The Organizational Champion Podcast Wed, 29 Oct 2025 07:21:23 +0000 Wed, 29 Oct 2025 07:21:23 +0000 Libsyn RSSgen 1.0 http://www.organizationalchampions.com http://www.organizationalchampions.com Mike Thompson and Murray Williams discuss the attributes that set apart those leaders that seem to stand out against the rest. Mike Thompson is the author of the brand new book The Organizational Champion released by McGraw-Hill. https://static.libsyn.com/p/assets/a/4/e/6/a4e66a23291f4bb2/Podcast_AlbumArt.jpg organizationalchampions's Webcast Mike Thompson & Murray Williams no episodic organizational,champion,champions,author,mcgraw,hill,book no A new style of leaders is emerging...podcast@organizationalchampions.comMike Thompson & Murray Williams The Secret to Building High Performing Teams: A Podcast with Donnie Smith of Tyson - OC Podcast 017 The Secret to Building High Performing Teams: A Podcast with Donnie Smith of Tyson - OC Podcast 017 Mon, 31 Aug 2009 03:42:00 +0000 Tyson Foods, Inc.  But what sets Donnie apart is his passion for people and his unique ability to build high performing teams.  In this webcast, Donnie shares his secret to being a champion leader in the world's largest protein producer.


Contact
www.organizationalchampions.com
www.twitter.com/ThompsonOC
www.twitter.com/OrgChamps
]]> Tyson Foods, Inc.  But what sets Donnie apart is his passion for people and his unique ability to build high performing teams.  In this webcast, Donnie shares his secret to being a champion leader in the world's largest protein producer.Contactwww.organizationalchampions.comwww.twitter.com/ThompsonOCwww.twitter.com/OrgChamps]]> 30:31 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Donnie Smith heads up Poultry and Prepared Foods team at Tyson Foods, Inc.  But what sets Donnie apart is his passion for people and his unique ability to build high performing teams.  In this webcast, Donnie shares his secret to being a champion leader in the world's largest protein producer. Contact www.organizationalchampions.com www.twitter.com/ThompsonOC www.twitter.com/OrgChampsMike Thompson & Murray WilliamsDonnie Smith heads up Poultry and Prepared Foods team at Tyson Foods, Inc.  But what sets Donnie apart is his passion for people and his unique ability to build high performing teams.  In this webcast, Donnie shares his secret to being a champion leader in the world's largest protein producer. Contact www.organizationalchampions.com www.twitter.com/ThompsonOC www.twitter.com/OrgChamps Reinventing a Brand From the Inside: A Podcast with New Balance CEO Rob DeMartini - OC Podcast 016 Reinventing a Brand From the Inside: A Podcast with New Balance CEO Rob DeMartini - OC Podcast 016 Thu, 30 Jul 2009 16:52:00 +0000
Contact
www.organizationalchampions.com
www.twitter.com/ThompsonOC
www.twitter.com/OrgChamps
]]> www.organizationalchampions.comwww.twitter.com/ThompsonOCwww.twitter.com/OrgChamps]]> 27:26 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Rob DeMartini is the CEO of New Balance.  New Balance is in the midst of a reinvigoration of its brand.  The company is over 100 years old, but is making some very interesting strides towards reestablishing itself as a premiere athletic shoe brand.  In this episode, we speak to Rob about leading this charge and what it is taking both inside and outside the company to make this change successful. Contact www.organizationalchampions.com www.twitter.com/ThompsonOC www.twitter.com/OrgChampsMike Thompson & Murray WilliamsRob DeMartini is the CEO of New Balance.  New Balance is in the midst of a reinvigoration of its brand.  The company is over 100 years old, but is making some very interesting strides towards reestablishing itself as a premiere athletic shoe brand.  In this episode, we speak to Rob about leading this charge and what it is taking both inside and outside the company to make this change successful. Contact www.organizationalchampions.com www.twitter.com/ThompsonOC www.twitter.com/OrgChamps Developing Disney's Leaders: A Podcast with Dr. David Yudis - OC Podcast 015 Developing Disney's Leaders: A Podcast with Dr. David Yudis - OC Podcast 015 Thu, 23 Jul 2009 15:07:00 +0000
Topics:
  • Disney's Past and Future
  • Preparing Disney's Champions
  • Three things to learn from how Disney develops its future leaders

David Yudis on Twitter
www.twitter.com/davidyudis

Contact
www.organizationalchampions.com
www.twitter.com/ThompsonOC
www.twitter.com/OrgChamps
]]>
  • Disney's Past and Future
  • Preparing Disney's Champions
  • Three things to learn from how Disney develops its future leaders
    • David Yudis on Twitterwww.twitter.com/davidyudisContactwww.organizationalchampions.comwww.twitter.com/ThompsonOCwww.twitter.com/OrgChamps]]>     00 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)In today's episode, we have a conversation with Dr. David Yudis of Disney.  He is currently the Director of Global Learning and Development for Disney Consumer Goods. Topics: Disney's Past and Future Preparing Disney's Champions Three things to learn from how Disney develops its future leaders David Yudis on Twitter www.twitter.com/davidyudis Contact www.organizationalchampions.com www.twitter.com/ThompsonOC www.twitter.com/OrgChampsMike Thompson & Murray WilliamsIn today's episode, we have a conversation with Dr. David Yudis of Disney.  He is currently the Director of Global Learning and Development for Disney Consumer Goods. Topics: Disney's Past and Future Preparing Disney's Champions Three things to learn from how Disney develops its future leaders David Yudis on Twitter www.twitter.com/davidyudis Contact www.organizationalchampions.com www.twitter.com/ThompsonOC www.twitter.com/OrgChamps     Org. Champion 014 - Your Company's Problems Could be Bigger Than the Economic Downturn Org. Champion 014 - Your Company's Problems Could be Bigger Than the Economic Downturn Thu, 25 Jun 2009 19:34:00 +0000 Org. Champion Webcast 014 - Your Company's Problems Could be Bigger Than the Economic Downturn

    Deloitte has a brand new report called The Shift Index, and today we are going to talk about why you need to know about it.

    Show Notes:

    Why the report was written:

    From the Executive Summary - Paraphrased

    • The Winners are barely winning while the Losers are losing big time
    • Companies are losing their key leadership at twice the rate companies were in 1965
    • Competition has more than doubled in the last 40 years
    • While the performance of U.S. firms is deteriorating, the creative class of worker is seeing greater growth in pay than any other class of worker
      • Customers have more information and are less loyal to brands
    • Computer and Internet access costs have plummeted and the world is adopting this technology at a 5 times greater rate than past technologies such as electricity and telephone networks...

    What is the Shift?

    Deloitte took a look at Return on Assets (ROA) and saw a very disturbing trend. Despite the fact that American companies were making modest but solid gains in efficiency when compared to the mid 1960s, we are getting only 1/4 the return on our investment in assets.  What could be causing that?

    • There are three major shifts occurring simultaneously
      • Foundational Shift - Nearly ubiquitous Computer/Communications/Internet access
      • Flow Shift - Access to information and wider access to networks has sped up the flow of information to nearly instantaneous.  All the stakeholders have information they didn't just a few years ago.
      • Impact - This area talks about the negative effects that companies are currently experiencing.  This area also speaks to the opportunity that is out there for the creative company that can execute in a new economy.

    Key ideas:

    Let's hone in on the Flow Index.  The Flow index talks about what is flowing because of the nearly ubiquitous access to the Internet and wider social networks.

    • Inter-Firm Knowledge
    • Wireless Activity
    • Internet Activity
    • Migration of People to Creative Cities
    • Travel Volume
    • Movement of Capital
    • Worker Passion
    • Social Media Activity

    Who is making the most in this shift?

    US companies are generating fewer and fewer tangible products.  There is a shift of power from the working class to a new class called the Creative class.

    Creative Class

    • Super-Creative Core - Computer science and mathematics; architecture and engineering; life, physical and social sciences; education, training, and library management; and arts design, entertainment, sports and media studies.
    • Creative - Management; business and financial operations; law; healthcare and technical fields; high-end sales and sales management.

      Other Workforce Class
    • Working - Construction and extraction; installation, maintenance, and repair; production; and transportation and material moving.
    • Service - Healthcare support; food services; building and ground cleaning and maintenance; personal care and service; low-end sales and related areas; office and administrative support; and community and social services.
    • Agriculture - Farming, fishing, forestry

    Why is this important?

    This marks major disruption occurring in the market right now.  When there are disruptions, there are opportunities.  When everyone is running for the hills, doing the best to protect eroding markets, champions see opportunities to change the game. Right now there is a growing divide between our realized performance and our potential performance.

    • Consumers have low switching costs in adopting new technology and seem to have an insatiable appetite for finding new ways to connect and gather information.
    • Companies conversely, are driven by efficiency and systems that ensure greatest return.  These systems do not die easily, and thus companies are agonizingly slow to adopt new technology opportunities.  Consumers and stakeholders are beating them to the punch, and companies are paying the price.

