Why make life harder when all you need to do is ask for help?!

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#AndyLopata, #AskforHelp, #JustAsk, #networking, ginalazenby, Lady Val Network

Andy Lopata is a leading networking strategist. He has written four books on networking and often been quoted in the media, including The Sunday Times, The Financial Times and Inc. In fact, the FT called Andy ‘one of Europe’s leading business networking strategists’ and both Forbes.com and The Independent called him ‘a true master of networking’.

Workshop leader Andy Lopata with Lady Val at her Professional Women’s Lunch

Andy opened his afternoon workshop at Lady Val’s Professional Women’s lunch with a plea for us to “please stop lying!.”  He explained that we are doing this every single day when we respond to the questions: 

“How are you?” … “How’s work?”  with … “I’m fine”. 

He says this is a bad habit when often we are not fine and actually could do with some help! The problem is, so few of us are open to letting people in to help us.

Andy has developed a passion to help people open up

A member of the PSA (Professional Speakers’ Association), Andy recalled being at a PSA event in Reading, at a time while his business was struggling. The speaker asked a simple question. What is the status of your business?  Is it Growing, Scaling, Stable, or in Decline? Andy realised that even in the company of his own tribe, his closest community, he was not able to be honest. Nobody was able to acknowledge whether their business was in trouble and in need of help. And the room was full of people who could help.

Andy is seeing this as a big trend. People are beginning to realise that they need to start being open and vulnerable instead of feeling the need to look good and strong to those around them. Nobody wants to look weak or feel a failure and yet our inability to be honest and ask for help can really hold us back. Of course it is natural to want to look good and strong to our peers. 

Instead, finding a way to open up to the all the resources that are around us, inside the contacts the we already have, will help us move forward.  Stop worrying about how you look, be honest with yourself and ask for help. Then you can tap into the resources that are in the room at whatever network or community event you are attending.  We are always surrounded by answers. Just let them in by asking for help.

Andy tested the workshop audience. He came up with two common challenges that affect people in business and asked if we are facing these right now (hold up a red card); or if we have faced the challenge in the past but overcome it (hold up a green card); and if we have faced it in the past, overcome it but the challenge has come back (hold up both cards). 

1 Time Management .. look round and see who is holding up a green card and could help you? If they have a red card then you know you have much to share with a common problem. 

2  Courage of your convictions…. confidence to speak out about your beliefs? 

It is our networks that are vital to us for support

When we look around and see who has the same challenge as us, and notice who has overcome that challenge, it creates a bridge for sharing and having honest and open conversations that could be transformative to our life and business.

Andy’s experience and insights have been channeled into a book coming out next year called “Just Ask”.  He interviewed a wide range of people all over world, in business, music industry,  politics … and gathered helpful insights  and true stories where people overcame their blocks to reach out for transformative help.  He said it was interesting discussing with UK politicians James Cleverly and Jo Swinson if we could allow our politicians to be wrong?

Let others in so they can make a difference in our lives

What beliefs do we have from our upbringing or life experience that stop us from reaching out for help or support? Andy has a strong background in networking and he wants to encourage us to let in colleagues and friends from our trusted networks to become resourceful allies to help us overcome problems. Don’t think that you have to face everything alone. Somebody, somewhere has experienced the same as you have and has overcome it .. in fact you might actually find that most people have had the same experience.

Do men find it more difficult than women to ask for help?

So much of this is tied to cultural difference. That is probably the case in very patriarchal societies or macho, male-dominated work places.  Yes women are more used to asking, and also to supporting each other. Men can seem to prefer to find solutions by themselves. At the core, this is a human need and will be expressed differently according to the influence of culture and what is held to be appropriate. In Hillary Clinton’s last book she revealed that she had a close inner circle of trusted female friends and colleagues to whom she would open up.  That is something we all need. Andy’s research reveals that women have circles of trust that includes both men and women. The safer the space that we can create, the more we feel we can trust and reach out. Women have had support communities for years and now men are finding this is now available to them with an increase in the number of men’s groups.

 

The Vulnerability Wheel ..

This is a tool that helps you to make an assessment for different areas of your life and work. That leads to an action plan (overleaf) in terms of you as an individual, your organisation and you as a leader. (Link to download this Wheel here Andy Lopata Rules of Asking. ).

