Energized Workplaces Power Your Profits – Airlines Without Borders – “The Benefits Of Communicating Positive Workplace Activities Globally”.

As someone who travels a lot- I have travelled to 75 countries so far for business and pleasure-, I have had my fair share of delays due to mechanical failures, bad weather, unexplained reasons, and lost luggage that has decided to visit places other than my final destination. It’s easy to bear a grudge against airlines, but I have grown to focus on the positive things they do.

As I was getting ready to fly back to Dallas from Amarillo, Texas, on January 13th 2010, I watched the sad news on the TV about the earthquake’s devastation in Haiti. They talked about how organizations here in the USA were scrambling to help.

This article is about companies taking the opportunity to “pat themselves on the back” for jobs well done. They do not just communicate successes and uplifting initiatives to their employees, they publicize to the world. Let me give you some examples:

In July, 2009, I was coming back from Ireland from a family visit when I picked up the American Airlines “American Way” magazine. There was an article by American Airways Chairman and CEO Gerard Arpey. His one page article described how his company had partnered with Operation International Children (OIC) which works to give Iraqi kids and kids in other countries, a better life. US soldiers had noticed that the schools in Iraq had a lack of basic supplies such as pencils, books, blackboards, etc. and they gathered these types of supplies from family and friends to help out the local schools. That evolved to OIC being formed to support this effort. Gerard Arpey wrote that American Airlines had recently teamed with OIC, and undertook an eight day journey to deliver 20 tons of school supplies, new shoes, and other items. He also encouraged people to visit the OIC website at www.operationiraqichildren.org to make donations.

Six months later, while traveling towards the security area at Amarillo airport, a bulletin board with memos pinned on it stopped me dead in my tracks. The memos were formal letters recognizing some airport employees. It did not just name the employees who had been going over and beyond their normal duties, it described in detail the specific excellent work they were doing. I can imagine that these employees felt really good about themselves, not only being recognized in the arena of fellow employees, but also being recognized by passengers. What a great idea to not only give employees credit for good work, but to communicate the details as broadly as possible. I can imagine how this would enhance employee loyalty, energy, and level of engagement. As a passenger, it made me feel good while I was reading the notes.

Two hours later, I was on my Southwest Airlines flight enjoying some peanuts. I was tired and just wanted to be home and sleeping in my own bed. I happened to pick up the in-flight magazine and there was an article at the beginning of the magazine, written by the Chairman, President, and CEO of Southwest Airways, Gary Kelly. He talked about new years resolutions and also his “evergreen” resolutions, one of which is to give employees the “best place to work”. What a great statement to make to the world. Wouldn’t you want to be a customer of a company that has that culture? A culture that is not “just words” on a piece of paper or on a mission statement, but words you can see in action when you are traveling with them.

As a professional speaker who speaks on “Energizing Workplaces to Power Profits”, the continued upbeat, fun, culture of Southwest Airways keeps me coming back.

The day after my business trip to the Texas Panhandle, I read a CNN article that said the parent company of American Airlines and American Eagle (AMR) had sent three airplanes into Haiti carrying 30,000 pounds of relief supplies for employees, local hospitals, and aid groups. They were planning to send additional supplies once congestion problems at the airport were resolved. The airline was also noted as offering air mile incentives for travelers who donate money to the Red Cross.

Looking back at these recollections, I appreciate what management in the airline business is doing. They are in a highly competitive, challenging business where customers are not always happy. I appreciate that management is striving to look for any way to get a positive message out to employees and to the world. We live in a world where we are inundated with negative information, and I find it as breath of fresh air when a positive streak of light finds its way.

What are the avenues your company or organization could use to get a positive message out to the world?
1. Do you have a newsletter that could be viewed on the company website?
2. Could a hardcopy newsletter be put in the reception area for customers to read?
3. How about creating a blog site that describes great things that are happening in the organization such as:
• Community outreach activities
• Recognition of employee achievements
• Creative ideas that improve working conditions, customer service or the bottom line
4. Bulletin boards that are visible to the public

I would appreciate any feedback or personal stories on communicating positive attributes beyond the workplace. Please use the comments section below, or send me an e-mail at dave@davehillspeaks.com. Let’s help each other succeed.
Thanks,
Dave Hill

Dave’s Public Speaking Website (Bio, Keynotes, Workshops, etc.)
http://www.davehillspeaks.com

Copyright © 2010 Dave Hill Speaks LLC all rights reserved.

