Triple Bottom Line

Sustainability CELEBRATION!!

The Greater Portland Sustainability Education Network (GPSEN) is a growing network of regional educators, students, non-profits, political and industry leaders, and community members collaborating to promote sustainability education in the Portland Metro region, including Washington, Clackamas and Multnomah Counties in Oregon and Clark County in Washington.

To learn more about GPSEN click on

GPSEN has been acknowledged as a Regional Center of Expertise (RCE) on education for sustainable development by the United Nations University Institute for the Advanced Studies of Sustainability! And it’s time to have our official kick-off party!

CELEBRATE!! Please JOIN US to help celebrate GPSEN’s Launch and World Environment Day and honor our region as we work towards a sustainable future:

Wednesday, June 4, 2014
5:30 – 8:30pm
World Forestry Center, Miller Hall
4033 SW Canyon Rd. Portland

To learn more about the celebration or register please click on

Sustainably Yours,

Greg Sievers

A Living Business

A living business financially outperforms traditional businesses 2 to 1. It is organic by design, so it will thrive for the long term. With this design,

· The best and brightest will clamor to work at the company

· The best customers and suppliers will want to partner with the company

· The community will actively support the company

· The risk of adverse legal action is minimized

This same approach works for other organizations as well, including non-profits, government agencies, and universities.

We can create a lunch and learn, a ½ day, or a full-day workshop. You will leave this workshop with a blueprint of a living business, and ideas about first steps you can take to help your company become a living business.

Interested? I’d love to hear from you.

Gary Langenwalter


Secret Sauce of Employee Engagement

One of my clients in rural Massachusetts wanted a team of mid-level managers and professionals to work nights and weekends to implement its new computer system. This caused the team members to miss their kids’ soccer games and other special family times. When the system was successfully implemented, the owner planned to pay for the new system by laying off half the team. The company was too far from any major population center for the laid off employees to commute to any new jobs, and the company was the only employer in town, so houses were worth almost nothing and could not be easily sold. Not so surprisingly, the software never met its goals, so the owner was not able to lay off any of the team.

The problem with employee engagement, as it is commonly viewed, is this: it’s all company-centric. Companies use every tool and technique in the book to try to engage their employees into enhancing the company’s well-being.

This also used to be true of how companies treated customers – customers were supposed to buy what the company wanted them to buy. However, companies finally learned that customers will buy what they want to buy, so companies have gotten much better at listening to their customers, so they can sell what the customers want. However, companies have not yet realized that they can do the same with their employees – that they can ask their employees what they really want, and help them get it.

In my consulting on 4 continents, I have found that there is a common thread the grounds what most people want: they want a good life for their children and their grandchildren. If that is the case in your organization, the question that would truly engage employees would look like this: “How can we use our products and services to help make the world a better play for our children and their children?”

Do you agree? Disagree? I would welcome feedback and pushback. I learned a long time ago that I only learn when somebody disagrees. My e-mail is  Hope to hear from you.