Book Tom as a Speaker
If you want to book Tom as a speaker, follow these steps:
- Identify your date(s) when you’d like Tom
- Clarify your budget (nonprofits may be eligible for a discount)
- Know your audience
- Pick out a talk from below that you think your audience wants or needs
- Write down why this audience would benefit from that talk – why did you pick that talk in particular?
- Email us with those dates, the budget, audience description, preferred talk, and WHY you think that audience needs that talk
Once you’ve confirmed Tom as your speaker, take maximum advantage it. Follow these steps:
- Using the Resources (below), publicize the talk. (The talk description, Tom’s bio, and our conversation will combine to give you a clear marketing message.)
- Discuss with us how to make the event even more special — for example, adding a paid 3-hour workshop to a regular 1-hour Chamber talk can bring in people you wouldn’t normally get to attend. People who wouldn’t drive 20 minutes for a 1-hour talk, will drive 45 minutes for a paid 3-hour workshop on a topic they need.
- Work with us to identify 3-4 thought leaders who represent the audience as a whole, so we can interview them in advance. This lets us customize the talk and use real world stories from your industry or group to illustrate the universal points being made. It vastly increases the audience’s perception of value, and makes you look like a rock star.
- It’s very common for Tom to be the best speaker a given audience has heard in years. Take advantage of that to drive up attendance and help recruit new people into your group.
Here are resources you may need:
Tom’s photo (here)
Tom’s bio (at end of this page)
Tom’s introduction (use ‘short bio’ at end of this page)
Here’s a list of Tom’s current talks. This list is revised a few times a year.
- Three Steps to Beating Procrastination — your own or others’
- Growing Team Effectiveness through Team Trust
- Advanced Team Effectiveness: Constructive Conflict
- Relate and Require – the two key skills for effective managers
- Sunflower of Praise – use praise to actually affect behavior change
- Performance Management: Five Steps to Peak Performance
- Leading Innovation
Tom’s AV Requirements:
As a professional speaker, Tom will work with you to fit in with the resources you have, to create the audience experience you desire. The most common A/V resources for one of Tom’s talks are:
- LCD projector for PowerPoint slides
- Handouts duplicated by you in advance
- Lavalier (lapel) wireless microphone where available (large rooms only)
- 2 Flip Charts on Easels, with Markers and Blue Tape
(target audience: senior managers)
Find out what top executives, middle managers and team leaders can do to help lead their staffs to:
- Be more creative
- Accomplish more, with less effort and fewer resources
- Maintain standards
- All without spending more money
You will take away strategies you can use tomorrow with your direct reports to improve morale, boost creativity, and unlock the potential of the people who already work for you.
Includes material from The Toyota Way, Harvard Business Review and recent brain-science research.
Performance Management: Five Steps to Peak Performance
(target audience: senior, middle, and front line managers)
How do world class organizations ensure they actually execute their plans? The most common way is the Balanced Scorecard, a deceptively simple tool for enhancing focus, communicating status, and motivating action. A Balanced Scorecard (and its attendant Strategy Map) can be used by businesses of any size to create outsized performance with little overhead.
Attendees will create a balanced scorecard, and will understand how to use them.
Attendees will learn the five elements of ultimate productivity and how to get them.
(This is consistently rated the most directly useful workshop by participants.)
Basics of Performance Management for Non-Profits
The five pre-requisites for peak performance
The best ways to define performance results
How to get performance out of anybody (connect and motivate)
Leading, controlling, managing and tracking performance
Common problems and overcoming them
Three Steps to Beating Procrastination
(target audience: anyone)
Procrastination can cause shame, can waste time, and can become a downward spiral that harms your performance. Severe or chronic procrastination can hurt your career.
Problem procrastination is not caused by laziness and cannot be cured with hard work. Problem procrastination is a trap, a negative feedback loop, that can be broken via mindfulness, analysis and practice.
To fix procrastination, you have to understand it, and then take the three simple steps that can help you to bypass it forever.
Attend and you will will:
- understand the Five Triggers of procrastination
- know your own triggers
- create a personalized anti-procrastination toolkit
- be able to help others address their procrastination problems
You will take away a low-stress, high-impact system for reliably beating procrastination. This will significantly increase your work performance, reduce your anxiety and stress, and empower you to help others whose procrastination may be affecting you.
