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Rick Saldan is an excellent inspirational speaker who tailored the seminar to the needs of the individual students being instructed. This office thanks the Mayors Office of Information Services for having such a vendor.

 

Timothy K. Lynch

Office of Fleet Management

City of Philadelphia

 


 

Rick has a magical approach that provides a clear and concise message specifically designed to the needs of his audience. Rick will provide all the motivational magic you will ever need, propelling your organization to the next level of greater success.

 

Thomas Mulhern

Frontier Communications

 


 

Rick Saldan is a compelling and absorbing motivational speaker and magician.  I have been to five of his Motivational Magic presentations and it is amazing how he keeps our college audiences on the edge of their seats. A highly entertaining performer with great comedy flair. Rich content to increase students' productivity, peak performance and motivation. If you need an outstanding motivational speaker for colleges, Rick is definitely one of the world's greatest speakers and magicians!


Dr. Rob Gilbert, Sport Psychologist,

Montclair State University

 


 

Rick Saldan has the wit, wisdom and sorcery of a wizard. He has a dynamic personality, and all will enjoy his captivating stories, comedy and magic!

Dennis Slaughter
Credit Suisse First Boston

 


 

Rick Saldan delivers a first-class show! A pro in every sense of the word. Funny, unique, entertaining and polished.

Brian Letscher, Actor

Hawaii Five-O, NCIS, Cold Case, Law & Order and The Mentalist.

 


 

Rick Saldan is a wonderful combination of master magician, comic improviser and first class speaker. The audience loved his program, which was music to our ears. If you love celebrity motivational speakers such as Tom Hopkins, Dale Carnegie and Zig Ziglar, then you'll love Rick!

Dottie Burman, President
Burtley Productions, Inc.

 


Rick Saldan is an incredibly talented performer and motivational speaker with great insight. He shares many powerful motivational messages that will enhance your life for the better!

Jack Murray, President
Dream Illusions

 


Rick is one of the best inspirational speakers on the scene today. Funny, fun loving and highly energetic. If you want to make your next event into an extraordinary one, then invite professional speaker  Rick Saldan and his amazing  Motivational Magic.

 

Andres Lara, President

Inspiration Times Magazine

 

 

Book Summary: Effective Networking For Professional Success
Author: Regine Azurin

Explore what goes into a company's transformation from
mediocre to excellent. Based on hard evidence and volumes of data, the book author (Jim Collins) and his team uncover timeless principles on how the good-to-great companies like Abbott, Circuit City, Fannie Mae, Gillette, Kimberly-Clark, Kroger, Nucor, Philip Morris, Pitney Bowes, Walgreens, and Wells Fargo produced sustained great results and achieved enduring greatness, evolving into companies that were indeed 'Built to Last'.

The Collins team selected 2 sets of comparison companies:
a. Direct comparisons – Companies in the same industry with the same resources and opportunities as the good-to-great group but showed no leap in performance, which were:
Upjohn, Silo, Great Western, Warner-Lambert, Scott Paper,
A&P, Bethlehem Steel, RJ Reynolds, Addressograph, Eckerd,
and Bank of America.

b. Unsustained comparisons – Companies that made a short-term shift from good to great but failed to maintain the trajectory, namely: Burroughs, Chrysler, Harris, Hasbro, Rubbermaid, and Teledyne

Wisdom In A Nutshell:
a. Ten out of eleven good-to-great company leaders or CEOs
came from the inside. They were not outsiders hired in to ‘save' the company. They were either people who worked
many years at the company or were members of the family
that owned the company.

b. Strategy per se did not separate the good to great
companies from the comparison groups.

c. Good-to-great companies focus on what Not to do and what they should stop doing.

d. Technology has nothing to do with the transformation from good to great. It may help accelerate it but is not the cause of it.
e. Mergers and acquisitions do not cause a transformation
from good to great.

f. Good-to-great companies paid little attention to managing change or motivating people. Under the right conditions, these problems naturally go away.
g. Good-to-great transformations did not need any new name, tagline, or launch program. The leap was in the performance results, not a revolutionary process.

h. Greatness is not a function of circumstance; it is clearly a matter of conscious choice.

i. Every good-to-great company had “Level 5” leadership during pivotal transition years, where Level 1 is a Highly Capable Individual, Level 2 is a Contributing Team Member, Level 3 is the Competent Manager, Level 4 is an Effective Leader, and Level 5 is the Executive who builds enduring greatness through a paradoxical blend of personal humility and professional will.

j. Level 5 leaders display a compelling modesty, are
self-effacing and understated. In contrast, two thirds of the comparison companies had leaders with gargantuan
personal egos that contributed to the demise or continued mediocrity of the company.

k. Level 5 leaders are fanatically driven, infected with an incurable need to produce sustained results. They are resolved to do whatever it takes to make the company great, no matter how big or hard the decisions.

l. One of the most damaging trends in recent history is the tendency (especially of boards of directors) to select
dazzling, celebrity leaders and to de-select potential Level 5 leaders.

m. Potential Level 5 leaders exist all around us, we just have to know what to look for.

n. The research team was not looking for Level 5 leadership, but the data was overwhelming and convincing. The Level 5 discovery is an empirical, not ideological, finding.

o. Before answering the “what” questions of vision and strategy, ask first “who” are the right people for the team.

p. Comparison companies used layoffs much more than the good-to-great companies. Although rigorous, the good-to-great companies were never ruthless and did not rely on layoffs or restructuring to improve performance.

q. Good-to-great management teams consist of people who debate vigorously in search of the best answers, yet who unify behind decisions, regardless of parochial interests.

r. There is no link between executive compensation and the
shift from good to great. The purpose of compensation is not to ‘motivate' the right behaviors from the wrong people, but to get and keep the right people in the first place.

s. The old adage “People are your most important asset” is
wrong. People are not your most important asset. The right people are.

t. Whether someone is the right person has more to do with
character and innate capabilities than specific knowledge, skills or experience.

u. The Hedgehog Concept is a concept that flows from the deep understanding about the intersection of the following three circles:
1.What you can be best in the world at, realistically, and what you cannot be best in the world at
2.What drives your economic engine
3.What you are deeply passionate about

v. Discover your core values and purpose beyond simply making money and combine this with the dynamic of preserve the core values - stimulate progress, as shown for example by Disney. They have evolved from making short animated films, to feature length films, to theme parks, to cruises, but their core values of providing happiness to young and old, and not succumbing to cynicism remains strong.

w. Enduring great companies don't exist merely to deliver
returns to shareholders. In a truly great company, profits and cash flow are absolutely essential for life, but they are not the very point of life.


"IF YOU'RE DOING SOMETHING YOU CARE DEEPLY ABOUT AND IF YOU BELIEVE IN IT, IT'S IMPOSSIBLE TO IMAGINE NOT TRYING TO MAKE IT GREAT."



By: Regine P. Azurin and Yvette Pantilla

http://www.bizsum.com/freearticle.htm
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Nutshell







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Regine Azurin is the President of BusinessSummaries.com, a company that provides business book summaries of the latest bestsellers for busy executives and entrepreneurs.

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