Energized Employees Power Your Profits – “Proud of the Company You Work For, and the Industry You Are In”

Dave Hill - Being Proud Of The Industry You Work In

It was August 28th, 2005. Hurricane Katrina was slamming the southern coast of the United States with her destructive effect. It is estimated that more then 1,800 people lost their lives, and that there was in excess of $80 billion dollars in damage. As corporate engineers working out of Dallas, we wondered how our co-workers were coping at our chemical plants in Louisiana, at their homes, or wherever they had evacuated to. Hurricane procedures and plans had been put into effect and safe shutdowns of the processing units had been ongoing way before the hurricane hit, but nothing was to prepare for the social and industrial infrastructure devastation. After the hurricane, the communication channels opened up slowly through satellite phones. High level meetings were being held to get an understanding of the damage levels, the infrastructure capabilities, and the potential to get our chemical plants up and running. It was on one of these conference calls when production capability was being discussed that someone in senior management interrupted the conversation and stated, “Folks, lets focus on helping our employees first.” Those words struck a cord on the conference call. They are words that I will remember.

Since then, there have been other major storms hitting places such as Houston, Texas. I have never experienced the wrath of a hurricane, but I ask people to tell me how they coped in their time of need. I hear stories of our company purchasing a stockpile of electrical generators, storing them, and transporting them to hurricane zones for employee families to use. I hear stories of interest free loans of up to $10,000 to help people repair homes. I hear of supplies of food and fuel which is used to keep employees and their families fed, and also help them get their lives back together. I hear about employees turning up at each other’s homes to help with repairs. I read about huge corporate donations of money helping communities recover.

As an engineer, I deal with my fair share of stress, frustrations, and even occasional annoyance at the company I work for, when things are not going my way. Sometimes I have to mentally “unplug my negativity” and see that progress is being made, and that there are a whole lot of things to be proud of.

This article is about the importance of being proud of the company you work for, why businesses should always look for ways to positively impact the communities and world, and communicate them to all employees.

Some Of The Things That Immediately Come To Mind That Make Me Proud Include:
• The company I work for manufactures chlorine which is used in widespread applications. The year 2008 was the 100th year anniversary of the use of chlorine for treating water. In the early 1900’s, the average life expectancy in the USA was in the range of 49 years, whereas now it is in the range of 75+ years. Chlorine treatment of water has significantly helped increase the lifespan by minimizing the spread of diseases such as typhoid.
• The organization provides rent free corporate office space to a charity cancer research organization.
• They have employees organizing United Way fundraising events with prizes and fun activities. This happens at the corporate and chemical plant level, and encourages all employees to participate.
• They support and help organize blood donation events.
• Upper management recently sent out an e-mail to communicate how an employee who had been trained in CPR by a chemical plant nurse had recently resuscitated someone involved in a swimming pool accident.
• The corporation supports local high schools. They provide interns with the opportunity to get workplace experience.

Why Get People Focused On The Positive Impact Of A Company Or Business?
• The Great Place To Work Institute surveys over 80,000 employees a year to help develop a list of the 100 Best Companies To Work For. When employees from the best companies are asked why they consider their company a great place to work, one of the top 10 responses is “our company has a profound impact which affects the lives of everyone in the world.”
• Employees will tend to be more energized and engaged if they feel that the work that they do is important to the company, and the products or services the company provides are important to the world.
• Recently, I was talking to a woman about great workplaces. She works for a marketing company and was very exuberant when she stated that she loves her job, loves her boss, and loves the company she works for. She then went on to state that if her business was to ask her to sign a lifetime employment contract, she would do it without hesitating! Would your company or business benefit from employees that “fall in love with the company” and are upbeat, energized and loyal?

What Can You Do To Get A Positive Message Out To Your Employees?
• Organize a periodic newsletter that you can include positive stories
• Develop a web page that is used to capture examples
• Use the company e-mail system to communicate
• Encourage employees to share thoughts and stories
• Identify company “champions” to manage submitted information and communicate it

If you have any advice, thoughts, or comments on helping employees develop pride for the company they work for, please use the comments section below, or send me an e-mail at dave@davehillspeaks.com. Let’s help each other succeed.
Thanks,
Dave Hill

Dave’s Public Speaking Website (Bio, Keynotes, Workshops, etc.)
http://www.davehillspeaks.com

Copyright © 2010 Dave Hill Speaks LLC all rights reserved.

