by David Harder
4 Joe Klass, The 12 Steps to Happiness, (Center City, Minn.: Hazelden Publishing, 1982).
Index
Ability, 105
Accountability, 38-41, 45, 163
Action, 33, 98, 158
Active learning, 171
Active listening, 72
Aimlessness, 34-35, 96, 176
Alcoholics Anonymous, 44, 94
Ambitions, 91
American dream, 24
Analytics, 139, 141
Analytics, predictive, 132-133
Angelou, Maya, 64
Apple, 37
Art of change, the, 47-61
Artificial intelligence, 31, 124
Attention, 42, 57, 148
Attention, drawing healthy, 56-58
Attention, healthy, 87-89, 158-159
Awareness, 100, 103
Awareness, change, 158
Bain & Company, 108
Balance, 118
Banaji, Mahzarin, 124
Barton, Dominic, 109
Bechek, Bob, 108
Behavior, 23, 47
Belief, 35
Beliefs, old, 47
Bersin, Josh, 12
Bias, 138, 154
Big data, 124, 140
Body language, 82-83
Brand, 65, 103, 107, 130-131, 135, 138
Branson, Richard, 106
Building support systems, 59-61
Campbell, Mary, 111-119
Career development, 71, 177-178
Carnegie, Dale, 84
Carter-Scott, Dr. Cherie, 66-67
Carver, George Washington, 64
Celebration, 162-163
CEOS, engagement and, 18-19
Chambers, Ray, 110
Change agents, 44
Change awareness, 158
Change, 15, 17, 23, 31-45, 104, 125, 162
Change, fuel for, 63-78
Change, personal, 17, 42, 47-61, 63, 87, 96, 137
Cher, 48
Civilization, evolution of, 20
Clarity, 63
Collaboration, 91, 93
Commitment, 12, 51, 103
Communications, policy, 157
Community building, 84-89, 159-160
Compassion, 89
Compensation, 139
Competition, 121
Connectedness, 163
Connecting, 81-82
Contempt, 33-34, 96, 176
Cornerstone OnDemand, 111-119
Courage, 43, 45, 48, 89, 98-99, 167
Creative thinking, 48
Creativity, 163
Critical thinking, 72, 93
Culture, 65, 110, 121-141, 167
Culture, engagement, 106-107
Cultures, mentor-based, 94-95
Cultures, mentor-driven, 44-45, 160
Cultures, value-driven, 41-44
Curiosity, 163
Customer relationships, 11
Customer retention, 71, 162
Customer satisfaction, 12
Cynicism, 33, 72, 96, 176
Decision Toolbox, 39
Declaring vision, 51-55
Demeanor, 123
Development of courage, 98-99
Dialogue, 74, 75
Differences, generational, 139
Discipline, 175
Discomfort, 98
Disengagement, 11-30, 112, 163, 175
Disengagement, filters of, 32-37
Disloyalty, 27
Disney, 39, 55, 134, 140, 191
Distrust, 33
Drawing healthy attention, 56-58
Dreams, 91, 128
Drucker, Tom, 74-78
Eckert, J. Presper, 22
Effective questions, 70
Eisenhower, Dwight, 22
Emotional intelligence, 76
Emotional makeup, 72
Empathy, 163
Employee engagement, 11-30, 64-65
Employee surveys, 13, 162
Engagement CEO, 103-119, 122-123
Engagement culture, 106-107
Engagements, CEOs and, 18-19
Enthusiasm for growth, 15-16, 29
Enthusiasm, 123, 163
Evolution of civilization, 20
Expectations, 40
Experience, 114-115
Facebook, 109
Fear of visibility, 56
Fear, 43, 47-49, 98, 164, 178-179
Feedback, 13, 75, 89, 162
Ferguson, Marilyn, 74
Filters of disengagement, 32-37
Financial feedback, 162
Fit, 121-141, 161
Flowers, Tommy, 22
Frenzy, 36, 96, 146, 176
Fuel for change, 63-78
Fulfillment, 99
Fuller, Buckminster, 21
Future shock, 15, 17
Future, 155
Gardner, Angela, 133-141
Generational differences, 139
Gen-Xs, 116, 143, 146
Godin, Seth, 52
Golden Rule, 77, 78
Gratitude, 79, 100-101
Growth, 42, 89, 162
Growth, enthusiasm for, 15-16, 29
Happiness, 180
Happiness, irrevocable, 69-70, 170
Health, 179-180
Healthy attention, 87-89, 158-159
Heart, 43-44
Hiring costs, 123, 138
Hitler, Adolf, 22
Hope, 35
Human values, 163
Humility, 167
Image, 179
Implementation, 156-157
Inaction, 47
Individual transformation, 14
Industrial Revolution, 15-16, 19-22, 35, 50, 56, 66, 164
Inequity, 27
Influence, 54
Ingraham, Christopher, 36
Innovation, 123
Innovation, 21-22, 31, 71
Inspiration, 148
Inspired Work Program, 13, 25-26, 49, 87, 88, 92, 94, 126, 127, 174, 179
Intention, 33
