Do You Know the Creative Ways to Use Video to Teach Leadership?

This video shows the various ways to jazz up your leadership skills trainings. We took our most popular training, The Wisdom of Caring Leaders to show you how speakers, corporations and schools can use our videos to jump start their corporate trainings and add credibility with real-world successful leaders:

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Tribal Leadership: Are You Stuck?

In a recent conversation with the Chief Learning Officer at Vistage, I learned about Dave Logan, the author of Tribal Leadership.  I watched Logan’s entertaining video that explains his book and the five tribes or groups we belong to in our organizations:

Logan’s video is brilliant in that it humourously lays out the 5 levels or steps employees take as they become more empowered and powerful. Inherent in those steps is attitude, a key trait to our success.  Sometimes, we need to shift our attitude after evaluating whether our beliefs are true or hindering us. Are we excluding people unnecessarily or not taking risks based on an outdated way of thinking? Is our way of thinking serving us or sending out negative signals?

As a leader, we need to help employees tap their hidden motivators and get rid of what’s not working or standing in the way of their progress.  Videos of successful leaders have a way of illustrating this better than words. In Success Television’s soft skills training videos on attitude, Deepak Chopra actually talks about life meaning and success and how to find our own motivators of success.  There’s even a corporate training video about the “Unwritten Rules” that showcases the internal boundaries people have but don’t communicate so they act as a tripwire when we cross them… leaving us on the “outs” with that person. 

These leadership skills videos help us to become self-aware of our attitudes and better yet, show our employees how we all can move up the ladder of “life sucks” to a more empowered stance as Logan so humorously shows us in his video.

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How to Build Great Culture, Teams and Leadership

Starbucks’ founder Howard Schultz was recently interviewed for the New York Times Corner Office column about how to build great culture, leadership and teams.

Guess which part of the organization he thinks is most important to its success?  Marketing? Manufacturing? H.R.?

On teams:  

I’m aware of what it means to build a team. I played quarterback and I understand what it means to win, and that the guy throwing the ball or the guy scoring the touchdown only did that because the linemen protected the quarterback or opened the hole.

I think it’s so difficult to succeed today in business. The ability for the team to function together, to support one another, to trust one another, to have cohesion and to also have creative tension, is just mission-critical.”


Check out Success Television’s Video on Demand online video players featuring videos of successful leaders like Howard Schultz, Jack Welch, Richard Branson and Stephen Covey on leadership, team building, change, attitude and more.  Each of these videos are 2-3 minutes long and back up and support the points you’re teaching.

Howard Schultz and great attitude online video player

On being a leader: (While Schultz was talking about being a CEO, this could apply to any leadership position)

“I would say the following: Very few people, whether you’ve been in that job before or not, get into the seat and believe today that they are now qualified to be the C.E.O. They’re not going to tell you that, but it’s true. So everyone you meet has a level of insecurity. The level of insecurity that you have is a strength, not a weakness. The question is, how are you going to use it?

For whatever reason, people believe that when they get to that spot, they have to know everything. They’ve got to be in total control, and you can never show weakness. I would say one of the underlying strengths of a great leader and a great C.E.O. — not all the time but when appropriate — is to demonstrate vulnerability, because that will bring people closer to you and show people the human side of you.

Now, in order to demonstrate vulnerability, you have to make sure you have people around you who will never use that against you, because you trust them and they trust you. So the ability, behind closed doors, to have open and honest conversations with your team about the concerns you have, the fears you have, and the opportunities, is the balance that someone needs to succeed.

On creating a great culture:

“ I would say that everything matters — everything. You are imprinting decisions, values and memories onto an organization. In a sense, you’re building a house, and you can’t add stories onto a house until you have built the kind of foundation that will support them.

People ask me what’s the most important function when you’re starting an organization or setting up the kind of culture and values that are going to endure. The discipline I believe so strongly in is H.R., and it’s the last discipline that gets funded. Marketing, manufacturing — all these things are important. But more often than not, the head of H.R. does not have a seat at the table. Big mistake.”