Energized Employees Power Your Profits – “Rewards and Recognition – Bringing Workplaces From Good To Great”

Dave Hill - Article on Rewarding and Recognizing Employees

A few weeks ago, my boss walked into my office and told me that I was going to receive an “on the spot award” of $100 for some work I did that was considered to be of great value to the corporation. It made me feel good, and it was used to have a relaxing meal with my family.
I am a great believer in taking everyday workplace activities and looking for opportunities to have fun and make people feel good. Looking back on my 28 year engineering career and my purpose as an engineer, I have come to the conclusion that I have a passion to help people, to create a fun working environment, and to make people laugh.
My job requires me to travel a lot, and to interact with hundreds of people a year. For many years, I have been asking people what exceptional things are going on in their workplaces. In a previous article, I talked about a secretary coming up with the idea of bringing an ice cream truck into a chemical plant as a fun way to get the heat stroke safety message across. In another article, I wrote about a charity organization that has a KUDOS program where employees are making note of fellow employees going over and beyond normal work duties, and is a formal recognition program. These are people that are proactive in taking a workplace from good to great. Let’s look at an example:

I want you to imagine your boss with a $100 check in his hand. You have been working late at night all week and also on the weekend to get a project completed on time. You volunteered to help out and you have been noticed. Your boss takes a thank you card out of a drawer in his desk and takes the elevator up to the executive offices. He walks from office to office and gets thank you signatures after explaining to them what you have done. He takes the check for $100 and inserts it into the card and puts it into an envelope. But he doesn’t send the card to you…he addresses it to your spouse and kids…..with a personal note, thanking the family for the personal time…
Imagine how you feel, your spouse who may have been angry at the company because of the extra household burden, trying to get kids to and from school, sport practices etc., is now feeling more amicable towards the company. The work and family time has not been taken for granted. The spouse might even boast to friends about the achievement and talk positively about the company (think free recruitment). Picture your kids reading the thank you note while holding the $100 check and thinking to themselves, “This is so cool, our parents are important, and now we have enough money to buy all the ice cream in the world!”

If you are a supervisor or manager etc., imagine what value was received from $100, and the price of a thank you card and stamp. Visualize a happy worker who is energized, more productive, and willing to volunteer for future challenges. Taking a workplace from good to great does not always require huge resources- it involves a proactive, creative, and thoughtful touch.

11 Success Strategy for Rewarding Employees
1. Recognize achievements at every opportunity – create a positive workplace culture of reinforcement at all levels of the organization and for all employees (favoritism can erode this initiative and deplete its credibility).
2. If you are recognizing or rewarding someone, for increased effectiveness, tell them the specific behavior or action that they are being rewarded for, and how it made you feel. This applies to the workplace, the community and your family members.
3. Reward in a timely manner and communicate the achievement as widespread as possible. By communicating throughout the organization, you are reinforcing the behaviors and actions that you want others to follow.
4. The specific level of accomplishment and reward size should correlate.
5. Put thought into what types of rewards would be best appreciated by the employee.
6. Brainstorm ways to reward and recognize people in your specific organization. Keep evolving and find and use new ways to make this program effective.
7. Have a competition on how recognition can be taken from good to great (and recognize the people who came up with ideas!).
8. Remember, everyone wants to be appreciated whether they are employees or leaders.
9. The newer generations thrive on recognition and rewards – if you have a high turnover of younger employees this can help stem that flow.
10. Look over your shoulder after you have implemented a successful recognition and reward program and see the increased camaraderie, productivity, loyalty, and employee engagement.
11. Read books such as 1001 Ways to Reward Employees by Bob Nelson; this contains a wealth of ideas, and costs only $10.

If you have any advice, thoughts, or comments on recognizing and rewarding employees, please feel free respond to this blog or send me an e-mail at dave@davehillspeaks.com

Dave’s Public Speaking Website (Bio, Keynotes, Workshops, etc.) www.davehillspeaks.com

Copyright © 2009 Dave Hill Speaks LLC all rights reserved

Empowering Engineers – “Reflections Of An Intern”

Dave Hill - Feedback From an Intern

Feedback from a High School Intern Pursuing a Career in Engineering:
“I have finally settled in here at Texas A&M. I wanted to once again thank you for the amazing and enlightening internship, which has strengthened my drive to pursue a career in engineering. As promised, here is my take on the internship.

