S& CE
S PEAKERS &
C ONTINUING E DUCATION CONNECTING RESOURCES
Shawn Johnson Speaker, Coach
September 2020 Issue #8
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Table of Contents Feature Articles
Publisher’s Note 4 Shawn Johnson 8 Virtual Facilitators (VNN)
14
Speaker Co-op Directory
22
Speakers & Continuing Education magazine is produced by The Southwell Group, LLC, in both print form and on-line. Copyright 2020.
Publisher’s Note
Same Old Soap Box Rant So, for those of you who are looking for my rant against the Stay-at-Home orders, I will just say this: I think the virus is a form of the flu and the steps that we are taking to fight the virus will do more damage than letting the virus run its course. However, there may not be a better way to reset our society. It is a shame that some groups have taken this media frenzy to their own advantage. The result is a great opportunity for our industry and society to make some serious changes and resets.
for articles sometime back. We got some great articles and we got some that just read like sales pitches for the writer. All these articles have been separated into the two classes. We are going to get the best published. Eventually we will get the Newsletter published on some of the weeks that we do not publish the magazine. Again, if you really want to get published and establish yourself in this VNN environment, I urge you to write us an article or send us a link to your blog and be sure to grant us the right to publish your work.
The VNN Column We could not get our Virtual New Normal (VNN) Newsletter organized as a separate newsletter. So, we are going to make it a column in the magazine in the interim. The column will consist of articles and blogs about the VNN that have been submitted to us. I hope this is an ongoing column in our magazine. The VNN Column or Newsletter sent out a call
Please reach out to me if you want to suggest something, anything. We are always listening. Ray Southwell
Publisher Ray@NeedToKnowSpeakers.com
Meet the Team
Misty Hoyt, Photographer Photography by Misty
Tamara McCullough, Writer Write Face Forward
Jeff Klein Speakers Speaker Coop
Sherry Prindle Media & Events, Writer Star Marketing Summit
Write Face Forward What’s standing in the way between you and the client base that you know is within your reach? What’s stopping you from grabbing a potential client’s attention? Maybe these clients can’t reach you because they don’t know about you. If you haven’t properly introduced yourself to the world, I’m here to help. At Write Face Forward, I always have the right words to help you put your “write” face forward. As a skilled and professional freelancer/writer, I strive to make words come alive across a wide realm of topics with pizzazz to get your message across. All you have to do is tell me what you need, and I will laboriously work on it until you’re happy. Whether you need a bio, press release, web content, product descriptions or more, I’m here for you. Tamara McCullough Tamara@TheSouthwellGroup.com 469-289-8420
Shawn Johnson Speaker, Coach John Maxwell Team
Discovering Common Ground Among Generational Differences with Shawn Johnson by: Tamara A. McCullough The passion that drives multi-generational solutions expert and virtual speaker and trainer Shawn Johnson is working with young, emerging leaders to build the new crop of strong, effective leaders. Shawn has developed a special interest in looking at the differences among generations and how people of different ages and from various backgrounds can harness those differences to work in their favor. “My real passion is understanding and embracing the best of each generation. I frequently heard boomers complain about working with millennials. I shared some of the frustration the older generations were expressing. I also had insight on generational differences and stereotypes from my own millennial children who frequently share their own experiences with me and my husband. I started to do my own research, reaching out to younger generations for their insights on the world of work.” Shawn touched on her formative years of growing up on a multi-generational farm with grandparents and great grandparents who helped her realize that there will always be generational differences, but there’s always something to be learned.
agree on. Finding the areas where we all agree provides solutions and strategies that propel us forward, blending the best that each generation offers.”
From Sales to Speaking Shawn is a natural speaker thanks to her long career in sales, where she often found herself speaking to groups, as well as training and mentoring others. Additionally, she did faith-based teaching, leadership and coaching for 10 years but wanted to do more public speaking. It was after her knee replacement surgery last year when she decided to take on speaking and training full-time. This was the perfect springboard for Shawn to take her passion and use it to help improve the lives of professionals around her. Shawn believes there’s something that each generation can give to the other. “The younger generation needs help with leadership and the older generation with technology.”