 

 

Mastermind groups are vital

Finding a group of colleagues to work with, with whatever connection seems appropriate (for example same industry or location, same chapter or club members, graduates of a programme) is so helpful. This group can evolve over time into a really safe space to share our deepest fears and get valuable input for moving forward. It is almost impossible to lie in such an intimate group and candour is always rewarded. If you are not already in such a group it is worth finding one or even creating one.

Can we be honest at work?

Not every corporate culture is predisposed to openness and honesty, unfortunately. And even where this culture of open sharing does exist, the business can go through cycles where fear takes over. If employees sense that their leaders are holding back about the future of the company, it can really create an atmosphere of fear and distrust. If this goes on too long, it can be highly toxic and drive people out. Transparency, with agreed boundaries, is vital for a healthy office culture. We all need to feel safety at work to express ourselves and trust the company’s vision and direction (perhaps that is a new dimension to add to what can sometimes seem an old bugbear ‘Health & Safety’!).

What about honesty in Leaders?

Leaders have to be authentic. In times of difficulty and massive change, such as many companies and organisations are facing now with the uncertainty of Brexit looming, no single individual can hold a mandate to make change by themselves. They have to unburden, unload and share or they will simply burn out. Leaders have to give confidence and they do this by being truthful and authentic, not by trying to be positive.  

Leadership and vulnerability

There is a fine line in authentic leadership of presenting capability and confidence, and honesty about the real situation. Each person has to find their own natural path to being friendly and connected to their team, while still commanding respect. You need both modalities not just one. It really is OK not to have all the answers. The important thing is be on the quest for solutions and involve others in this. 

Easier to support others!

Just like advice is easier to give than to receive … many of us can find it easier to offer help than accept it. Get over that! As Andy says “Just ask!” Check out this handout from Andy Andy Lopata Rules of Asking

Andy Lopata is an author, speak and professional networking strategist

Connect with him on LinkedIn

Lady Val’s Next Lunch event in London is on Thursday 28th November

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What’s the Role of Women as the World Transforms?

Today’s episode of The Rise of the Feminine is a special feature hosted from the Global Woman Summit, attended by Gina Lazenby on July 30-31 in London. Gina engages with four speakers from the event. First, she discusses its importance with Summit founder Mirela Sula who also publishes Global Woman Magazine. Secondly, she puts the spotlight on one woman, Helen Walbey who discusses the feminine way to run a business which contracts greatly with industry colleagues in her field of motorcycle recycling … a highly masculine arena.

Next is a discussion of the ‘Ask the Men’ Panel with panelist Joe St Clair on changing masculinity and finally, Keynote speaker Prof Ervin Laszlo summarises the new paradigm the world needs and the essential role women will play. The 2 days of thought-provoking talks were headlined by Nobel Peace prize nominee Prof Laszlo who spoke of the transformation needed in the world with a movement away from the typically masculine world of ‘everyone out for himself’ to a global-woman led future where women everywhere are putting to work their natural disposition to care, communicate and create a global family.

Prof Ervin Laszlo at the Global Woman Summit interviewed by Gina Lazenby

The idea, that who we are as women, and what we’re doing, makes us part of a big global movement that is shifting the world we are in, was very much the theme of the weekend summit, and was so beautifully articulated by Professor Laszlo. There were some men at the event and in no way was anything expressed as a put down to individual men, but we got to understand from Professor Laszlo that we are at a critical juncture in the history of humankind, and the transformation we need is from what he called, the typically masculine world.

Listen in on these conversations tonight on Voice America at 5pm London time repeated 9pm Pacific time, and make your contributions via email, Facebook Page or Twitter @ginalazenby.

Brand new radio show on the Rise of the Feminine

Announcing our brand new radio show. From today August 1st, Gina Lazenby will be hosting The Rise of the Feminine live weekly on Voice America digital radio. It will go out on the Variety Channel on Mondays at 9am Pacific time, 5pm London time. You can listen to the show live via the weblink then it gets archived to be accessed .. forever at your convenience.  The Variety channel was chosen to keep the subject more general and mainstream, making a conscious decision not to be on the women’s channel.  The intention is to host conversations about gender and values that include men, in fact several of the show guests will be men. Here is the link to the Voice of America site.

Do join us on this adventure. This conversation about HOW and WHERE the feminine is rising across the planet is one that needs to be opened up with as many people as possible. Your insights and submissions are most welcome. This story about the rise of the feminine is not confined to one continent ….or one culture ….. it is global.

