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Q&A with Greg Burge, CSAP, on ASAP's Leadership 500 Excellence Award from

Posted By Administration, Friday, June 20, 2014
Originally posted on 4/29/2014

This past month the Association of Strategic Alliance Professionals was honored by a Leadership 500 Excellence award from Leadership Excellence and ASAP was ranked number six among non-profit organizations that were so honored. The awards were presented at the Leadership Excellence Forum held on April 9 in Vail, Colorado, USA.

There were separate awards for small, midsize, large and international companies, non-profits, educational institutions, and government/military, and also for small, midsize, large, and international leadership partners and providers. Winners were chosen through a review of applications together with a vote by users of the leadership program.

For 30 years Leadership Excellence has been providing solutions to the challenges that leaders face every day. A year ago and Leadership Excellence merged so as to enhance their leadership development resources and tools, and now serve a combined audience of over 350,000 individuals and organizations throughout the world. Together they provide solutions from leaders, consultants, and trainers, plus development guides, plans, and additional tools designed to turn those solutions into a working action plan.

ASAP member Greg Burge, CSAP, attended the conference and received the award on behalf of ASAP. ASAP Media caught up with Greg to ask him a few questions:

ASAP Media: What was your experience attending the awards ceremony? What did you learn?

Greg Burge: I was surprised at how competitive leadership development programs are across HR teams. What I learned was that leadership development programs have no vertical industry boundaries between sectors. For example, I met a food industry wholesaler in fresh strawberries in alliance with a manager from one of the supplier farms in Mexico, a blending of leadership development and partnering in the food industry. I was not expecting that.

Why did honor ASAP? What do you think was most compelling about ASAP from’s point of view?

GB: recognized that their Human Capital Management (HCM) software companies were sorely lacking in working together for the customer's benefit. Deb McGrath ('s CEO) asked our Silicon Valley chapter to assist them with's First Annual HCM Partnership Conference earlier this year. Norma Watenpaugh, CSAP, and I worked on the two-day agenda and supplied the speakers/panelists for the conference. Because of the enthusiasm and feedback of that conference's audience, ASAP was included in the award nominations at the Leadership Excellence Forum, and made the Top Ten Finalists.

Why should ASAP members pay attention to the human resources community? How would you suggest that ASAP members make use of

GB: Following the HCM Partnership Conference, one of the executives from the firm Acrede met with and finalized a $2M+ order with Successfactors, an SAP company. The opportunity was there, yet it required a dose of ASAP's best-practices education and real-life examples to begin collaborating and to finally reach agreement. HR departments everywhere struggle with the question, "How well-equipped are leaders to succeed in this new environment, and what are organizations doing—or failing to do—to prepare them?" If you are a professional I suggest asking an HR contact of yours about their perspective on leadership development programs. Not only will they appreciate your interest, my sense is that programs could use some skill-building on managing and succeeding with alliances, channels and key partnerships. And please don't forget that ASAP is in your corner to help.

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