Archive for March, 2010

Who have you met today – Tracey C. Jones

March 22, 2010 Leave a comment

Being as the foundation of The Executive Suite is networking, we thought it would be fitting to have a series that chronicles the inspiring new people we have met as a part of our everyday business in the Executive Suite. This is the first in that series and details our path to meeting Tracey Jones, President of Tremendous Life Books and daughter of Charlie “Tremendous” Jones.

Back in early 2009 we happened upon Tracey Jones quite by accident. Melanie, the wife of our COO, was doing some research on reading materials for her daughter to read over the summer. She had heard on a CD that John Maxwell’s father had paid him to read books of significance and she thought that was a great idea. I would later come to find out by reading “Life is Tremendous” that Charlie Jones did the very same thing with his son.

So as she searched for books that build character and promote personal growth, the name Charlie “Tremendous” Jones seemed to consistently pop up. This led her to Executive Books (Later to be re-named Tremendous Life Books), a niche bookstore founded by Charlie “Tremendous” Jones. The people working there were extremely helpful in assisting her with what she was looking for.

Melanie had also been charged with building a library at work. She was to assemble business and leadership books for the executives and managers to read for their personal self improvement. Based on her very positive experience with Tremendous Life Books, she returned there for advice. Her note to customer service requesting assistance ended up with Tracey Jones, the President of the Company (how’s that for customer service!!). Melanie and Tracey have much in common and hit it off immediately.

At the Executive Suite, we are always on the lookout for ways to provide value for our clients and one day the idea for a library came up. The idea centered on assisting clients in search of literary materials and/or to provide a resource to share information throughout the community. Melanie suggested that Tremendous Life Books and Tracey Jones may be able to assist with the effort and made the initial contact. Not long after that Tracey and her company Tremendous Life Books became the back end literary resource for Executive Suite clients.

Over this past year we have come to know Tracey and I can say without hesitation that she is an absolute delight. In “Life is Tremendous”, written by her father Charlie “Tremendous” Jones, he lays out 7 laws of leadership. The 4th law is called “Give to Get.” In this law he stresses that leadership is learning to give whether you get anything or not!! Tracey has learned this law and learned it well. Since our relationship began, she has done nothing but give. She has made introductions for us, encouraged us, shared new-found technologies and even has spoken with my daughter who is interested in reading and is preparing for her college career. She has done all of this with no expectation of anything in return. As proof positive of the 4th Law, Tracey now has advocates in the Executive Suite. This BLOG is but a small token of our appreciation and as opportunities present themselves, we will be first in line to sing her praises. I don’t believe we are the only ones either, I suspect Tracey has advocates in many places.

For those that don’t know Tracey C. Jones, I highly recommend seeking her out. She is a beacon shining in the night and like her father, she truly makes a difference in the lives she crosses. When she is not positively impacting others, she can be found at or

Categories: Networking


March 19, 2010 Leave a comment

This inspiring post was originally posted by Melanie Baker in The Executive Suite. We liked it so much we thought we would share it here as well.

Melanie Baker

Inspiration can be found in obvious places and the most unlikely spots. I am inspired on a daily basis by…

Watching acts of kindness between total strangers, the words in a song on the radio, a phrase found on a church marquee or on a roadside billboard, an article in a magazine at the doctors office,  a positive story on the news, a line or scene from a movie, the recollection of an event from an elderly relative, learning of a teenager serving  in their community, celebrities rolling up their sleeves to help those in need, children starting charities because they see a problem and want to be a part of the solution, bios of athletes during televised sports events, local schools raising money for others with heart issues or the prevention of birth defects, a sermon on a Sunday morning, a thought provoking idea printed on the side of a coffee cup, a nationwide movement to raise awareness and funds to support women’s health, selfless acts of bravery to protect and serve the lives of others by our fire fighters, police, and military, the music industry sharing their gifts to raise money for tragedies in other countries, missionaries braving their own safety to open the eyes and hearts of the lost, local residents serving others then recognized in their local newspapers, homes being built by those with much for those with little, a TV show that helps those that have sacrificed their own comforts to help their community or country, non-profit organizations established to reach out to the less fortunate, a biography from the library, advertisements at the movies on or TV, in the joyful faces of those participating in sports events for those with special needs, foundations to support at risk youth for a better and brighter future…

Are you paying attention or are you so wrapped up in your own world that you’re missing it? I’ve heard, “When you’re wrapped up in yourself, you’re a very small package.” Life is so much more than just us! Start today by looking around and paying attention and you’ll see it too. Let the inspiration that you see be a catalyst for you to inspire someone else today!