Through training, holding workshops and classes, Shawn uses her insight to speak to a range of audiences to offer strong leadership and meaningful communication training. She is a John Maxwell team member, as well as a certified Behavioral “Understanding those differences is the DISC Consultant. important part. There are things to learn from each generation and things we “I speak to a variety of groups, including
professional and faith-based groups. I speak to people about all things job-related. Mostly managers and business owners to help them improve engagement with their team and organization. My motto is ‘Happy people; happy organizations!’” A few years ago, Shawn began facilitating Leadership Mastermind classes that included mostly millennials, where she found the feedback at the end of the classes especially enlightening. “One participant said, ‘Leadership training helped me to not only learn what makes a great leader but to also unleash the leadership potential I had within me all along.’”
“One manager sent me a message afterwards that she never thought to tell new hires to check email. She said, ‘Your talk made me realize that I should make that clear day one.’ It seems so simple, but each generation has different expectations that they bring to the world of work. Communicating expectations and finding common ground is the key to a productive work environment.”
Interactive Virtual Presentations
Shawn enjoys virtual speaking, training and workshops. Her conversational style helps her to better connect with her audiences, which is more challenging with virtual presentations. She has learned These classes soon helped Shawn realize to promote a virtual environment that that she enjoyed helping young leaders seems almost like face-to-face interacfind their way and inspire them to do bet- tion, though. ter. The class discussions about leadership made it clear that there are distinct “It’s important to encourage audience generational differences about the way participation, even in a virtual environwe view the role of leaders. Empowering ment. People like to contribute through young leaders to find their own leader- chat and open discussion. I like to pause, ship style is one of the things that’s truly look at chat and take questions. I enjoy rewarding to Shawn since it’s life-chang- virtual presentations when there is time ing. for people to share their own thoughts and questions. In many cases, I might take “One person told me afterwards that live questions two or three times during they were going back to college. Anoth- the presentation.” er young, emerging leader commented on the course evaluation that ‘the values, Small, intimate virtual webinars with 9 or skills and strengths I gathered have ad- 10 people from different companies or vanced me in every area of my life.’” departments provide plenty of valuable feedback and multiple perspectives. Her training also involves providing The DISC behavioral-style webinar that young professionals with the basics that Shawn provides has been popular across they might not even think about since ages and industries. She utilizes the John “sometimes common sense is not that Maxwell assessment since it’s a great common for all of us.” team-building tool.
“DISC training helps to increase leadership and communication. It provides a common language that applies that same way to all generations. It is a great way to eliminate generational stereotypes and understand each individual’s strengths.” To motivate her audiences, Shawn likes to engage in roundtable discussions to give everyone a chance to contribute and be heard. This kind of feedback provides vital information for leaders and managers. “At the same time, those involved in the discussions are much more likely to be engaged at a higher level in their everyday work lives. When people are given the opportunity to share their input, everybody’s happier and creative problem-solving increases.”
Shift in Definition of Leadership Through her interactions with different groups and even her own colleagues, Shawn noticed that the different generations view leadership in completely different ways. “Baby boomers are traditional. They frequently look at leadership as positional. Therefore, they are still much more likely to tolerate poor leaders who have a leadership title. There is a good reason for this; the popular business books in previous decades were all about management. In the late 1980s and early 1990s, the focus shifted to ‘leadership.’ As technology changed, so did globalization. Management became a topic of the past. We needed leadership! This shift in thinking was led by leadership experts like John Maxwell, Jack Welch and Jim Rohn. Even now, boomers and traditionalists may think of someone with the title of manager as ‘the leader.’”