    What are companies to do?

    At the turn of the century, we were experiencing the industrial revolution... The most iconic representation of that shift was Henry Ford who looked at the way cars were being manufactured and said there has to be a better way.  He invented the assembly line.  The assembly line worked because it built greater and greater efficiency into the manufacture of cars.  We have squeezed every last penny out of that model, and there is now so much competition, there is little to be made by becoming more efficient than we are.

    Companies must shift from scalable efficiency to scalable learning. Our stakeholders and customers are learning more and more everyday, we as leaders of our companies need to invent, reward, and allow learning to happen across the whole organization.  

    If a company is going to thrive during this Economic shift, everyone in the organization has to be a learner, and we need to be listening to everyone in the organization as a source of learning.  Learning can no longer be the exclusive role of the creative elites in your company.  The company that will replace yours will be the one that is listening to the guy that pushes the broom around the floor after hours.  

    Close

    Mike where can people get a hold of you?

    www.championseccho.com
    www.organizationalchampions.com

    ]]>     Org. Champion Webcast 014 - Your Company's Problems Could be Bigger Than the Economic Downturn

    Deloitte has a brand new report called The Shift Index, and today we are going to talk about why you need to know about it.

    Show Notes:

    Why the report was written:

    From the Executive Summary - Paraphrased

    • The Winners are barely winning while the Losers are losing big time
    • Companies are losing their key leadership at twice the rate companies were in 1965
    • Competition has more than doubled in the last 40 years
    • While the performance of U.S. firms is deteriorating, the creative class of worker is seeing greater growth in pay than any other class of worker
      • Customers have more information and are less loyal to brands
    • Computer and Internet access costs have plummeted and the world is adopting this technology at a 5 times greater rate than past technologies such as electricity and telephone networks...

    What is the Shift?

    Deloitte took a look at Return on Assets (ROA) and saw a very disturbing trend. Despite the fact that American companies were making modest but solid gains in efficiency when compared to the mid 1960s, we are getting only 1/4 the return on our investment in assets.  What could be causing that?

    • There are three major shifts occurring simultaneously
      • Foundational Shift - Nearly ubiquitous Computer/Communications/Internet access
      • Flow Shift - Access to information and wider access to networks has sped up the flow of information to nearly instantaneous.  All the stakeholders have information they didn't just a few years ago.
      • Impact - This area talks about the negative effects that companies are currently experiencing.  This area also speaks to the opportunity that is out there for the creative company that can execute in a new economy.

    Key ideas:

    Let's hone in on the Flow Index.  The Flow index talks about what is flowing because of the nearly ubiquitous access to the Internet and wider social networks.

    • Inter-Firm Knowledge
    • Wireless Activity
    • Internet Activity
    • Migration of People to Creative Cities
    • Travel Volume
    • Movement of Capital
    • Worker Passion
    • Social Media Activity

    Who is making the most in this shift?

    US companies are generating fewer and fewer tangible products.  There is a shift of power from the working class to a new class called the Creative class.

    Creative Class

    • Super-Creative Core - Computer science and mathematics; architecture and engineering; life, physical and social sciences; education, training, and library management; and arts design, entertainment, sports and media studies.
    • Creative - Management; business and financial operations; law; healthcare and technical fields; high-end sales and sales management. Other Workforce Class
    • Working - Construction and extraction; installation, maintenance, and repair; production; and transportation and material moving.
    • Service - Healthcare support; food services; building and ground cleaning and maintenance; personal care and service; low-end sales and related areas; office and administrative support; and community and social services.
    • Agriculture - Farming, fishing, forestry

    Why is this important?

    This marks major disruption occurring in the market right now.  When there are disruptions, there are opportunities.  When everyone is running for the hills, doing the best to protect eroding markets, champions see opportunities to change the game. Right now there is a growing divide between our realized performance and our potential performance.

    • Consumers have low switching costs in adopting new technology and seem to have an insatiable appetite for finding new ways to connect and gather information.
    • Companies conversely, are driven by efficiency and systems that ensure greatest return.  These systems do not die easily, and thus companies are agonizingly slow to adopt new technology opportunities.  Consumers and stakeholders are beating them to the punch, and companies are paying the price.

    What are companies to do?

    At the turn of the century, we were experiencing the industrial revolution... The most iconic representation of that shift was Henry Ford who looked at the way cars were being manufactured and said there has to be a better way.  He invented the assembly line.  The assembly line worked because it built greater and greater efficiency into the manufacture of cars.  We have squeezed every last penny out of that model, and there is now so much competition, there is little to be made by becoming more efficient than we are.

    Companies must shift from scalable efficiency to scalable learning. Our stakeholders and customers are learning more and more everyday, we as leaders of our companies need to invent, reward, and allow learning to happen across the whole organization.  

    If a company is going to thrive during this Economic shift, everyone in the organization has to be a learner, and we need to be listening to everyone in the organization as a source of learning.  Learning can no longer be the exclusive role of the creative elites in your company.  The company that will replace yours will be the one that is listening to the guy that pushes the broom around the floor after hours.  

    Close

    Mike where can people get a hold of you?