The show will also have a home and discussion space on Facebook. Here is the link to the new page.

It would be most helpful if you could take a moment to LIKE the Facebook page and share it with your circle …that would help start to get the ball rolling and give the show some exposure. Thank you. Any assistance you can give to support a successful launch is so much appreciated.

On the radio show, Gina Lazenby wants to bring a spotlight to feminine leadership. There are two aims: firstly, highlighting how women are rising in the world in the current shift of power and secondly, demonstrating how feminine values are increasingly being expressed in the world by men and women. Very often these are not attributed to a feminine quality but we want these values and traits of compassion, collaboration, caring, connection, community, empathy and intuition, which are at the heart of a new way of doing things, to be seen as feminine. This is not simply a new fad or smart way of doing business, it is the feminine way. By aligning these ways with feminine power we are ensuring that the status and value of women continues to be enhanced until we reach full equality. And this also supports men in embracing the other aspects of their humanity so that they can lead and contribute in a more balanced way.

Very often, as women rise to the top and enter the higher levels of power, they attract criticism for playing the same game as the men, often cited as being harder than the men. That’s both conscious and unconscious and is also an external observation that is not always the truth. Our cultures are very critical and unforgiving of women: just look at what is being hurled at Hillary Clinton right now, and what Julia Gillard was subjected to as Prime Minister of Australia. If you are immersed in a masculine culture that only rewards masculine traits, it can be difficult, and sometimes unsafe, to step out and be different by bringing your whole authentic self to your role and lead with your feminine energy. But times … they are a-changing. Women, and especially women leaders, need a sisterhood of support and this radio show will provide a spotlight to those men and women who have openly championed the feminine way.

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Listen to the Radio Show Live on Mondays – 9am California, 5pm London

Jo Cox: the painful loss of a new kind of leader

An unusual combination of MP and activist
Jo Cox MP was exactly the kind of new leader that society and politics needs right now and we didn’t really know what that might look like until the bright media spotlight was thrust on her, sadly for the wrong reasons. She was the first female Member of Parliament to be murdered, and brutally so last Thursday in her home town and constituency while serving her community.  The country was reeling in shock and for the rest of that day and following day… there was no other news.

The more we heard the more we were able to build up a picture of an extraordinary politician and inspiring leader. We listened to work colleagues talk about how wonderful a loving mother she was, with a bright, brilliant intelligence; a ferocious campaigner; a champion for the dispossessed, disadvantaged and vulnerable all over the world with the street cred of having spent most of her adult life working in social justice actually on the ground and working in refugee camps. Not only that but she was effective. People spoke of her energy, passion and practicality and her ability to take on major issues. Apparently she worked with Sarah Brown (wife of ex-PM Gordon) on MDG5, the only Millennium Development goal that by the mid-decade had not had any impact. The issue of maternal health was simply not on the radar of world leaders .. until she put it there. Sarah has since written that the number of deaths of women in childbirth then halved when she championed the issue.

If only we had known all this before, we could have loved her while she lived! And how it would have given us hope that change might be starting to happen. We have got so used to being disillusioned with the whole system that it became easy to forget, or we didn’t see, that a new breed of politician has been coming in to Parliament. I certainly did not know that inspiring individuals like Jo Cox had been motivated to serve the country by standing for election and working inside the House of Commons. Thankfully, she was not alone. On the very night of her death another female MP joined Westminster having been elected to replace the Tooting seat vacated by our new Mayor of London. Dr Rosena Allin-Khan, is another professional, passionate leader who is local born and raised in Tooting and works as an A&E doctor at the local St George’s Hospital.

A new set of values
As people shared their experience of Jo the most commonly quoted traits and values were:

• dedicated,
• passionate,
• loving,
• accessible,
• warm,
• compassionate,
• honest,
• always listening and
• having a huge heart.

Reading through that list one would not normally think that we are talking about a politician, in fact it was this image of a hard-working loving mother and skilled community champion that added to the pain of the tragedy. These are not qualities that are brought so openly to the political arena. Recently, we have seen a huge increase in negativity in the debate between public figures. The appalling personal insults and low quality of dialogue has made many people disengage right when we need to be able to listen and understand how to decide on the future of the country. Our political leaders have not been role models for emotional intelligence and when things get nasty it might be seen to give permission to other people, who may not have full command of their emotions, to express themselves with very inappropriate action … as witnessed last week in an extreme way.

