Inc.
Master of Business Leadership
System and Coaching Platform
Emotional Intelligence
Wisdom
Expertise
Knowledge
MBL System Bridges the Gap Between Current and Desired Results
MBL is “The New MBA”
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Inc.
Get The Results You Really Want!
Business Leadership and Organizational Development
Wealth
MBL is “The New MBA”
Graduate Level
Authentic Leadership, Emotional
Intelligence, Organizational Change
Better Results, Less Effort, More Fun
Science & Wisdom
Grow revenue and profitability year over year
Get your existing clients to help you find new clients
Raise employee engagement and reduce organizational chaos
Provide better customer service and develop deeper client relationships
Share a Vision that motivates employees to take the strategic actions that generate wealth
Use the Master of Business Leadership system to increase your visibility and prepare you for promotion
MBL is “The New MBA”
| © Copyright 2011 MBL Inc. All Rights Reserved
Inc.
The best companies are thriving not because of one
leader’s charisma but because they cultivate
leadership and emotional intelligence
throughout the organization.
Victims
The Stages and Dynamics of
Organizational Change
Managers have employees, leaders have followers. Managers
make widgets, leaders make change. The future
belongs to the authentic leaders.
Authentic Leaders
Putting Together an Authentic Team Guarantees Success
MBL is “The New MBA”
| © Copyright 2011 MBL Inc. All Rights Reserved
Inc.
Creating Sustainable Organizational Change
1. Executives must be seen by fellow employees as change leaders through their actions.
2. Identify and develop the organization’s initial leadership group (20% employees)
3. Establish a shared passionate Vision that is communicated continually to everyone.
4. Create an action-results focus that moves the organization toward its shared Vision.
5. Empower the ‘business owners’ within the organization to deal with obstacles preventing progress.
6. Celebrating “Wins and Better Results” will help to silence those reluctant to embrace change.
7. Refuse to allow complacency to stop forward action toward the shared Vision.
8. Institutionalize these changes into the company’s cultural DNA, its hiring and promotional practices.
Install caring as your organization’s cornerstone
Without a customer you have no business
A sense of urgency is essential
MBL is “The New MBA”
Culture always wins. Refuse
to be surrounded by victims.
| © Copyright 2011 MBL Inc. All Rights Reserved
Inc.
A Sense of Urgency is Essential
Trying to maintain the status quo is both impossible and a mistake
In the next 20 years we will experience the equivalent of 100 years of change and approximately
20,000 years during this Century. According to renowned scientist and Presidential advisor Ray
Kurzweil we are living in exponential times. We need to develop individuals and organizations
willing to embrace rather than resist the inevitability of change.
Everything has
changed except
human nature
Are you or your organization behaving like a
slowly boiling frog? (Hint: The answer is yes.)
We are much too complacent and we don’t even know it.
John Kotter, Harvard Business School
MBL is “The New MBA”
| © Copyright 2011 MBL Inc. All Rights Reserved
Inc.
Dynamics of Organizational Change
There are always vanguards
who embrace change and a
rear guard that is unable to.
20
60
20
The Law of Diffusion of Innovation indicates that when approximately 20-25% of
the organization’s employees get involved in the organizational change a tipping
point is passed and the ‘fence sitters’ begin to join in the change movement. The
credibility of these early adopters has been found to play an important role.
As more people begin to embrace the changes it becomes less risky for the ‘fence
sitters’ and they begin to join the initial change leadership group. Facebook
Example: Once a sufficient number of friends and colleagues were online, this
group felt they had little choice. Converting these people (often against their
short term wishes) is where Facebook's most recent 300 million users came from.
The Water Line
We also need to be aware of the negative energy and communications that some
employees will encourage. These individuals will find it the hardest to embrace
the new changes and may ultimately leave the organization.
Mexican Crabs
Culture Always Wins … Refuse to Surround Yourself with Victims
MBL is “The New MBA”
| © Copyright 2011 MBL Inc. All Rights Reserved
Inc.
Every Employee Must Act Like a Small Business Owner
and Authentic Business Leader
They Believe
Employees are passionate about their work and embrace change
Understand the need to connect with customers
Actions inspire customers to want to come back and buy again
Customers become raving fan advocates who tell their friends
Customer
We Believe
Team
I Believe
You
… Without
customers you
don’t have a
business.
20
Indifferent
60
No Referrals
Employees neither over or under perform
Customers may or may not come back and buy again
Indifference is the reason 68% of current customers will not
come back or refer their network of friends to your company
20
Caring and 1-On-1 Relationships Are Back!
Employees who are not engaged in their work, seeing it as just a job
They fail to connect their salary and revenue to customer relationships
Lack enthusiasm failing to demonstrate passion and energy
Do not provide a compelling reason for customers to ever buy again
For most of the past 75-100 years companies have not cared much about
their customers. Caring about customers and one-on-one relationships
took a back seat to profitability and shareholder value.
MBL is “The New MBA”
| © Copyright 2011 MBL Inc. All Rights Reserved
Inc.
Hiring and Promoting Emotional Intelligence
Apple is the world’s first trillion dollar company. They and a growing number of other
companies such as Southwest Airlines, Google, Infosys, Disney and Fed Ex have proven that the
path to superior business results is through the development of the emotional intelligence and
authentic leadership within their organizations.
Especially noticeable at senior executive levels, emotional intelligence capabilities have been
shown to increase results by 85% more than IQ or technical expertise. Studies have shown it
typically takes an IQ of 110-120 to get an advanced degree like an MBA which focuses primarily
on left brain cognitive abilities. There is a high selection pressure for IQ to enter the executive
ranks within corporations and relatively little variation among those who are in those ranks. But
there has been little or no selection pressure when it comes to emotional intelligence. And
so there is a much wider range of EI variation among business executives. Superiority in these
capabilities counts far more than IQ when it comes to leadership performance. Within
companies actively engaged in organizational change emotional intelligence has become a key
hiring and promotional consideration.
* Primal Leadership, Realizing The Power of Emotional Intelligence
by Daniel Goleman, Richard Boyatzis and Annie McKee
MBL is “The New MBA”
| © Copyright 2011 MBL Inc. All Rights Reserved
Inc.
Aligned and Engaged Employee
Engine “Pistons”
Vision
Personal Fuel
Vision
Vision
Personal Fuel
Personal Fuel
New Habits
Vision Consensus
WealthWhat
Creation
People=Support
They Create
Vision
Personal Fuel
Vision
Personal Fuel
Vision
Personal Fuel
MBL is “The New MBA”
… Motivation and engagement is
about creating a consensus between
the individual’s personal Vision and
the Vision of the organization.
| © Copyright 2011 MBL Inc. All Rights Reserved
Inc.
Emotional Intelligence
Benefits
What’s behind
our walls…
MBL is “The New MBA”
Awareness
Calm
Intuition
Wisdom
Courage
Trust
Loyalty
Grace
Respect
Confidence
Compassion
Charisma
Inspiration
Hope
Beauty
More Fun
Passion
Balance
Better Results
Patience
Energy
Connectedness
Kindness
Play
| © Copyright 2011 MBL Inc. All Rights Reserved
Inc.
Master of Business Leadership Inc.
www.MasterofBusinessLeadership.com
MBL is “The New MBA”
| © Copyright 2011 MBL Inc. All Rights Reserved