One of my favorite parts of the internship was meeting with so many different people in different fields. This really expanded my view on what was really out there and as a senior in high schoo;, being enlightened as to what kind of fields there are other than what you are interning in helps in your decision as to what you want to start in at college. Another part of the internship that I very much enjoyed was the visits to the chemical plant. Before going to the chemical plant, I would hear the title “Process Engineering” and I was very confused, but talking with the engineering project manager about it got me very interested. Also, being able to see another place for chemical engineers and being able to see what is available with a chemical engineering major was something that I was looking for in the internship. I also enjoyed learning the safety side of things. Putting together tox-sheets showed me how much effort goes into safety and how before I took it for granted. Learning about transportation and logistics in a company was also very enlightening. I already had an idea that transportation was complicated, but actually being a part of it showed me how important it is to the company. Though I enjoyed seeing what transportation was about, I wish that I could have had a project with engineering project manager that possibly introduced me a little more to engineering. Other than that, I enjoyed the internship and appreciate that you took four months to help guide this high schooler, while most would accept nothing less than a person with a year of college under his belt.

Once again I would like to take a moment to thank you for everything you have done for me. I will use my experiences with the chemical corporation and your teaching to guide me as I take the leap into college and soon into a career.
Thanks!”.

What can we learn from this?
1) I am proud to work for a company that supports an intern program. It empowers high-schoolers by helping them understand and experience life as an engineer.
2) Some of these interns may have such a good experience that they might end up applying to work for us.
3) I have found out that some of the school districts have formal intern programs where students can apply for an internship. They are accepted on criteria such as grades, career goals, hobbies and an interview with the School District Intern Coordinator. Our interns have come from the Richardson school district in Texas. If they have a positive experience and then decide to work for us, we are potentially getting the cream of the crop.
4) Recently, I discovered that there are high schools with Magnet campuses all over the USA. These are schools that get more focused towards career niches, e.g. The School of Science and Engineering in Dallas school district that has been recognized as among the best public schools in Texas.
5) Being proud of the organization I work for is an important component of what makes my job good. No job is perfect, and there are trade-offs. If an employee is considering jumping ship to work for someone else, this could be one of the factors that convinces him or her to stay – “the other company is offering me more money, but why should I move when the organization I work for makes me feel proud and treats me well?”.
6) The importance of good career choice is clear to me when I look at my coworkers and friends in the community. Some of them are in their 40’s and 50’s and still changing careers; even I have changed careers three times. Some of these people are deeply unhappy, caught in a rut in a working environment that does not fuel their passion- they cannot find a way out. They are handcuffed to pay checks, awaiting benefits to lock in, or feel they are too old to make a change – what a tragedy. This really helps drive home my passion to help young people get it right early on.

What can you do?
1) Set a goal to provide high-schoolers with an internship at your workplace, get the information on how it can be done, and help make it happen
2) If you own a business or can get permission for students to visit your workplace, why not contact schools to see if there is an opportunity for you to provide a real life career day for students that are considering a career in your type of industry
3) Participate in career days at schools
4) Talk to your kids and help them find their passion, listen to them and guide them. Once you start narrowing down the options, make the effort to find out how to get them to visit people in that business and learn the positives and negatives of the jobs. Help them learn what the trade-offs are
5) Give them the knowledge and help them set specific measurable goals to get grades that will make college become a reality. Reward achievement to encourage progress.
6) Before enrolling your kids in a school, take the time to visit the school and talk to the teachers and principal. Find out what challenges the school faces so you are well aware of the success potential. We live in a world of choices; make the effort to make good educated ones.

