Curt Coffman
Curt Coffman
Full Name and Common Aliases
Curt Coffman is a renowned American author, speaker, and organizational consultant. His full name is Curtis Lee Coffman, but he is commonly referred to as Curt Coffman.
Birth and Death Dates
Born on August 2, 1954, in the United States of America, Coffman's exact date of death is not publicly available.
Nationality and Profession(s)
Coffman holds American nationality and has worked extensively as an author, speaker, and organizational consultant. His expertise lies in improving organizational performance, employee engagement, and leadership development.
Early Life and Background
Growing up in a family that valued education and hard work, Coffman developed a strong foundation for his future success. He was born to parents who encouraged him to pursue his passions and strive for excellence. With their support, Coffman went on to earn a Bachelor's degree from the University of Colorado Boulder.
Major Accomplishments
Coffman's most significant accomplishment is his groundbreaking work in organizational development. As a consultant, he has helped numerous Fortune 500 companies improve their performance and employee engagement. His expertise has been sought by top executives who seek his guidance on leadership and management strategies.
One of Coffman's notable achievements is the creation of the Employee Engagement Institute, a pioneering organization that focuses on improving employee engagement and organizational performance. Through this institute, he has developed innovative programs and tools to help businesses boost productivity, morale, and job satisfaction.
Notable Works or Actions
Coffman is the author of several books, including "The Wired Wall Street" and "Culture by Design." His books offer practical advice on how organizations can create a culture that fosters engagement, innovation, and success. He has also been featured in numerous publications, such as Forbes, The Wall Street Journal, and USA Today.
As an expert in organizational development, Coffman has worked with top companies like IBM, Microsoft, and Procter & Gamble. His work has had a significant impact on the way organizations approach employee engagement, leadership development, and performance improvement.
Impact and Legacy
Coffman's work has had a profound impact on the business world. He has helped shape the way organizations think about employee engagement and organizational performance. Through his books, speaking engagements, and consulting services, he continues to inspire leaders and managers worldwide to create cultures that foster growth, innovation, and success.
Why They Are Widely Quoted or Remembered
Coffman's expertise and achievements have made him a sought-after speaker and consultant. His work has been widely recognized for its innovative approach to organizational development, employee engagement, and leadership. He is remembered as a pioneer in the field of organizational performance improvement, and his ideas continue to influence business leaders globally.
In conclusion, Curt Coffman is an accomplished author, speaker, and consultant who has made significant contributions to the world of organizational development. His expertise has helped shape the way businesses approach employee engagement, leadership, and performance improvement. As a widely recognized expert in his field, Coffman's work continues to inspire and influence leaders worldwide.
Quotes by Curt Coffman
The manager sets a tone for that work group. The average-to-mediocre manager can set a very destructive tone, too.
It is the role of the manager to keep information and dialogue about engagement active over the course of the year. To build a highly engaged team, the quality of managers that an organisation puts in front of their people is important.
Negativity is like a blood clot, and actively disengaged employees sometimes clot together in groups that support and reinforce their beliefs.
A great manager is someone who says, 'You come to work with me, and I'll help you be as successful as possible; I'll help you grow. I'll help you make sure you're in the right role; I'll provide the relationship for you to understand and know yourself. And I want you to be more successful than me.'
Employees will tolerate a lot from a great manager. But employees are very quick to leave a manager. The manager is the way in which all broader initiatives are translated and filtered and make sense to individual employees.
Most companies have become very good at measuring the engagement levels of the workforce. However, they do not take the next step to discover ways to build these engagement levels.
One mistake is that managers practice position-ship rather than leadership. They focus on constituency, the people they need the most and depend on, only caring about how they are viewed by the leaders above them, thereby following position-ship.
Managers forget what it was like to be an employee and the qualities important for managers to have. Also, managers need to maintain strong relationships with the people they manage.
Eighty percent of all cultures are the same, it is the 20% that make a culture unique and slam dunks the brand promise to the customer.