10 insights on leadership and culture — stan slap
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This presentation consists of highlights from the interview with Moe Abdou,
founder & host of 33voices®.
Stan has been a CEO himself for over 20 years. Prior to starting his own com-pany 18 years ago, he was Executive Vice President of Mrs. Fields Cookies
during their growth from a 19 store regional chain to 300 stores in four coun-tries. He was brought in to helm 500-store retail franchisor WNS during their
bankruptcy and steered that company out of Chapter 11 and onto record sales in just ten months—the shortest amount of time in history for a franchise com-
pany to successfully emerge from bankruptcy. Stan is now president of the international consulting company called, by a remarkable coincidence, “Slap.”
Stan Slap@stanslap
CEO at slap Company
Real Leaders make it personal, for they know that, short of homicide, the worst thing
one human being can do to another is to make them feel small: They’re not.
They Can’t. They won’t ever be.
Insight #1
Insight #2
Dumb Management Theory: You can’t fundamentally trust an
employee culture to protect the company with its own good judgement.
Smart Management Theory: You have a heathy respect for the humanity
that powers an employee culture; for it’s a living organism that can make or
break any management plan.
Insight #3
A workplace culture isn’t just self-protective, it protects itself. Think of it as your employees’
shared beliefs about the rules of survival and emotional prosperity.
Insight #4
While any change initiative is obvious to the leader inventing it, it loses perspective as it trickles down to the employe culture.
Prevent it by following this formula:Relevancy + Trust + Proof = Action
Insight #5
A manager controls performance in a culture. A leader CREATES that performance, and it’s hardly about skill or intellectual ability.
It’s driven by her team’s emotional commitment to protect and promote the company
like a personal cause.
Insight #6
Want to up your communication game as a leader? Become BELIEVABLE
by following these two rules:
Insight #6
Want to up your communication game as a leader? Become BELIEVABLE
by following these two rules:Make it very clear what you stand for
Insight #6
Want to up your communication game as a leader? Become BELIEVABLE
by following these two rules:Do something significant to
prove that you mean it
Insight #7
Remember this: The primary PURPOSE of leadership is to change the world around
you in the name of your values so you can live those value more fully. The primary PROCESS
of leadership is to turn your values into a compelling cause for others so you can
gain resources to help you do that.
Insight #8
Most compensation systems focus on money. The better ones focus on what money buys.
The best one focus on what money can’t buy: security and a sense of self.
Insight #9
Companies don’t have values — people do. As a company:
Insight #9
Companies don’t have values — people do. As a company, try not to declare vales.
Protect them at all costs if you do
Insight #9
Companies don’t have values — people do. As a manager, ask for trust
a little bit at a time
Insight #9
Companies don’t have values — people do. As a culture, trust it to be trusted
Insight #10
Reflect on this: The soul of your company is found in the souls of the people in it, so if
you’re focused on building great products to make money, that’s a GOOD thing. If you want to build a legacy that impacts the human beings
who helped you do, that’s a GREAT thing. And, to get that GREAT thing, be HUMAN
first and a MANAGER second.
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Presentation created by Chase Jennings
Insights by Moe Abdou