What good can come from this?
BBC new presenter Joanna Gosling asked Jo Cox’ s friend and fellow MP, Stephen Kinnock, if this might mean we could see “a gentler politics?” He replied that there needs to be a reflecting so that the tone of anger is dialed down and that politicians are in fact very good people who need our respect. Jo’s own wish would be for a society of tolerance, hope not hate. Her drive and compassionate approach to all that she did got her noticed by politicians on both sides of the house in the short time she was an MP, just over a year.  Compassion is so rarely brought to bear where big decisions are made in countries and corporations and yet it is exactly what society needs to create change. Only last week I attended a Summit in Berlin called Femme Q where we heard how feminine intelligence will be key to creating change the world with compassion being in the top five traits that leaders need to embrace to create change. Jo Cox was certainly a trail-blazer in feminine leadership.

Jo’s one fault …
Lord Kinnock spoke movingly on live TV, unable to hold back his tears, recalling, as a family friend of twenty years, that he had encouraged her. He was impressed with how she used her high intelligence to solve practical problems and her fight for common sense and fair play. Poignantly, he said “this was a woman who could not be stopped”.  He drew attention to her one fault … in his opinion she was too modest and he advised her to push harder .. for herself, to get heard. This is often the plight for so many women leaders focussing on what is dear to them but unwilling to drew attention to their achievements, letting them speak for themselves. Rather tragically in this case, attention has been drawn to Jo and her work, but a little too late for her to know how highly regarded she was.

Personally I believe there will be a ripple of change. People will absolutely remember the amazing mother and fearless champion who might want day have made it to the top as a party/country leader.  She has set a high benchmark for a new breed of politician who’s loyalty to their community is their priority and who bring new values to play a very different game of politics that actually brings change. That’s my prayer for Jo Cox.

A roadmap for the Shift that the world needs, and it looks quite feminine

Gina Lazenby at the book launch with author Prof Vlatka Hlupic & launch MC Philip Whiteley, business author & champion for re-humanising management

It would be an understatement to say that the world needs change….. I am not going to waste your time here by listing everything that isn’t working in this economic and political mess. If anybody interested in political change thinks that voting for UKIP in the UK is a real vote for a real party with actual practical solutions they must be .. no, I am not going to use any adjective there. Suffice to say I don’t agree with them.

So, when you come across a discourse where a new voice is presenting new solutions it is indeed refreshing. And I was there last week.  It was the launch for The Management Shift, a book by consultant/academic and Drucker Society CEO Prof Vlatka Hlupic.   Some may say her ideas are not new at all, that they have been around for years and it’s certainly true that her dialogue is very familiar to me from 20 years of being involved in leading-edge thinking and ideas. What is new is that Prof Hlupic has created a roadmap around a conversation of change in business that has a real track record of success.

A Call to Break Out of Traditional Management Structures
At the heart of what she is offering, Prof Hlupic provides a language that describes most approaches to business today as being “Traditional” and what she calls Levels one, two or three:  wedded to hierarchy, fixed on control and often deeply unpleasant and toxic places to work where extensive research says only a small percentage of people are happy and engaged. That’s no way to work or live for that matter.  And Prof Hlupic points out that’s no way to achieve growth and profit either, with much research to back up her claims.

When organisations start to shift with the right visionary leadership at the top, and an equally engaged grassroots commitment for change, Prof Hlupic says that “magic starts to happen” and these places transform into what she refers to as Level four businesses becoming “Emergent”. Those that have successfully shed their “Traditional” ways have been shown to increase their profits by 200-1000% in a year or two. Her book presents many case studies and testimonials of businesses which have successfully created the kind of magic required to move from Level three to Level four and achieved this “Shift”.

I am a woman who loves magic. I know what she is talking about. Changes in behaviour and thinking, environmental adjustments that shift the culture of a place and create new ways of working…. all these can have a massively transformative effect. Yet we humans, stuck in business tradition, can find it so hard to change! Where we have complex problems it can be tempting to think that the solutions have to be equally complex.  Not so at all.  However, when we do find simple ideas that work, it is almost human nature to resist them.

A Female voice for the Feminine Future
I am always looking to bring in the feminine perspective and the role of women so there are two things to note here. Firstly, this is a well-researched futuristic business book that has been written by a woman. I do need to flag that up because so few books are. There are many leading-edge thinkers in business, management and leadership and brilliant as they are, they are invariably male. It really is time to champion the few female voices in this field, especially since the future does look so feminine.

