Download Peak: How Great Companies Get Their Mojo from Maslow (J-B US by Chip Conley PDF

By Chip Conley

After fifteen years of emerging to the top of the hospitality undefined, Chip Conley's corporation used to be without notice undercapitalized and overexposed within the, post-9/11 financial system. For reduction and proposal, Conley, the CEO and founding father of Joie de Vivre Hospitality, became to psychologist Abraham Maslow's iconic Hierarchy of wishes. This publication explores how Conley's corporation "the moment biggest boutique hotelier on the planet" overcame the typhoon that hit the go back and forth through employing Maslow's thought to what Conley identifies because the key Relationship Truths in company with staff, shoppers and traders.

Part memoir, half conception, and half program, the booklet tells of Joie de Vivre's amazing transformation whereas delivering genuine global examples from different businesses and displaying how readers can result in comparable alterations of their paintings and private lives. Conley explains easy methods to comprehend the motivations of staff, consumers, bosses, and traders, and use that figuring out to foster greater relationships and construct a permanent and ecocnomic company culture.

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Daniel Goleman, the best-selling author of books on emotional intelligence, says, “After analyzing 181 competence models from 121 organizations worldwide, we found that 67% of the abilities deemed essential for effective performance were emotional competencies. ” Goleman also found that feelings are contagious—positive even more so than negative. The limbic system of the brain is characterized as an open loop, and it relies heavily on connections. The mood of an organization has a causal effect on everyone within that organization.

Similar to Maslow’s placing physiological needs at the base of the pyramid, money (or, more broadly, the full compensation package) is a base need but also a base motivation for most chap03 JWSF003-Conley 40 July 17, 2007 18:0 Char Count= PEAK employees. Loyalty and inspiration are fostered further up the pyramid. Recognition needs to be viewed broadly; it’s about not only knowing someone’s name but also their talents, goals, and dreams. At the top of the Employee Pyramid is a concept that few employers talk about or even think about (because it’s less tangible than the subject of money).

Mojo” means a lot of different things to different people, but if you check slang dictionaries you’ll find that it refers to a narcotic or some kind of magic spell. From my perspective, mojo is the secret ingredient that gives life and vitality to your organization. Peak is dedicated to helping you and your company build and sustain high-performance relationships with your employees, customers, investors, suppliers, and the community. H OW T HIS B OOK I S O RGANIZED The book is organized into five parts.

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