EMPLOYEE OWNERSHIP. BROUGHT TO LIFE.
Unlocking Ownership
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Energizing Audiences
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Shifting Mindsets
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Unlocking Ownership | Energizing Audiences | Shifting Mindsets |
SHARED OWNERSHIP. EVERYDAY IMPACT.
“THE SIMPLICITY OF THE OWNERSHIP LANGUAGE IS SOMETHING WE HAVE ADOPTED.”
Todd Layne | Davis H. Elliot Company
Employee ownership creates a remarkable opportunity. Greg Hawks brings it to life.
A financial stake connects people to their company’s future. An ownership mindset shapes how they contribute, collaborate and care for the whole business every day.
Greg partners with employee-owned companies including Davis H. Elliot, Johnny’s Pizza and HRG to bring ownership to life through stories, humor and practical language that sticks.
As the bestselling author of Act Like an Owner, Greg equips leaders and teams with memorable ideas they can carry from the event into their work, relationships and decisions.
THE ESOP OWNERSHIP CULTURE BLUEPRINT
Employee ownership creates a stake in the future. This executive summary explores how leaders and employee-owners can bring that ownership to life through everyday choices, stronger relationships and meaningful contribution.
An executive summary for employee-owned company leaders.
Drawing from Greg’s book, Act Like an Owner, the Blueprint gives leadership teams and ownership committees a starting point for conversations about initiative, trust and thinking Whole House.
OWNERSHIP THAT SHOWS UP EVERY DAY
Employee ownership creates a shared stake. Greg helps people connect that opportunity to the choices they make at work.
GREATER INITIATIVE
Employee-owners see a need, make meaningful commitments and follow through.
STRONGER COLLABORATION
Teams invite ideas, build trust and create lasting value across roles and shifts.
A SHARED LANGUAGE THAT LASTS
Greg’s Owners, Renters and Vandals framework gives teams memorable language for the mindsets and choices that shape their company.
FIVE UNLOCKS. ONE OWNERSHIP CULTURE.
Five practical choices help employee-owners turn a shared stake into everyday contribution.
01 / RISK BOLD COMMITMENTS
Step forward with a meaningful commitment, a useful idea or a willingness to lead.
02 / ACTIVATE LASTING VALUE
Use words and actions that recognize contributions and create value for colleagues and customers.
03 / REACH FOR RESPONSIBILITY
See what needs attention, take initiative and follow through.
04 / WIDEN THE CIRCLE
Invite ideas, strengthen relationships and include people across roles, shifts and locations.
05 / THINK WHOLE HOUSE
Look beyond your own role and make choices that support the whole company and its future.
YOUR PEOPLE. YOUR COMPANY. YOUR MOMENT.
Before the event, Greg works with your team to understand your employee-owners, your culture and what you want this gathering to accomplish.
UNDERSTAND THE ROOM
From the frontline to leadership, every audience brings its own experience of employee ownership.
CONNECT TO YOUR COMPANY
Greg connects his message to your people, your ownership journey and the future you are building together.
DESIGN FOR WHAT FOLLOWS
Give your team language and practical ideas they can bring into conversations, decisions and daily work.
KEEP THE OWNERSHIP CONVERSATION GOING
Bring Act Like an Owner to your event so employee-owners can revisit the Five Unlocks with their teams.
EMPLOYEE OWNERSHIP IN ACTION.
Greg has brought the ownership conversation to employee-owned companies including:
DAVIS H. ELLIOT COMPANIES
JOHNNY’S PIZZA
HRG
Across industries and roles, the opportunity is the same: connect a shared financial stake to the choices that build a stronger company.
FEATURED KEYNOTE
Unlock an Ownership Culture
An energizing keynote that connects employee ownership to the choices people make every day.
Every workplace is shaped by three competing mindsets:
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2
3
Owners take responsibility, see the big picture, take initiative, and make bold commitments.
Renters do a good job—but only enough to get by.
Vandals actively work against progress.
Greg introduces the Five Unlocks and gives employee-owners shared language for initiative, trust and contribution across the whole company.
What could change if every employee-owner brought an ownership mindset to their work, their team and the future they share?