Another training favorite is games since it helps participants relax and learn more effectively. One of the favorite games is the John Maxwell Leadership game. By connecting on a different level, it pays dividends in the long run. Younger generations aren’t as tolerant of “positional leaders” and will seek new “Studies have shown that the biggest opportunities outside their organization. challenge with training and education is Shawn tells the story of a healthcare comimplementation after the event. Games pany she worked with several years ago. help those involved remember and im- The company experienced turnover and plement what they have learned in much low productivity because of positional the same way as on the job training.” leadership. The most important part of any keynote or workshop is adding value to her audience. With any type of presentation, Shawn likes to add value with PDFs and other information that her attendees can take with them and use in real-life applications.
“Several of the managers and one of the owners were all just positional leaders and were focused on their own personal success. They did not provide training, coaching or even basic encouragement. Rather than motivate through positive feedback, these positional managers
used threats. The lack of leadership support set their young recruits up to fail. The result was that their best people left for better jobs!” In his book, Leadership Gold, John Maxwell talks about connectors versus climbing the corporate ladder and getting ahead. Boomers traditionally have been much more focused on “climbing” while younger generations are more focused on “connecting and collaborating.” Shawn understands this shift in the way generations view leadership as a major factor for organizations who want to attract, retain and engage the best people.
even more so. Leadership at every level includes developing strong relationships with co-workers and customers, defining a win in terms of the team and putting the team above your own personal success. A real-life example includes sales reps pointing out things to the manager that he or she needs to know, including information that helps everyone improve sales, known a “leading up.” Another example is sharing sales tips and success stories with interns and peers.
“Most of all, leadership is focusing on others more than self regardless of what your position might be. It’s leading at ev“Every generation wants trustworthy ery level.” leadership; we just have a different vision of what that looks like.” Shawn added, “When your organization doesn’t have leadership at every level, Leadership development is necessary there are problems. The person at the for the success of every organization, so front desk, for example, has one of the developing emerging leaders is the most most important jobs. Front desk leaderimportant way to invest in the future. As ship is critical to the image of your comshe focuses on leadership while training pany. This person is leading when they and speaking, Shawn has the inside track encounter valuable information coming of what separates a good leader from a into the organization and share it with the great leader. appropriate team members and managers.” “A great leader is one that’s helping others get what they want, and always fo- Work Style Differences cused on adding value to other people.” According to a recent study published in the Harvard Business Review, every genThe Leadership Dilemma eration wants “meaningful work,” but evShawn routinely warns of the leadership ery generation defines that term differdilemma where organizations don’t rec- ently. ognize that there’s leadership at every level, which can lead to failure. It is im- “The younger generations provide a fresh portant to realize that non-manageri- perspective. Andy Stanley tells a story al staff members play just as important that illustrates this fact perfectly. He rea role as managers, and in some cases, minds us of an old couch that you might
have in your home. You fell in love with it when you bought it years ago. It was so sophisticated and stylish 20 years ago, and you haven’t noticed that it now looks dingy and outdated. All you can see is that beautiful couch that you saved money to purchase along with the great memories attached to this piece of furniture. But this same couch looks tattered to your younger guests who don’t remember the lovely new couch that you remember. They point out that it needs to be replaced immediately.”
“My uncle is 83 and still works in the steel company he created. He appreciates the fact that his grandson-in-law has great ideas, and they help each other. They are a great example of how traditionalists and millennials can work together.”
Working in Today’s World
The current pandemic is also changing the way we work, and the effects of these changes are different for each generation. Gen Z has experienced the most Similarly, most organizations are hanging challenges, including decreased hours on to old ideas and protocol. and loss of jobs. This pandemic is a defining event for them more than any other “Those of us who are part of the older generation. generations get tunnel vision. Younger generations can help us with this. There is “Older generations have also been affecta simple 3-part strategy that provides the ed. Many baby boomers have decided to starting point. Part one: What is not work- retire early, while others will have to work ing as well as it should? Part two: What are longer because of the pandemic. Millenwe doing that is working well? Part three: nials and Gen X have had fewer layoffs, What new ideas and protocols would help but many are working remotely for the our organization move forward? Old- first time. Leading a remote workforce er generations provide valuable insight, has its challenges. In some cases, people history and experience. Younger genera- will work too much and experience burntions provide a new perspective and fresh out, and in other cases, they will lack the ideas.” discipline to get necessary tasks completed.”