If you have any advice, thoughts, stories or comments on this subject, please feel free respond to this blog or send me an e-mail at dave@davehillspeaks.com

Dave’s Public Speaking Website (Bio – Keynotes – Workshops etc.) www.davehillspeaks.com

Copyright © 2009 Dave Hill Speaks LLC all rights reserved

The Empowered Engineer – Finding Your Career Goal

Dave Hill - Starting Up A 30,000 Horse Power Ship Engine

I have had an interesting, colorful, and prosperous career as an engineer. Very little has been planned in my life; however, I have been very lucky that I have nearly always stumbled in the right direction, allowing my career to blossom.
I grew up in small towns in Ireland, and career guidance was non-existent. Even when I went to a boarding school, there was nothing in place to steer me in any one direction. Fate was a major factor. We now live in a world where career guidance is a lot more accessible, career days at school and research on the internet opens up doors of understanding. At an early age, engineers show the signs of technical inclination, but when reaching a point where they choose a specific type of engineering to pursue, there appears to be some randomness. My conversations with up and coming engineers indicates the initial choice may be “what sounds cool”. In other words, young engineers may not get it right the first time. Stumbling around to find one’s way to a fulfilling career is still the norm.

Dave Hill - Chief Engineer Officer

Looking back into my past, I remember living in a small town in Ireland called Rathdowney. There was a one room schoolhouse where the teacher taught all grades, and whose first task in the morning was to light the coal fire to keep the room warm. The schoolhouse had outside shack-like toilets. Fast forward a couple of years, and I am studying at an engineering college in Glasgow, Scotland, and I had been sponsored by a British shipping company called the Bank Line, and they were paying for all college fees, accommodation, food and even travel back to Ireland for vacation. On top of that, they paid me a small wage. At the age of 20, I flew out to Bombay, India, as an engineer cadet on a cargo ship. About eight years later, I was wearing four gold and purple stripes on the cuffs of my engineering officer uniform, indicating that not only had I reached the top qualification as a chief engineer officer, I was also working at that rank. By the time I was 25 years old, I had traveled around the world seven times, and by the time I finished this 14 year career, I had been to 75 countries. This career ended literally the day I got married. Four years earlier, I had met a Canadian girl in Darwin, Australia, while we were both working on a square rig sailing ship. I was on the sail training ship for a year traveling from Australia to the Caribbean via the Indian Ocean, around South Africa and up the South Atlantic. When I moved to Canada, I transitioned into a career as a machinery loss prevention specialist for the property insurance industry and stayed at that for 6 years. That career transitioned into a Corporate Principal Risk Engineer Career in Dallas, Texas, working for a chemical corporation.
While working for the chemical corporation in Dallas, the company would sponsor high school kids to come to our department as interns. They were high school kids who were just getting the inkling of wanting to become an engineer, and my company was providing them with a unique opportunity to explore this further. It fascinated me to learn that when I asked the question, “Why did you choose to become an engineer and what prompted you to decide to pursue a certain type of engineering?”, the frequent answer I got was, “I was good at math and science and my teacher suggested that I become an engineer. The reason I chose a particular specialty in engineering was because it sounded cool!!!” Based on this feedback, it looks like career choice still has some “randomness” and there is still a need for stepping stones to allow young engineers to stumble in the right direction. At my kid’s middle school, I do keynote speeches to educate the students on success strategies, and do educational sessions to help them decide if an engineering career would be a good fit or not. I talk about how I had continuously built my foundation with a passion for learning, and this had allowed me to change careers and each time reaching greater fulfillment.
.

TEN THINGS YOUNG ENGINEERS CAN DO TO GET NOTICED AND PROMOTED
1) Understand your passions and find a career that might be a good fit
2) Choose a job that will be valued by the organization (you will lose energy if you do not have this vital component)
3) Develop a passion to learn, expand your knowledge and skill set to the limit
4) Use you time well, pursue a routine of learning by listening to personal and professional development material while exercising or driving to and from work. Develop skills in communication, negotiation, conflict management, listening, management, leadership and presentation skills etc.
5) Find a career where a company recognizes and supports the importance of professional and personal development (ask if they have an audio library etc.)
6) Supercharge your learning ability by having mentors. Many experienced engineers are thrilled to be asked to help someone out by sharing knowledge and experiences (ask!).
7) Find a company that will provide you with a structured career path
8) Ask for uncompromised honest feedback during performance reviews
9) Develop a positive “can do” attitude. Volunteer, volunteer, volunteer – get yourself noticed.
10) As your career progresses, determine what aspects of your job excite and energize you and what aspects you dislike. Develop a plan to move your career in a direction where you do more of what you like and less of what you dislike.

