Scott Christopher- Keynote Speaker
Scott Christopher talks recognition
The Levity Effect
Scott Christopher is author of the best-selling People People: Who They Are, Why They Win and How To Become One, The Levity Effect: Why It Pays to Lighten Up, and contributing author of The Daily Carrot Principle and A Carrot A Day.
He has appeared on NBC's Today Show, Fox Business Channel, CNBC, National Public Radio, BBC and has been quoted in the New York Times, Washington Post, Boston Globe, New York Post, Newsweek, Economist magazine, Ladies Home Journal and many other publications.
As VP of Speaking and Training at The Culture Works and a consultant on strengthening work culture with recognition and fun, Scott has circled the globe entertaining and motivating thousands of audiences from senior leader retreats to all-staff meetings. Applicable to all audiences in any industry, Scott's unforgettable messages and off-the-cuff humor illustrate firsthand how levity, humor and becoming a 'people person' enrich lives at work and at home.
In his rare spare time, Scott is a television host, emcee and actor (SAG), appearing on network television series Modern Family, Criminal Minds, Granite Flats, Everwood, Touched by an Angel and in Disney Channel movies.
Scott Christopher has a Master's in HR Management from the University of Connecticut and while an undergraduate at Brigham Young University, Scott was honored with the United States' most prestigious acting scholarship, the Irene Ryan Award, at the Kennedy Center in Washington, D.C.
To book Scott Christopher call Executive Speakers Bureau at 901-754-9404.
The SEVEN UPs of Managing at Work: fun-DUH-mentals of felicity
In this wise & witty new keynote and book (Fall 2017), author and culture consultant Scott Christopher shares the SEVEN UPs that everyone—leaders and staff–should master to happily ‘manage at work.’ From dealing with change (Suck It UP) and employee recognition (Give It UP) to handling generational (Grow UP) and morale (Cheer UP) issues, Scott shares the funDUHmentals of felicity for managing at work or just managing at work.
THE LEVITY EFFECT: IT PAYS TO LIGHTEN UP
Humorist and corporate culture expert Scott Christopher debunks the myth that levity is somehow a frivolous non-issue and detrimental to an organization's success. In a lively and hilarious speech, Christopher establishes the case for levity leadership using:
- data from the Great Place to Work Institute's million person study establishing the connection between "fun at work" and "best places"
- statistics from various surveys and research supporting the importance of having a sense of humor
- case studies and stories from KPMG, Boeing, Microsoft, Virgin, Southwest Airlines and many other organizations where levity has moved the needle
- proven tips, tools, and ideas on how to lighten up a workplace NOW
This presentation is a high level look at all aspects of the levity effect, including:
- the business relevance of humor and fun
- energizing fun at work
- building trust
- creating dynamic presentations
- holding more effective meetings
- enhancing creativity
- levity for home and life
PEOPLE PEOPLE: LEARNING TO PUT 'PEOPLE FIRST' AND WHY YOU SHOULD EVEN CARE
In an increasingly competitive business climate, People People provide more tangible value to a company than ever before.
As constantly-improving technology dehumanizes relationships and communications--allowing 'users' to hide behind their e-personas--People People lift their organizations above the competition by refusing to lose touch with humanity.
They prefer a phone call over text.
A face-to-face chat over an email.
A handshake over a 'poke' or 'nudge.'
Most of today's 'best' companies rely heavily on the human touch to help differentiate their market brand, their public image and their employee culture.
In People People best-selling author and speaker Scott Christopher (The Levity Effect) explains the four fundamental attributes (C.A.R.E.™) of People People, how to become a true Type III People Person, why 'People First' organizations excel, and how to do it.
Sharing a mix of business cases, research data and compelling stories, Scott builds a convincing case that winning organizations are flush with People People and that 'nice guys' really do finish first: People People are healthier, wealthier, happier and live longer than their less-caring cohorts. The simple truth is that being a People Person is less about being good WITH people, as being good TO people.
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Friday, September 13, 2013
For a decade, Google’s prevailing managerial philosophy was to just leave people alone; let ‘em do their jobs and if they needed any help they could go to their boss, whose technical expertise was presumably good enough to get them a manager’s job in the first place. But Google’s ‘people analytics’ team did some internal research, which they called Project Oxygen,to determine the most important characteristics for being a truly great manager at Google.
After analyzing a mountain of performance reviews, feedback surveys and nominations for top manager awards they were a bit surprised by the top factors: be a good coach, express interest in your team’s success and well-being, be a good communicator, and other soft, decidedly non-techy skills.
Ranking dead last on the list? The manager’s technical expertise.
What employees valued most were even-keeled bosses who made time for one-on-one meetings; who helped their people puzzle through problems by asking questions not dictating answers; and who took an interest in employees’ careers and outside lives.
Google’s VP of people operations Laszlo Bock was surprised.“In the Google context, we’d always believed that to be a manager, particularly on the engineering side, you need to be as deep or deeper a technical expert than the people who work for you,” Bock said. “It turns out that that’s absolutely the least important thing. It’s important, but pales in comparison. Much more important is just making that connection and being accessible.”
In short, they wanted managers who are what I call People People.
You see, for the employees of this “Best Company” (No. 1 in 2013), it’s not just pay, perks or prestige that primes their pumps, but how well other people treat them, in this case their managers. Do the Three Ps play a part? In a word: Duh. But by themselves they simply aren’t enough.
A People Person gets this. She understands the need her employees have to be trusted, respected and appreciated, and she takes care to authentically meet those needs.
So what is a People Person, and are you one?
People People can be classified in three general ways:
Type I (T1): Outgoing, social, touchy-feely, strong communicator, comfortable in public, passionate… what most people traditionally consider a People Person—good with people
Type II (T2): No apparent social skills, quiet, shy, prefers solitude, deer in the headlights public speaker, BUT genuinely cares about other people, compassionate—good to people
Type III (T3): Both T1 and T2 characteristics. The extrovert who truly puts people first; the introvert who’s learned how to open up and become more social. A T3 is the ideal People Person, the kind of supervisor or manager who doesn’t shy away from making appropriately professional and personal connections with employees. They can show compassion by putting people first without sacrificing passion for demanding excellence.
Becoming a T3 should be the goal.
3 Ways to Become a T3 Today:
1. Speak UP. Resist the urge to stay within yourself. Speaking publicly or personally, open your mouth more, stop mumbling, enunciate your words, adjust the volume to hearable levels and truly care that your message is being properly perceived.
2. Give it UP. You know you’ll never hear enough from us ‘Carrot’ guys about giving credit where it’s due, thanking and praising efforts and recognizing accomplishments. An attitude of gratitude is a hallmark of a true T3 people person.
3. Lighten UP. Stop taking yourself, your title, your position and your wonderfulness so seriously. Smile and laugh MORE. Look for opportunities to loosen your tie a little and enjoy the spontaneous humor that thrives in truly productive work cultures. Forgive and forget quickly. Add a humorous slide or family photo to your presentations. Let your people express their fun side around you—even encourage it.
You literally can begin applying these three suggestions today, right now. You’ll certainly improve with time and continued effort, but start immediately, at work and at home. Hey, If high-tech Google nerds crave a softer side from their leaders, imagine what your employees (or family) might want from you.
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