Relate and Require
the two key skills for effective managers
(target audience: senior and middle managers)
Most managers are Relaters or Requirers – and they can only get a certain level of performance from their people. The best managers can do both. By strengthening your non-dominant side, you’ll become the manager your people want and need
Session Outcomes & Objectives:
1. be able to identify your personal preferred approach to managing people – and thus identify your areas for growth
2. identify at least three behaviors you can engage in to strengthen your non-dominant style and thus help your people perform better
3. discover the values you have that are holding you back from achieving greater balance, and learn how to replace them with more effective values
Most Important Take Away:
Your people need you to both Relate and Require – to value them as people, yet challenge them to achieve, and hold them accountable for results. Most managers do one much more than the other. By achieving balance across both, managers become far more effective leaders, and their teams are happier and perform better
Team Trust and Constructive Conflict
Learn the Four Elements of Trust and Eight Things You Can Do to Build More
(target audience: senior, middle, and front line managers)
Teams only work when their members trust each other deeply enough to be candid and vulnerable. There are things we each can do every day to dramatically increase the level of trust among our team members, which in turn can dramatically increase team effectiveness. Learn to assess the Four Elements of Truck, understand how well you build trust, and get eight behaviors you can use to build more trust on your team.
By attending this session you will:
1. Given a real team to observe, you will be able to assess accurately the level of trust among team members using the Four Elements of Trust model.
2. Given a specific team’s trust assessment, you will know what behaviors you can perform, or coach others to perform, to increase overall trust among the team members.
3. Looking at your own behaviors today, you will see what you can do immediately to increase trust levels at work, home and play.
Sunflower of Praise
use praise to actually affect behavior change
(target audience: anyone)
Effective leaders create outstanding results. You can become a better leader by mastering the skills of the world’s best leaders. A crucial leadership skill is giving effective praise.
High performance comes from the motivation and attitude of workers — both paid and volunteers. Your job as a leader is to provide the Five Preconditions of High Performance. As you will discover, Effective Praise provides two of those five preconditions.
During this talk, you will learn how you can provide even-more-effective praise.
Updated with recently published Harvard Business Review research. Effective praise is harder to give than most leaders may realize. The wrong praise at the wrong time can actually undermine performance and morale. This workshop will cover the three opportunities for feedback that every manager faces daily, the three responses that work best, and methods for telling which response to give when.
You will take away Guidelines for knowing which responses to give, and new Behaviors for providing optimal praise and feedback to colleagues and subordinates.
(Effective with family members, suppliers, customers and neighbors as well.)
Tom Cox is a consultant, author and speaker who coaches CEOs and business owners on how to get better results through more effective leadership. A graduate of the University of Chicago, Tom earned his four-year degree in psychology in just three years, with honors. Tom believes that Eudaimonism, the philosophy of human thriving, is humanity’s best hope for creating engaged and productive workplaces.
Mr. Cox is a consultant, author and speaker. He has worked in industries ranging from retail to wholesale to manufacturing to government to software to business services. He has worked for IBM, Oracle, Tektronix, ODOT, Intel, Standard Insurance, and many others.
Tom’s results for his clients are impressive:
- For a direct-mail retailer, tripled inventory counting speed and reduced errors 75%
- For a sales force leaving voice mails, quadrupled the call-back rate
- For a financial advisor, increased referrals by 6 to 1
- A proponent of “do less, get more” Tom coached a sales manager to cut activity by 40% while growing sales 50% — a 250% performance improvement
Tom has a unique ability to work across industry boundaries. If your business involves people, Tom can help you.
A graduate of the University of Chicago, Tom earned his four-year degree in psychology in just three years, with honors.
Tom is the author of one book, countless articles, and he co-authored a chapter on Metrics and Performance Improvement for a textbook on Medical Trauma Care.
From 2009 to early 2012, Tom’s “Tom on Leadership” internet radio program on Leadership Radio was listened to over 30,000 times.
Tom believes that Eudaimonism, the philosophy of human thriving, is humanity’s best hope for creating engaged and productive workplaces.