Adding Value to Organizations
Organizations that embrace and bring together the differences among generations will have better productivity and engagement since people will enjoy coming to work. Shawn said this holds true for every industry. She used a personal example.
Leading through this crisis effectively will position organizations for greater success in the future. For more information on leading, communicating and motivating a multi-generational workforce, contact Shawn at 843-618-0977 or shawn@ shawnjohnsonspeaks.com.
Virtual New Norm V NN News Newsletter What is the New Normal (or New Norm)?
Everyone has their own idea on what the new norm is going to be after the COVID-19 shut-in or Stay-at-Home is over. Here is ours.
Ray Southwell, Publisher
The world is going to be seperated into 2 major forms of meetings. The Keynote Speaker or large group, because people just have to gather in large groups. And the virtual meetings, because they are much less expensive. We are going to address both types of groups, through two types of media. Speakers Magazine and the VNN Newsletter.
Ray Southwell, Publisher
In this Newsletter: Written Blogs and Ideas Why Virtual Team Building Dawn Abbott Virtual is our new reality Desiree Dolecki
Remote Teams Need Help Virtual Team Building is an Answer Dawn Abbott Landing.ConnectionsTeamBuilding.com What is the value of a virtual workshop or virtual team building program for your organization? These times are a’ changin’. We are in an unprecedented period where more teams are working remotely than ever before. Obviously, the current health crisis and “safer at home” regulations have made that a reality, but really this change started before Covid- 19. There are many macro forces powering the need for constant transformation in workplaces: globalization, game-changing technology, more diversity in the workplace, and the constant innovation and disruptive competition. For example, virtual events are disrupting the live event industry. Our organizations and the people that drive the results of those organizations must be flexible, nimble, and do everything they can to build strong cohesive teams. Remote teams create a different level of challenge to create cohesiveness. Leaders must be intentional if they want to build a team that does not have the benefit of chit chat at the water cooler and stopping by each other’s desk to talk about their weekends. Team members on remote teams often feel disconnected or unsupported. We see these teams saying they have a hard time with work/life balance. These folks often say they go from meeting to meeting online and these meetings are usually all business and no conversation or connection. We are hearing from teams that they are feeling isolated and lacking the time to spend with their managers and coworkers. However, with some effort and the right programs virtual team building can take place in authentic valuable ways. When Connections Team Building & Training took our live workshops to a virtual platform, we knew there would be some challenges, however we also knew the need was too great to not figure out those challenges. We started by dividing our team building programs both live & remote into two categories. The first being bonding experiences that are fun and provide diversion for remote teams to let their guard down, have permission to play, and just get to know each other in fun ways. These programs designed for virtual platforms include an escape room where teams divide into rooms to solve challenges, puzzles, etc. to solve a mystery, or a virtual game show, and a scavenger hunt from home. These programs allow your team to have fun and work together to communicate and solve challenges. All of these can be customized to add your organizations’ leaders, values, trivia, etc. By working together and bonding they build
that essential foundation of trust. The other side of the coin are programs designed to truly build cohesion and strengthen team function. We utilize online assessments that each individual takes. They are then given access to an online platform that opens a world of knowledge about themselves and their coworkers. They then are given valuable strategies to stretch themselves and relate better to their teammates to build more effective relationships. This information we provide is not only game changing for building trust and effectiveness on a team, but the real benefit comes in through the virtual workshops. Although the participants have access to all this information for the entire future of their employment at the organization, we also realize that sometimes resources are not utilized as we get busy. The workshop will use the online platform to walk through a variety of team activities, handouts, videos, and practices for more effective interactions that can be maintained long term. We create a culture of understanding that “they are not doing it wrong because they do not do it my way.” Teams need to build the muscle of specific behaviors of cohesiveness. Our workshops help them practice using these muscles. To be cohesive, teams must understand themselves and others, which starts by creating trust amongst each other. Then they must have rules of engagement around having healthy conflict. The best teams are able to debate, because without the ability to weigh in they are unable to buy-in to decisions that are made collectively. Once they can have this dialogue and debate over ideology, they must create a system to gain clarity & commitment on all the decisions that are made collectively. This process of commitment will allow the team to hold each other accountable using a common language around expectations. All of these processes and tools lead to collective results. People are more engaged and empowered by being part of something that matters and by being the team that gets “the win” together. This entire process is done through the guidance of a certified facilitator and partner of Everything DiSCtm and The Five Behaviors of a Cohesive TeamTm derived from the bestselling book The Five Dysfunctions of a Team by Patrick Lencioni. Whether you are ready to do some team building virtually, in-person, with a certified facilitator, or on your own your teams are craving connection and wanting to feel they are part of something even when they are alone in their living room. Humans are tribe beings that need others. The sense of being a part of the greater good results in a huge competitive advantage, better returns and results, and cohesive teams are just way more fun to be a part of.
