Larry Johnson , CSP is the co-author of two top-selling books: Absolute Honesty: Building A Corporate Culture That Values Straight Talk And Rewards Integrity and Generations Inc. – From Boomers To Linksters – Managing The Friction Between Generations At Work. He’s also written for Huffington Post and has been quoted in the Wall Street Journal and the Harvard Business Review. He has been interviewed on CNN. Larry has written more than 200 published articles on the topic of improving organizational culture.
An in-demand speaker and organization culture expert, Larry has delivered more than 2000 paid presentations for association conferences, corporations, and government organizations including Texas Apartment Association, American Bus Association, SHRM (Society of Human Resource Management), National Apartment Association, American Health Care Association, Harley-Davidson, Southwest Airlines, Westinghouse and the Nuclear Regulatory Commission.
He’s also presented more than 300 webinars for his own clients and for various webinar companies. Larry’s Education & Designation
• M.A. Counseling Psychology - Northern Arizona University, Flagstaff AZ
• B.A. Education - Arizona State University, Tempe AZ
• CSP - Certified Speaking Professional from the National Speakers Association
• 4 years in health care management
• 7 years as training manager in government and the private sector
• 35 years as president of his own training and consulting firm
Disagreement is hard but necessary. Things don't change or improve unless we express our differences and arrive at workable solutions. Unfortunately, many people do not have the skills to do this effectively. Either they don't speak up and make their opinions known, or they push their point of view so hard that they offend others and the discussion escalates into a battle of wills or a clash of personalities.
As managers, we all want our teams to excel - to be the very best they can be. If you want your team to produce more, serve customers better, work together more smoothly, and quit less, this webinar is for you. If you want to be the kind of boss everybody wants to work for, this webinar is for you. If you want to raise the odds your team will succeed and your career will blossom, this is the webinar for you.
In this webinar, you'll learn techniques to deal effectively with these problem children so they either become productive members of your team or go away.
Research at the University of Texas found that customer satisfaction is no guarantee of customer loyalty - that loyalty only comes from customers who love you. Companies like Disney, USAA, Nordstrom Department Stores and Wegmans Supermarkets figured that out long ago so they provide customers with experiences that make customers love them.
As managers, we all want our teams to excel – to be the very best they can be. If you want your team to produce more, serve customers better, work together more smoothly, and quit less, this webinar is for you. If you want to be the kind of boss everybody wants to work for, this webinar is for you. If you want to raise the odds your team will succeed and your career will blossom, this is the webinar for you.
In most organizations, if you are the best at your craft, it’s likely you’ll be selected to be the next supervisor or manager. The irony is that you now spend less time doing what you are really good at and more time doing things you have little or no training to do.
Difficult people--they are everywhere. Perhaps it’s a colleague who is continually disagreeable. Or it’s a subordinate who chronically complains about everything but never takes responsibility for fixing anything. Maybe it’s a customer who treats you rudely as if you are his personal servant. It could even be your boss, who acts like a playground bully when you ask her a question. Perhaps it’s a fellow teammate who gossips and even tells lies about you. Maybe it’s a person you depend on for results who continually misses deadlines and never keeps promises. It could even be a member of your family.
A recent HRDive study of managers found that “82% of respondents admitted that they have “limited to no” ability to hold others accountable successfully. On the other hand, 91% of respondents said they would rank ‘improving the ability to hold others accountable in an effective way’ as one of the top leadership development needs of their organization.”