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In this Q&A, author Michael Lee Stallard shares some insights from Connection Culture: The Competitive Advantage of Shared Identity, Empathy, and Understanding at Work, Second Edition.

Connection Culture: Q&A With Michael Lee Stallard

Michael Lee Stallard (www.MichaelLeeStallard.com) is a thought leader, author, speaker, and expert on how human connection in culture affects the health and performance of individuals and organizations. He is the president and co-founder of E Pluribus Partners and the Connection Culture Group. Michael is the primary author of Fired Up or Burned Out: How to Reignite Your Team’s Passion, Creativity, and Productivity and Connection Culture: The Competitive Advantage of Shared Identity, Empathy and Understanding (ATD Press).Michael has appeared in media outlets worldwide, including Entrepreneur, Financial Times, Fast Company, Forbes, Fox Business, Inc., Knowledge@Wharton, Leader to Leader, New York Times and Wall Street Journal. His clients have included Costco, Lockheed Martin, Memorial Sloan Kettering Cancer Center, NASA, Scotiabank, U.S. Department of Treasury, and Qualcomm. Texas Christian University founded the TCU Center for Connection Culture to advance Michael and his colleagues' ideas at TCU and in higher education.

Michael Lee Stallard

Culture of connection begins with a high degree of human connection.

Organizations With a Culture of Connection Hold the Competitive Advantage As Do Their Employees

Stress can damage productivity and innovation in the workplace. Michael Lee Stallard examines how leaders can use a connection culture to manage the impact stress has on their teams.

Leaders Experience Less Stress than Followers

Michael Lee Stallard outlines several compelling reasons outstanding leaders such as Kip Tindell, Herb Kelleher, and Willie Moore are spot on when it comes to seeing the difference love can make in the workplace.

The Competitive Advantage of Love

Organizational culture expert Michael Lee Stallard attributes connection culture to the high rankings of Memorial Sloan Kettering Cancer Center.

What Talent Development Leaders Can Learn from America’s #1 Cancer Center

A recent Time’s article on Amazon’s culture has generated a lot of buzz. Michael Lee Stallard outlines what this controversy says about the modern workplace?

3 Lessons from Amazon's Culture

I hope everyone is excited about the ATD 2015 International Conference & Exposition coming up next week. As the manager of ATD's Management Community of Practice, I'm excited to see those of you that I've worked closely with—and to meet those of you that are new to the community. More importantly, I’m pleased to announce that we have two new books launching at the conference. The first book is Connection Culture by Michael Lee Stallard, which outlines powerful employee engagement strategies. Michael will share some of these strategies during his session, TU405 - Connection Culture: A New Approach to Boosting Employee Engagement. The second book, Passing the Torch by Wanda Pina Ramirez and Norma Davila, covers succession planning. You can chat with the authors during a short high-level, rapid-fire panel session on Sunday, May 17 4:30-5:30 in the Community Theater. As always, if you want to meet and talk about the Management Community of Practice at the conference,  including discuss the possibility of contributing content and new ideas on services and events you'd like to see ATD produce, please feel free to contact me at rlippock@TD.org. See you there!

Management Community: What You Can Look Forward to at ATD 2015

Unfortunately, research indicates that potentially 70 percent of workers today are not engaged in their work and giving their best effort. But how can we boost engagement? Give people purpose. Researchers led by Steven Cole at the University of California at Los Angeles studied the gene expression profiles of people who experienced happiness from seeking pleasure and those who experienced happiness from seeking meaningful purpose in life. The profiles of the purpose seekers exhibited low levels of inflammatory gene expression and strong levels of antiviral and antibody genes. What does this mean? People who seek purpose in their lives feel they make a difference. They experience greater energy and enthusiasm. They are more likely to give their best efforts and persevere through the inevitable challenges and difficult seasons in life that everyone experiences. In other words, it’s likely they might actually live longer, which is what this new genetic research suggests. Most professionals in the talent development and learning field report to love what they do. They find purpose in developing the skills and careers of those working in their organizations. Why? Talent development professionals serve a cause greater than themselves. Work is typically meaningful when it brings beauty, goodness, and/or truth to the world. Beauty can be found in the technology product designer’s work that exhibits aesthetic beauty or functional excellence or the administrative assistant’s work that organizes important information so it is easily accessible. Goodness can be found in the nurse’s work that reduces suffering and promotes healing, or the engineer’s work that promotes safety and environmental responsibility. Truth can be found in the trainer’s work that promotes acquisition of knowledge. Talent development professionals connect with the beneficiaries of their work**.** People who work on the frontlines of learning and development generally see how their work helps others. Those who work behind the scenes often look for ways to interact with learners and raise awareness of the value of their work. Bottom line: Talent development leaders can set the example for finding purpose—and boosting engagement in their organizations.**** For a more in-depth look at how to boost employee engagement in your organizations, please join me on October 17, 2014, for my webcast, 7 Best Practices to Boost Employee Engagement, and on November 18, 2014, for ATD’s Essentials of Driving Results Through Employee Engagement workshop.

Find Purpose, Boost Engagement

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There are three types of psycho-social cultures that affect engagement: cultures of control, culture of indifference, and connections cultures. And until leaders create connection cultures that make people feel like part of the team rather than unsupported, left out, or lonely, they will continue to be disappointed by the dismal levels of employee engagement in their organizations. 

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