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      Dr. John Sullivan (JohnS@sfsu.edu) is a well-known thought leader in HR. He is a frequent speaker and advisor to Fortune 500 and Silicon Valley firms. Formerly the chief talent officer for Agilent Technologies (the 43,000-employee HP spin-off), he is now a professor of management at San Francisco State University. He was called the "Michael Jordan of Hiring" by Fast Company magazine. More recruiting articles by Dr. Sullivan can be found in the ER Daily archives. Information about his numerous other articles, books and manuals about recruiting and HR can be found at
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      Communication is not the message sent, but the message received. That is the foundation of Reply. We are specialized in organizational change, an area where success is not measured by the beauty or number of PowerPoint slides but by the feedback on your initiatives. Luc Galoppin is managing director of Reply Management Consulting. He picked up his organizational change skills on projects with different scopes and user communities and interim management assignments. He is the co-author with Siegfried Caems of the SAP PRESS book Managing Organizational Change During SAP Implementations.
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      Several ideas run through most of Goldsmith’s writings: * The same beliefs that lead to our success – can make it very difficult for us to change behavior – and, as difficult as it is to change our own behavior, it is even more difficult to change others’ perception of our behavior. * The behavior of leaders needs to be reflective of the stated values of the corporation – and key executives need to ‘go first’ in modeling positive behavioral change. * Managers who receive feedback and engage in ongoing follow-up with co-workers will almost always achieve positive, change in behavior and be seen as more effective leaders by their key stakeholders (this was shown in a Strategy+Business article that involved over 86,000 respondents). * The key to success in executive coaching is not the coach (who is a facilitator of change) – it is the people being coached and their key stakeholders. * Leadership development should provide tools that can be used in a positive, simple, focused and fast manner. Complex theories of change, while interesting, will not work in the ‘real world’ with over-extended executives. * Most executive education has historically been based upon an invalid assumption, “If they understand – they will do.” The basic challenge faced by managers is not understanding the practice of leadership – it is practicing their understanding of leadership.
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    « Quote of the day. | Main | Jay Parkhe new blog jayparkhe.com »

    Oct 25, 2009

    Alpha Inventions

    Take advantage of the RSS directory by adding feeds of any category to your blog for frequently updated unique content. I’m sure the search engines wouldn’t mind finding new content via your blog. You can also subscribe to the RSS feeds to keep an eye on the category you read or submit your blog to. There are many blog readers to choose from and alphainventions.com RSS feeds are compatible with most.

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      Simple steps from Employee to Boss, Boss to Leader, Leader to Turnaround expert/ Corporate Doctor, Corporate Doctor to Corporate Coach, Corporate Coach to Corporate Mentor, Corporate Mentor to Life Guru and Life Guru to Master. Sounds Hierarchial... Try this... Collaborator, coordinator, challenger, communicator. Finder, minder, binder, grinder. Tinker, Tailor, Soldier, Spy. Thinker, Planner, Executor or Evaluator
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      "Success - To laugh often and much; to win the respect of intelligent people and the affection of children; to earn the appreciation of honest critics and endure the betrayal of false friends; to appreciate beauty; to find the best in others; to leave the world a bit better, whether by a healthy child, a garden patch or a redeemed social condition; to know even one life has breathed easier because you have lived; this is to have succeeded." Simple steps from Boss to Leader, Leader to Coach, Coach to Mentor, Mentor to Guru and Guru to Master. Which one are you? Collaborator, coordinator, challenger, communicator. Finder, minder, binder, grinder. Tinker, Tailor, Soldier, Spy. Thinker, Planner, Executor or Evaluator - Jay Parkhe
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      This blog is all about using the power of Executive Coaching and Mentoring to advance your career or business. It is dedicated to the Coachees and Mentees who want to be extremely successful by helping them capitalise on the strengths which make them unique, while improving their behaviour. Started as On Jay Parkhe's Business Class Advice blog in 2004, The Jay Parkhe's RADAR and Jay Parkhe's Executive Mentoring Blogs will also be supported by the Executive Coaches' Networkers and Certified Coaches who are members of ISB Alumnus and attendees of Dr. Marshall Goldsmith's Executive Coaching Program. This diverse, global team of SuperCoaches and SuperMentors shall incorporate into every aspect of their business and will share valuable tips, insights and examples.

