BURY MY HEART AT CONFERENCE ROOM B™
On Top of the Bottom Line
A manager’s emotional commitment is the ultimate trigger for their discretionary efforts, worth more than their financial, intellectual and physical commitment combined.
Emotional commitment is the stuff that solves unsolvable problems, creates energy when all energy has been expended and ignites emotional commitment in others, like employees, teams and customers. Any legendary, sustained organizational performance is the result of an emotionally committed manager culture.
The issue of actually gaining emotional commitment in a manager culture is typically one of manic yet unrequited corporate lust. Bury My Heart at Conference Room B is the slap process that will absolutely create it and sustain it.
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 at all—you know there’s a difference and you know it’s big. It’s this difference that Bury My Heart at Conference Room B delivers.
The Bury My Heart at Conference B process will show your managers exactly how to turn their jobs into a mechanism that fulfills their deepest personal values. As soon as that happens, they’ll work harder to protect that mechanism by keeping their company successful. And they’ll be more successful as managers. Since they can’t meet their values without the support of their employees, this program shows a manager exactly how to turn their own values into something of urgent benefit for others. As a result, employees work harder to protect their manager. Employees have plenty of emotional commitment they’re withholding, too.
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 most important measurements of emotional commitment in managers are the ones a company can’t see until managers choose to show them. Ferocious support for the company when the company needs it most is but one of these hidden metrics.
Emotion in the human brain is a highly rational process capable of producing wonderfully irrational acts
- Creates and sustains emotional commitment in your management culture.
- Discretionary effort is increased, attrition of top talent is reduced, new top talent is easier to hire, breeding of next-generation managers is increased, acceptance of change is accelerated and managers step up to save the company if it gets into trouble.
- Turns a manager’s job into a mechanism for fulfilling their deepest personal values. They protect the mechanism by making their company successful.
- Turns a manager’s deepest personal values into improved working conditions for their employees. Employees protect these conditions by making their manager successful.
- Busts every dangerous myth about leadership. Delivers a tactical, practical process to transform managers into real leaders, once and for all. Far more importantly, it presents the motivation—why they should be a leader—that is the reason most leadership processes don’t stick.