating specific strategies to maximize their returns on all HR investments. This investment will result in reduced time and cost of hiring, increase levels of productivity, reduce employee turnover, enhance customer satisfaction, improve sales, and increase profits.

How can HR/Talent Management be viewed in terms of ROI?

In America alone there are 76 million baby boomers getting ready to retire. The beleaguered economy is putting unusual pressures on organizations, requiring them to do much more with a lot less. In the marketplace, there is a shortage of high performers. As a matter of fact, 70 percent of companies indicated that it is hard to find high performers – and almost as many companies say it is difficult to retain high performers once they are found. Further, companies are seeing a tremendous increase in turnover, due partly to the fact that Generation X and Generation Y employees are more inclined to change jobs and careers in order to fulfill their personal needs and goals.

With that said, it is not surprising that we find “gaps in the leadership pipeline” as the number one talent challenge for two years in a row. The percentage of companies in 2011 that identified this as their top challenge was actually up 16 percent over 2010, from 51 percent to 59 percent, respectively.  The bottom line: in today’s turbulent economy, organizations are focused on finding the right talent, getting the most from that talent, and engaging and retaining that talent.

How can wise investments in HR/ Talent Management impact the organization?

Organizations can significantly boost their financial success by incorporating wise talent management investments. The following reveal how best in-class HR/ Talent Management programs and practices impact the bottom line.

High Performing HR Practices and Outcomes

In an Academy of Management Journal study of 1,000 publicly held U.S. firms, it was found that a 10% increase in high performing HR practices is associated with:

• $ 27,044 more in sales per employee
• $ 18,641 increase in market value per employee
• 7.05% decrease in employee turnover

Human Capital Practices and Market Value

In a longitudinal study by Watson Wyatt Worldwide of 750 large North American and European companies, a significant improvement in key human capital practices led to an increase of 47% in market value. These practices include total rewards and accountability, collegial/flexible workplace, recruiting and retention excellence, communications integrity, and focused HR service technologies. Furthermore, based on the nature of the data, they revealed that human capital practices lead to market value creation (as opposed to “richer” firms having more money to spend on human capital practices)

Human Capital Practices and Market Perceptions

In a study of 590 companies by Delaney & Huselid, it was found that progressive HR management practices, including selective staffing, training, and incentive compensation, are strongly related to perceptual measures of organizational performance.

Engagement and Safety

A large manufacturing company saved $1,721,760 in safety costs by increasing employee engagement. They found that engaged employees are five times less likely to have a safety incident. The average cost of a safety incident for engaged employees is $329 less than those of non-engaged employees.

Engagement and Profit

A large scale study by ISR found that companies with high levels of employee engagement witness an overall 2.1% percent increase in net profit compared to a 1.4% percent drop in net profit for companies with low engagement.

How can wise investments in HR/ Talent Management impact an individual employee?

The following results are based on research studies that evaluate whether wise investments in individual talent really does make a financial impact on the organization.

High Performers Drive Profit

In a survey reported in The Mckinsey Quarterly, of 410 corporate officers at 35 large U.S. companies, it was concluded that a high performer generates 40 percent more in increased productivity in operations roles, 49 percent higher increased profit in general management roles, and 67 percent more in increased revenue in sales roles.

Talent Boosts Productivity

Research investigating the economic value added from HR programs found that superior workers are 148% more productive than average workers. Put another way, a superior worker with a $100,000 salary produces about $148,000 of work while a poor performer has a production value of only $52,000. Reported in The Journal of Applied Psychology.

Executive Talent Impacts Profits

According to research conducted by R.J. Vance, at the executive level, selecting for the right competencies are worth $3 million in profit per executive.

Engaged Workers Stay and Produce

HR Magazine reported that a large software company found that highly engaged employees are 1.3 times more likely to be top performers and 5 times less likely to voluntarily leave the company. Highly engaged sales people outperform disengaged employees by 28%.

What take-home value do members in the YPO/WPO audience walk away with after your session?

As President/ CEO of three companies, I understand the realities, challenges & opportunities faced by senior executives in today’s turbulent economy. I am known for highly customizing each keynote and workshop to fulfil the unique requirements of each group. I pride myself in providing proven low cost/ high impact practical, common-sense sustainable methods to decrease harmful employee turnover, increase levels of productivity, enhance performance, increase sales and customer satisfaction, increase market share, and boost profits. With clients I track the impact of my solutions. To-date these strategies have added well over $300 million in new value and revenue, and have boosted my clients profits by tens of millions of dollars. I have worked in 45 countries and have researched the best business ideas, practises and case studies from around the world. I take this global perspective and create localized solutions for my audiences thus providing them with competitive strategic advantages. I am very well known for showing audiences how to turn HR from a cost center into a profit center.

What specifically is it about your message that’s relevant to the YPO/WPO audience? What sets you apart.

It really depends on the specific topic, but the consistent feedback that I receive from senior executives around the world is they greatly value the “ah-ha” moments, the relatable case studies, and the ready-to-use practical tools and templates. The other over-arching comment I get is that CEOs appreciate that I am a fellow President/ CEO that just happens to speak, consult and write about Human Capital issues.

