Who is Jeff Worked With?
Who is Jeff?
Jeff Butler is an author, workplace strategist and motviational keynote speaker who explores human behavior within the working world. His experience spans over 40 industries in 4 continents on how different cultures and employees interact with each other. He studies common threads of behavior in industries such as IT professionals, underground utility workers, police officers to clothing retail chains. In addition, companies like Google, Amazon, John Deere, and Coldwell Banker. As a researcher and practitioner, he also runs a consulting company and a tech company, TrinityFix where he is able to test his ideas in different workplace environments. His ideas have made it to TEDx twice, appeared in dozens of media outlets including two books on human behavior:- The Authentic Workplace and The Key To The New You . Currently, he lives in Dallas, Texas as an out of place Californian.
Top Things to Look For In A Conference Guest Speaker
1. Content - Do they have topics that solve a specific problem that fit the group?
2. Experience - has the speaker addressed similar audiences? If not, it could take a lot of hand-holding or worse, a poor performance.
3. Speaking style- take a look at their videos and decide if their style is right for your group.
4. Easy to work with- having a short call with the speaker will give event planners an idea of how easy it is to work with the speaker.
5. Budget - does their fee range fit your budget? If it's too high, can you negotiate on footage or book sales?
See WHERE JEFF IS SPEAKING NEXT
See all of his conference guest speaking appearances since 2018
See Jeff Conference Guest Speaker in Action
Below are a few examples of Jeff at various conferences and also a description about the challenges in the working world.
Jeff Butler is a conference guest speaker who has spoken at business conferences in North America and Europe
Generations today are continuously challenging the norms of traditional workplace environments consequently leading to an enormous amount of tension in the workplace. One of the trends that is picking up momentum is Self Determination Theory. Richard Ryan, and Edward Deci, both clinical psychologists hypothesized that motivation is innate and needs to be cultivate by monitoring particular variables in someone's working environment. SDT rests in a tripod fashion needing three attributes present in order for someone to find intrinsic motivation in their work. These three pillars are autonomy, purpose, and mastery. Companies like Google and 3M are famous for having their employees working in very unrestricted environments where employees are given tremendous lead way on how they accomplish something. This new theory of motivation flies in the face of traditional carrot and stick model workplace motivation creating tension on how employees can best be motivated. See below left hand side.
In addition to changes in workplace motivation theory, Generations are often stereotyped as not being able to handle constructive feedback well. Many Generation Experts conclude that a Millennial lack of resiliency comes from their parental upbringing and Utopian view of the world through technology. However, true or not true these conclusions may be, one of the most effective techniques to handling employees who struggle with feedback was suggested by Ken Blanchard and Spencer Johnson in their book, The One Minute Manager. This form of management includes separating feedback into positive and negative segments where a manager would reprimand an employee for one minute about a mistake and praise them for one minute if they see the employee doing something well. By following management in this fashion, criticism and praise come from the same person and allowing the employee to realize that they can still be an effective employee even when they are making mistakes. See below right hand side.
More Insights on Jeff's expertise
Generations such as Millennials are coined by generation expert such as William Strauss and Lewis Howe which pertains to Americans that are born between 1981 and 1996. Strauss and Howe crafted a generation theory that states generations tend to cycle in the form of archetypes. The structure of this shifting is called Fourth Turning theory where each four generations there is a cycle in generation behavior. Contrasting Strauss and Howe, Generation Y was first used in an Ad Age article covering a similar time frame period. Unfortunately, even though generation stereotypes are highly inaccurate for explaining individual decision making behavior, marketing compete to who can coin the next generation term. If they are successful, they become the center point for future media interviews and consulting gigs.
Following Millennials is Generation Z, Americans that are born between the years 1995 to mid 2000s. The biggest differences that marketers and organizations are noticing are the influence of technology on their behavior. In addition, Generation Z, now just graduating college, are experiencing similar behavior to Millennials in moving back home with their parents. The largest contributor factor to this behavior is the average student loan debt has risen to $39,500, a 25% increase in the past ten years and is projected to continue rising.