Virtual is our new reality Desiree Dolecki
Back in February of this year, when I first really paid attention to the term COVID-19, and started to understand its impact, I sat on the 2nd floor of our office, in our conference room, ready for our weekly staff meeting, prepared to give an update on the status of logistics and planning for our fall conference in Toronto. The AME International Conference is the largest lean conference in the world. In its 36th year, it attracts over 1500 lean practitioners and continuous improvement leaders from over 30 countries. It is our signature event, a conference our members and partners look forward to, a conference that my whole job exists around! During this February staff meeting was when I casually, and half-heartedly mentioned this thing called COVID and how it may play a role in creating risk for our in-person events. But no worries, right? Our conference is in the fall. We will have this all worked out by then. As I think about our journey since February, and the obstacles I have faced as an event professional, I can categorize into 5 challenges.
Challenge #1 – The transformation
One month following that staff meeting and the talk of our weekly gathering is around a hybrid conference as the word pandemic is introduced. Yikes! In my 20 years of holding an event professional role – for both corporate and association – I have never been challenged to pivot on format so quickly. “Pivot” and “time of uncertainty” – if I never have to hear these terms again, it will make me the happiest planner in the universe. As it was becoming more and more clear that our in-person conference was in jeopardy, I had to accept these terms and begin our strategy for moving forward. First step was to survey our members and community to get a pulse on how they felt about meeting in person, their concerns about traveling, how they felt about virtual events, what content they were looking for and any gaps in learning we could fill in the time between now and the fall conference. The data collected helped us make informed decisions. Another challenge in the transformation process was the learning curve. All the typical jargon I have been fully versed in over the last 20 years took on a whole new meaning – broadcast, webcast, hybrid, platform, streaming provider, bandwidth, network traffic, on demand, API, background, chat box, encoders, transcoding, network speed, dedicated connection, modem, router, data integration, tech support, PII, GDPR, optimized, digital security, time zones, etc. oh my! The transformation that probably affected me the most was the transition to working remotely and the use of Zoom for all meetings, even a regular old conference call. The world truly went virtual and that meant Zoom was the new standard. So, getting up and taking a shower and putting on (at minimum) a nice shirt, was mandatory in this virtual work environment. After a few Zoom calls with my convention center contact, who I communicated with for months via phone, was now a familiar face during our monthly prep calls.