Dave Hill - Principal Risk Engineer

If you have any advice, thoughts, or comments on this subject, please feel free respond to this blog or send me an e-mail at dave@davehillspeaks.com

Dave’s Public Speaking Website (Bio – Keynotes – Workshops etc.) www.davehillspeaks.com

Copyright © 2009 Dave Hill Speaks LLC all rights reserved

The Exceptional Workplace – “Superhero Leadership”

Dave Hill - Thoughts On Superhero Leadership

In a world where the media inundates us with negative news, it was a breath of fresh air recently to read a CNN article on the Top 10 Heroes of 2009 (http://www.cnn.com/SPECIALS/cnn.heroes/archive09/index.html). If there is one thing that energizes me, it is ordinary people doing extraordinary things. Here is a brief look at a few of the 2009 contenders for the CNN annual search for individuals changing the world.
1) A New York City school bus driver who has handed out 70,000 free meals in his mobile soup kitchen
2) A bartender who has brought a sustainable clean water system to 25,000 people in 5 countries
3) A contractor in Iraq who has distributed nearly 650 free wheelchairs to children in need.

Imagine how proud you would feel if one of these incredible people was your manager or a coworker. Reading this article immediately had me reflecting on two people from my past. They were my bosses for several years (at different times) when they held a management role in the corporate office. One is now a successful consultant and also finds the time out of his busy schedule to give back to the community. He, his wife, and some friends cook up hot dogs and buns and drive to the street corners where underprivileged people looking for on-the-spot work gather. He delivers the food at lunchtime, knowing that the people remaining have not been able to get work that day. He also takes the time to mentor a low income family. The other boss not only has an infectious positive attitude, he also gives back to the world, he has had exchange students in his house over the years, and he also has mentored low income kids to help guide them towards success. These are just a sample of the things they volunteer to do.

Why is this important to me? In my job as a risk engineer, I am continuously challenged in my quest to prevent low probability accidents. Over a 12 year period, there have been times when I have felt that my job was not valued, and that I should seek out a more satisfying job. I want to share the importance of having managers that are good human beings and good leaders, whether in the workplace or in the community.

After working as an engineer for nearly 30 years in three different careers, I learned a long time ago that there is no perfect job. Every job has its trade-off’s. You can have an excellent job (e.g. it makes you feel important, it challenges you, it provides opportunities for advancement, it provides opportunities for ongoing personal and professional development etc.), but you have a boss that is less than perfect (e.g. lack of trust, compromised ethics, questionable values, treats you like an employee rather than a human being etc.). You can have an excellent boss (e.g. impeccable ethics, goes to bat for you, looks after your promotion and pay raises, is a good human being, inspires you, has a positive attitude), but a less than perfect job (e.g. you feel that the job is not important to the company, you do not feel energized, you do not spend enough time with your family etc.). Everyone can relate to job trade-offs, and this becomes extremely relevant when companies are focused on creating a culture that minimizes the turnover of valued employees.

When companies are hiring or promoting people into a management position, it is important that the people being recruited or promoted have the right skills, the right attitude, exceptional management skills and are decent human beings. A badly placed manager can cause a significant erosion of profits if your valued employees start to head out the door and go work for the competition.

Some Traits of Exceptional Managers That Can Drive Loyalty:
1) Exceptional communicators trained in skills such as negotiation, listening, and conflict management.
2) Inherent positive attitude
3) Impeccable ethics and can be trusted
4) Open door policy where direct reports can discuss problems and get guidance (one of the bosses above once told me that part of his job was to remove hurdles so I could be successful)
5) Invites feedback and direct reports can speak openly and frankly
6) Strong healthy sense of humor and encourages levity
7) Communicates frequently
8) Have value for work-home balance
9) Treats workers as human beings rather than “just employees”
10) Recognizes and rewards direct reports at every opportunity
11) Coaches and mentors
12) Leads by example
13) Encourages the type of risk taking that will advance the company
14) Exhibiting the character traits of heroes

10 Traits of Managers That Will Drive Your Employees to the Competition
1) Micro-management
2) Withholding information that affects direct reports
3) Cannot be trusted
4) Lack of respect for direct reports
5) Indecisive
6) Sarcastic (covert negativity) sense of humor
7) Lack of communication
8) Leads by fear
9) Manipulative
10) Does not tolerate mistakes

Dave’s Public Speaking Website (Bio – Keynotes – Workshops etc.) www.davehillspeaks.com

Copyright © 2009 Dave Hill Speaks LLC all rights reserved