Stallard, Michael L. 1959- (Michael Lee Stallard)

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Stallard, Michael L. 1959- (Michael Lee Stallard)


Born November 11, 1959, in Rockford, IL; son of Robert Stallard and Dorothy Deskins Hufstedler; married Katharine Price (a homemaker), October 4, 1986; children: Sarah Katharine and Elizabeth Price. Ethnicity: "Caucasian." Education: Illinois State University, B.S., 1981; University of Texas of the Permian Basin, M.B.A., 1983; DePaul University, J.D., 1990. Politics: Independent. Religion: Protestant.


Home—Greenwich, CT. Office—E Pluribus Partners, 104 Brookside Dr., 2nd Fl., Greenwich, CT 06831-5345. Agent—Lee Hough, Alive Communications, 7680 Goddard St., Ste. 200, Colorado Springs, CO 80920. E-mail—[email protected].


Strategist and marketer. Admitted to Illinois bar, 1991; Van Kampen Investments, Lisle, IL, SVP, director of business and product development, 1993-98; Morgan Stanley, New York, NY, principal, chief marketing officer, private wealth management group, 1998-2001; Charles Schwab/U.S. Trust, New York, NY, managing director, chief marketing officer, 2001-02; Citigroup Private Bank, New York, NY, managing director, head of U.S. marketing, 2006-07; E Pluribus Partners, Greenwich, CT, cofounder and president, 2002—.


(Contributor) What Managers Say, What Employees Hear, edited by Regina Fazio Maruca, Praeger (Westport, CT), 2006.

(With Carolyn Dewing-Hommes and Jason Pankau) Fired Up or Burned Out: How to Reignite Your Team's Passion, Creativity, and Productivity, Thomas Nelson (Nashville, TN), 2007.

Also author of the blog Michael Lee Stallard.


Michael L. Stallard is an American strategist and marketer. After Stallard earned a legal degree from DePaul University in 1990, he began working in executive-level positions for financial organizations, mostly on Wall Street. There he observed how different companies achieved more than others based on the mood and emotional states of their employees. Stallard, wondering what company environment was best suited for him, started his own think-tank, E Pluribus Partners, in order to find the answer to this and to raise overall productivity in companies through his research.

Writing with Carolyn Dewing-Hommes and Jason Pankau, Stallard published Fired Up or Burned Out: How to Reignite Your Team's Passion, Creativity, and Productivity in 2007. In the book Stallard examines how personal creativity, happiness in the office, passion, and productivity are all interconnected factors in determining whether an organization can perform at peak capacity through its employees. He takes a new approach to work culture by introducing the concept of connection cultures. Stallard charges those in the organizational leadership positions to foster an environment of productivity and passion, where the employees are not simply doing their job to get by, but are thriving at their jobs. To do this, he claims, managers must focus on maintaining six key needs, including respect, belonging, recognition, meaning, autonomy, and personal growth.

Dwayne Melancon, writing on the Genuine Curiosity Web site, called the book's concepts "sound," and added: "The reason I liked it so much is that it contains a lot of stories that help illustrate how the concepts work in real life." Melancon concluded: "I truly enjoyed this book, and I think you will, too. If you or someone you know wants to improve the leadership and effectiveness within your organization, this book is a great resource." Thomas M. Loarie, writing in the Catholic Business Journal, remarked that, for whoever finds it important, this book "is based on sound Christian values." Loarie found the discussion of "voice" in the book to be both "interesting and refreshing." Loarie also stated that the book "is an excellent read for those who lead, those who want to lead, and even for those who do not lead. We all need to avoid the traps that lead to failure, disillusionment, and darkness. Fired Up or Burned Out provides a practical way to avoid these traps and to live a full, productive life."

Michael Stallard told CA: "After observing different work cultures and leadership styles, I came to believe that the ‘connection culture’ I write about helps individuals and organizations thrive for a sustained period of time. My research also shows how great leaders throughout history created connection cultures that united a group of people to accomplish something great. This includes leaders of nations such as George Washington, leaders of businesses such as Howard Schulz of Starbucks, leaders of sports teams such as John Wooden of UCLA basketball, and leaders of social sector organizations such as Frances Hesselbein of the Girl Scouts of the USA."



Catholic Business Journal, September 15, 2007, Thomas M. Loarie, review of Fired Up or Burned Out: How to Reignite Your Team's Passion, Creativity, and Productivity.

Greenwich Post (Greenwich, CT), September 6, 2007, Sara Poirier, review of Fired Up or Burned Out.

Reference & Research Book News, February, 2007, review of What Managers Say, What Employees Hear.


E Pluribus Partners, (February 7, 2008), author profile.

Fired Up or Burned Out Web site, (January 15, 2008), author profile.

Genuine Curiosity, (November 28, 2007), Dwayne Melancon, review of Fired Up or Burned Out.