For more information on Denis please visit our Speaker Database.

 

YPO-WPO:  How did you first get involved in YPO?

            Diane: My late husband Don joined YPO in the early 90’s.  Being in the leadership business we thought YPO was a great opportunity to meet new people, share unique experiences, and participate in the success of our chapter by being on the executive, joining forums and volunteering as day chairs. It enhanced our lives immeasurably. Over the years we travelled the world, met incredible people, many who have become dear friends, and gained new insights into ourselves and our businesses. As a surviving spouse, I am very grateful to continue in WPO and to participate in all of the wonderful offerings.

YPO-WPO:  What made you realize you wanted to get involved with speaking?

            Diane: For many years at MICA, we brought world renowned speakers to Canada to introduce their philosophies to the business community across our  country….Tom Peters, Stephen Covey, Wayne Dyer, Tony Robbins, Edwards Deming, Jim Collins and Edward de Bono to name a few.  In the mid 80’s I also began representing Edward de Bono worldwide, managing his publishing and speaking. Recognized as the world’s leading authority in the field of conceptual and creative thinking, Edward coined the phrase “Lateral Thinking”, and has authored 65 books in 35 languages on the topic of thinking.  In 1985, he wrote a best seller entitled “Six Thinking Hats” that revolutionized the way we think.  Business, government and education embraced this powerful framework globally.  In the early 90’s, I began teaching Lateral Thinking and Six Thinking Hats to organizations, training thousands with incredible results….faster, more productive meetings and increased creativity and innovation.  Participants learned to defer judgment, silence the voice of caution and embrace change, while fostering a climate of respect for the individual. They gained valuable insight into their own thinking style and those of their colleagues. It was extremely rewarding and exciting. In addition, Edward and I created an International Creative Forum, bringing together leaders internationally to work on pertinent issues, using the de Bono tools. Participating corporations included Prudential Insurance, IBM, American Standard, Hughes Aircraft, Nestle, and British Airport Authorities to name a few. 

So, to answer your question…I have been in the speaking business for 30 years and feel most comfortable at the podium, sharing the tools and working with participants as they practice and apply the concepts to issues that are relevant to them, their businesses and their families. My keynote sessions are fast paced, highly interactive and fun, and are customized to the needs of the individuals.

For more information on Diane please visit the Speaker Database.

WPO Chicago officer Michael Rosenbaum has charted Halle’s journey in a biography, Six Tires, No Plan, that will be hitting store shelves in March, 2012. Rosenbaum is a management consultant and communications chair of Chicago WPO. This is his fifth book and he sees the insights within it as particularly valuable to Y/WPOers who are seeking sustainable success.

YPO-WPO:  How did you first get involved in YPO?

Michael: I became a member. I had worked my way up to president of a specialized marketing firm that consulted primarily with public companies when one of my clients recommended me.

YPO-WPO:  What made you realize you wanted to get involved with speaking?

Michael: I want to share insights from the road I’ve already traveled with others who are at the beginning of the journey. As a consultant on business focus, I’m always looking for ways to help people—clients and non-clients—get more out of every (irreplaceable) hour they invest in their businesses.

YPO-WPO: What’s the key take-away that members will gain from spending time with you?

Michael: How to identify and focus on the factors that will yield sustainable, profitable growth for their companies. Every Y/WPOer wants to create a machine that will provide income, reputation, jobs and, often, a legacy. Many don’t make it to the finish line, though, and one recurring reason is a dilution of focus that comes from daily firefighting, responding to competitive issues and overservicing unprofitable accounts. My mission in life is to help people regain that focus.

YPO-WPO: What does this have to do with your new book?

Michael: Everything. Six Tires, No Plan is the biography of a guy who made it to 96^th on the most recent Forbes 400, starting with no particular skills in a commodity market. Bruce Halle’s career is a prime example of the value that focus can provide over the long term. In Halle’s case, the long term has been more than 50 years without a single down year for sales or any layoffs.

YPO-WPO:  If he started his company 50 years ago, what makes his story relevant today?

Michael: Most of the steps he implemented on the way to the top can be applied by anyone in business today. Yes, I did say anyone. Halle tapped into a number of universal truths and values that all of us know. The difference is that he found the focus and discipline to implement them consistently and successfully.

YPO-WPO:Give us a few quick ideas about the insights members will receive from Halle’s story.

Michael: Here are a few of the counterintuitive approaches Halle used with great success and we cover the reasons why these, and other initiatives, are much smarter than common wisdom might suggest:

• Set lower goals to increase performance
• Retain employees who can’t fulfill their roles
• Build profits by giving product away
• Limit your product/service options to increase customer satisfaction

We challenge our audience to take a fresh look at practices that might seem to make more sense on paper than is the case in the real world.

YPO-WPO: What’s included in your presentation besides stories from the book?

Michael: Halle’s story is the starting point for Y/WPOers who want to improve the performance of their specific companies. We walk through the process of identifying and addressing issues of focus and distractions. Every participant should leave our presentation with new tools to help intensify the focus and improve the long-term performance of their business.

