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.
This is not a management book. This is a book for managers.
Ever have the feeling that no matter how rewarding your job is that there's an entirely different level of success and fulfillment available to you? Lingering in the mist, just out of reach…
There is, and Stan Slap is going to help you get it.
You hold in your hands the book that entirely redraws the potential of being a manager. It will show you how to gain the one competency most critical to achieving business impact, but it won't stop there. This book will put a whole new level of meaning into your job description.
You Will Never Really Work for Your Company Until Your Company Really Works for You.
Bury My Heart at Conference Room B is about igniting the massive power of any manager's emotional commitment to his or her company-worth more than financial, intellectual and physical commitment combined. Sometimes companies get this from their managers in the early garage days or in times of tremendous gain, but it's almost unheard of to get it on a sustained, self-reinforced basis.
Of course your company is only going to get it if you're willing to give it. Slap proves that emotional commitment comes from the ability to live your deepest personal values at work and then provides a remarkable process that allows you to use your own values to achieve tremendous success.
This is not soft stuff; it is the stuff of hard-core results.
Bury My Heart at Conference Room B is the highest-rated management development solution at a number of the world's highest-rated companies—companies that don't include "patience" on their list of corporate values. It has been exhaustively researched and bench tested with tens of thousands of real managers in more than seventy countries. You'll hear directly from managers about how this legendary method has transformed their careers and their lives.
As Big as It Gets Stan Slap is doing nothing less than making the business case for a manager's humanity-for every manager and the companies that depend on them. Bury My Heart at Conference Room B gives managers the urgency to change their world and the energy to do it. It will stir the soul, race the heart, and throb the foot used for acceleration.
Buckle Up. We're Going Off-Road. Slap is smart, provocative, wickedly funny and heartfelt. He fearlessly takes on some of the most cherished myths of management for the illogic they are and celebrates the experience of being a manager in all of its potential and potential weirdness. And he talks to managers like they really talk to themselves.
"This book is game changing in a way I have never seen in a business book. I learned about myself and gained new insights into the work I've been doing for thirty years. It is a spectacular read."
– John Riccitiello, CEO, Electronic Arts
1. New York Times bestseller
2. Wall St. Journal bestseller
3. USA Today bestseller
4. 800-CEO-READ best in category
5. Inc. Best of 2010 list
6. Fast Company Best of 2010 list
7. Miami Herald Top 10 business books list
8. Soundview Executive Summaries Top 30 best list
9. Booklist: starred review
10. Publisher’s Weekly: “must read”
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
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.
You may want to give emotional commitment to your company; if you can give it, that means it’s safe to give it and you want to be safe in a world you’re devoting so much of your life to. But as a manager you have a lot of indications that giving it isn’t such a fabulous idea. After all, every other type of commitment you’ve fed your company has been slurped down greedily and, my God, it’s still hungry. Willing to work fifty hours a week? Your company will take sixty. Willing to back those strategies that are obviously brilliant? You’re expected to back the ones that are obviously boneheaded with equal fervor. Willing to work hard for bonuses and options when times are good? Plan on working even harder when those are things of distant memory and fuzzy future.
You were an adult before you were a manager and any adult knows the danger of recklessly offering emotional commitment. Emotional commitment is the biggest thing a human being has to give; it’s unconditional, often overruling logic or self-preservation. It doesn’t matter how otherwise confident you are; emotional commitment means strolling into the spotlight, buck naked and vulnerable, anxiously muttering, “Please don’t hurt me.” Well, sometimes you do get hurt, life being life. These are the hurts that last a while, therapy being therapy.
Relationships with family, friends, lovers? Those can be agonizing enough. What can you do but live through them and determinedly fling yourself back into the mosh pit of social intercourse, knowing that to do anything less is to miss the opportunity for true fulfillment?
But to close your eyes and fall confidently into the secure bosom of your company? Uh . . . yeah. Get right back to you on that.
At one time or another, every manager has felt trapped in a vague conspiracy between idiots above them and idiots below. Many are uneasily aware that they inhabit an alien planet whose rulers consider them life forms expendable at a moment’s notice. Company performance requirements are often blithely dismissive of the reality that faces managers as they attempt to do their jobs well and simultaneously protect the sense of self that’s required to do their jobs well.
This is a problem for managers at every level; I regularly coach CEOs and executive teams and they voice exactly the same concerns. When you’re clawing your way to the top, it’s easy to cling to the illusion that everything will be figured out and fulfilling once you get there. When you get there and find that’s not the case, you’ve gained all apparent rewards the job has to offer, everybody expects you to know everything, you can’t easily admit what doesn’t feel good, things still don’t make sense and there’s nowhere else to go. . . . People jump from the top floors of buildings, not the bottom.
I’ve rarely met managers who’ve come into their jobs with a cynical worldview, but I’ve met plenty who’ve adopted one as a protective mechanism. Yet most managers still have plenty of emotional commitment to give to their jobs if they can be convinced it makes sense to give it.
We love Charlie “Yardbird” Parker’s intuitive genius, deconstruction and reconstruction of the established mathematics of his field and unrelenting passionate pursuit of the new.
Our kind of guy.
Bird’s remarkable prowess and vision earned him a reputation as the best alto saxophone player in history and one of the founding fathers of modern music. If you play music or like music or maybe have just heard of music, we urge you to listen to him.
The slap offices will be bopping as usual on Thursday, August 30. We will respond right away to you at that time.
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