Secondly, without any reference to gender, much of what Prof Hlupic articulates in the book really does put centre stage the feminine way of working with the emphasis on how business needs to focus on people. As management guru Peter Drucker has said, people should not be seen as a cost centre or a resource to be utilised but as an asset for the business. Prof Hlupic says that business will become Level four “Emergent” organisations because they focus on their people by valuing connection, prioritising relationships and demonstrating caring and compassionate policies and practices.  Emergent Level four businesses will have dispensed with top-down hierarchy and will find more success by shifting to structures of smaller self-organised teams and groups making their own decisions.

Next Generation more adept at Emergent Thinking
Those organisations that remain stuck in the more “Traditional” ways of focussing on targets, leading and directing from the top, and running on the fuel of fear will increasingly find their success to be short-lived and unsustainable.  There’s no value in saying “but that has served us well so far”…… not in today’s brave young world where a college graduate working in his dorm can create a trillion dollar, game-changing platform on which the world now connects and ends up a billionaire in his twenties. That shows that there is a very different game being played, with different rules and in many cases … younger players with a much greater appetite for “Emergent” ways of running business.

Previously, Game-Changers and Titans of industry have been much older and earned their money out of building or moving actual physical things (roads, ships, mines, steel) rather than facilitating connection between people. Who would have thought that was possible?

Not only that …. what worked last year might not work next year, or even now. The game is constantly being changed so agility, innovation, flexibility and  creativity are critical, and it’s almost impossible to respond to the precociousness and fleet-of-foot nature of the current economy, with a “Traditional” business culture.  The strong addiction to hierarchy makes it difficult to respond to fast market changes and appetites with the kind of speed available to those that have shifted to being “Emergent” businesses.

Of course, the high profile poster boy for today’s “Traditional” Level three business is Lord Alan Sugar who points his finger at your face and shouts “You’re Fired!” at one of a group of terrified wannabee business hopefuls on the TV programme, The Apprentice. The programme might have run for a decade as a top BBC show, but it does not in any way shape or form reflect the future. No. No. NO!

Women can show the way to a kinder, more compassionate future that is more profitable
The future is actually much more aligned to how female CEO & industry leader Martha Stewart talks to her Apprentice hopefuls over in the USA. No finger pointing for her. She very gently smiles at them and says “I’m sorry, I’m going to have to let you go”. As they leave, she picks up a pen and starts to handwrite a sweet note to thank them, pointing out what they did well and what they can take away from their experience.  Of course not all managers are like Alan Sugar, and maybe all women are not like Martha but with so few women at the top, it’s hard to really recognise the difference that women can bring.

This vignette of Martha smacks very much of a way of being that is kind, thoughtful, more productive and one that women find more natural and authentic to them, yet these ways have not really been welcome as standard business practice. Prof Hlupic says that human caring practices are not only nicer for stressed workers, they actually make the organisation more money.

Undoubtedly we need more women at the top and exec levels of business. With only two of the top 100 firms in the UK having female CEOs, there is a clear imperative for a greater QUANTITY of women. However, if companies want to accelerate profits then bringing in more women is only part of the story …. welcoming the QUALITY of the feminine with a shift in values and traits is equally important and that involves men too, in creating a culture of kindness and caring focussed on people.  What is true is that these more feminine ways of being can certainly be expressed by both men and women and flourish in business cultures that support people being their authentic selves.

In her book, Prof Hlupic outlines a proven model for how a business can create that Magic Leap from “Traditional” Level three to becoming an “Emergent” Level four organisation….. where people and relationships are at the very heart of the business and how a more caring culture will be the reason for its greater success. Amazon link for the book.

I love this new and simple roadmap for a world in need of change!

Does a compassionate work culture attract more women?

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Jeff Weiner

Meeting Jeff Weiner, CEO of LinkedIn in Silicon Valley

….I think it does, so I asked Jeff!

Jeff Weiner  gave wonderful insights into his daily practice of compassionate management as the CEO of LinkedIn. (See previous post and full report to download). He described an extraordinary culture in this organisation that is the business engine of connectivity for 277 million professionals who are members across the world. It is something which he is passionate about and he has personally championed it throughout his own life, family and entire business team.

