The True Value of Emotional Commitment by Stan Slap
This is not soft stuff.  This is the stuff of hardcore results.  The companies that bring us in to do this work either to build a brandable customer experience or transform and protect their employee and manager cultures.  We like to say they don’t have patience as a value, they are high demand organizations.  They have gone through the times of making managers millionaires just by virtue of them showing up and fogging up a mirror they still became day traders with their own career.  There has to be something else.  There is something that is worth more than financial intellectual and physical commitment and that’s emotional commitment.  The opposite of emotional is not irrational the opposite of emotional is detached.  There isn’t a strategy or performance goal that is weight bearing if its placed on a platform of detached culture.

VIDEO: Robert Scoble Interviews Stan Slap

Stan visits the Rackspace Studios in San Francisco to talk with Robert Scoble about revolutionizing company cultures in the tech world.

Slap is renowned for achieving maximum commitment in manager, employee and customer cultures—-the three groups that decide the success of any business.

We don’t mean a bunch of managers, employees and customers. When these groups form as cultures in a company, they are far more self-protective, far more intelligent and far more resistant to standard methods of corporate influence. Our unique expertise is in understanding how these cultures work and how to work them.

From your manager culture, we will achieve emotional commitment, the source of their discretionary effort and worth more than their financial, intellectual and physical commitment combined. From your employee culture, we will get you fierce support for any strategic or performance goal: protected, course corrected and promoted to your customers. From your customer culture we will get you true brand status, allowing you to transfer sustainability of your company to your customers, who will advertise and sell for you, and step up to protect you if you stumble or get attacked. We deliver our solutions as custom consulting assignments. Since our purpose is to transfer competency to our clients, there are management development training components imbedded in our consulting process. These sessions can also be purchased on a standalone basis. In all formats, slap solutions are highest rated in many of the world’s highest rated companies —-the kinds of companies that don’t include “Patience” on their list of corporate values. No one has ever called slap work ordinary—-methods used or results achieved.

#NMX Trends #2 on Twitter During Stan Slap Opening Keynote

Stan conducted the opening keynote for NMX in Las Vegas. During his keynote he trended #NMX to #2 on all of Twitter. NMX is the largest conference in the world geared specifically to bloggers, podcasters, web TV content creators, social media enthusiasts and all new media content creators. NMX is also THE place for everyone in new media, from beginners to seasoned veterans, to network, share ideas and take their online content to new heights. Great event, many highlights, but between you and us, we only did it to make the business case for humanity.

VIDEO: How to Change Company Culture and Innovate by Steve Faktor & Stan Slap

On Steve Faktor's latest podcast (subscribe here), guest Stan Slap confirmed his findings. (slap is a corporate culture guru and fellow speaker at the BusinessNext conference.)  According to slap, “Most companies misperceive intellectual engagement for emotional engagement. It’s the emotional engagement that’s critical.” And when it comes to achieving change, slap agrees, “If you want the culture to buy it, you have to know how to sell it to them.”

View the Forbes article: The 9 Corporate Personality Types And How to Inspire Them to Innovate

IdeaFaktory Website: Episode 3: Slap out of it! How to Change Company Culture and Innovate

VIDEO: Employee Values VS Manager Values

A manager’s emotional commitment is the ultimate trigger for their discretionary effort, worth more than financial, intellectual and physical commitment combined. It’s the kind of commitment that solves unsolvable problems, creates energy when all energy has been expended and ignites emotional commitment in others, like employees, teams and customers. Emotional commitment means unchecked, unvarnished devotion to the company and its success;any legendary organizational performance is the result of emotionally committed managers.

Not everything that can be counted counts and not everything that counts can be counted, said Einstein. This is a guy who conducted early nuclear experiments on his own hair and so is perhaps not your most reliable organizational thinker; still, he had a point. The really important measurements of emotional commitment include the ones a company can’t see until managers need to show them. Ferocious support for the company when the company needs it most is one of these hidden metrics. Any manager can appear fully productive and enthusiastic simply because they’re financially, intellectually and physically committed. But if you’ve ever witnessed a human being emotionally committed to a cause—working like they’re being paid a million when they’re not being paid a dime—you know there’s a difference and you know it’s big.

Tell Us Your Story and Get Published – ALL Stories Win 2 Signed Books by Stan Slap

Tell Us Your Story and Get Published – ALL Stories Win 2 Signed Books by Stan Slap

To enter this contest, write a response of at least 200 words to one or more of Stan Slap’s five questions. Your entry must contain truthful accounts of your employee experiences – only legitimate stories will be considered. The use of real names and companies is requested; omission of real names can reduce the chances of being published. Everything you submit will remain confidential unless you provide permission to use it.

Here are the 5 questions.
1. When employees felt respected or disrespected by your company
2. When a new strategy was implemented well or badly
3. How your company responds to your feedback
4. When you’re passionate or bitter about your company
5. Whether your company lives by values

Submit Your Story Here

Tell Us Your Story
Email Required to Confirm Your Identity