Future of Work: Dr Jeffrey Pfeffer Keynote
Although power is a word that sometimes has negative connotations in organizations, building power and influence is what effective leaders do and is essential to getting things done. Over decades of research, we have uncovered what are effective ways of building and exercising influence, and some of the dilemmas and choices people face as they move through their careers in organizations. It is possible to answer questions such as: 1) When is power and influence more important for getting things done (it turns out that team-oriented, more collegial environments actually make influence skills more, rather than less important); 2) What are the individual attributes associated with being influential, and how can these be developed; 3) What are some effective strategies and tactics for obtaining and using power; 4) How can you develop allies and supporters; 5) how can you deal effectively with opposition and with difficult opponents; and 6) what are some pitfalls to those in positions of power, and how can these be avoided. Our educational work helps people develop their clinical, observational skills, their ability to analyze and exercise influence effectively, and to think constructively about power and its use in getting things done in organizations of all sizes and types.
The data are clear: success does not come from mergers and consolidations to increase size, from being in high technology, from being in the "right" industry, or even from being first to market with an idea-after all, Xerox invented the first personal computer, Ampex made the first VCR, and Amazon was at least the fourth company to being selling books online. Instead, studies of companies in numerous industries ranging from automobile manufacturing to semiconductors, studies of companies in multiple industries, and research in countries including the United Kingdom, Korea, and Germany demonstrate the strong correlation between how companies manage their people and their profits, productivity, and customer and employee retention. Our research has identified the essential elements of high performance or high-commitment work arrangements, why these practices are effective, and what this means for building management systems and organizational culture.
Companies have spent millions of dollars building intranets and collaborative tools to capture and share knowledge, under the assumption that in a world in which intellectual capital is increasingly important, the company with the best knowledge management system wins. The underlying assumption is right-intellectual capital and knowledge work are increasingly important. But knowledge that isn't turned into action is about as bad as action that is not informed by knowledge. Our research has uncovered some important barriers to using and implementing knowledge and building a culture of action instead of just talk and analysis. We have found examples and strategies for overcoming the knowing-doing gap to build a culture of implementation. And there are a set of management practices that can create a company that learns from its experience and turns that learning into actions and results.
Future of Work: Dr Jeffrey Pfeffer Keynote
Jeffrey Pfeffer: Why Cultivating Power is the Secret to Success
Jeffrey Pfeffer: How to Win Power and Influence People
Dr. Jeffrey Pfeffer talks about Getting Things Done
7 Rules of Power: Surprising--but True--Advice on How to Get Things Done and Advance Your Career
Dying For A Paycheck : How Modern Management Harms Employee Health & Company Performance
People are the Name of the Game: How to be More Successful in Your Career--and Life
Power: Why Some People Have It and Others Don't
What Were They Thinking?: Unconventional Wisdom About Management
Hard Facts, Dangerous Half-Truths And Total Nonsense: Profiting From Evidence-Based Management
This website is a resource for event professionals and strives to provide the most comprehensive catalog of thought leaders and industry experts to consider for speaking engagements. A listing or profile on this website does not imply an agency affiliation or endorsement by the talent.
All American Entertainment (AAE) exclusively represents the interests of talent buyers, and does not claim to be the agency or management for any speaker or artist on this site. AAE is a talent booking agency for paid events only. We do not handle requests for donation of time or media requests for interviews, and cannot provide celebrity contact information.
If you are the talent and wish to request a profile update or removal from our online directory, please submit a profile request form.
Although power is a word that sometimes has negative connotations in organizations, building power and influence is what effective leaders do and is essential to getting things done. Over decades of research, we have uncovered what are effective ways of building and exercising influence, and some of the dilemmas and choices people face as they move through their careers in organizations. It is possible to answer questions such as: 1) When is power and influence more important for getting things done (it turns out that team-oriented, more collegial environments actually make influence skills more, rather than less important); 2) What are the individual attributes associated with being influential, and how can these be developed; 3) What are some effective strategies and tactics for obtaining and using power; 4) How can you develop allies and supporters; 5) how can you deal effectively with opposition and with difficult opponents; and 6) what are some pitfalls to those in positions of power, and how can these be avoided. Our educational work helps people develop their clinical, observational skills, their ability to analyze and exercise influence effectively, and to think constructively about power and its use in getting things done in organizations of all sizes and types.