    www.championseccho.com www.organizationalchampions.com

    ]]>     48:40 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Org. Champion Webcast 014 - Your Company's Problems Could be Bigger Than the Economic Downturn Deloitte has a brand new report called The Shift Index, and today we are going to talk about why you need to know about it. Show Notes: Why the report was written: From the Executive Summary - Paraphrased The Winners are barely winning while the Losers are losing big time Companies are losing their key leadership at twice the rate companies were in 1965 Competition has more than doubled in the last 40 years While the performance of U.S. firms is deteriorating, the creative class of worker is seeing greater growth in pay than any other class of worker Customers have more information and are less loyal to brands Computer and Internet access costs have plummeted and the world is adopting this technology at a 5 times greater rate than past technologies such as electricity and telephone networks... What is the Shift? Deloitte took a look at Return on Assets (ROA) and saw a very disturbing trend. Despite the fact that American companies were making modest but solid gains in efficiency when compared to the mid 1960s, we are getting only 1/4 the return on our investment in assets.  What could be causing that? There are three major shifts occurring simultaneously Foundational Shift - Nearly ubiquitous Computer/Communications/Internet access Flow Shift - Access to information and wider access to networks has sped up the flow of information to nearly instantaneous.  All the stakeholders have information they didn't just a few years ago. Impact - This area talks about the negative effects that companies are currently experiencing.  This area also speaks to the opportunity that is out there for the creative company that can execute in a new economy. Key ideas: Let's hone in on the Flow Index.  The Flow index talks about what is flowing because of the nearly ubiquitous access to the Internet and wider social networks. Inter-Firm Knowledge Wireless Activity Internet Activity Migration of People to Creative Cities Travel Volume Movement of Capital Worker Passion Social Media Activity Who is making the most in this shift? US companies are generating fewer and fewer tangible products.  There is a shift of power from the working class to a new class called the Creative class. Creative Class Super-Creative Core - Computer science and mathematics; architecture and engineering; life, physical and social sciences; education, training, and library management; and arts design, entertainment, sports and media studies. Creative - Management; business and financial operations; law; healthcare and technical fields; high-end sales and sales management. Other Workforce Class Working - Construction and extraction; installation, maintenance, and repair; production; and transportation and material moving. Service - Healthcare support; food services; building and ground cleaning and maintenance; personal care and service; low-end sales and related areas; office and administrative support; and community and social services. Agriculture - Farming, fishing, forestry Why is this important? This marks major disruption occurring in the market right now.  When there are disruptions, there are opportunities.  When everyone is running for the hills, doing the best to protect eroding markets, champions see opportunities to change the game. Right now there is a growing divide between our realized performance and our potential performance. Consumers have low switching costs in adopting new technology and seem to have an insatiable appetite for finding new ways to connect and gather information. Companies conversely, are driven by efficiency and systems that ensure greatest return.  These systems do not die easily, and thus companies are agonizingly slow to adopt new technology opportunities.  Consumers and stakeholders are beating them to the punch, and companies are paying the price. What are companies to do? At the turn of the century, we were experiencing the industrial revolution... The most iconic representation of that shift was Henry Ford who looked at the way cars were being manufactured and said there has to be a better way.  He invented the assembly line.  The assembly line worked because it built greater and greater efficiency into the manufacture of cars.  We have squeezed every last penny out of that model, and there is now so much competition, there is little to be made by becoming more efficient than we are. Companies must shift from scalable efficiency to scalable learning. Our stakeholders and customers are learning more and more everyday, we as leaders of our companies need to invent, reward, and allow learning to happen across the whole organization.   If a company is going to thrive during this Economic shift, everyone in the organization has to be a learner, and we need to be listening to everyone in the organization as a source of learning.  Learning can no longer be the exclusive role of the creative elites in your company.  The company that will replace yours will be the one that is listening to the guy that pushes the broom around the floor after hours.   Close Mike where can people get a hold of you? www.championseccho.com www.organizationalchampions.comMike Thompson & Murray WilliamsOrg. Champion Webcast 014 - Your Company's Problems Could be Bigger Than the Economic Downturn Deloitte has a brand new report called The Shift Index, and today we are going to talk about why you need to know about it. Show Notes: Why the report was written: From the Executive Summary - Paraphrased The Winners are barely winning while the Losers are losing big time Companies are losing their key leadership at twice the rate companies were in 1965 Competition has more than doubled in the last 40 years While the performance of U.S. firms is deteriorating, the creative class of worker is seeing greater growth in pay than any other class of worker Customers have more information and are less loyal to brands Computer and Internet access costs have plummeted and the world is adopting this technology at a 5 times greater rate than past technologies such as electricity and telephone networks... What is the Shift? Deloitte took a look at Return on Assets (ROA) and saw a very disturbing trend. Despite the fact that American companies were making modest but solid gains in efficiency when compared to the mid 1960s, we are getting only 1/4 the return on our investment in assets.  What could be causing that? There are three major shifts occurring simultaneously Foundational Shift - Nearly ubiquitous Computer/Communications/Internet access Flow Shift - Access to information and wider access to networks has sped up the flow of information to nearly instantaneous.  All the stakeholders have information they didn't just a few years ago. Impact - This area talks about the negative effects that companies are currently experiencing.  This area also speaks to the opportunity that is out there for the creative company that can execute in a new economy. Key ideas: Let's hone in on the Flow Index.  The Flow index talks about what is flowing because of the nearly ubiquitous access to the Internet and wider social networks. Inter-Firm Knowledge Wireless Activity Internet Activity Migration of People to Creative Cities Travel Volume Movement of Capital Worker Passion Social Media Activity Who is making the most in this shift? US companies are generating fewer and fewer tangible products.  There is a shift of power from the working class to a new class called the Creative class. Creative Class Super-Creative Core - Computer science and mathematics; architecture and engineering; life, physical and social sciences; education, training, and library management; and arts design, entertainment, sports and media studies. Creative - Management; business and financial operations; law; healthcare and technical fields; high-end sales and sales management. Other Workforce Class Working - Construction and extraction; installation, maintenance, and repair; production; and transportation and material moving. Service - Healthcare support; food services; building and ground cleaning and maintenance; personal care and service; low-end sales and related areas; office and administrative support; and community and social services. Agriculture - Farming, fishing, forestry Why is this important? This marks major disruption occurring in the market right now.  When there are disruptions, there are opportunities.  When everyone is running for the hills, doing the best to protect eroding markets, champions see opportunities to change the game. Right now there is a growing divide between our realized performance and our potential performance. Consumers have low switching costs in adopting new technology and seem to have an insatiable appetite for finding new ways to connect and gather information. Companies conversely, are driven by efficiency and systems that ensure greatest return.  These systems do not die easily, and thus companies are agonizingly slow to adopt new technology opportunities.  Consumers and stakeholders are beating them to the punch, and companies are paying the price. What are companies to do? At the turn of the century, we were experiencing the industrial revolution... The most iconic representation of that shift was Henry Ford who looked at the way cars were being manufactured and said there has to be a better way.  He invented the assembly line.  The assembly line worked because it built greater and greater efficiency into the manufacture of cars.  We have squeezed every last penny out of that model, and there is now so much competition, there is little to be made by becoming more efficient than we are. Companies must shift from scalable efficiency to scalable learning. Our stakeholders and customers are learning more and more everyday, we as leaders of our companies need to invent, reward, and allow learning to happen across the whole organization.   If a company is going to thrive during this Economic shift, everyone in the organization has to be a learner, and we need to be listening to everyone in the organization as a source of learning.  Learning can no longer be the exclusive role of the creative elites in your company.  The company that will replace yours will be the one that is listening to the guy that pushes the broom around the floor after hours.   Close Mike where can people get a hold of you? www.championseccho.com www.organizationalchampions.com     Org. Champion Webcast 013 - Getting On Top is One Thing, Staying There is Quite Another Org. Champion Webcast 013 - Getting On Top is One Thing, Staying There is Quite Another Fri, 19 Jun 2009 20:31:00 +0000 Show Notes:

    Today we look at blog entries from Om Malik, CEO of GigaOm, a news blog focused on the communications and tech sectors and William C. Taylor, the author of Practically Radical.

    Jeff Bezos on being a successful entrepreneur...
    The 10 Questions Every Change Agent Must Answer

    Takeaways:

    1. Never Quit Focusing on Customers
    2. Create a Culture - Create enthusiasm, Deploy your collective genius, & Work to personally align your team with the mission.
    3. Get outside your industry to discover new ideas and opportunities
    4. Own something - Identify your unique position in the market and own it.
    5. Know your history and heritage but express it in ways that are relevant for the times.

    Close
    www.championseccho.com
    www.organizationalchampions.com]]>     Show Notes: Today we look at blog entries from Om Malik, CEO of GigaOm, a news blog focused on the communications and tech sectors and William C. Taylor, the author of Practically Radical. Jeff Bezos on being a successful entrepreneur... The 10 Questions Every Change Agent Must Answer Takeaways:1. Never Quit Focusing on Customers 2. Create a Culture - Create enthusiasm, Deploy your collective genius, & Work to personally align your team with the mission. 3. Get outside your industry to discover new ideas and opportunities 4. Own something - Identify your unique position in the market and own it. 5. Know your history and heritage but express it in ways that are relevant for the times. Close www.championseccho.com www.organizationalchampions.com]]> 35:00 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: Today we look at blog entries from Om Malik, CEO of GigaOm, a news blog focused on the communications and tech sectors and William C. Taylor, the author of Practically Radical. Jeff Bezos on being a successful entrepreneur... The 10 Questions Every Change Agent Must Answer Takeaways: 1. Never Quit Focusing on Customers 2. Create a Culture - Create enthusiasm, Deploy your collective genius, & Work to personally align your team with the mission. 3. Get outside your industry to discover new ideas and opportunities 4. Own something - Identify your unique position in the market and own it. 5. Know your history and heritage but express it in ways that are relevant for the times. Close www.championseccho.com www.organizationalchampions.comMike Thompson & Murray WilliamsShow Notes: Today we look at blog entries from Om Malik, CEO of GigaOm, a news blog focused on the communications and tech sectors and William C. Taylor, the author of Practically Radical. Jeff Bezos on being a successful entrepreneur... The 10 Questions Every Change Agent Must Answer Takeaways: 1. Never Quit Focusing on Customers 2. Create a Culture - Create enthusiasm, Deploy your collective genius, & Work to personally align your team with the mission. 3. Get outside your industry to discover new ideas and opportunities 4. Own something - Identify your unique position in the market and own it. 5. Know your history and heritage but express it in ways that are relevant for the times. Close www.championseccho.com www.organizationalchampions.com     The Organizational Champion Webcast 12 - Is Your Company Upside Down? The Organizational Champion Webcast 12 - Is Your Company Upside Down? Thu, 11 Jun 2009 17:48:00 +0000 Show Notes:

    In the News:

    Did Professional Management Cause the Fall of GM? (HBR)
    http://blogs.harvardbusiness.org/hbr/hbreditors/2009/06/professional_management_and_th.html

    Alfred Sloan and The Great GM Mystery
    • Alfred Sloan was the Leader of GM from the 1920's through the 1950's
    • On paper, Sloan espoused a scientific, strongly hierarchical style of leadership
    • In practice, the unintended consequences of that style of leadership led him to lead very differently
    • His successors misunderstood this and later led GM into some stormy waters

    The Global Enterprise
    • What is it
    • Why is it valuable
    • How do I change my organization?

    www.championseccho.com
    www.organizationalchampions.com
    ]]>
  • Alfred Sloan was the Leader of GM from the 1920's through the 1950's
  • On paper, Sloan espoused a scientific, strongly hierarchical style of leadership
  • In practice, the unintended consequences of that style of leadership led him to lead very differently
  • His successors misunderstood this and later led GM into some stormy waters
    • The Global Enterprise
    • What is it
    • Why is it valuable
    • How do I change my organization?
    www.championseccho.comwww.organizationalchampions.com]]>     35:29 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: In the News: Did Professional Management Cause the Fall of GM? (HBR) http://blogs.harvardbusiness.org/hbr/hbreditors/2009/06/professional_management_and_th.html Alfred Sloan and The Great GM Mystery Alfred Sloan was the Leader of GM from the 1920's through the 1950's On paper, Sloan espoused a scientific, strongly hierarchical style of leadership In practice, the unintended consequences of that style of leadership led him to lead very differently His successors misunderstood this and later led GM into some stormy waters The Global Enterprise What is it Why is it valuable How do I change my organization? www.championseccho.com www.organizationalchampions.comMike Thompson & Murray WilliamsShow Notes: In the News: Did Professional Management Cause the Fall of GM? (HBR) http://blogs.harvardbusiness.org/hbr/hbreditors/2009/06/professional_management_and_th.html Alfred Sloan and The Great GM Mystery Alfred Sloan was the Leader of GM from the 1920's through the 1950's On paper, Sloan espoused a scientific, strongly hierarchical style of leadership In practice, the unintended consequences of that style of leadership led him to lead very differently His successors misunderstood this and later led GM into some stormy waters The Global Enterprise What is it Why is it valuable How do I change my organization? www.championseccho.com www.organizationalchampions.com     The Organizational Champion Webcast - Ep. 11 - Three Little Words That Tell the Whole Story The Organizational Champion Webcast - Ep. 11 - Three Little Words That Tell the Whole Story Thu, 04 Jun 2009 21:32:00 +0000 Show Notes:

    The Organizational Champion hits the shelves on June 5th.