Challenge #2 – The value
Another month later and at this point hybrid is not an option so all focus is on totally virtual. What will our in-person conference look like virtually? What value will it provide to our members? How many days should the virtual format contain, how much content, how many hours? After creating a lengthy list of questions that would later be used to define our virtual strategy, I pulled together a virtual committee comprised of a few of our fabulous volunteers and staff. This A-team would help to make the tough decisions about our next steps. In terms of value, the question that kept coming up was how can we charge a registration fee when so much content is being offered for free? For this, I went back to the basics and asked the question – why are we having this event? Answer: our members look to us as industry leaders to share, learn and grow. As our marketing director, Jeff, reminds me, content is king! And we have it. The value prop is there. As a not-for-profit 501c3 association, we know that maintaining a conference that generates revenue is key to ensuring that we have a future. So began the thought-
ful planning of strategy and the realization that we were in a position to headline our conference with keynote speakers that we typically couldn’t afford. In addition, in a virtual format, there was no barrier of entry. We could reach even more members and the communities we serve from around the world.
Challenge #3 – The information
Fast forward a few more months and the only event item we aren’t talking about in our weekly team staff meetings is in-person events. Virtual has officially become our new normal. At this point I am feeling the effects of information overload. The number of webinars, articles, certifications and other virtual learning available for event professionals is overwhelming. Personally, I watched countless webinars, benchmarked with industry peers on weekly Zoom meetings, read endless articles and participated on social media industry group chats, and sought out every possible opportunity to enhance my knowledge of virtual events. All in an effort to find the golden nuggets of information that would increase by virtual knowledge base. I even found a minute to earn a certificate in virtual event and meeting management. I appreciate how the industry associations and partners worked quickly to turn out content to keep us (first) informed, (then) trained, and (now) updated for moving forward with virtual events as well as towards getting back to the business of in-person events.
Challenge #4 – The expectations
I think the hardest obstacle to tackle was all the major adjustments that had to be made to accommodate not only the virtual environment but the stakeholder expectations. First things first, I had to level-set. Collaboration was key now more than ever – with speakers, keynotes, CVBs, DMCs, hoteliers, staff, volunteers, vendor partners, exhibitors, sponsors, attendees and the board on important items like the budget, planning, experience and outcome. With the prominent challenges of creating a conference that encompasses learning and networking, in an environment where you can’t be with each other to have those engaging experiences, it was clear that innovation was needed. In the virtual environment engagement is everything. Engage, engage, engage! Did I mention we need to focus on engagement? Recognizing that not all elements of an in-person event will translate to virtual is critical. Realizing that technology will not always be there to work for us without fault is paramount. The rate of change is rapid and remote innovations are important, down to the virtual delivery method. We began a conversation with our speakers around virtual format and style and a revolution of new delivery methods came about for us – we went from the standard talking head to interviews and storytelling methods.
Challenge #5 – The acceptance
We must push on. Don’t waste a crisis, as I have continually been told. Virtual events are here to stay, let’s face it. Our 2021 conference will be noting less than a hybrid event. Virtual went from a nice to have to an essential part of the events industry, literally overnight. We have a human need to connect with one another and that need cannot be met through virtual alone. With talks of a vaccine in the works for this fall, I am certain in-person events will have a come-back, although, IMO, at a slow and steady pace. I am looking forward to the days of being onsite again, the precon meeting, the much anticipated keynote opening session, the smell of fresh lanyards and badges, the daily 80,249 steps around the venue (with blisters to boot), the end-of-day continuous improvement debriefs, the smiling faces of our exhibitors and staff and, my personal favorite, the AME standard conference-closing high-five. Our next in-person conference-closing high-five is in the somewhat near future; I can feel it in my planner bones. And this high-five will mean more to us than ever before – and we will embrace it with familiarity and a sense of back to normal – followed by a spritz of hand sanitizer.
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Speaker Co-op Members
Members are Listed in First Name Order
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What’s Your Catalyst? The Power of Managed Change.