The data are clear: success does not come from mergers and consolidations to increase size, from being in high technology, from being in the "right" industry, or even from being first to market with an idea-after all, Xerox invented the first personal computer, Ampex made the first VCR, and Amazon was at least the fourth company to being selling books online. Instead, studies of companies in numerous industries ranging from automobile manufacturing to semiconductors, studies of companies in multiple industries, and research in countries including the United Kingdom, Korea, and Germany demonstrate the strong correlation between how companies manage their people and their profits, productivity, and customer and employee retention. Our research has identified the essential elements of high performance or high-commitment work arrangements, why these practices are effective, and what this means for building management systems and organizational culture.
Companies have spent millions of dollars building intranets and collaborative tools to capture and share knowledge, under the assumption that in a world in which intellectual capital is increasingly important, the company with the best knowledge management system wins. The underlying assumption is right-intellectual capital and knowledge work are increasingly important. But knowledge that isn't turned into action is about as bad as action that is not informed by knowledge. Our research has uncovered some important barriers to using and implementing knowledge and building a culture of action instead of just talk and analysis. We have found examples and strategies for overcoming the knowing-doing gap to build a culture of implementation. And there are a set of management practices that can create a company that learns from its experience and turns that learning into actions and results.
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Jeffrey Pfeffer is a keynote speaker and industry expert who speaks on a wide range of topics such as The Paths to Power, Building High Performance Organizations and Cultures and Turning Knowledge into Action and Getting Things Done. The estimated speaking fee range to book Jeffrey Pfeffer for your event is $30,000 - $50,000. Jeffrey Pfeffer generally travels from Stanford, CA, USA and can be booked for (private) corporate events, personal appearances, keynote speeches, or other performances. Similar motivational celebrity speakers are Gary Hamel, Richard Florida, Joseph Stiglitz, Geoff Colvin and Ram Charan. Contact All American Speakers for ratings, reviews, videos and information on scheduling Jeffrey Pfeffer for an upcoming live or virtual event.
Although power is a word that sometimes has negative connotations in organizations, building power and influence is what effective leaders do and is essential to getting things done. Over decades of research, we have uncovered what are effective ways of building and exercising influence, and some of the dilemmas and choices people face as they move through their careers in organizations. It is possible to answer questions such as: 1) When is power and influence more important for getting things done (it turns out that team-oriented, more collegial environments actually make influence skills more, rather than less important); 2) What are the individual attributes associated with being influential, and how can these be developed; 3) What are some effective strategies and tactics for obtaining and using power; 4) How can you develop allies and supporters; 5) how can you deal effectively with opposition and with difficult opponents; and 6) what are some pitfalls to those in positions of power, and how can these be avoided. Our educational work helps people develop their clinical, observational skills, their ability to analyze and exercise influence effectively, and to think constructively about power and its use in getting things done in organizations of all sizes and types.
The data are clear: success does not come from mergers and consolidations to increase size, from being in high technology, from being in the "right" industry, or even from being first to market with an idea-after all, Xerox invented the first personal computer, Ampex made the first VCR, and Amazon was at least the fourth company to being selling books online. Instead, studies of companies in numerous industries ranging from automobile manufacturing to semiconductors, studies of companies in multiple industries, and research in countries including the United Kingdom, Korea, and Germany demonstrate the strong correlation between how companies manage their people and their profits, productivity, and customer and employee retention. Our research has identified the essential elements of high performance or high-commitment work arrangements, why these practices are effective, and what this means for building management systems and organizational culture.
Companies have spent millions of dollars building intranets and collaborative tools to capture and share knowledge, under the assumption that in a world in which intellectual capital is increasingly important, the company with the best knowledge management system wins. The underlying assumption is right-intellectual capital and knowledge work are increasingly important. But knowledge that isn't turned into action is about as bad as action that is not informed by knowledge. Our research has uncovered some important barriers to using and implementing knowledge and building a culture of action instead of just talk and analysis. We have found examples and strategies for overcoming the knowing-doing gap to build a culture of implementation. And there are a set of management practices that can create a company that learns from its experience and turns that learning into actions and results.
This website is a resource for event professionals and strives to provide the most comprehensive catalog of thought leaders and industry experts to consider for speaking engagements. A listing or profile on this website does not imply an agency affiliation or endorsement by the talent.
All American Entertainment (AAE) exclusively represents the interests of talent buyers, and does not claim to be the agency or management for any speaker or artist on this site. AAE is a talent booking agency for paid events only. We do not handle requests for donation of time or media requests for interviews, and cannot provide celebrity contact information.
If you are the talent and wish to request a profile update or removal from our online directory, please submit a profile request form.