Interest, 163
Internal motivation, 89
Involvement, personal, 14
Irons, Deaira, 112, 119
Irrevocable happiness, 69-70, 170
Isolation, 57
Jensen, Michael, 23
Jobs, Steve, 37
Johnson, Spencer, 145
Kardashian, Kim, 86
Kay, John, 19
Kearns, David, 78
Kelly, Gary, 43
Kindness, 151, 175
Layoffs, 143
Leadership brand, 103
Leadership development, 71, 147, 174-175
Leadership, evolving, 147-150
Learning, 42, 137, 171
Leisure, 180-181
Levinson, Barry, 57
LinkedIn, 109
Listening, active, 72
Loyalty, 129
Lynch, Jackson, 133-141
Malaise, 35
Manners, 123
Mastery, 165-166
Mauchly, John, 22
Mayer, Melissa, 107
McKinsey & Company, 109
Meaning, 64
Meckling, William, 23
Meetings, 173-174
Mentor development program, 101-102
Mentor-based culture, 94-95
Mentor-driven cultures, 44-45, 160
Mentoring, 44-45, 76, 80, 81, 88-89, 94-102, 160, 162, 163-165, 172-173
Mid-management, 143-152
Millennials, 76-77, 86, 115, 116, 146
Miller, Adam, 111-119, 154
Mindset, 31-32
Mission, 37-38, 63-78, 91, 141
Mollick, Ethan, 150
Morale, 95
Morgan, John, 26
Motivation, 33, 140
Motivation, internal, 89
Nourishment, 151
Onboarding, 109, 121, 124, 125, 131-132, 135, 138
Online presentation skills, 83
Optimism, 35
Ownership, 89
Participation, 45
Persistence, 123
Personal ch
ange, 17, 42, 47-61, 63, 87, 96, 137
Personal involvement, 14
Personal satisfaction, 11
Pessimism, 33
Policy communications, 157
Posture, 82-83
Potential, 114-115
Praise, 42, 99-101, 103, 162-163
Pre-boarding, 131-132, 135
Predictability, 16, 20-21, 23, 35, 37
Predictive analytics, 132-133
Predictive data, 139
Presentation skills training, 82-84, 158
Productivity, 71, 95
Profits, 12, 162
Progress, 33
Purpose, 37-38, 63-78, 91
Questions, effective, 70
Recruitment costs, 138
Recruitment, 139
Reinvention, 16, 47, 126
Relationship with work, 13-14, 67-68
Resignation, 35-36, 176
Resilience, 82, 123
Resourcefulness, 167
Respect, 75-76, 104, 112-113, 136-137, 151
Responsiveness, 163
Reverse mentoring, 45
Risk, 178
Robotics, 31
Rohn, Jim, 85
Sales training, 81-82
Sandbery, Sheryl, 109
Schabner, Dean 36
Scherr, Scott, 108-109
Security, 16, 48, 162
Self-change, 15
Self-esteem, 100
Self-inquiry, 64, 66, 89, 95, 97, 157-158
Self-realization, 24
Senge, Peter, 74
Service, 96
Shared vision, 66
Shepherd, Kim, 111, 133-141
Skill-building, 146, 171
Skills, 13
Social media, 84-87, 99-100
Social networking, 84-89
Socratic thought process, 66-67, 70, 72, 73-74, 78, 169-170, 172
Soft skills, 32, 49, 58, 117, 123, 137
Southwest Airlines, 43-44
Spiese, Mel, 41
Stability, 27, 129
Starbucks, 65
Success, 59, 99
Support systems, 43, 59-61, 91-102, 148, 159-160, 176-181
Surveys, employee, 13
Survival, 16, 20-21, 23, 35, 37
Sustainability, 80
Swift, Taylor, 86
Tact, 175
Talent acquisition, 124, 133-141, 161
Team-building, 117
Technology, 15, 38, 139, 149, 151
“Theory of the Firm,” 23
Thinking, critical, 72
360 processes, 39-40
Time management, 171-172
Time value, 158
Toastmasters, 83, 158
Toffler, Alvin, 15
Tomorrow, skills for, 125
Tone of voice, 82-83
Trader Joe’s, 105
Trance, the, 11, 15, 30, 51, 59, 63, 105, 167, 168
Transformation, individual, 14
Transparency, 33, 38-41, 42, 104, 161-162, 164
Tribes, 52-55, 122, 130-131, 163
Truth, 42, 72, 104
Turk, Gary, 33-34
U.S. Marine Corps, 41-42, 94, 105
Ultimate Software, 108
Value-driven cultures, 41-44
Values, human, 163
Vaynerchuk, Gary, 84
VCA, 77
Virtual reality, 31
Visibility, 79-89
Visibility, fear of, 56
Vision, 37-38, 50, 63-78, 91, 92, 104, 167-168
Vision, declaring, 51-55
Voice, tone of, 82-83
Volatility, 24
Wakefulness, 163
Wayne, John, 48
Weiner, Jeff, 109-110
Wellness, 180
Whitaker, Bill, 86
Wiesel, Elie, 79
Wilson, Timothy, 124
Winfrey, Oprah, 110
Word Café, the, 75
Work, relationship with, 13-14, 67-68
Work/life balance, 106, 109, 110-111