    The New Organizational Champions Website:

    A Champion's Three-Word Story:
    • The Power of Story - HBR Article
    • Liz Murray
    • Background
    • How to create one
    • How it brings value to you in your leadership

    Invitation to the Release Party:

    If you are in or near NWA on June 11th and you want to attend the exclusive Organizational Champion Book Release party, send us an email to podcast@organizationalchampions.com with the word "Invitation" in the subject line, and we will send you an invitation.
    We want the listeners to the podcast, the early adopters to get some special treatment.  Let us know if you want to come and we will make that happen

    Close

    www.championseccho.com
    www.organizationalchampions.com]]>
  • More info on the book
  • Blog
  • Forum
  • Podcast
  • ChampEm.com
  • Twitter
  • Facebook
  • The idea is to start a movement
    • A Champion's Three-Word Story:
    • The Power of Story - HBR Article
    • Liz Murray
    • Background
    • How to create one
    • How it brings value to you in your leadership
    Invitation to the Release Party:If you are in or near NWA on June 11th and you want to attend the exclusive Organizational Champion Book Release party, send us an email to podcast@organizationalchampions.com with the word "Invitation" in the subject line, and we will send you an invitation.We want the listeners to the podcast, the early adopters to get some special treatment.  Let us know if you want to come and we will make that happenClosewww.championseccho.comwww.organizationalchampions.com]]>     35:05 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: The Organizational Champion hits the shelves on June 5th. The New Organizational Champions Website: More info on the book Blog Forum Podcast ChampEm.com Twitter Facebook The idea is to start a movement A Champion's Three-Word Story: The Power of Story - HBR Article Liz Murray Background How to create one How it brings value to you in your leadership Invitation to the Release Party: If you are in or near NWA on June 11th and you want to attend the exclusive Organizational Champion Book Release party, send us an email to podcast@organizationalchampions.com with the word "Invitation" in the subject line, and we will send you an invitation. We want the listeners to the podcast, the early adopters to get some special treatment.  Let us know if you want to come and we will make that happen Close www.championseccho.com www.organizationalchampions.comMike Thompson & Murray WilliamsShow Notes: The Organizational Champion hits the shelves on June 5th. The New Organizational Champions Website: More info on the book Blog Forum Podcast ChampEm.com Twitter Facebook The idea is to start a movement A Champion's Three-Word Story: The Power of Story - HBR Article Liz Murray Background How to create one How it brings value to you in your leadership Invitation to the Release Party: If you are in or near NWA on June 11th and you want to attend the exclusive Organizational Champion Book Release party, send us an email to podcast@organizationalchampions.com with the word "Invitation" in the subject line, and we will send you an invitation. We want the listeners to the podcast, the early adopters to get some special treatment.  Let us know if you want to come and we will make that happen Close www.championseccho.com www.organizationalchampions.com     The Organizational Champion Webcast - Ep. 10 - 7 Leadership Principles They Didn't Teach You in Business School The Organizational Champion Webcast - Ep. 10 - 7 Leadership Principles They Didn't Teach You in Business School Wed, 27 May 2009 15:35:00 +0000 Show Notes:

    The Organizational Champion hits the shelves on June 5th.

    Alan Mulally

    Alan Mulally is the CEO of the Ford Motor Company and he is a champion. We talk about why we think so...

    In The News: http://www.fastcompany.com/magazine/136/through-the-fire.html Sean Maloney of Intel talks about why Intel is on the move while it seems as though everyone else is in full retreat.

    Being Counter-Intuitive
    • Myth of Life Balance
    • Passion v Security
    • Multi-tasker v Fast tasker
    • Periodization
    • Investing in the individual
    • Emotional energy
    • Change Maker before Opportunity
    Close

    Follow Mike on Twitter - www.twitter.com/thompsonOC
    Follow Murray on Twitter - www.twitter.com/murdog]]>     Show Notes: The Organizational Champion hits the shelves on June 5th. Alan Mulally Alan Mulally is the CEO of the Ford Motor Company and he is a champion. We talk about why we think so... In The News: http://www.fastcompany.com/magazine/136/through-the-fire.html Sean Maloney of Intel talks about why Intel is on the move while it seems as though everyone else is in full retreat. Being Counter-Intuitive
    • Myth of Life Balance
    • Passion v Security
    • Multi-tasker v Fast tasker
    • Periodization
    • Investing in the individual
    • Emotional energy
    • Change Maker before Opportunity
    Close Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdog]]>     54:28 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: The Organizational Champion hits the shelves on June 5th. Alan Mulally Alan Mulally is the CEO of the Ford Motor Company and he is a champion. We talk about why we think so... In The News: http://www.fastcompany.com/magazine/136/through-the-fire.html Sean Maloney of Intel talks about why Intel is on the move while it seems as though everyone else is in full retreat. Being Counter-Intuitive Myth of Life Balance Passion v Security Multi-tasker v Fast tasker Periodization Investing in the individual Emotional energy Change Maker before Opportunity Close Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdogMike Thompson & Murray WilliamsShow Notes: The Organizational Champion hits the shelves on June 5th. Alan Mulally Alan Mulally is the CEO of the Ford Motor Company and he is a champion. We talk about why we think so... In The News: http://www.fastcompany.com/magazine/136/through-the-fire.html Sean Maloney of Intel talks about why Intel is on the move while it seems as though everyone else is in full retreat. Being Counter-Intuitive Myth of Life Balance Passion v Security Multi-tasker v Fast tasker Periodization Investing in the individual Emotional energy Change Maker before Opportunity Close Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdog     Organizational Champion Webcast - Ep. 09 - The Opportunity Minded Leader Organizational Champion Webcast - Ep. 09 - The Opportunity Minded Leader Thu, 21 May 2009 20:06:00 +0000 Show Notes:

    In today's episode, we discuss our final stop on the Champion's ECChO model, Opportunity Minded. Execution and doing what has to be done seems to always be in the way of seeing the road ahead, yet the best of the best, the Champions are able to do it. We are going to discuss how to get out of the weeds and see the big picture. That and much more in today's episode of The Organizational Champion Webcast.

    The Organizational Champion hits the shelves on June 5th.

    In The News:

    Inc's 7 Signs that You May be a Bad Boss. - http://www.inc.com/multimedia/slideshows/content/7-signs-that-youre-a-bad-boss_pagen_1.html

    Hot Flat and Crowded by Thomas Friedman

    Three Characteristics or Outcomes of the Opportunity Minded Leader
    • Visionary
    • Never Satisfied
    • Courageous
    Questions about Opportunity Minded Leader
    • We all have a job to do. How do we get out of the weeds to see the bigger picture?
    • How do we know when to fight for an idea and when to wait for another day?
    • I am not the CEO, heck I am not even the leader of the team I am on... What does opportunity minded mean to me?
    • How do I push vision to my team? How do I include them?
    How do you become an Opportunity Minded leader and build and Opportunity Minded team?
    1. Ask more questions - especially when you start to feel comfortable
    2. Break from monotony or the rote and invest time in reflection
    3. Change your environment
    4. Don't rush to solutions, Allow your thoughts and solutions time to bake
    5. Don't be afraid to vet or further validate your ideas with others.
    Close

