To ESCAPE the CURSE of commoditization, a COMPANY has to be a game-changer, and that requires EMPLOYEES who are PROACTIVE, inventive and zealous.

The REAL damper on employee engagement is the soggy, cold BLANKET of centralized authority. In most companies, power cascades downwards from the CEO. Not only are employees disenfranchised from most policy DECISIONS, they LACK EVEN the power to rebel against egocentric and tyrannical supervisors.

I am honored to have the opportunity to LEAD the extraordinary 23,000 EMPLOYEES of PG&E and to support their EFFORTS to safely SERVE 16 million Californians.

There's ALWAYS more employers can do to PROTECT their EMPLOYEES.

CEOs can talk and blab each DAY about culture, but the employees all know who the JERKS are. They could NAME the jerks for you. It's just CULTURAL. People just don't want to do it.

We are going to UNITE this people. We will unite whites and blacks, homosexuals and heterosexuals... We will unite bosses and employees, and we won't PLANT the seed of discord between them.

We FOUND that when PEOPLE put this ISSUE on the table, it turns out that men acknowledge the issue, and employers and EMPLOYEES can work out solutions just as working MOTHERS do.

When EMPLOYEES are HAPPY, they are your very BEST ambassadors.

I GET to DEAL with presidents and PRIME ministers and - and employees from tellers on up. And I love it.

Your COMPANY is a PRODUCT. Who are its customers? Your EMPLOYEES, who use it to do their JOBS.

Give your employees a SHOT at showing the company a new way, and PROVIDE the ROOM for them to chalk up a few small victories. Once they've proved that their idea can WORK on a limited basis, they can begin to scale it up.

For those that fear being TAKEN advantage of by people working from HOME or on flexible schedules, I can SAY my experience is quite the OPPOSITE. Employees are so appreciative of these accommodations that they outperform their coworkers and are less likely to be poached by the competition.

One's ABILITY to enter into thousands of lawsuits as a tool for success, or to use bankruptcy to avoid paying your former employees and vendors, have LITTLE RELEVANCE when trying to create good GOVERNMENT.

When the TSA was established, it was never envisioned that it would become a HUGE, unwieldy BUREAUCRACY which was soon to grow to 67,000 employees. As TSA has GROWN larger, more impersonal, and administratively top-heavy, I believe it is important that airports across the country consider utilizing the opt-out provision provided by LAW.