World War II, 22
Xerox Corporation, 73
Xerox Learning, 74
Yahoo, 107
Yudis, David, 134-141
Zuckerberg, Mark, 109
About the Author
In 1990, David Harder founded Inspired Work, dedicated to helping individuals transform their relationship to their work. In 1997, David’s first book, The Truth About Work (Health Communications), was published, delivering insights into how to move beyond simply making a living to building a richly fulfilling professional life. The first several thousand participants in the Inspired Work Program served as case studies in how to have these breakthroughs.
In 2001, Mr. Harder was asked to redesign the Walt Disney Company’s leadership program. His groundbreaking process uses existing business challenges as the learning opportunity and provides customized stakeholder inquiries conducted directly by the executives. This immersive learning experience produces highly branded leaders who skillfully connect with the needs and expectations of each stakeholder—a watershed change in fulfilling the needs of modern leadership.
For many years, employers were reluctant to provide Inspired Work’s initial and signature program to all employees. The fear was that if every employee connected with the truth and personally changed, most of them would also leave. Quite the opposite happened. In environments like the University of Southern California, intact teams had immediate breakthroughs with employee engagement and the results were sustained. In fact, the benefits only deepened over time. In this environment, it became vividly clear: Full employee engagement hinges on the ability of each team member to change and to help others change. And, it can only succeed as a highly involved, collective, and democratic solution.
Inspired Work has served a wide variety of organizations, including HBO, Sony Pictures Entertainment, Loyola Marymount University, the University of Southern California, the United Church of Religious Science, Morgan Stanley, Smith Barney, Baxter Healthcare, the Art Institute of America, and many others. David Harder’s leadership, career development, and team building programs produce some of the world’s most outstanding satisfaction numbers in any business: 92.6 percent.
David has appeared on many business and human-interest programs including CNN, CBS, KTLA News, KFWB News, and Business News Network. He studied music at USC and is an accomplished jazz pianist. His public speaking venues include such topics as the Four Real Reasons to be Afraid of Change: Four Successful Responses.
In 2016, Mr. Harder was a keynote speaker at the International Human Resource Summit, Tec-Canada, and Ultimate Software’s human resources conferences.
For more than 10 years, David Harder has published a bi-weekly essay about work that directly reaches millions of business leaders and other contacts. His articles promote a brand that treats work as a profound opportunity to bring solutions to the world’s problems and topics that teach how to become more fulfilled, contributive, and successful. He is a promoter of skilled social networking, and his unique method for building virtual communities is now a curriculum delivered to participants from all walks of life.
David is a syndicated columnist for BizCatalyst360, Execunet, and Recruiter.com.
Examples of David’s articles are available at: www.inspiredworkservices.com/library/blog/.
Prior to launching Inspired Work, David was a general manager for one of Los Angeles’s leading staffing companies and a well-respected jazz pianist/composer well-known in the club and concert scene. He lives at the beach in Pacific Palisades with his partner and two outspoken Dachshunds.
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