    www.championseccho.com
    www.organizationalchampions.com]]>     Show Notes: In today's episode, we discuss our final stop on the Champion's ECChO model, Opportunity Minded. Execution and doing what has to be done seems to always be in the way of seeing the road ahead, yet the best of the best, the Champions are able to do it. We are going to discuss how to get out of the weeds and see the big picture. That and much more in today's episode of The Organizational Champion Webcast. The Organizational Champion hits the shelves on June 5th. In The News: Inc's 7 Signs that You May be a Bad Boss. - http://www.inc.com/multimedia/slideshows/content/7-signs-that-youre-a-bad-boss_pagen_1.html Hot Flat and Crowded by Thomas Friedman Three Characteristics or Outcomes of the Opportunity Minded Leader
    • Visionary
    • Never Satisfied
    • Courageous
    Questions about Opportunity Minded Leader
    • We all have a job to do. How do we get out of the weeds to see the bigger picture?
    • How do we know when to fight for an idea and when to wait for another day?
    • I am not the CEO, heck I am not even the leader of the team I am on... What does opportunity minded mean to me?
    • How do I push vision to my team? How do I include them?
    How do you become an Opportunity Minded leader and build and Opportunity Minded team?
    1. Ask more questions - especially when you start to feel comfortable
    2. Break from monotony or the rote and invest time in reflection
    3. Change your environment
    4. Don't rush to solutions, Allow your thoughts and solutions time to bake
    5. Don't be afraid to vet or further validate your ideas with others.
    Close www.championseccho.com www.organizationalchampions.com]]>     41:38 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: In today's episode, we discuss our final stop on the Champion's ECChO model, Opportunity Minded. Execution and doing what has to be done seems to always be in the way of seeing the road ahead, yet the best of the best, the Champions are able to do it. We are going to discuss how to get out of the weeds and see the big picture. That and much more in today's episode of The Organizational Champion Webcast. The Organizational Champion hits the shelves on June 5th. In The News: Inc's 7 Signs that You May be a Bad Boss. - http://www.inc.com/multimedia/slideshows/content/7-signs-that-youre-a-bad-boss_pagen_1.html Hot Flat and Crowded by Thomas Friedman Three Characteristics or Outcomes of the Opportunity Minded Leader Visionary Never Satisfied Courageous Questions about Opportunity Minded Leader We all have a job to do. How do we get out of the weeds to see the bigger picture? How do we know when to fight for an idea and when to wait for another day? I am not the CEO, heck I am not even the leader of the team I am on... What does opportunity minded mean to me? How do I push vision to my team? How do I include them? How do you become an Opportunity Minded leader and build and Opportunity Minded team? Ask more questions - especially when you start to feel comfortable Break from monotony or the rote and invest time in reflection Change your environment Don't rush to solutions, Allow your thoughts and solutions time to bake Don't be afraid to vet or further validate your ideas with others. Close www.championseccho.com www.organizationalchampions.comMike Thompson & Murray WilliamsShow Notes: In today's episode, we discuss our final stop on the Champion's ECChO model, Opportunity Minded. Execution and doing what has to be done seems to always be in the way of seeing the road ahead, yet the best of the best, the Champions are able to do it. We are going to discuss how to get out of the weeds and see the big picture. That and much more in today's episode of The Organizational Champion Webcast. The Organizational Champion hits the shelves on June 5th. In The News: Inc's 7 Signs that You May be a Bad Boss. - http://www.inc.com/multimedia/slideshows/content/7-signs-that-youre-a-bad-boss_pagen_1.html Hot Flat and Crowded by Thomas Friedman Three Characteristics or Outcomes of the Opportunity Minded Leader Visionary Never Satisfied Courageous Questions about Opportunity Minded Leader We all have a job to do. How do we get out of the weeds to see the bigger picture? How do we know when to fight for an idea and when to wait for another day? I am not the CEO, heck I am not even the leader of the team I am on... What does opportunity minded mean to me? How do I push vision to my team? How do I include them? How do you become an Opportunity Minded leader and build and Opportunity Minded team? Ask more questions - especially when you start to feel comfortable Break from monotony or the rote and invest time in reflection Change your environment Don't rush to solutions, Allow your thoughts and solutions time to bake Don't be afraid to vet or further validate your ideas with others. Close www.championseccho.com www.organizationalchampions.com     Organizational Champion Webcast - Ep. 08 - The Change Maker Organizational Champion Webcast - Ep. 08 - The Change Maker Wed, 13 May 2009 18:59:00 +0000
    Show Notes:

    In The News:
    CNN and Career Builder's Top Ten cities for College Graduates.

    Why is Change So Important to Companies?

    Three Characteristics or Outcomes of the Connected Leader:
    • Action-Oriented
    • Resilient
    • Agile
    Discussion about Change Maker:

    What are the steps I can take this week to transform my company/team into a Change-making Team?
    1. Connect Culture to Mission
    2. Open Enterprise Collaboration
    3. Find the Right Measures/Measure the Right Things - Focus on Outcomes Rather than Outputs
    4. Push Decision Making Down
    5. Establish Accountability
    6. Get Executive Involvement
    Links:
    www.championseccho.com
    www.twitter.com/ThompsonOC]]>     Show Notes: In The News: CNN and Career Builder's Top Ten cities for College Graduates. Why is Change So Important to Companies? Three Characteristics or Outcomes of the Connected Leader:
    • Action-Oriented
    • Resilient
    • Agile
    Discussion about Change Maker: What are the steps I can take this week to transform my company/team into a Change-making Team?
    1. Connect Culture to Mission
    2. Open Enterprise Collaboration
    3. Find the Right Measures/Measure the Right Things - Focus on Outcomes Rather than Outputs
    4. Push Decision Making Down
    5. Establish Accountability
    6. Get Executive Involvement
    Links: www.championseccho.com www.twitter.com/ThompsonOC]]>     42:53 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)In today's episode, we discuss our next stop on the Champion's ECChO model, the Change-Maker. It also brings us to an interesting chicken & egg dilemma that every leader faces. That and much more in today's episode of The Organizational Champion Webcast. Show Notes: In The News: CNN and Career Builder's Top Ten cities for College Graduates. Why is Change So Important to Companies? Three Characteristics or Outcomes of the Connected Leader: Action-Oriented Resilient Agile Discussion about Change Maker: What are the steps I can take this week to transform my company/team into a Change-making Team? Connect Culture to Mission Open Enterprise Collaboration Find the Right Measures/Measure the Right Things - Focus on Outcomes Rather than Outputs Push Decision Making Down Establish Accountability Get Executive Involvement Links: www.championseccho.com www.twitter.com/ThompsonOCMike Thompson & Murray WilliamsIn today's episode, we discuss our next stop on the Champion's ECChO model, the Change-Maker. It also brings us to an interesting chicken & egg dilemma that every leader faces. That and much more in today's episode of The Organizational Champion Webcast. Show Notes: In The News: CNN and Career Builder's Top Ten cities for College Graduates. Why is Change So Important to Companies? Three Characteristics or Outcomes of the Connected Leader: Action-Oriented Resilient Agile Discussion about Change Maker: What are the steps I can take this week to transform my company/team into a Change-making Team? Connect Culture to Mission Open Enterprise Collaboration Find the Right Measures/Measure the Right Things - Focus on Outcomes Rather than Outputs Push Decision Making Down Establish Accountability Get Executive Involvement Links: www.championseccho.com www.twitter.com/ThompsonOC     Organizational Champion Webcast 07 - Connected Leader Organizational Champion Webcast 07 - Connected Leader Wed, 06 May 2009 19:46:00 +0000 Show Notes:

    In today's episode, Mike and Murray discuss the value of engaging and staying connected to all stakeholders as a leader.  It isn't always easy be available, open, and vulnerable as a leader but as we move forward, leaders who can't do that will be shuffled to the back of the pack.  We will talk about how to be a connected leader and why you might not have a choice…

    In The News:
    Small Business Sees Thaw

    In February, the latest month for which figures are available, 35% of newly approved loans, the most popular SBA loan program, sold on the secondary market, according to the Government Accounting Office. That was up from 24% in January. From September 2007 to September 2008, before the credit crunch, 45% of approved loans sold on the secondary market.

    via WSJ.com

    Question:
    What does a Champion do right now to make sure that her company/division/team is ready to move when the economic stoplight finally turns green?