Categories: Inspiration

Keep the Trust

March 10, 2010 Leave a comment

We hear a lot about “trust” these days and how organizations (individuals too) can spend years building trust and then destroy it with one bad tweet, social networking blunder, reply all, or product failure. Mats Lederhausen, founder of BE-CAUSE, said in a recent interview, “Trust is perhaps the most important currency in business.”

I certainly would agree with that, but has that really changed all that much over the decades? Who remembers the Tylenol Crisis of 1982? How about the Exxon Valdez oil spill in 1989? Fast forward 20 years and Toyota is up to their neck in alligators.

Today we have a 24 hour news cycle and access to instant information via social networking sites and portable communication devices. Back in the ‘80s, CNN was just coming on the airwaves and widespread mobile communications was still a bit off in the future. Is the lightning fast information flow of today altering the landscape with regard to the public perceptions of Toyota, or is it how the organization is responding to events that is really making the difference?

In my mind, it’s not the speed of the information flow, but how each organization responds to the “crisis” at hand that determines the trust they will be able to maintain. The Tylenol and Exxon stories of the ‘80’s were every bit as big as the Toyota story is today. The only difference is, they didn’t exist in an environment of 24/7 news channels, internet news pages or being tweeted and texted.

Johnson & Johnson was able to maintain a good degree of trust by staying true to their principles via a company credo crafted in 1943 by Robert Wood Johnson that, in part, said “We believe our first responsibility is to the doctors, nurses and patients, to mothers and fathers and all others who use our products and services.” This led them to immediately take full responsibility and pull all bottles of Tylenol from the market, even though the fault was positively not theirs. They set up 1-800 numbers and held numerous major press conferences to keep the public informed. Due to these actions the trust levels J&J was able to maintain allowed them to re-introduce the product 6 weeks after the crisis began.

In contrast, Exxon was slow to respond, engaged in an ineffective communication strategy and in the end refused to accept responsibility for the accident. They also were in litigation over the incident and finally took their case all the way to the Supreme Court in 2008. The public perception of this incident was far different from that of the Tylenol crisis.

Meanwhile, back at Toyota, the story is getting away from them fast. Almost daily we hear new stories about runaway cars, new recalls and now employees are coming out indicating the company was taking shortcuts and that management didn’t listen. Will Toyota be perceived as an Exxon or a Johnson & Johnson? Is the speed of communication really affecting the story or is it how the company is responding? I personally would argue it’s mostly the latter. I don’t think it’s too late to right the ship, but they need to find a real solution to problem.

An Interesting question to ponder at this point would be, which organization do you trust more J&J, Exxon or Toyota?

Categories: Leadership

Bobby McFerrin hacks your brain with music

March 8, 2010 Leave a comment

The simplicity of this is absolutely brilliant.

Categories: Learning

Lets go Old School…

March 2, 2010 Leave a comment

Management, in all business and organizational activity, is the act of getting people together to accomplish desired goals and objectives.

In the best of times, the ability to manage effectively is the factor that shepherds the most profit, production, and talent out of the available resources. In the worst of times, that ability or inability can be the reason a company comes out the other end whole or succumbs to that which we all fear.

No matter the business climate of the time, we can assure ourselves that we’re able to navigate the difficulties in management if we just pay attention to an ‘old-school’ philosophy. Specifically, the recognition that there are two major tools in management’s tool belt – direction and support. For clarity, direction is specific, detailed oriented instructions or tasks, while support is defined by the giving of authority or tools necessary for effectiveness.

At first blush this rule of thought may seem overly simplistic. Simple yes, but easy…absolutely not! Whether you’re a CEO, a director, or front-line supervisor, the understanding and execution of which, how much and when to use either of these tools is critical in keeping each employee and the organization functioning at their highest levels.

The goal of management should be to create an environment that is motivating for every employee and, like athletes on a team, not everyone’s needs are the same. From Greg Greenhorn to Charlie CFO, everyone in an organization is somewhere on his/her growth continuum, and it’s up to their manager to identify whether they need more direction or more support. If a seasoned employee is given too much direction, he/she will feel stifled and micro-managed. Conversely, if a newer employee is not given enough direction, they’ll feel lost and ineffective.

When management correctly identifies the needs of its associates and uses their tools effectively…WHALLAH, they’ve created an environment that will be motivating for each employee. From personal experience, I have learned that when I go into the kitchen with dinner cooking, using a “Directive” communication style doesn’t go so well for me…Supportive is by far a better choice.

So take a look at your workforce and ask yourself if you’re managing (direction vs. support) them correctly. Identify where they are on their competency continuum and make it a point to understand what they need to be effective. By taking the time to go back to ‘old-school’, you’ll find you have created a motivating environment for each of your associates and done what is necessary to ensure that during good times and bad you’ve given your company the best chance for success.

Categories: Leadership