The people at WeForest.org asked Pinky to do a guest voice over for their video. The video was produced by their organization to use at the United Nations Climate Change Conference Copenhagen (a.k.a. COP15, 2009), to help focus attention to the potential benefits of reforestation using permaculture techniques to fight climate change. Please see Willie Smits TED Conference presentation (just 20 minutes long, it’ll probably blow your mind) for an example: http://www.youtube.com/watch?v=3vfuCPFb8wk
Duration : 0:2:59
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A more open and transparent world challenge us to rethink the way we do business, the way we organize and the way we lead. Globalization, Tranparency, Social Media, Collaborative software – all part of a social revolution that forces companies to engage in Social Business Innovation and Open Business Leadership.
Duration : 0:2:55
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http://www.enleadership.com/blog Employee Engagement is top of mind in most organizations today and should be. Ed Oakley best selling author, speaker, CEO and leadership expert, discusses the importance of looking at engagement as a business leader and how to utilize your leadership skills to positively impact the engagement of your associates.
Duration : 0:4:23
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A more open and transparent world challenge us to rethink the way we do business, the way we organize and the way we lead. Globalization, Tranparency, Social Media, Collaborative software – all part of a social revolution that forces companies to engage in Social Business Innovation and Open Business Leadership. What can we learn from LEGO, Google, Starbucks, Proctor & Gamble and Nike?
Duration : 0:4:21
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http://www.leadershipmadesimple.com/
When we do management and leadership development, we like to invite the managers involved, as well as employee leaders, to look at extremes of leadership styles. The process also distinguishes somewhat between management and leadership.
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Websites to check out:
http://www.leadershipmadesimple.com
http://www.enleadership.com
http://www.facebook.com/edoakley
http://www.twitter.com/edoakley
History of Enlightened Leadership Solutions
The best place to begin is where we got our name.
The Allied Forces had just won a quick and decisive victory in the first Gulf War. The efficiency and the effectiveness of the forces were notable. One of our principals was watching CNN interview one of the Generals in Saudi Arabia .
The General who shared his observations and analysis on why the Allied Forces were so successful commented: The chain of command has empowered the armed forces in the field to get the job done. Decisions are being made at the battle front, not by the brass in Washington . Now thats enlightened leadership.
Three years later, the book was published by Simon & Schuster. The book is in its 31st printing and has sold over 230,000 copies worldwide.
What weve learned is a profound demonstration about the power of human capital, and unleashing that power is at the very core of our work.
Philosophy of Enlightened Leadership Solutions
We believe that people are the cornerstone to success. People are the single biggest opportunity to realize performance gains without expending or investing in additional resources.
Attitude, alignment, communication, focus and commitment are critical differentiators between those who thrive and those who just survive. We consistently find that individuals, teams, and organizations who execute these areas well, out-perform those who may have more technical knowledge or talent.
We believe that what makes people tick doesnt change much from company to company. The behavior that is driven by management philosophy, culture, process, systems, procedures, and structure is unique to each organization. Research has concluded that cultural alignment is a significant factor behind failed mergers and executive retention. Much of the knowledge we have gained over the years will impact individual performance. Organizational performance is further dependent on what, how, and when that knowledge is applied to those unique organizational factors.
We also believe that innovation and knowledge transference is critical and that the greatest measure of our success is how fast organizations integrate and apply the capabilities that we initially provide them. Our goal is to create independence, not dependence on us for success. We are a catalyst and guide for change, not the holder of the process. The more organizations are accountable for success, the greater and more sustaining the performance improvements. Developing that accountability is an important part of our work.
Best regards,
Ed Oakley
Duration : 0:8:41
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Over 70% of most major change initiatives fail because they treat organizational change as a mechanical change to implement, and forget the ‘people’ side of the equation. It requires time and work to build buy-in and commitment to change.
In this week’s Leadership180.Net, Ravi Tangri introduces Chrysalis’ ‘Go-No-Go’ framework for building buy-in and commitment to change.
Duration : 0:3:0
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Steve Donahue is a professional speaker, author and coach who specializes in individual and organizational change. He has been delighting and inspiring audiences internationally for almost two decades. His impressive client list is a Whos Who of Fortune 500 companies including AT&T, IBM, Pillsbury, Bank of America, Ford and Volkswagen. Steve is also a best selling author and his new book, Shifting Sands: A Guidebook for Crossing the Deserts of Change, skillfully employs the gripping story of his odyssey across the Sahara Desert as a compelling metaphor for the changing journeys of life and career.
http://www.speakers.ca/donahue_steve.aspx
This video is brought to you by Speaker’s Spotlight – http://www.speakers.ca – Canada’s leading speakers’ bureau.
Book Steve Donahue as a keynote speaker for your next event by contacting: info@speakers.ca.
Duration : 0:7:48
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http://www.enleadership.com/ This video in our Experiment in Leadership Development series addresses how we see management and leadership and their importance to each other. It might be familar to Enlightened Leadership clients, but the example story might be new to you.