    Links:
    Blue Ocean Strategy
    Who's Got Your Back?
    Mind of Moms Summit
    Rockfish Interactive


    ]]>     Small Business Sees ThawIn February, the latest month for which figures are available, 35% of newly approved loans, the most popular SBA loan program, sold on the secondary market, according to the Government Accounting Office. That was up from 24% in January. From September 2007 to September 2008, before the credit crunch, 45% of approved loans sold on the secondary market.via WSJ.comQuestion: What does a Champion do right now to make sure that her company/division/team is ready to move when the economic stoplight finally turns green?Links:Blue Ocean StrategyWho's Got Your Back?Mind of Moms SummitRockfish Interactive]]> 36:54 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: In today's episode, Mike and Murray discuss the value of engaging and staying connected to all stakeholders as a leader.  It isn't always easy be available, open, and vulnerable as a leader but as we move forward, leaders who can't do that will be shuffled to the back of the pack.  We will talk about how to be a connected leader and why you might not have a choice… In The News: Small Business Sees Thaw In February, the latest month for which figures are available, 35% of newly approved loans, the most popular SBA loan program, sold on the secondary market, according to the Government Accounting Office. That was up from 24% in January. From September 2007 to September 2008, before the credit crunch, 45% of approved loans sold on the secondary market. via WSJ.com Question: What does a Champion do right now to make sure that her company/division/team is ready to move when the economic stoplight finally turns green? Links: Blue Ocean Strategy Who's Got Your Back? Mind of Moms Summit Rockfish InteractiveMike Thompson & Murray WilliamsShow Notes: In today's episode, Mike and Murray discuss the value of engaging and staying connected to all stakeholders as a leader.  It isn't always easy be available, open, and vulnerable as a leader but as we move forward, leaders who can't do that will be shuffled to the back of the pack.  We will talk about how to be a connected leader and why you might not have a choice… In The News: Small Business Sees Thaw In February, the latest month for which figures are available, 35% of newly approved loans, the most popular SBA loan program, sold on the secondary market, according to the Government Accounting Office. That was up from 24% in January. From September 2007 to September 2008, before the credit crunch, 45% of approved loans sold on the secondary market. via WSJ.com Question: What does a Champion do right now to make sure that her company/division/team is ready to move when the economic stoplight finally turns green? Links: Blue Ocean Strategy Who's Got Your Back? Mind of Moms Summit Rockfish Interactive     The Organizational Champion Webcast - Ep. 06 The Organizational Champion Webcast - Ep. 06 Thu, 30 Apr 2009 17:52:00 +0000 Show Notes:

    The Organizational Champions Webcast Episode #6
    Being a Champion During the Bad Times

    In this week's episode of the Organizational Champion Webcast, Mike and Murray discuss how to lead effectively when times are bad. How transparent does a leader need to be? Is there a time for pessimism or optimism? How does a leader strike the right balance?

    In the News: How Frank or Deceptive Should Leaders Be?: http://hbswk.hbs.edu/item/6124.html

    How Do I Become a Trusted and Consistent Leader?
    Share the facts honestly
    Move quickly to the future solutions
    Set the tone for others to follow]]>     Show Notes: The Organizational Champions Webcast Episode #6 Being a Champion During the Bad Times In this week's episode of the Organizational Champion Webcast, Mike and Murray discuss how to lead effectively when times are bad. How transparent does a leader need to be? Is there a time for pessimism or optimism? How does a leader strike the right balance? In the News: How Frank or Deceptive Should Leaders Be?: http://hbswk.hbs.edu/item/6124.html How Do I Become a Trusted and Consistent Leader? Share the facts honestly Move quickly to the future solutions Set the tone for others to follow]]> 27:43 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: The Organizational Champions Webcast Episode #6 Being a Champion During the Bad Times In this week's episode of the Organizational Champion Webcast, Mike and Murray discuss how to lead effectively when times are bad. How transparent does a leader need to be? Is there a time for pessimism or optimism? How does a leader strike the right balance? In the News: How Frank or Deceptive Should Leaders Be?: http://hbswk.hbs.edu/item/6124.html How Do I Become a Trusted and Consistent Leader? Share the facts honestly Move quickly to the future solutions Set the tone for others to followMike Thompson & Murray WilliamsShow Notes: The Organizational Champions Webcast Episode #6 Being a Champion During the Bad Times In this week's episode of the Organizational Champion Webcast, Mike and Murray discuss how to lead effectively when times are bad. How transparent does a leader need to be? Is there a time for pessimism or optimism? How does a leader strike the right balance? In the News: How Frank or Deceptive Should Leaders Be?: http://hbswk.hbs.edu/item/6124.html How Do I Become a Trusted and Consistent Leader? Share the facts honestly Move quickly to the future solutions Set the tone for others to follow     The Organizational Champion Webcast - Ep. 05 The Organizational Champion Webcast - Ep. 05 Tue, 21 Apr 2009 20:20:00 +0000 Show Notes:

    In the News:

    The Best of Behance: Best of Behance's 99% Conference: 13 Tried and True Practices For Making Ideas Happen.

    http://www.fastcompany.com/blog/linda-tischler/design-times/best-behance-13-tried-and-true-practices-making-ideas-happen

    The ECChO Model:

    The Champion's ECChO

    ECCho Discussion:

    I. Recap The Definition of a Champion
    II. Discuss the Model (Quick Overview)
    III. The Enlightened Leader

    Why is this important for leaders?

    What is the value proposition of a company being led by enlightened leaders?

    What is the value of a company producing enlightened leaders?

    Sponsors:

    The Organizational Champions Podcast is sponsored by www.ChampEm.com.
    Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    ]]>     Show Notes:

    In the News:

    The Best of Behance: Best of Behance's 99% Conference: 13 Tried and True Practices For Making Ideas Happen.

    http://www.fastcompany.com/blog/linda-tischler/design-times/best-behance-13-tried-and-true-practices-making-ideas-happen

    The ECChO Model:

    ECCho Discussion:

    I. Recap The Definition of a Champion II. Discuss the Model (Quick Overview) III. The Enlightened Leader

    Why is this important for leaders?

    What is the value proposition of a company being led by enlightened leaders?

    What is the value of a company producing enlightened leaders?

    Sponsors:

    The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    ]]>     31:58 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: In the News: The Best of Behance: Best of Behance's 99% Conference: 13 Tried and True Practices For Making Ideas Happen. http://www.fastcompany.com/blog/linda-tischler/design-times/best-behance-13-tried-and-true-practices-making-ideas-happen The ECChO Model: ECCho Discussion: I. Recap The Definition of a Champion II. Discuss the Model (Quick Overview) III. The Enlightened Leader Why is this important for leaders? What is the value proposition of a company being led by enlightened leaders? What is the value of a company producing enlightened leaders? Sponsors: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.Mike Thompson & Murray WilliamsShow Notes: In the News: The Best of Behance: Best of Behance's 99% Conference: 13 Tried and True Practices For Making Ideas Happen. http://www.fastcompany.com/blog/linda-tischler/design-times/best-behance-13-tried-and-true-practices-making-ideas-happen The ECChO Model: ECCho Discussion: I. Recap The Definition of a Champion II. Discuss the Model (Quick Overview) III. The Enlightened Leader Why is this important for leaders? What is the value proposition of a company being led by enlightened leaders? What is the value of a company producing enlightened leaders? Sponsors: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.     The Organizational Champion Webcast - Ep. 04 The Organizational Champion Webcast - Ep. 04 Wed, 15 Apr 2009 20:37:00 +0000 Show Notes:

    We invite you to check out www.ChampEm.com.

    WHY WE WORK:

    • Through the Decades
    • Today

    SETH GODIN BIO:

    • Author of 10 books on Marketing
    • He has the number one most read blog about Marketing
    • Pundit
    • Thinker
    • His job is to ask the questions and make observations that others can't either due to their perspective or simple lack of time.
    • www.sethgodin.com

    TRIBES:
    Our culture value system as moved toward what Marketing Guru Seth Godin calls Tribes.  Tribes are a group of people who are brought together by a common belief or idea and then moved toward a common goal.  In order for a tribe to exist, there needs to be a shared idea and a way to communicate.

    WHAT IS IT THAT IS GOING TO DRIVE THE EXTRAORDINARY COMPANIES MOVING FORWARD:

    • How do I adjust to such cultural shifts?

    TWITTER QUESTION OF THE WEEK:
    Does you workplace focus more on individual or team?

    @jtnelso: 'Our company' truly focuses on each. But more so the individual.

    @Stanleyyork: i think teams, b/c you build individuals through teamwork. rarely vice versa

    guest: our workplace is all about building certain individuals

    @mpaladino: Both, but would lean towards teams. Strong teams breed strong individuals. The converse of that is not always true.

    Rodney: Revenue is the correct answer. ;)

    Rick: You develop people so that you have the building blocks to build a Team.  You can not sacrifice or prioritize one at the expense of the other.

    Jennifer: My husband would say teams…as a high school principal he wants his staff to feel like a part of something bigger than just one classroom teacher, but I totally see Finley's point about the church, too…

    Alex: teams

    Finley: individual for me…its one life at a time…that's how we build the church

    Scott: Teams

    David: You build individuals with a team mindset. "Leadership is the art of getting someone else to do something you want done—because he wants to do it." - Dwight D. Eisenhower. Individuals or members of a team matter not without leadership.

    JOIN THE CONVERSATION:
    podcast@organizationalchampions.com
    Mike's Twitter Address: www.twitter.com/ThompsonOC
    Murray's Twitter Adress: www.twitter.com/MurDog

    SPONSORS:
    The Organizational Champions Podcast is sponsored by www.ChampEm.com.
    Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    ]]>     Show Notes:

    We invite you to check out www.ChampEm.com.