Team Leadership DVD trainingEffective leadership and soft skills DVDs and online videos. You choose the format and topic. 

Email Us if you would like to see a full preview of these videos or call 212-721-0910

 **Studies in the field of Psychology have shown that the combination of senses creates greater retention and brand recall. It has been estimated that people retain only 10% of what they read, 20% of what they hear, and 30% of what they see. When these senses are combined, however, retention takes a dramatic leap forward. Those same estimates say that when someone hears and sees, retention jumps to 50%. Delivering video online provides another benefit – interactivity and touch. Stimulating retention by combining interactivity has shown to increase retention to 70% and in some cases up to 90%. US Naval Education & Training Command. Navy Instructor Manual. August 1992, p. 25. 

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Ever Wonder How to Break a ‘Hurricane of Desire’?

hurricane of desireWe’ve all heard that it takes 90 days to break a habit. Or, we’ve learned the various steps we need to take to break a habit. Say you want to spend more time with your family or you want to communicate more effectively and responsibly or you want to get fit and lose weight. We all have the “better us” in mind.  We know what to do intellectually. 

But, sometimes we find the desire to go “off the wagon” is too great so we indulge. The easiest example is with food. You know, those cheetos that call to you while you’re watching TV.

It’s OK. Just understand what’s  going on.  

Axialent’s Fred Kofman explains this beautifully in this video on the myth of breaking a habit. Stick with it because the pearl is at the very end.  

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Rising Harassment of Muslim Workers

Employees throwing blood, meat and bones or calling Muslim workers “camel jockey” are just some of the growing workplace discrimination practices reported on by the New York Times.

The NY Times says that the Equal Employment Opportunity Commission (EEOC) has filed several big lawsuits against employers like Abercrombie & Fitch and JBS Swift, a meat packing company for discriminating against Muslims.

The paper reports:  At a time of growing tensions involving Muslims in the United States, a record number of Muslim workers are complaining of employment discrimination, from co-workers calling them “terrorist” or “Osama” to employers barring them from wearing head scarves or taking prayer breaks.

Such complaints were increasing even before frictions erupted over the planned Islamic center in Lower Manhattan, with Muslim workers filing a record 803 such claims in the year ended Sept. 30, 2009. That was up 20 percent from the previous year and up nearly 60 percent from 2005, according to federal data.

The number of complaints filed since then will not be announced until January, but Islamic groups say they have received a surge in complaints recently, suggesting that 2010’s figure will set another record.

“There’s a level of hatred and animosity that is shocking,” said Mary Jo O’Neill, regional attorney of the E.E.O.C.’s Phoenix office. “I’ve been doing this for 31 years, and I’ve never seen such antipathy toward Muslim workers.” (more here)

Awareness, communication and education are some of the the best ways to combat these expensive lawsuits and abusive behavior.

Educate and sensitize your employuees with these harassment and divesity video trainings. 

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How to Keep and Engage Your Peak Performers

by Marshall Goldsmith

As we make our way through the challenges of the global economic crisis, high-impact performersretaining great employees talent management video trainings are in demand. I’m speaking here of the indispensible workers who are willing to do what it takes to help the company succeed even in the most difficult of times: those who pick up the slack when the organization is forced to cut back; those whose ideas save time, money, and effort; and those with a positive outlook who help keep the organization moving forward.

How do you retain these people? The answer, simply put, is leaders must manage their human assets (i.e., employees), and they must do so with the same vigor that they devote to financial assets. In tough economic times, this may seem difficult; however, it is critical for the success of the organization.

Here are some steps that organizations can take that will help them keep today’s high-impact performers and tomorrow’s great leaders.

1. Show Respect: This may seem rote, but genuinely treating employees with kindness, respect, and dignity will elicit the continued loyalty of employees to both the leader and the organization. It is possible to lead people through fear and intimidation; however, the odds of retaining and developing people using this style are slim.

