The Power of the Narrative: How Storytelling Can Make a Business Case

When my kids were small, one of our greatest activities was after their baths we would all head to their room for story time.


Our Saturday routine was to spend time at Barnes & Noble choosing books for the week.

They would decide which books they wanted read to them; the new ones, or, the same old ones, over and over. I was always amazed how mesmerized they would become with these stories.

It was as if they were in a hypnotic state. They would be so engrossed in the plots that they would literally lull them to sleep.

Story telling has played a role in all of our lives as we grew up. An effective story engages and creates an atmosphere of successful communication between our loved ones, but more of that should also take place at work — not only in our offices, but in our conference rooms as well.

Will Your Recruitment Process be Able to Identify the Heart of a Champion?

There was no way to measure his heart his heart,” his father said.

That quote was from the father of New England Patriots Quarterback Tom Brady — the quarterback who will probably go down in NFL history as one of the very best.

A week ago I was intrigued with a documentary on ESPN titled The Brady 6. I somewhat knew that this story would touch on Brady being drafted at Number 199 in the 2000 pro football draft, and in the 6th round no less. He was completely overlooked by all the teams. Nobody wanted him.

Assessment as part of the HR toolkit

Why? Because based on all the assessments that were done, the consensus was that Brady would not be good enough to make it.

The NFL recruiting process is an amalgam of assessments. They track players closely, sometimes from high school. The glare heats up as players follow their college career. When, and if, they declare to turn pro, they are invited to what is called the NFL combine. More than 300 top prospects normally attend this three-day mini-camp. The question is, do NFL teams choose strength or brains?

What is an Informational Interview & How Do I Get One?

Note:  This post was originally posted at PongoResume.com where I am a contributor.

“Is this another informational interview? If it is, I really do not want to go. These interviews are a waste of time.”

This quote was from my daughter, a recent graduate with 2 undergrad degrees, ready to take on the world. If she wasn't interviewing for a specific role, she didn’t want to interview at all. She believed the informational interview would not help her quest in getting a job, so I had to explain to her all the ways it would advance her search. I'd like to share those ways with you, too.

Problem Solving: It’s About Helping Diagnose What Ails the Organization

Getting dressed the other morning for a 5 AM flight, I turned on the television as I dressed.

But at 2 AM, the choices are slim. As I tried to find the weather, I clicked through many channels until I found the local news.

What I found instead was channel after channel of infomercials. Regardless of your need, there is an infomercial for it — everything from better abs, diet, dealing with uncontrollable kids, super vitamins for perfect health, and the latest in exercise equipment.

Turn on late night TV and there is a quick and easy solution for just about anything. Any ailment has an infomercial for it and, presto, you are back to 100 percent.

I am always amused as spring comes, and with it, the inevitable yard sales because you see so many of those late night wonders on sale for a few bucks.

An Authentic Leader Shows Why Holding on to Core Values is Important

I got a call from an institutional public shareholder I’ve known for many years.

The conversation went something like, “I’m assuming you’re going to cut back on health care.” And I said, “Why would you assume that?” He said, “Well, because you’ve never had more license. No one is going to hold you accountable.” And I said, almost instinctively, “There’s no way that we’re going to cut that benefit at Starbucks.”

Noting that the fabric of the company is tied to that benefit, his response to the institutional investor was this: “You have to evaluate whether or not you want to be a shareholder, because I am not cutting it.”


Here are two more illuminating quotes:

“Infusing work with purpose and meaning, however, is a two-way street. You love what you do, but your company should love you back.”


“We employ 200,000 people and the most important discipline is Human Resources.”

Sounds of Silence: Managing Is More Than Just Productivity & Multitasking

“In music the silence is just as important as the notes.”

This is the same as with speech, where we must place spaces between our words to be understood properly. There are 12 notes in our musical scale, so there must be more than just notes, too.

In music silence is golden, indeed.

My commute into New York City normally takes about 45 minutes to an hour, depending upon the bus. Since I leave very early (around 6 am), there is not much traffic. The ride is largely uneventful. It is a quiet time with the sun just coming up. I really enjoy it.

Time for reflection

Onboarding and Talent Management: It’s a Lot Like Spring Gardening

After all the horrible weather that we had this winter, a 70 degree March Friday changed the attitude of almost everyone on the streets of New York City.

Everyone seemed to sparkle as they walked the streets. Everyone had a smile; you could hear the laughter in the conversations. Everyone was talking giddily about the outdoor projects or impromptu events that they would be doing.

One of my other passions (besides HR) is gardening. My thoughts were about going to the nursery on Saturday morning to begin my ritual of finding new plants or shrubs to prepare for the onslaught on my yard.

For anyone that gardens, the spring is nirvana.

HR and Developing Talent: Just What is Your CEO Thinking?

“Criminal neglect.” “We’ve gotten way too comfortable poaching.” “No one wakes you in the morning and says they want to go work in the advertising business.”

Brash statements you might say, particularly when they refer to recruiting talent. Are these from disgruntled employees, or a managers roundtable, or maybe from focus group findings?
If you picked any of these, you would be wrong.

CEOs Critical of their own organizations

Those were statements that came from three CEO’s of the largest advertising agency holding companies.

The CEOs that made these statements:

• WPP Chief Executive Martin Sorrell: “Criminal Neglect.”
• Omnicom Group CEO John Wren: “We’ve gotten way too comfortable poaching.”
• Interpublic Group of Companies CEO John Wren: “No one wakes you in the morning and says they want to go work in the advertising business.”

What an Orchestra Can Teach Us About Employee Engagement

“My first concert will be a special one; it will be in front of a private audience.”

That was the response from the recently hired conductor of the L.A. Philharmonic, Gustavo Dudamel. His approach to classical music is taking the classical music industry by storm. He was (and is) the youngest conductor of a major orchestra in the world. He was only 29 when hired by the Los Angeles Philharmonic.

There was discussion among the board that maybe he is a little too young and unorthodox to hold such a prestigious position. That first statement about the first concert had everyone on the edge of their seats. The question that was twirling around in their mind probably was, WHO is this special audience he’s talking about?

Public television has some of the most amazing documentaries that are always a staple in our house, even if I am the only one watching. I am always partial to classical music and opera. When I saw this special, I knew that it would be one that I would not multi-task while watching.