Barbara Salmeron
Successfully Understanding Each Other
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Inspirational/Spiritual
Bobbie Maloy
Build an Irresistible Offer That Makes Customers Throw Money at You
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Built in America – The Business of the Body
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Corporate Quicksand: 5 Ways to Get Unstuck
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The Spirits of Successw
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Healthy Business, Healthy Family
Catherine Cates Cathrine Hatcher Chrystina Katz
Life Coaching Image Business
Speaker Co-op Members SpeakerCoop.com/search-for-speakers/ Cindy Baccus
Leadership is not a Plaque on the Wall or a Corner Office
Cindy L Herb Coretta Turner
Inspirational/Spiritual Educational
Crystal Lewis
Top 10 Things Your Kids Need To Know So They Don’t MOVE Back Home
Dale Young
Facilitating Significant Lives
David Munson David Roberts David Wuensch
Philanthropy Vision Business
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Beating the 5 Pitfalls of Growth
Dean Lewis
Corporate Comedy
Debbie Mrazek
SALES CHECK-UP: Prescription for Healthy Sales
Don Sardella
Business Development
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Seven Steps to Grow a Business Without Raising Capital
Speaker Co-op Members SpeakerCoop.com/search-for-speakers/ Frank Gustafson
Creating a Sales Playbook
Gilda Rixner
Life Coaching
Glenna Hecht
Human Resources
Gunnar Thelander
Inspirational/Spiritual
Howard Berg
Double Your Productivity Using Proven BrainBased Learning Strategies
Javiar Collins
Working the CASH system
Jeff Klein
Speaking As a Business Strategy
Jeff Weaver
21st Century Marketing Hacks
Jeff Willie
Everyone Communicates, Few Connect
Jill Lublin
Get Known Everywhere
Speaker Co-op Members SpeakerCoop.com/search-for-speakers/ JoAnne Marceau
Inspirational/Spiritual
John Ayo
From Travel Hell to Travel Well
John Bagwell
Personal History
Jonathan King
Solving Problems Before They Happen
Jonathan Peters
Don’t Change Who They Are, Change Where They Are
Julie Parker Kathy Brandon Kathi Kulesza
Managing Change Business Coach Business Trainer
Kelly Henry
5 Upgrades to Exceptional Customer Service
Kenda-Le Pernin
What BIG Game are you playing in life?
Kerin Groves PhD Kurt Chacon Larry Blackmon Larry Rench LaTesha Hardy Laura Morlando
Business Trainer Personal Trainer Health Insurance Inspirational/Spiritual Business Networking Stress Relief
Speaker Co-op Members SpeakerCoop.com/search-for-speakers/ Leonard Lynskey
Get What You Want From Your Business!
Leslie Wilson
Personal Finance
Lin O’Neill
If You Put Fences Around People, You Get Sheep!
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Business Trainer
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Dancing Naked: Moving through Life with Power, Vulnerability and Grace
Lori Vann
Boundaries in the Workplace
Malcolm Upton
Silver Bullet Marketing
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No More Groundhog Day:
Mike McCormack
Choosing and Funding the Right College
Monica Cornetti
Gamification
Speaker Co-op Members SpeakerCoop.com/search-for-speakers/ Nancy Canada
5 Habits for Explosive Growth
Pam Garcy
The Zen of Self-Empowerment
Pari Smart
Business
Pat Alva-Kraker
Stop for a Hotdog: 31 Life Management Practices for Women Entrepreneurs
Pat Dougher Oginga Carr
Marketing
Romby Bryant
7 Plays to an ACE Mindset
Sean Murphy Sharon Baker
Direct Sales Success Coach
Shawn Johnson
Success Leadership
Shawn McBride Shelley Allen
Business Success Business Coach
Sherry Prindle
The 10 P’s of Marketing Yourself
Stanley Crawford
Consultant
Stephanie Gardner
Business Development
Business Success
Speaker Co-op Members SpeakerCoop.com/search-for-speakers/ Tarsha Polk
Marketing
Tim Frazier
The 7 Ways We Sabotage the Conversations That Matter Most
Todd Thomas
Performance Coach
Todd Ozzie Oczkowski
Stopping Stress From Ruining Your Day, And Possibly Killing You
Tracy Hanes
Publicity Coach
Val Lewis
5 Ways for Your Customers to Help You Sell
Vickie Griffin
Finance Coach
Virginia Wells
5 Surefire Methods to Maximizing Your Time
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