2. Focus on a Thriving Environment: Creating an environment in which high-impact performers want to stay and will put their all into an organization takes more than a gimmick or enrollment in the fad-of-the-month leadership development program. It takes an environment where people are learning, getting training, and developing their skills — where through inquiry and dialogue, the leader creates an environment that allows each individual to thrive.

3. Offer On-Going Training: High on the list for leaders who want to retain high-impact performers is training and on-going education, both of which ensure that people can 1) do their jobs properly, and 2) can improve on existing systems. Cross training — giving people the opportunity to experience and train in different aspects of the company — is a great way to cross-fertilize between departments and across regions. This is a great competitive advantage when organizations are required to cut back on manpower. Cross-trained employees are equipped to handle different functions in the organization far more easily than those confined in silos.

4. Provide Coaching: By working one-on-one with employees in a coaching relationship, leaders can discover and tap the talents of individuals and direct their development, as well as align their behaviors and skills, thus becoming active as agents of change, enhancing the success of the organization.

5. Give Feedback: More than an annual review, leaders may give employees assistance in specific areas, such as developing networks, handling work/life balance, and attaining job and skills training. Providing feedback is more than an annual or semi-annual performance measure. It is a continual process which comes in the form of mentoring relationships, support groups, and action groups.

6. Money and Decision-Making: I haven’t yet mentioned compensation, which is an obvious employee retainer, but it’s not enough. In addition to compensation, people need to be involved in decision-making. The leader who asks people for their input on how the corporation can increase effectiveness is the leader who achieves buy-in from his or her employees. Not only does this help retain key talent, it also is a great way to generate ideas for organizational improvements.

Developing people is a strategic process that adds value to both the employees and the bottom line of the organization.Marshall Goldsmith Effective Leadership skills video training Highly committed, highly competent people create financial rewards for the organization; organizations that develop their people and provide opportunities for growth are sought-after by high-impact performers. Great leaders know this simple formula. They understand it and strive to create an environment that supports it.
And the result is success!

Life is good. Marshall

Marshall Goldsmith Effective Leadership Video Training DVD 

Marshall Goldsmith Speeches & Trainings

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Effectively Manage Conflict and Communication Skills

Check out our new Effective Communication Skills Videos.

by Mike Rogers for Success Television

Keeping a cool head during conflict can sometimes be difficult. Especially when the conflict isConflict perceived as or becomes personal. If you think there is a good chance there could be unhealthy conflict, here are a few basic tips that have worked for me.

1. Prepare. Think of every question that could be asked and your response to that question. Rehearse your responses out-loud. Rehearsing will help your confidence and calm nerves.

2. Stay relaxed. Keep your own voice calm and steady. Raising your voice will increase the chances of the conflict escalating. Once the conflict reaches this level you will have lost control, which will increase the likelihood that the issue will not be resolved at that moment.

3. Actively listen. Seek to understand first, and then to be understood. Really listen with an open heart. Genuinely consider the other’s point of view. Ask questions to clarify to ensure you understand.

4. Be firm. Restate what you heard, clear up any misunderstandings, and then stick to your guns. If something makes sense during the conflict, then of course, re-look at your position. However, don’t become wimpy either. Being firm is probably one of the most difficult things to do during a conflict, especially when you are really trying to be reasonable.

No matter how you cut it, conflict is difficult. Most people either avoid it or seem to enjoy it (which might be worse than avoiding it). But it is part of leadership.

Check out our new Effective Communication Skills Videos.

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How to Create and Maintain a Positive Attitude

LinkedIn is often thought of as a gold-mine for making contacts in the world of business. We found it’s also great for mining the perspective and wisdom of executives. Recently, they were asked for their best attitude and motivational quotes. We chose to share these with you and hope your share them with your employees.