The whole organisation is very much values led with compassion at the heart. I think that is rather unusual so I was keen to find out whether having this value which is so very much regarded as being a feminine trait had in any way impacted on the company’s ability to attract more female employees … and … whether the culture that has been created as a result has supported a greater number of women executives staying and rising through the ranks to the highest levels. (Read more about his philosophy … I found it fascinating so I transcribed it on a separate post with specific details of how to make compassionate management work. It’s dynamite).

Jeff was in conversation with Soren Gordhamer during Wisdom 2.0 week. 45 minutes in to the one hour presentation he opened up the floor for Q&A. I was lucky enough to ask a question in the crowded auditorium.

Gina: Thank you Jeff, I enjoyed your presentation. You  have obviously created a special culture by having compassion at the core with you leading this ……. I work in the area of women’s leadership and research why women leave organisations. Speaking about the UK we have a low number of women on boards, a low number of women who are leaders in government and organisations. They say they leave because of the challenge of the culture, the lack of caring and compassion and the macho nature of the business. They choose to leave and set up their own enterprise and so therefore remove themselves from the pipeline for being in a leadership position at the top. My question to you is: have you seen, with the way your culture has evolved with compassion at the core, that it has in any way invited more women to apply and …. whether this culture has enabled more women to rise to the top of your organisation?

JW: I never would have thought about that strong correlation between the two so explicitly. We are very fortunate to have in our executive ranks a very high percentage of women, they are there not because we said let’s manage compassionately and attract more women to this organisation. They are there because we hire the best and they are the best at what they do. The fact that managing compassionately would attract women who might otherwise feel uncomfortable ….  if that enables us to hire such talent then fantastic! It’s not something that we thought about explicitly from the gender perspective … we are thinking about our values full stop. And we want people irrespective of gender who feel that they can relate to our values and be a part of our company.

Gina: So many women find that when there is a mis-alignment of values they have to leave. Where caring and compassion, which has been proven to make companies more successful, is missing  … women choose to leave because of a strong values conflict.  I do feel a culture of compassion attracts more women, and it’s great that you say you have more women rising to the top.

JW: Thank you saying that. I had not consciously related in that way but going forward I think I will be a lot more aware of that dynamic.

The role of compassion in LinkedIn’s success

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Compassionate Management, Jeff Weiner, Values

Soren Gordhamer of Wisdom 2.0 in conversation with LinkedIn CEO Jeff Weiner during Wisdom Week in San Francisco

My first day in San Francisco and off I went to Menlo Park, the heart of Silicon Valley, for my first event during Wisdom Week. It was a fantastic opportunity to sit up close and listen to an industry leader who heads the world’s largest online network of business professionals. I was also fortunate to be one of the few who asked Jeff a question (that’s a separate post).

As an advocate for Dr Riane Eisler’s work into the vital contribution of Caring Economics to business success, and one of her trained Conversation Leaders, this event on Compassionate Management was top of my agenda. What was Jeff going to say about compassion in business? In fact, you rarely see those two words in the same sentence so what was a high-profile business leader doing nailing his colours to the mast of caring? As it turned out, he had a lot of good stuff to say. I transcribed the conversation and if you care to download it, you will find it a rich resource for bringing new skills to your own management and leadership practice. Jeff’s commitment to creating a culture that fully embraces the value of compassion is an excellent example of a new kind of leadership, and one which is at the forefront of one of the world’s leading new business success stories.

“Nine years ago I would have rolled my eyes at culture and values. …Today I would argue that culture and values are our most competitive advantage … My advice would be to get serious about your culture and values.” Jeff Weiner, CEO LinkedIn

In the conversation Jeff shares:

• the life-changing book that he was given which fundamentally changed how he saw the world, and 13 years later it remains on his night stand
• in detail how he manages communication and relationships with his staff avoiding upsets but still tackling conflict head on to deeply understand why people do what they do
• how in an open, honest and constructive environment, a compassionate approach to everything they do builds a culture that ensures everyone remains committed and really understands where they fit in and the contribution they make
• the 4 most important ways to successfully tackle a conversation with your boss from hell
• 3 practical applications for business of compassionate management and how this successfully drives the world’s largest professional online business community
• his personal commitment to well-being and how he maintains his energy
• secrets and revealing insights to his time and life management
• his vision for a better world …. it’s a dynamite list of tips!!

Download the pdf Jeff Weiner Talks Compassion here: