StrategyDriven Podcast Special Edition 25 – An Interview with John Kennedy, author of The 15 Minute Heart Cure

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StrategyDriven Podcasts focus on the tools and techniques executives and managers can use to improve their organization’s alignment and accountability to ultimately achieve superior results. These podcasts elaborate on the best practice and warning flag articles on the StrategyDriven website.

Special Edition 25 – An Interview with John Kennedy, author of The 15 Minute Heart Cure examines the BREATHE™ method for releaving personal workplace stress, thereby promoting improved heart health and overall wellness. During our discussion, Dr. John Kennedy, author of The 15 Minute Heart Cure: The Natural Way to Release Stress and Heal Your Heart in Just Minutes a Day and Director of Preventive Cardiology and Wellness at Marina Del Rey Hospital in California, shares with us his insights and illustrative examples regarding:

  • health care cost savings realized by those practicing stress management versus those practicing just exerercise or those receiving only standard medical care
  • why companies don’t focus more on stress management given its financial benefits
  • common symptoms and signs of heart problems
  • the BREATHE™ method of stress reduction and why it is so effective
  • how organization leaders can promote workplace stress reduction using the BREATHE™ technique

Additional Information

In addition to the outstanding insights John shares in The 15 Minute Heart Cure and this special edition podcast are the additional resources accessible from his website at www.The15MinuteHeartCure.com. John’s book, The 15 Minute Heart Cure, can be purchased by clicking here.

Final Request…

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About the Author

John M. Kennedy, M.D., author of The 15 Minute Heart Cure: The Natural Way to Release Stress and Heal Your Heart in Just Minutes a Day, is the Director of Preventive Cardiology and Wellness at Marina Del Rey Hospital in California. He is a member of the American Heart Association’s Board of Directors and has appeared on the Discovery Channel, KNBC, and other national television and radio programs to promote heart health. To read John’s full biography, click here.
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Leadership Inspirations – Growing Others

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“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.”

Jack Welch
Respected business leader and former Chairman and CEO of General Electric (1981 – 2001)

StrategyDriven Management Observation Program Best Practice Article

Management Observation Program Best Practice 7 – Documented and Signed Observations

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StrategyDriven Management Observation Program Best Practice ArticleRobustly implemented management observation programs offer many benefits to the organization and its managers. At their core, each of these benefits is derived from aggregation and analysis of the performance data gathered during the observations. Enabling required data synthesis necessitates the documentation of observed occurrences and conclusions. Desired behavior reinforcement and performance improvement, not to mention manager and observation program credibility, necessitate the employee be briefed on the observations made and conclusions drawn. As with all formally documented performance appraisal instruments, the documented observation should be signed by both the manager and employee.[wcm_restrict plans=”25541, 25542, 25653″]

I understand the need to document observation findings but is having the manager and observed employee sign the observation form really necessary?

Absolutely! These signatures are a very tangible demonstration of accountability on the part of the manager and employee. For the manager, his or her signature represents ownership for an accurate and impartial evaluation of the employee’s performance and the sometimes difficult and uncomfortable communication of the performance assessment to the employee. The employee’s signature acknowledges receipt of the performance appraisal. While the employee may disagree with some or all aspects of the evaluation, signed receipt makes him or her accountable for the feedback and therefore responsible for continuing the desired behaviors and correcting the performance shortfalls identified.[/wcm_restrict][wcm_nonmember plans=”25541, 25542, 25653″]

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The Amazing Hoopla Team That Will Change Your Work Life Forever!

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Admit it. The first time you heard the phrase “Hoopla Team®” – maybe last week, or last month, or ten seconds ago, in that headline – you rolled your eyes. Oh yes you did.

But if you have heard it before, you probably also heard about the remarkable turnarounds that are happening across the country when leaders get serious about the transformation of their workplace culture – a transformation that has the Hoopla Team smack dab in the center of it.

Wait a minute, you say. Did you just use the words “serious” and “Hoopla” in the same sentence? You’re darn right I did. Being serious about transformation is not the same as being “serious.” In fact, real transformation starts with a serious commitment to JOY. Fun is NOT frivolous.

[wcm_restrict]A Hoopla Team is a group of seven to ten volunteers drawn from the enthusiastic employees in your company – those special, dynamic, irrepressible folks who know how to get things done and do it with a smile. They should come from various positions and departments, and only one team member should be an executive.

The sacred duty of this team is to provide the energy and enthusiasm to sustain and accelerate breakthroughs in performance according to an implementation formula. They are responsible for continually rolling out new ideas every couple of months to power the ongoing evolution of the culture. Most important, they exist to help everyone in the organization recognize and celebrate successes at every level.

The team is also responsible for finalizing your company’s service standards and following a process to assure those standards are constantly lived with impeccability through these rollouts and quarterly celebrations.

In short, the Hoopla Team is the keeper of your culture and the driver of your vision. It’s not what they do, but how they do it that creates miraculous results.

Now if you’re imagining a lot of random, meaningless cheerleading and willy-nilly woohooing, you’ve got the wrong idea. There’s method to the madness. Hoopla Teams focus on celebrating and documenting successes not just to pump sunshine up everybody’s skirt, but to get everyone focused on what works and letting go of what doesn’t. Nothing could be more practical.

Get the picture?

The point is to get the culture change generating from the grassroots level instead of being imposed from above. In this way, everyone at all levels has more ownership of the transformation.

It takes all hands on deck to shift a culture. Supporting your Hoopla Team is crucial if you want the rest of your efforts to actually get results.

There is real magic in creating a culture of people who, instead of telling you why everything can’t be done, tell you why it CAN be done. That is the difference the Gallup organization cited when their research showed that for every $10,000 in payroll, $3,400 is lost to “disengaged employees.” You can’t afford that. And THAT is why you have a Hoopla Team.[/wcm_restrict][wcm_nonmember]

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About the Author

Roxanne Emmerich’s Thank God It’s Monday!: How to Create a Workplace You and Your Customers Love is a New York Times, Wall Street Journal and #1 Amazon bestseller. Roxanne is renowned for her ability to transform “ho-hum” workplaces into dynamic, results-oriented, “bring-it-on” cultures in a day. Listen to the free 60-second audio with teammates each Monday to clean up the craziness in your workplace and focus on getting massive results. Sign up today at www.ThankGoditsMonday.com.