Perseverance and Goals:

  • Sagar M MBA: Nothing is Impossible in this world , even the word Impossible Says “I’M POSSIBLE”
  • David Hance: There is nothing impossible to him who will try. – Alexander the Great
  • Tess Williams: Things are only impossible until they’re not. Sometimes I’ve believed as many as six impossible things before breakfast. ~Lewis Carroll


  • Sheila Segnalini: “How you spend your day is how you spend your life.”
  • Scott Winterton: “Suck it up and don’t even THINK of quitting!”
  • Louise Findlay-Wilson: Accept that some days you’re the pigeon… others you’re the statue (may not be motivational but it gets me through bad days with a wry smile on my face)
  • Proactive people can carry their own weather with them. Whether it rains or shines makes no difference to them. They are value driven; and if their value is to produce good quality work, it isn’t a function of whether the weather is conducive to it or not.  Stephen Covey


  • Tammy Dias (LION): It is difficult to steer a parked car, so get moving. –Henrietta Mears
  • John A. Newby : If you don’t like change, you will enjoy irrelevance even less. Gen. Eric Shinseki
  • Paul Prinke: If you want to change who you are, begin by changing the size of your dream. Even if you are broke, it does not cost you anything to dream of being rich. – Robert Kiyosaki


  • Curtis Oden, PMP: “20 Tips for Success” by Kimmons Wilson, founder of Holiday Inn
    • Work only half a day; it makes no difference which half – it can be either the first 12 hours or the last 12 hours.
    • Mental attitude plays a far more important role in a person’s success or failure than mental capacity.
    • Remember that we all climb the ladder of success one step at a time.
    • There are two ways to get to the top of an oak tree. One way is to sit on an acorn and wait; the other way is to climb it.
  • Leadership skills training videos
  • Online Corporate Training Videos 

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The Gap in Leadership Development

Executive coach and best -selling author Marshall Goldsmith says, “If you ask the customers of business schools—today’s corporations—what their biggest critique is, they will tell you they want more focus on people, team building and interpersonal skills, and less training of technicians.  In fact, some schools act like they’re teaching a branch of physics as opposed to management,” Goldsmith told bizSanDiego magazine.

If organizations want to accelerate their business by effectively Marshall Goldsmith Effective Leadership Corporate Training Video DVDleveraging their employee talent to meet the broader, bottom-line goals and objectives of the business, they have to focus on the so-called “soft skills” of leadership and team building.  As baby boomers retire, HR must use a variety of approaches to ensure that the right employees with the right skills, training and experience are in the right jobs. Similarly, employees expect that a job includes opportunities to learn, take on new challenges, work collaboratively with others and benefit from rewards.

Success Television offers leadership skills videos  trainings with real-world high performance business leaders who teach leadership skills and team building to help accelerate your business the best way you can – through your people.

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What Really Drives Financial Success?


Gallup recently conducted a study of over 2000 business units in ten large corporations to gauge employee engagement. They asked the employees twelve questions designed to give managers feedback so they could take action to improve. An example is, “In the last 7 days, I have received praise or recognition for doing good work”.  Pretty easy for a manager to know what’s needed with that feedback.

The Gallup researchers didn’t find the direct correlation between profitability and engagement. What they found was that there is lower turnover and better customer care when you have engaged employees. Arguably, happy customers and less expense for training and recruiting would lead to more profitability.

“They don’t just immediately make profit. They show up for work, they please customers, they build a safer environment, they produce higher quality products — and those things accumulate to affect financial performance.  When people perceive that they’re cared about at work, they’re more likely to show up, and they’re more likely to do things that benefit the organization in the longer term. And if people feel that someone at work encourages their development, they’re more likely to pay attention to customers. The data(1) suggest that if employees feel that someone’s looking out for their best interest, they then reciprocate and look out for the best interest of the organization. Dr. Jim Harter,Gallup’s chief scientist of workplace management and wellbeing.  (1) Article: What Really Drives Financial Success Study.

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