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    • Dr. John Sullivan
      Dr. John Sullivan (JohnS@sfsu.edu) is a well-known thought leader in HR. He is a frequent speaker and advisor to Fortune 500 and Silicon Valley firms. Formerly the chief talent officer for Agilent Technologies (the 43,000-employee HP spin-off), he is now a professor of management at San Francisco State University. He was called the "Michael Jordan of Hiring" by Fast Company magazine. More recruiting articles by Dr. Sullivan can be found in the ER Daily archives. Information about his numerous other articles, books and manuals about recruiting and HR can be found at
    • George Parker
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    • Luc Galoppin
      Communication is not the message sent, but the message received. That is the foundation of Reply. We are specialized in organizational change, an area where success is not measured by the beauty or number of PowerPoint slides but by the feedback on your initiatives. Luc Galoppin is managing director of Reply Management Consulting. He picked up his organizational change skills on projects with different scopes and user communities and interim management assignments. He is the co-author with Siegfried Caems of the SAP PRESS book Managing Organizational Change During SAP Implementations.
    • Marshall Goldsmith
      Several ideas run through most of Goldsmith’s writings: * The same beliefs that lead to our success – can make it very difficult for us to change behavior – and, as difficult as it is to change our own behavior, it is even more difficult to change others’ perception of our behavior. * The behavior of leaders needs to be reflective of the stated values of the corporation – and key executives need to ‘go first’ in modeling positive behavioral change. * Managers who receive feedback and engage in ongoing follow-up with co-workers will almost always achieve positive, change in behavior and be seen as more effective leaders by their key stakeholders (this was shown in a Strategy+Business article that involved over 86,000 respondents). * The key to success in executive coaching is not the coach (who is a facilitator of change) – it is the people being coached and their key stakeholders. * Leadership development should provide tools that can be used in a positive, simple, focused and fast manner. Complex theories of change, while interesting, will not work in the ‘real world’ with over-extended executives. * Most executive education has historically been based upon an invalid assumption, “If they understand – they will do.” The basic challenge faced by managers is not understanding the practice of leadership – it is practicing their understanding of leadership.
    • Phil Dourado
    • Serendipity
    • Seth Godin
      Seth is a writer, a speaker and an agent of change.
    • Tom Peters
    • Wayne Turmel
      Wayne Turmel W. Wayne Turmel is a speaker, writer and corporate drone who lives in Chicago Il. He is the founder and president of Greatwebmeetings.com, as well as the host of The Cranky Middle Manager Show podcast, an irreverent and insightful look at the world of Middle Management where he speaks to the brightest minds in the field. His work centers on the vital role of new middle management development, helping Senior Management value, develop and retain good people through the Four Disciplines of Management: Business Acumen, Leadership and Career Development, Communication Skills and Process and Project Management.
    • William Arruda
      Ask William Arruda about personal branding and you’ll get a mile-wide grin, crackling energy, and a lively discussion of how personal branding can make every facet of career and life more engaging, fun, and successful. Mix that together with his twenty years' experience in corporate branding, passion for human potential, and avid pursuit of innovation, you’ll know why media and clients have dubbed William the 'Personal Branding Guru.' It’s an apt name for a pioneering brand strategist, speaker, author and entrepreneur. William’s most vibrant role is that of globetrotting brand ambassador. The answer to ‘Where in the world is William?’ is likely ‘20,000 feet up!’ A member of the American Airlines Two Million Miles Club, his travels in branding have taken him across five continents—so often, in fact, that “global” is one of his prime brand attributes. IBM, JPMorgan, Disney, Adobe, Microsoft, Warner Bros, British Telecom and Starwood Hotels are just a few of the corporate clients for whom he’s delivered presentations and workshops on the transformative power of personal branding. William supercharges and motivates his audiences—and his private clients include some of the world’s most influential leaders and innovators. Committed to extending the impact of personal branding, William founded Reach—the global leader in personal branding—and created a pioneering program to certify coaches and career professionals in the Reach personal branding methodology. Reach Certified Personal Brand Strategists now span the globe. Always overflowing with creativity and new ideas, William has developed unique offerings that translate the power of corporate branding to personal branding. He created 360Reach—now the leading personal branding assessment—and he co-founded the Reach Branding Club (RBC), the first on-line, interactive, multimedia personal branding program. 360Reach and the RBC are now used by thousands of careerists, executives, professionals, and consultants. As a thought-leader, William is a sought after spokesperson on personal branding, on-line identity and career management. He has appeared on BBC TV, the Discovery Channel, Fox News Live and Radio America and he’s been featured in countless publications, including Time Magazine, the Wall Street Journal and Entrepreneur. William’s book (with co-author Kirsten Dixson), Career Distinction, will be published by J. Wiley in May, 2007. He is a member of the International Coach Federation and the National Speakers Association. He holds a Master's Degree in Education. You can reach him at williamarruda@reachcc.com or call him on 1.212.208.4693.

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