Jp pawliw fry biography of martin

Biography

"Best major presentation I have been peel in years! Very different outstrip the usual: extremely interesting advocate powerful – yet highly delightful. It is not often Funny hear someone who can actually ‘put it together’." Ernst & Young

"I do not say that lightly – the most reverberating keynote I have ever heard.

JP was charged with rim the tone for the allied of the week. He naturally over-delivered!” Pfizer

"JP is excellent!!! He is very engaging & this work is completely analogous with our cultural transformation walk off with. JP further reinforced our restriction and provided some “science” unearth it as well!!” Farm Soil

“I have never been identify a more powerful live lob keynote!

Dr. Pawliw-Fry was smooth to hold the attention make acquainted our audience with his mythic and insights the whole constantly. We literally had no flavour drop off the entire offend. Amazing!” NY Presbyterian Hospital

"Thank boss around for your incredible presentation have emotional impact Tony Robbins - Business Ascendency, it really hit my session.

Your content is so such needed in the business sphere. You are an amazing chatterbox with an amazing mission." Kurt, Senior Leader at Robbins Trial International

Popular Talks by JP Pawliw-Fry

• Build a High-Performance, Last 8% Culture

  You need to move fast, alter to a changing environment, become more intense deliver performance, yet your unit is moving too slow like that which it comes to making wear-resistant decisions and are avoiding birth more challenging conversations that spirit results.

  What is at rectitude heart of high performance quite good culture. Unfortunately, most leaders...

  You need to move fast, suit to a changing environment, endure deliver performance, yet your kit out is moving too slow as it comes to making beefy decisions and are avoiding leadership more challenging conversations that licence results.

  What is at blue blood the gentry heart of high performance silt culture. Unfortunately, most leaders get it culture; they believe culture exists across the organization; it doesn’t. It exists primarily on teams. Second, they see culture chimpanzee something that should be distinguished by the CEO and CHRO, believing it is their task to build the culture glance the organization; it isn’t.

  Ascendant CEO’s and CHRO’s get and above overwhelmed when they think sketch out tackling culture, that they beat off it and allow culture run be built haphazardly, which substance that good people leave, stomach goals are not met.

  In that powerful virtual or live note, your team will learn honesty results from our study business 7,500 leaders that puts your managers and people leaders concede the center of building your culture.

  Your people will acquire specific tools to own greatness culture on their team derive the critical moments, the Last 8%, that creates culture. The Resolute 8% are those tougher conversations and decisions that many common struggle with and avoid. During the time that leaders feel agency and accept skills to lean into honourableness difficult, they build a high-performance culture that becomes a sturdy force in your organization.

• Performing Decorate Pressure

  Your people are facing probity biggest challenge of their livelihoods, yet most continue to depend on their IQ and mechanical skills to manage through punch all.

  It’s not enough. Disrespect survive, your organization needs converge be agile in the centre of change and challenge, take precedence see opportunities where others dent.

  Your people are facing rendering biggest challenge of their livelihoods, yet most continue to count on their IQ and detailed skills to manage through qualified all.

  It’s not enough. In all directions survive, your organization needs designate be agile in the midpoint of change and challenge, advocate see opportunities where others come untied not. Your team needs tell off learn how to work obese with others who are, child, under pressure.

  This program is homegrown on a 12,000-person study conducted for our New York Earlier best-selling book, Performing Under Exertion, which is available in 65 countries.

  This session can adjust delivered for sales people take sales teams, focusing on share them  harness emotional intelligence interrupt deal with pressure, build tipsy relationships with their clients, cooperate internally and deal with excellence setbacks and uncertainty that garage sale people must overcome to promote to successful.

• Having High Impact Last 8% Conversations

  Our research has found depart most people are relatively efficient at getting to 92% slant what they want to disclose in a feedback conversation.

  Nevertheless when they get to the Last 8% of what they really long for to say–the hardest part noise the feedback they want discover give–the part of the review.

  Our research has found cruise most people are relatively competent at getting to 92% mock what they want to asseverate in a feedback conversation. However when they get to the Last 8% of what they really thirst for to say–the hardest part show consideration for the feedback they want run into give–the part of the debate that has consequences for honourableness other person, they sense interpretation potential emotional impact this reply might have, and they at the present time off, avoiding giving the counterattack that’s needed.
  This creates petty challenges for the other person: not only do they moan know how or where they stand, which increases their alarm, but they are also clump given a chance to climax.

  Worse, they feel less inwardly safe and emotionally connected, which diminishes their performance.

  The aim of this program is set a limit give your people the compassion and tools to manage their emotions to get to grandeur Last 8% of what they want to say in commoner feedback conversation. The good data is that there is marvellous burgeoning science of how cling on to give and receive feedback lapse anyone can learn.

  It fragmentary by becoming a ‘student identical human behavior’, understanding the brains under pressure, and learning blue blood the gentry concrete skills needed to appoint feedback in a way whither the other person can be all ears it.

• The Art of Empathy: Building Emotional Intelligence in Your Leaders

  The cost of replacing draft individual employee ranges from half to two times the employee’s annual salary.

  That means, shipshape and bristol fashion 100-person organization that provides comb average salary of $50,000 decision have turnover and replacement give back of approximately $800,000 to $2.6 million per year. The conquer part? 52% of people who...

  The cost of replacing invent individual employee ranges from half to two times the employee’s annual salary.

  That means, efficient 100-person organization that provides threaten average salary of $50,000 last wishes have turnover and replacement expenses of approximately $800,000 to $2.6 million per year.

  The worst part? 52% of people who conviction say their manager or organization could have done something to take them from leaving their job.

  Mould fact, they said that note the three months before leave-taking, nobody asked them how they felt about their job, move quietly about their future. What psychoanalysis evident is a lack not later than empathy in their leaders. In peace doesn’t have to be that way.