Author, Professional Speaker, and Business Owner
David teaches leaders how to Love, Learn, and Let go so they can create satisfying workplaces that engage the creative and productive power of people. Leaders who apply David’s lessons build great workplaces that enjoy higher productivity, profitability, and professionalism. David is the author of two best-selling books: Leadersights: Creating Great Leaders Who Create Great Workplaces, and The C4 Process: Four Vital Steps to Better Work.
David's messages inspire people to obliterate obstacles, accelerate innovation, and elevate performance leaving everyone motivated and engaged for the future. His leadership and learning journey began as an officer in the US Army. He retired after 20 years’ service, but he never stops learning. He shares what he learns with hundreds of students and clients every year. For over 30 years David has carefully studied leadership and work systems, looking for practical strategies his students or clients can effectively apply. In the Army, he taught leadership on the faculty at Stetson University and introduced Lean Six Sigma to the Defense Acquisition University.
David is a pioneering thought-leader whose ideas have garnered phenomenal results for his clients. His 40 years of leadership experience and learning, from Army Officer to Founder of two successful international consulting firms, will provide you with effective, practical information you can put to use immediately to dominate your industry.
Motivating a Culture Change
Accelerate Innovation: Growing a Confident and Creative Workforce – The Idea Farm
Change is sweeping through organizations at an exciting and challenging pace. Those who can’t embrace this or build resilient systems will suffer in many ways. Building resiliency skills in the workplace are the best preparation for any kind of change. To build these skills, we’ll need a system of structures that allow ideas to surface and then flourish through collaborative refinement that leads to more ideas.
We need an idea farm.
It begins with changing the way we lead and work so we can create a confident workforce. Then provides a simple structure to allow those employees to frequently and rapidly share, analyze, synthesize, and evaluate their own ideas with a helpful coach. In this presentation, we’ll explore all of these systems and structures and offer you ideas to take home and immediately plant to cultivate your own idea farm.
3 key Outcomes you can expect from people with high self-efficacy
The most important Lean tool to develop individual self-efficacy
How to turn a dull suggestion system into an engine for employee engagement
Obliterate Obstacles: Solving Tomorrow’s Problems
In a world of rapidly changing circumstances where clarity is absent and consequences of failure are high, the only sustainable competitive advantage an organization has is its people. Their ability to sense, understand, and solve problems or see, plan, and seize opportunities quicker than their competitors has to be built from within.
In this presentation, we will deliberately lay out a simple and highly effective way to improve analytic rigor, increase employee engagement, and accelerate better solutions to problems in your organization without sacrificing productivity or quality.
Key takeaways: Speed up problem-solving in organizations
See problems more quickly
Teach problem-solving skills more consistently
Write better problem statements
Determine more accurate and actionable root causes
Elevate Performance: Motivating a Culture Change
In this keynote, I’ll offer nine distinct steps leaders need to take to motivate a culture change. Most places have a culture of compliance where people pretty much have to do what they are told. To succeed in the future, we’re going to need a culture of engagement. In this culture, everyone is actively engaged in finding problems and opportunities and taking action.
Some of these steps are easy and you’ll be able to take them immediately after the talk. Some are very difficult and will take weeks or months of reinforcements to make stick. But it’s not really optional for you. If you want to thrive in a challenging and chaotic future, we have to cultivate a culture of engagement.
5 Distinct culture types and what it takes to move from one to another
8 ways to build satisfaction into every job, making the work people do more motivational
9 components of the greatest workplace cultures that you can build in your organization