The format of this one is VERY DIFFERENT. Please give us your perspectives on it!Please rate and comment this video. Give us feedback on its value.
Have to have it? Subscribe!
Websites to check out:
http://www.leadershipmadesimple.com
http://www.enleadership.com
http://www.facebook.com/edoakley
http://www.twitter.com/edoakley
History of Enlightened Leadership Solutions
The best place to begin is where we got our name.
The Allied Forces had just won a quick and decisive victory in the first Gulf War. The efficiency and the effectiveness of the forces were notable. One of our principals was watching CNN interview one of the Generals in Saudi Arabia .
The General who shared his observations and analysis on why the Allied Forces were so successful commented: The chain of command has empowered the armed forces in the field to get the job done. Decisions are being made at the battle front, not by the brass in Washington . Now thats enlightened leadership.
Three years later, the book was published by Simon & Schuster. The book is in its 31st printing and has sold over 230,000 copies worldwide.
What weve learned is a profound demonstration about the power of human capital, and unleashing that power is at the very core of our work.
Philosophy of Enlightened Leadership Solutions
We believe that people are the cornerstone to success. People are the single biggest opportunity to realize performance gains without expending or investing in additional resources.
Attitude, alignment, communication, focus and commitment are critical differentiators between those who thrive and those who just survive. We consistently find that individuals, teams, and organizations who execute these areas well, out-perform those who may have more technical knowledge or talent.
We believe that what makes people tick doesnt change much from company to company. The behavior that is driven by management philosophy, culture, process, systems, procedures, and structure is unique to each organization. Research has concluded that cultural alignment is a significant factor behind failed mergers and executive retention. Much of the knowledge we have gained over the years will impact individual performance. Organizational performance is further dependent on what, how, and when that knowledge is applied to those unique organizational factors.
We also believe that innovation and knowledge transference is critical and that the greatest measure of our success is how fast organizations integrate and apply the capabilities that we initially provide them. Our goal is to create independence, not dependence on us for success. We are a catalyst and guide for change, not the holder of the process. The more organizations are accountable for success, the greater and more sustaining the performance improvements. Developing that accountability is an important part of our work.
Best regards,
Ed Oakley
Duration : 0:10:56
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Kurt Nimmo
Infowars
July 25, 2008
http://www.infowars.com/?p=3571
The ludicrous accusation that GCN and Infowars press credentials are somehow illegitimate will not stand.
On the Alex Jones Show today, Ted Anderson of GCN and Anthony Jasa of Minnesota We Are Change provided details on a campaign of harassment and intimidation by the Secret Service against Jasa and GCN. The Secret Service accused Jasa of forging press credentials, although Anderson told the Secret Service he approved Jasa’s GCN credentials. Jasa told Alex Jones the SS attempted to intimidate his fiancée and enter his residence in order to search his computers. According to Jasa and Anderson, SS agents asked if Jasa believes in 9/11 conspiracy theories, as if this is some sort of criminal behavior.
Obviously, the government is worried about the exponential growth of the 9/11 truth movement, in particular the activism of We Are Change, a nation-wide organization (also active in Britain, Ireland, and Canada) most effective in its persistent questioning of political candidates, members of Congress, and assorted government insiders and NWO minions. In order to shut down this activism, the government has dispatched its agents in addition to sending out its disinfo agents and latter day COINTELPRO operatives, more than a few tracked back to the military and CENTCOM and, if history is any indication, dispatched by the FBI and the Secret Service.
In essence, the SS told Jasa and Anderson that GCN is not a bona fide press organization — never mind it is a nationally syndicated radio network — and its issuance of press credentials amounts to an act of fraud. Only the corporate media, reading from government scripts, will be allowed to attend political events. In order to limit political discourse and muzzle the opposition, at the behest of the neocons and their neolib brethren, the SS will hound, harass, and intimidate the alternative media.
It will not work, however. Short of a total imposition of martial law, We Are Change will certainly not be deterred and will continue to attend political rallies and confront our leaders and their minions in public. The ludicrous accusation that GCN and Infowars press credentials are somehow illegitimate will not stand. It may be time to initiate a lawsuit against the Secret Service for attempting to suppress the First Amendment
Duration : 0:10:58
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Ed Begley Jr. supports One Change and Project Porchlight on ABC’s What’s the Buzz. Actor and activist Ed Begley Jr. talks about the community based social marketing organization One Change and the energy efficiency campaign Project Porchlight on the ABC News program What’s the Buzz. He encourages people to get involved with the grassroots initiative and change their light bulbs to new energy efficient ones. Ed Begley Jr. explains we’re not about getting people to change light bulbs but instead using light bulbs to change people. One Change empowers people to believe that simple actions matter when it comes to protecting the environment. To get involved with One Change and Project Porchlight please visit http://www.onechange.org
Duration : 0:4:53
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