    WHY WE WORK:

    • Through the Decades
    • Today

    SETH GODIN BIO:

    • Author of 10 books on Marketing
    • He has the number one most read blog about Marketing
    • Pundit
    • Thinker
    • His job is to ask the questions and make observations that others can't either due to their perspective or simple lack of time.
    • www.sethgodin.com

    TRIBES: Our culture value system as moved toward what Marketing Guru Seth Godin calls Tribes.  Tribes are a group of people who are brought together by a common belief or idea and then moved toward a common goal.  In order for a tribe to exist, there needs to be a shared idea and a way to communicate.

    WHAT IS IT THAT IS GOING TO DRIVE THE EXTRAORDINARY COMPANIES MOVING FORWARD:

    • How do I adjust to such cultural shifts?

    TWITTER QUESTION OF THE WEEK: Does you workplace focus more on individual or team?

    @jtnelso: 'Our company' truly focuses on each. But more so the individual.

    @Stanleyyork: i think teams, b/c you build individuals through teamwork. rarely vice versa

    guest: our workplace is all about building certain individuals

    @mpaladino: Both, but would lean towards teams. Strong teams breed strong individuals. The converse of that is not always true.

    Rodney: Revenue is the correct answer.

    Rick: You develop people so that you have the building blocks to build a Team.  You can not sacrifice or prioritize one at the expense of the other.

    Jennifer: My husband would say teams…as a high school principal he wants his staff to feel like a part of something bigger than just one classroom teacher, but I totally see Finley's point about the church, too…

    Alex: teams

    Finley: individual for me…its one life at a time…that's how we build the church

    Scott: Teams

    David: You build individuals with a team mindset. "Leadership is the art of getting someone else to do something you want done—because he wants to do it." - Dwight D. Eisenhower. Individuals or members of a team matter not without leadership.

    JOIN THE CONVERSATION: podcast@organizationalchampions.com Mike's Twitter Address: www.twitter.com/ThompsonOC Murray's Twitter Adress: www.twitter.com/MurDog

    SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    ]]>     48:47 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: We invite you to check out www.ChampEm.com. WHY WE WORK: Through the Decades Today SETH GODIN BIO: Author of 10 books on MarketingHe has the number one most read blog about MarketingPunditThinkerHis job is to ask the questions and make observations that others can't either due to their perspective or simple lack of time.www.sethgodin.com TRIBES: Our culture value system as moved toward what Marketing Guru Seth Godin calls Tribes.  Tribes are a group of people who are brought together by a common belief or idea and then moved toward a common goal.  In order for a tribe to exist, there needs to be a shared idea and a way to communicate. WHAT IS IT THAT IS GOING TO DRIVE THE EXTRAORDINARY COMPANIES MOVING FORWARD: How do I adjust to such cultural shifts? TWITTER QUESTION OF THE WEEK: Does you workplace focus more on individual or team? @jtnelso: 'Our company' truly focuses on each. But more so the individual. @Stanleyyork: i think teams, b/c you build individuals through teamwork. rarely vice versa guest: our workplace is all about building certain individuals @mpaladino: Both, but would lean towards teams. Strong teams breed strong individuals. The converse of that is not always true. Rodney: Revenue is the correct answer. Rick: You develop people so that you have the building blocks to build a Team.  You can not sacrifice or prioritize one at the expense of the other. Jennifer: My husband would say teams…as a high school principal he wants his staff to feel like a part of something bigger than just one classroom teacher, but I totally see Finley's point about the church, too… Alex: teams Finley: individual for me…its one life at a time…that's how we build the church Scott: Teams David: You build individuals with a team mindset. "Leadership is the art of getting someone else to do something you want done—because he wants to do it." - Dwight D. Eisenhower. Individuals or members of a team matter not without leadership. JOIN THE CONVERSATION: podcast@organizationalchampions.com Mike's Twitter Address: www.twitter.com/ThompsonOC Murray's Twitter Adress: www.twitter.com/MurDog SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.Mike Thompson & Murray WilliamsShow Notes: We invite you to check out www.ChampEm.com. WHY WE WORK: Through the Decades Today SETH GODIN BIO: Author of 10 books on MarketingHe has the number one most read blog about MarketingPunditThinkerHis job is to ask the questions and make observations that others can't either due to their perspective or simple lack of time.www.sethgodin.com TRIBES: Our culture value system as moved toward what Marketing Guru Seth Godin calls Tribes.  Tribes are a group of people who are brought together by a common belief or idea and then moved toward a common goal.  In order for a tribe to exist, there needs to be a shared idea and a way to communicate. WHAT IS IT THAT IS GOING TO DRIVE THE EXTRAORDINARY COMPANIES MOVING FORWARD: How do I adjust to such cultural shifts? TWITTER QUESTION OF THE WEEK: Does you workplace focus more on individual or team? @jtnelso: 'Our company' truly focuses on each. But more so the individual. @Stanleyyork: i think teams, b/c you build individuals through teamwork. rarely vice versa guest: our workplace is all about building certain individuals @mpaladino: Both, but would lean towards teams. Strong teams breed strong individuals. The converse of that is not always true. Rodney: Revenue is the correct answer. Rick: You develop people so that you have the building blocks to build a Team.  You can not sacrifice or prioritize one at the expense of the other. Jennifer: My husband would say teams…as a high school principal he wants his staff to feel like a part of something bigger than just one classroom teacher, but I totally see Finley's point about the church, too… Alex: teams Finley: individual for me…its one life at a time…that's how we build the church Scott: Teams David: You build individuals with a team mindset. "Leadership is the art of getting someone else to do something you want done—because he wants to do it." - Dwight D. Eisenhower. Individuals or members of a team matter not without leadership. JOIN THE CONVERSATION: podcast@organizationalchampions.com Mike's Twitter Address: www.twitter.com/ThompsonOC Murray's Twitter Adress: www.twitter.com/MurDog SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.     The Organizational Champion Webcast - Ep. 03 The Organizational Champion Webcast - Ep. 03 Wed, 08 Apr 2009 20:29:00 +0000 Show Notes:

    If you are going to spend 5,10, or 15 hours of your life devoted to reading a book, wouldn't it be nice to know more about the author? And yet, most times all you get is a paragraph or two in the inside flap to let you know who the author is. We thought that's enough of that. This episode is completely devoted to getting to know Mike Thompson. We hope you enjoy it.

    CONNECT:
    The Organizational Champion Blog - www.organizationalchampions.com
    Follow Mike on Twitter - www.twitter.com/thompsonOC
    Follow Murray on Twitter - www.twitter.com/murdog

    We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com.

    SPONSORS:
    The Organizational Champions Podcast is sponsored by www.ChampEm.com.
    Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    ]]>     Show Notes:

    If you are going to spend 5,10, or 15 hours of your life devoted to reading a book, wouldn't it be nice to know more about the author? And yet, most times all you get is a paragraph or two in the inside flap to let you know who the author is. We thought that's enough of that. This episode is completely devoted to getting to know Mike Thompson. We hope you enjoy it.

    CONNECT: The Organizational Champion Blog - www.organizationalchampions.com Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdog

    We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com.

    SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    ]]>     28:31 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: If you are going to spend 5,10, or 15 hours of your life devoted to reading a book, wouldn't it be nice to know more about the author? And yet, most times all you get is a paragraph or two in the inside flap to let you know who the author is. We thought that's enough of that. This episode is completely devoted to getting to know Mike Thompson. We hope you enjoy it. CONNECT: The Organizational Champion Blog - www.organizationalchampions.com Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdog We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com. SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.Mike Thompson & Murray WilliamsShow Notes: If you are going to spend 5,10, or 15 hours of your life devoted to reading a book, wouldn't it be nice to know more about the author? And yet, most times all you get is a paragraph or two in the inside flap to let you know who the author is. We thought that's enough of that. This episode is completely devoted to getting to know Mike Thompson. We hope you enjoy it. CONNECT: The Organizational Champion Blog - www.organizationalchampions.com Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdog We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com. SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.     The Organizational Champion Webcast - Ep. 02 The Organizational Champion Webcast - Ep. 02 Thu, 02 Apr 2009 20:47:00 +0000 Show Notes:

    IN THE NEWS:
    It was a dry week for news stories.  We pored over endless news feeds this week and there was nothing there.  Where are the commentators and people with opinions and vision?  Where are the stories about exciting companies and visionary leaders?

    EXECUTION V. VISION:
    Which comes first vision or execution.  On first blush the answer may seem simple and straight forward, but not so fast.  Depending on the state of a company, and the state of the marketplace the best strategy may be to attack the problem backwards.  In our conversation today, we will explore both execution and vision and when to focus on each.

    QUESTIONS and COMMENTS:
    Questions from Twitter

    CONNECT:
    The Organizational Champion Blog - www.organizationalchampions.com
    Follow Mike on Twitter - www.twitter.com/thompsonOC
    Follow Murray on Twitter - www.twitter.com/murdog

    We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com.

