Live Chat on The High Cost of Doing Nothing

Join The Ken Blanchard Companies’ Kathy Cuff and David Witt for a live, online chat today at 10:05 a.m. Pacific Time. Cuff and Witt will be answering questions immediately after their webinar on The High Cost of Doing Nothing: Quantifying the Impact of Leadership on the Bottom Line.  Cuff and Witt will be exploring how leadership impacts employee productivity, turnover, and customer satisfaction levels. The webinar is free and is a part of The Ken Blanchard Companies monthly webinar series co-sponsored with Cisco Webex.

To participate in the online discussion, stop by  beginning at 10:05 a.m. Pacific Time.

Instructions for Participating in the Online Chat

If you have a question that you would like to ask Kathy Cuff or David Witt, just click on the COMMENTS link above.  Then post your question and push SUBMIT COMMENT.  Kathy and Dave will answer as many questions as possible during the 30-minute online Q&A.  (Be sure to press F5 to refresh your screen occasionally to see the latest responses.)

If you can’t stay for the entire 30-minute chat, but would like to see all of the questions and responses, you can always stop by later.  You can also click on the RSS FEED button in the right-hand column to receive updates automatically through email.

14 thoughts on “Live Chat on The High Cost of Doing Nothing

  1. I had asked another question that you didn’t have time to get to. Can either of you give specific examples of how companies have actually improved productivity, reduced turnover, or improve cust service and have had this tangible bottom line impact?

    • Hi Ken,
      Thanks for asking about this. Yes, we have some documented work with several clients showing the impact that better leadership practices have had in each of those areas. The references are included in the white paper. I can also send you more detailed information. Just send me a request at

    • Hi Ken. thanks for your questions. Two things I would suggest. First, have your top management go to the website (or you do it for them!) and fill in the numbers to see the actual numbers of the cost of doing nothing. In simple terms, you need to not only point out the “problem” but also the impact that it is having. A lot of times what happens, if top management doesn’t feel or see the impact that turnover, low morale, etc is having within the organizations, they don’t see it as a problem, only as YOUR problem. They have to feel the pain in order to do something about it!

      • I’ve presented similar data, actually, just focussed on the turnover issue. I calculated the costs, based on the impact of losing just the high performers over the past five years. They nodded their heads in agreement and dismay, and have done nothing with it since. Any suggestions on next steps I might take to prompt their commitment to taking my recommended actions (leadership development, including them; ah, there’s the rub!) 😉

        • so, maybe try comparing the average performer’s productivity to the high performer’s, and try to get them to see the difference in output, increase productivity and revenue generated. Now, try to identify for them what is contributing to the difference between the high performers and the low performers. Usually, what will show up is higher skills, better relationship with their leader, the mananger’s leadership skills, higher customer satisfaction, etc. Have you ever done an internal customer survey asking things about the leadership in your organization? This may open their eyes!!! it sounds like you are on top of it, let’s try to get them on board! GOod luck!

    • The article is entitled, The Employee Customer Profit Chain at Sears and it was published in the Harvard Business Review in 1998. I’m not sure which month. You can find it online at

      • Hi Mark. you may also want to go to our website and look under the research section and look up another white paper that some of our colleagues have written called the Leadership Profit Chain which will give you additional information on this subject. Really good stuff!

  2. Thanks again for all of those who attended today. Dave and I hope that we gave you some ideas to take back and start discussions within your organization to be proactive in retaining employees, encreasing morale and productivity and developing the future leaders in your organization.

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