Peg Neuhauser
Specialist in Corporate Culture and Communication
Featured Topics
Fee Range
$12,500
Peg Neuhauser
Featured Keynote Programs
Bringing Cultures Together After the Merger
There is a great deal of talk these days about organizational culture and its impact on the long term performance of a company. It is generally agreed that culture is important, but many people are not at all clear what their organization's culture is, what it should be, and whether there is really any hope that it can be changed if needed. As an organization struggles to become more customer driven, quality focused, or innovative, the people inside that organization know there needs to be fundamental change in how the organization operates. Exactly what needs to change and how to go about changing it is not so clear.
With all the mergers, partnerships, and restructuring going on in organizations these days, clashes between the cultures are inevitable. People do not give up their old ways or blend two groups with different customs and histories without a struggle. Ordering people to change rarely works. The conflicts do not go away; they just go underground. To change or blend cultures requires negotiation to develop new ground rules and common agreements about how the groups will work together in the future.
This presentation guides participants through their own current cultures and to help them identify specific changes and common agreements that are needed.
Building a Corporate Culture that Helps Your Organization Succeed
There is no one "right" culture for all organizations. The right culture is the one that helps you succeed at accomplishing your goals. If your company's goals have change, you probably need to change your culture too. These days many organizations are making substantial changes in their business strategies to become more customer-driven, more results oriented, or more innovative. Peg Neuhauser offers practical tips on how to build and maintain your corporate culture to succeed in today's world. Neuhauser has written three books on corporate culture: Culture.com, Tribal Warfare in Organizations, Corporate Legends and Lore.
Building a High Retention Culture in Healthcare
One of the biggest challenges in healthcare these days is recruitment and retention. There are labor shortages in many healthcare professions. On a broader scale, all business and professions are competing for the same pool of talented people. No matter what the state of the economy, the best and the brightest are always in demand.
Much is being done in healthcare to improve the ability to recruit new staff effectively. But once you have hired them, can you keep them? And what can you do to retain the experienced professionals who are the backbone of your organization?It's no mystery why people stay and why they leave. And in most cases, it is not just about money. Create a compelling place to work and your turnover rates will drop. It's simple-people stay because they like it here.
Collaborative Negotiation Skills
A large percentage of a person's daily communications is some form of negotiation such as problem solving or persuasion. The art of influencing is a major component of all these situations. There is a range of negotiation skills that include everything from a highly competitive, tactical approach to a highly collaborative, joint problem solving approach. The focus of this presentation is how to use the more collaborative approach with work colleagues. A step-by-step process is presented and practiced by participants using their own real work situations.
Corporate Legends and Lore . . .The Power of Stories as a Management Tool
This presentation examines the power of storytelling in organizations, and its capacity to strengthen or damage the culture and spirit of the work place. The stories people tell can be positive and inspiring or negative and destructive to the future of the organization and the people who work there. In any case, the stories are a driving force that helps to shape the organization's destiny. Storytelling has always been the single most powerful form of human communication. This seminar is based on Peg Neuhauser's book,Corporate Legends and Lore (McGraw Hill), and is designed to give the leadership of your organization an opportunity to examine the stories that are told in your organization. New ways to use stories skillfully to reinforce important values and lead the way to your organization's future are presented and practiced.
I Should Be Burned Out by Now . . . So How Come I'm Not?
Everyone’s work life has been affected by this era of uncertainty. The world we are living in today operates at a much faster pace than a decade ago. In addition to the increased speed, there is great uncertainty triggered by economic and world events. In this presentation, Peg C. Neuhauser provides dozens of practical tips for coping with one of the most serious dangers of the high speed, uncertain world of work — burnout. Peg covers three areas where actions can be taken to reduce burnout in your organization:
Corporate culture strategies ,
Leadership actions ,
Personal tips .
In this interactive and entertaining presentation, Neuhauser will discuss ideas with the audience and tell stories about how people are surviving and even thriving in this era of uncertainty.
Tribal Warfare in Organizations
This presentation is based on Peg Neuhauser's book Tribal Warfare in Organizations. It takes a humorous and entertaining look at turf battles between departmental and professional groups in organizations. Neuhauser offers practical tips on the do's and don'ts of tribal communication. The goal is to produce more effective collaboration and problem solving that makes life easier for everyone and provides service to customers.
Rethinking the Way You
• Resist the temptation to spread the pain evenly through the organization. Consolidate your resources.
• Beware of being too confident of your old leadership habits—challenge your own and each others logic, plans, assumptions, and behaviors.
• Rigid calendar-based budgeting or planning processes are not agile.
• Consider rewarding adequate performance with a generous severance package. Adequate performances don’t produce agile organizations.
• Cross-functional teamwork needs to be fast and fluid. Turf battles or endless meetings do not produce agility.
• Reward people for feeding the collective IQ—sharing knowledge and advice that help other teams succeed.
• Get honest about the “total cost of jerks” to your organization. You can’t afford them anymore.
• Clone your “speed & agility” successes from one area of the organization to another.
• If you’re a control freak, get over it. Control freaks are not agile leaders. Control wisely, not constantly.
Helping Individuals Heal and Adapt
• Getting fear out on the table and create safe zones to talk about how to handle it.
• Help people overcome denial—raw data, objective discussions, let them see you dealing with your own denial temptations.
• Burn the boats so they know there is no going back.
• Foster champions who can lead others in the directions you need people to go. Turn those people into organizational heroes.
• Reward people for having the courage to surface potential problems in a constructive way.
• Manage people’s expectations – the level of anger and resentment is directly related to the gap between their expectations and reality.
• Communication belongs to everyone . . . make it fast, easy, and straight forward. Rigid hierarchical communication or layers of approvals are not agile.
• Use targeted questions that you ask habitually to help people stay focused on what is important.
• Watch out for the “smile factor.” Employees are hyper sensitive to details of the leaders’ behavior every day.
• Work on helping people telling your organization’s story as an adventure or a comedy, not a tragedy or a farce.
• Laugh a lot.