    SPONSORS:
    The Organizational Champions Podcast is sponsored by www.ChampEm.com.
    Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    ]]>     Show Notes:

    IN THE NEWS: It was a dry week for news stories.  We pored over endless news feeds this week and there was nothing there.  Where are the commentators and people with opinions and vision?  Where are the stories about exciting companies and visionary leaders?

    EXECUTION V. VISION: Which comes first vision or execution.  On first blush the answer may seem simple and straight forward, but not so fast.  Depending on the state of a company, and the state of the marketplace the best strategy may be to attack the problem backwards.  In our conversation today, we will explore both execution and vision and when to focus on each.

    QUESTIONS and COMMENTS: Questions from Twitter

    CONNECT: The Organizational Champion Blog - www.organizationalchampions.com Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdog

    We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com.

    SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    ]]>     35:39 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: IN THE NEWS: It was a dry week for news stories.  We pored over endless news feeds this week and there was nothing there.  Where are the commentators and people with opinions and vision?  Where are the stories about exciting companies and visionary leaders? EXECUTION V. VISION: Which comes first vision or execution.  On first blush the answer may seem simple and straight forward, but not so fast.  Depending on the state of a company, and the state of the marketplace the best strategy may be to attack the problem backwards.  In our conversation today, we will explore both execution and vision and when to focus on each. QUESTIONS and COMMENTS: Questions from Twitter CONNECT: The Organizational Champion Blog - www.organizationalchampions.com Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdog We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com. SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.Mike Thompson & Murray WilliamsShow Notes: IN THE NEWS: It was a dry week for news stories.  We pored over endless news feeds this week and there was nothing there.  Where are the commentators and people with opinions and vision?  Where are the stories about exciting companies and visionary leaders? EXECUTION V. VISION: Which comes first vision or execution.  On first blush the answer may seem simple and straight forward, but not so fast.  Depending on the state of a company, and the state of the marketplace the best strategy may be to attack the problem backwards.  In our conversation today, we will explore both execution and vision and when to focus on each. QUESTIONS and COMMENTS: Questions from Twitter CONNECT: The Organizational Champion Blog - www.organizationalchampions.com Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdog We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com. SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.     The Organizational Champion Webcast - Ep. 01 The Organizational Champion Webcast - Ep. 01 Thu, 26 Mar 2009 20:26:00 +0000 Show Notes:

    IN THE NEWS:
    Googles Lead Designer Leaves
    McDonald's Goes Green
    10 Ways to Make Better CEOs

    THE DEFINITION OF AN ORGANIZATIONAL CHAMPION:
    If we are going to have a conversation about Organizational Champions, then we better know what they are. In today's podcast we have an extended conversation about what a Champion is and how to spot one in the wild. An Organizational Champion is an "enlightened change maker who is personally committed to mutual values and relentlessly driven by possibilities." And, in this episode we unpack this definition and dig in a little deeper into the concepts.

    QUESTIONS and COMMENTS:
    Questions from Twitter

    CONNECT:
    The Organizational Champion Blog - www.organizationalchampions.com
    Follow Mike on Twitter - www.twitter.com/thompsonOC
    Follow Murray on Twitter - www.twitter.com/murdog

    We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com.

    SPONSORS:

    The Organizational Champions Podcast is sponsored by www.ChampEm.com.
    Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    ]]>     Show Notes:

    IN THE NEWS: Googles Lead Designer Leaves McDonald's Goes Green 10 Ways to Make Better CEOs

    THE DEFINITION OF AN ORGANIZATIONAL CHAMPION: If we are going to have a conversation about Organizational Champions, then we better know what they are. In today's podcast we have an extended conversation about what a Champion is and how to spot one in the wild. An Organizational Champion is an "enlightened change maker who is personally committed to mutual values and relentlessly driven by possibilities." And, in this episode we unpack this definition and dig in a little deeper into the concepts.

    QUESTIONS and COMMENTS: Questions from Twitter

    CONNECT: The Organizational Champion Blog - www.organizationalchampions.com Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdog

    We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com.

    SPONSORS:

    The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    ]]>     54:08 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)Show Notes: IN THE NEWS: Googles Lead Designer Leaves McDonald's Goes Green 10 Ways to Make Better CEOs THE DEFINITION OF AN ORGANIZATIONAL CHAMPION: If we are going to have a conversation about Organizational Champions, then we better know what they are. In today's podcast we have an extended conversation about what a Champion is and how to spot one in the wild. An Organizational Champion is an "enlightened change maker who is personally committed to mutual values and relentlessly driven by possibilities." And, in this episode we unpack this definition and dig in a little deeper into the concepts. QUESTIONS and COMMENTS: Questions from Twitter CONNECT: The Organizational Champion Blog - www.organizationalchampions.com Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdog We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com. SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.Mike Thompson & Murray WilliamsShow Notes: IN THE NEWS: Googles Lead Designer Leaves McDonald's Goes Green 10 Ways to Make Better CEOs THE DEFINITION OF AN ORGANIZATIONAL CHAMPION: If we are going to have a conversation about Organizational Champions, then we better know what they are. In today's podcast we have an extended conversation about what a Champion is and how to spot one in the wild. An Organizational Champion is an "enlightened change maker who is personally committed to mutual values and relentlessly driven by possibilities." And, in this episode we unpack this definition and dig in a little deeper into the concepts. QUESTIONS and COMMENTS: Questions from Twitter CONNECT: The Organizational Champion Blog - www.organizationalchampions.com Follow Mike on Twitter - www.twitter.com/thompsonOC Follow Murray on Twitter - www.twitter.com/murdog We would love to hear from you if you have any questions or comments about the podcast. Our email address is podcast (at) organizationalchampions (dot) com. SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.     The Organizational Champion Podcast - Ep. 00 The Organizational Champion Podcast - Ep. 00 Tue, 24 Mar 2009 20:23:00 +0000 About the episode

    It's a wrap. The first podcast was just completed. It was fun and hopefully a little compelling as Murray and I discussed the Organizational Champions movement, the book, leadership, and expectations of future podcasts. Through today's podcast, you'll discover why the Organizational Champions movement was started, some of our insights so far, the purpose behind the movement and why the movement is relevant today.

    We need your help

    We want invite you to participate in ongoing dialogue to help continue the understanding and development of the Organizational Champions movement. Send your questions and comments to future podcasts to Mike through Twitter at www.twitter.com/ThompsonOC or you can email your comment or question to podcast (at) sviworld (dot) com. Thanks for listening and contributing.

    SPONSORS:

    The Organizational Champions Podcast is sponsored by www.ChampEm.com.
    Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    Onward!

    ]]>     About the episode

    It's a wrap. The first podcast was just completed. It was fun and hopefully a little compelling as Murray and I discussed the Organizational Champions movement, the book, leadership, and expectations of future podcasts. Through today's podcast, you'll discover why the Organizational Champions movement was started, some of our insights so far, the purpose behind the movement and why the movement is relevant today.

    We need your help

    We want invite you to participate in ongoing dialogue to help continue the understanding and development of the Organizational Champions movement. Send your questions and comments to future podcasts to Mike through Twitter at www.twitter.com/ThompsonOC or you can email your comment or question to podcast (at) sviworld (dot) com. Thanks for listening and contributing.

    SPONSORS:

    The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com.

    Onward!

    ]]>     13:52 false full podcast@organizationalchampions.com (Mike Thompson & Murray Williams)About the episode It's a wrap. The first podcast was just completed. It was fun and hopefully a little compelling as Murray and I discussed the Organizational Champions movement, the book, leadership, and expectations of future podcasts. Through today's podcast, you'll discover why the Organizational Champions movement was started, some of our insights so far, the purpose behind the movement and why the movement is relevant today. We need your help We want invite you to participate in ongoing dialogue to help continue the understanding and development of the Organizational Champions movement. Send your questions and comments to future podcasts to Mike through Twitter at www.twitter.com/ThompsonOC or you can email your comment or question to podcast (at) sviworld (dot) com. Thanks for listening and contributing. SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com. Onward!Mike Thompson & Murray WilliamsAbout the episode It's a wrap. The first podcast was just completed. It was fun and hopefully a little compelling as Murray and I discussed the Organizational Champions movement, the book, leadership, and expectations of future podcasts. Through today's podcast, you'll discover why the Organizational Champions movement was started, some of our insights so far, the purpose behind the movement and why the movement is relevant today. We need your help We want invite you to participate in ongoing dialogue to help continue the understanding and development of the Organizational Champions movement. Send your questions and comments to future podcasts to Mike through Twitter at www.twitter.com/ThompsonOC or you can email your comment or question to podcast (at) sviworld (dot) com. Thanks for listening and contributing. SPONSORS: The Organizational Champions Podcast is sponsored by www.ChampEm.com. Production considerations for the Organizational Champions Webcast by www.sviworld.com. Onward!