• Testimonials … • Contact Us … • FAQ … • Site Map … • Glossary …	Peg Neuhauser "Culture Connections: Building On Corporate Change"
	Expertise: Conflict Resolution • Corporate Culture • Communication Skills • Avoiding Burn-out Fee Range: $10,000 t0 $15,000 Location: Texas     Video As a keynote speaker and consultant, Peg offers practical tips for actions that help create a more innovative and adaptive organization. Her focus is on increasing collaboration in cross-functional teams, improving relationships among work colleagues, avoiding burnout, and strengthening the organization's culture to focus on its goals more effectively. Her stories, case examples, and humor illustrate each idea in a way that is both entertaining and easy to remember. Peg Neuhauser is also the author and co-author of several books about corporate culture and conflict resolution.

	Programs With Brief Descriptions: Building a Corporate Culture that Helps Your Organization Succeed Corporate Culture for Uncertain Times. We are living in an uncertain world. Every organization is struggling to navigate a course through a fog of uncertainty . . . economic downturn, post dot com era, security issues, influx of younger generations of workers with vastly different views of work, and changing technologies. In addition to the risks, there are also great opportunities for the companies who can find these opportunities and take action. A strong corporate culture can help you survive in an era of upheaval and uncertainty. Peg Neuhauser looks at how to build and maintain your corporate culture to succeed in today's world. This presentation is based on continuing research on how companies are coping with the current challenges of economic and world events. This research builds on her previous body of research for her three books, Tribal Warfare in Organizations, Corporate Legends and Lore, and Culture.com.. Tribal Warfare in Organizations This presentation is based on Peg Neuhauser's book Tribal Warfare in Organizations. It takes a humorous and entertaining look at turf battles between departmental and professional groups in organizations. Neuhauser offers practical tips on the do's and don'ts of tribal communication. The goal is to produce more effective collaboration and problem solving that makes life easier for everyone and provides service to customers. I Should Be Burned Out by Now . . . So How Come I'm Not? Everyone's work life has been affected by this era of uncertainty. The world we are living in today operates at a much faster pace than a decade ago. In addition to the increased speed, there is great uncertainty triggered by economic and I should be burned out by now...So how come I'm not? Peg C. Neuhauser provides dozens of practical tips for coping with one of the most serious dangers of the high speed, uncertain world of work - burnout. Peg covers three areas where actions can be taken to reduce burnout in your organization: Corporate culture strategies Leadership actions Personal tips In this interactive and entertaining presentation, Neuhauser will discuss ideas with the audience and tell stories about how people are surviving and even thriving in this era of uncertainty. Collaborative Negotiation SkillsRetaining Your Best Employees...Is Your Corporate Culture Helping or Hurting? Some of the biggest challenges in organizations these days are recruitment and retention of talented employees: Talent Shortage: Manpower surveyed 33,000 employers across 33 countries in 2006. 40% of employers worldwide are having difficulty filling positions due to the lack of suitable talent available in their markets. 81% expect the problem to get worse in the coming years. Employee Turnover: In current surveys, 39% of U.S employees indicated that they are considering actively seeking a new job in 2007. And two-thirds of employed U.S. working adults indicated they are open to changing jobs if an opportunity presents itself Top Three Priorities: 60% are looking for challenging work, 58% want recognition, and 44% want to be put on the fast track. One of your most effective tools to combat turnover is a strong corporate culture that creates a compelling place to work. Peg Neuhauser will give you practical, down-to-earth advice about how to build a high-retention workplace culture. Examples of culture traits that help or hurt you in retaining your talented workforce: You can't "sell" top talent on your company with pithy sound bite communications. These people are looking for an organization with a compelling business case and a job where they get a chance to help making it happen. Talented people with experience have radar for corporate culture poisons--conflict between key players, command and control leaders, under resourcing of key strategies. An organization with "need to know" or fuzzy communication habits drives talent away. A "tell it like it is" cultures retain top talent. Younger generation talent want the "keys to the car" Coping with Culture Clashes in Your Organization There is a great deal of talk these days about organizational culture and its impact on the long term performance of a company. It is generally agreed that culture is important, Coping with Culture Clashes in Your Organization but many people are not at all clear what their organization's culture is, what it should be, and whether there is really any hope that it can be changed if needed. As an organization struggles to become more customer driven, quality focused, or innovative, the people inside that organization know there needs to be fundamental change in how the organization operates. Exactly what needs to change and how to go about changing it is not so clear. With all the mergers, partnerships, and restructuring going on in organizations these days, clashes between the cultures are inevitable. People do not give up their old ways or blend two groups with different customs and histories without a struggle. Ordering people to change rarely works. The conflicts do not go away; they just go underground. To change or blend cultures requires negotiation to develop new ground rules and common agreements about how the groups will work together in the future. This presentation guides participants through their own current cultures and to help them identify specific changes and common agreements that are needed.

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