YPO-WPO: Does Halle do any presentations on his own?

Michael: No. As described in the book, Halle has achieved his success by focusing on his business and flying under the media radar. At 81 years old, he is showing no leanings to deviate from his disciplined approach to business and life. However, by giving me access to himself, his company and other resources, he has made it possible for me to share his journey and lessons with others.

For more information, visit the book’s web site,  www.sixtiresnoplan.com, or Rosenbaum’s site at www.q5works.com

Hello YPO-WPO members! We here at Gotham are always thinking of new and interesting speakers for YPO and WPO. With hundreds of professional speakers out there, it can be hard to choose just one. We try and make it a bit easier by highlighting one or two speakers once in a while to give you a bit of insight on them. If you are interested in learning more about these speakers, feel free to reach out to us. If you wind up booking the highlighted speaker, we’ll send you an awesome Gotham Artists sweater blanket!

Gotham Artists - Speaker Recommendation for YPO: The Carrot Guys

Today we are highlighting our friends Adrian Gostick and Chester Elton: the Carrot Guys.  Their books, The Carrot Principle and The Orange Revolution, have sold more than 1 million copies globally. They are experts on employee engagement, teamwork and recognition.

What is the Carrot Principle keynote about?

The Carrot Principle is primarily focused on employee engagement and recognition – an employee who feels appreciated and engaged with his company will have his interests aligned with the company he works for. Lots of recognition and appreciation leads to strong company loyalty and hard working employees  that will help companies grow. The keynote highlights proven research and ideas, cites powerful case studies, and includes humorous examples that illustrate how to engage people and
improve the bottom line.

Who should book the Carrot Guys?

This message is primarily geared towards organizational leaders such as VPs, SVPs and other senior level individuals. People who manage large groups of employees would benefit most from this keynote. If you
are planning a conference for your senior level executives, or for the people who manage and lead your sales force, the Carrot Guys are definitely worth considering.

Additional Information and Links:

Gotham Artists pages for the Carrot Guys:

Adrian Gostick

Chester Elton

Video of the Carrot Guys in action

The Official Carrot Guys Web site 

(please let them know you were referred by Gotham Artists) 

The Carrot Principle Book

The Orange Revolution Book

Under his leadership in Rochester, Mark successfully introduced the concept of managing a public sector agency with a private sector mindset.

The results have led the nation – a reduction in fares, multi-million dollar surpluses and actually reducing their reliance on taxpayer dollars.

Prior to serving as CEO Mark worked as District Director for a Member of Congress.

Recently I had a chance to talk with Mark about his experience in with YPO, read on to see what he had to say.

YPO-WPO:  How did you first get involved in YPO?

Mark:  The Chairman of our Board had encouraged me for several years to join YPO.  I ultimately did – and it has changed my life.  I am more reflective – much more purposeful – always think bigger than I might – and am much more conscious of my role in living a purpose filled life.

YPO-WPO:  What made you realize you wanted to get involved with speaking?

Mark:  My personal vision statement is to transform the world.  Two fantastic vehicles to have that kind of impact – are to write a book – and to inspire others to greatness through speaking.  I speak to audiences of well more than 100 more than thirty times a years – helping me to live out my personal vision.

For more information on Mark please visit our Speaker Database.

If you’re interested in attending please contact the Education Department.

For more information on Mike please check our Speaker Database.

Joe Piscatella is one of the country’s leading experts on the link between lifestyle habits and health, healthy aging and productivity.   Greg Rohan of YPO North Texas brought him in to speak at his company to support their wellness efforts.  Greg reports that Joe is dynamic and humorous, and that his information is a game-changer.
Joe is president/CEO of the Institute for Fitness & Health, the author of 12 best-selling books, host of 3 PBS television programs and a columnist on WebMD.   His work covers healthy eating, effective exercise, stress management and a positive mind-set.  He is frequently interviewed on The Today Show and Good Morning America.  Some of his clients include the Federal Reserve Bank, Exxon, Starbuck’s, Microsoft, Raytheon, Boeing and the U.S. Naval War College.  Over 2 million people have attended his programs.

Joe not only knows the science of healthy living, but he understands the practical aspect as well.  At age 32 he went through coronary bypass surgery.  The prognosis was not good (one doctor predicted he would not live to age 40.)  But Joe put his effort into developing a healthy-living plan…and it has worked.  He celebrated the 34th anniversary of that surgery last July, making him one of the longest-living bypass patients in the world.  He is the ultimate “proof of concept” when it comes to healthy behavior changes.

TIME magazine calls him “a force for positive change.”   Dr. William C. Roberts, Director of the Baylor Heart & Vascular Institute says, “Joe Piscatella knows more about healthy living and the health impact of our lifestyle choices than anyone I know.”

More information is at www.joepiscatella.com or our Speaker Database.  He can be reached at the Institute for Fitness and Health at 253.857.4481 or joe@joepiscatella.com.  

Check here to see what she has to say:  College Advice from Dr. Kat

For more information on Katherine Cohen please visit our Speaker Database.