Executive Briefings: The Progressive Policy Institute: Focusing on Growth and Innovation for the Future

The C-Suite is a vast audience of leaders who all have a little extra insight into their industry and the current business world. I sit down with these leaders to give them the opportunity to share that insight and give a glimpse to their personal stories as a business leader. I recently had the opportunity to interview Dr. Michael Mandel.  Dr. Mandel is the chief economic strategist at the Progressive Policy Institute in Washington.

 

What is the Progressive Policy Institute? What do you do?

We are a Washington-based think tank research institute. We are pro-growth, pro-market, and pro-trade. There are exceedingly partisan views in Washington, however we believe most people want something in the center that is about growth and innovation and the future. That is what we focus on.

 

Business owners are concerned about innovation.  How does regulatory policy impact innovation?

Regulatory accumulation has actually had a negative effect on productivity and innovation over the last 10 or 15 years.  Democrats and Republicans have continued to layer on regulations without worrying about their impact on businesses.

As an example, manufacturing companies are hit by an enormous amount of regulations. Eventually, people develop a compliance mentality that makes it difficult for them to innovate.

Regulations get passed and they become outmoded, obsolete, and overlap new ones.  We are suggesting a regulatory improvement commission that would have that power to propose a package of regulations to eliminate or to improve upon existing regulations.

 

What do you see happening with the modification of the banking regulations that helped free this market up for small businesses to get out of this strangulation hold they’re in?

The first thing that needs to be done is to accelerate the rate at which the SEC approves the regulations which allow small businesses to raise money.

We, as pragmatic progressives who believe in growth and innovation in the market, see that this movement in regulation has not brought about what was expected. We want to be able to pare away and then improve the system, and do this in a way that enables small businesses to raise money and allows bigger businesses access to the capital they need without putting the economy at risk.

 

What are your thoughts relating to the long-term economic impact in the areas of tech?

I think that tech is moving into the internet of things and we are headed for another burst. Right now, tech in the U.S. has only transformed about 20 percent of the economy. It has not transformed manufacturing. It has not transformed health care yet. It has not transformed transportation and the physical industries.  Because of this, we may see the rise of new tech giants that are on the interface between tech and manufacturing, on the interface between tech and health care.

 

If industrial technology is the next wave, it will certainly reshape manufacturing. Will that be a positive thing? Will we see improvement in the manufacturing world?

It’s going to be a positive thing because as we will see gains in productivity, we’re actually seeing real gains in productivity, real drops in cost that will have the effect of helping people’s living standards and bringing jobs back, although they will be very different types of jobs than we are used to seeing in the manufacturing industry.

What has happened over the last few years is that productivity growth in manufacturing, what we call multi-factor productivity growth, has not been strong. It has been negative in a lot of industries. We have seen relative growth in prices for a lot of manufactured goods, especially ones that are made in the U.S. We need great amounts of investment in technology in the U.S.  We need a big leap forward in manufacturing.

Over the last 10 years the two biggest technological innovations were the smart phone and factory tech.  In 2006, nobody could have predicted this.

I believe we will see the same type of innovations… things will look very different than they do now.

See our article on Huffington Post.

Executive Briefings: Mainz Solutions, Disrupting the Recruiting Industry

The C-Suite is a vast audience of leaders who all have a little extra insight into their industry and the current business world. I sit down with these leaders to give them the opportunity to share that insight and give a glimpse to their personal stories as a business leader. I recently had the opportunity to interview Michael Bekiarian, CEO of Mainz Solutions.

 

One of the top 3 issues C-Suite leaders face is finding and keeping the best talent.  How does Mainz Solutions solve this problem?

Our philosophy at Mainz is to look at candidates from a 3-D perspective, not just the two dimensional perspective they represent on a resume or CV. We delve deeper into how they represent themselves collectively and marry up to the business culture.

 

Do organizations really know what their cultures are?

Often times work environment is confused with culture. When we talk about culture, we’re really talking about the level of engagement expected from our employees and team members, and how it is measured? When employees leave an organization it is usually because there is lack of understanding of what represents a job well done.

 

What are the difficulties associated with the recruiting process?

The recruiting process is a numbers game. The difficulties lie in attracting and engaging the top talent. We work as an extension of an HR department. Our customers tap into all of our recruiters, assessment technologies, video interviewing platform, job boards, candidate portals.

 

Most recruiting follows a traditional path, but Mainz Solutions has taken a different approach. What is your approach to recruiting and why is it different?

While we work within the recruiting industry, we don’t necessarily view ourselves as recruiters. We are more like matchmakers. Mainz Solutions goes beyond posting jobs and collecting resumes which is a 2 dimensional model that has been around for decades and gives limited insight. Retention is a factor of cultural fit and therefore we utilize technology to find the best candidates. These include video interviews, demographic studies, and cultural assessments of an organization’s internal culture.

 

How can companies ensure they retain good employees?

For organizations that have a retention problem, it is necessary to understand the culture of the organization. It is a communication plan and proper understanding of expectations within the organization. It is imperative to understand the corporate culture, both perceived and real, and to make certain that your employees are performing within the vision of the business. An acceptable culture that resonates throughout the organization creates a productive, happy, and engaged employee.

 

 

This article and more available on Huffington Post.

 

C-Suite Radio Adds 20 New Podcasts

C-Suite Radio will add more than 20 New Business Podcast Programs — New Premium Content for Business Leaders

 

New York, NY, February 1, 2017C-Suite Radio, the premier source for the world’s leading business podcasts for c-suite leaders, business executives, and entrepreneurs, announced an expansion of its radio platform by adding more than 20 new programs to its 2017 lineup, making C-Suite Radio the first business only podcast network.

 

Featuring premium content from top thought leaders, designed to increase knowledge, deepen understanding, and build skills to enhance listeners’ personal and professional lives.  Shows have been selected to be part of C-Suite Radio by an editorial review team and will be categorized by Headliner, Feature, and Showcase, based on show exclusivity, quality, and more.

 

“As a sought after educational platform for executives, we’re thrilled to be expanding C-Suite Radio and growing our library of content,” said C-Suite Network Chairman Jeffrey Hayzlett. “Each of the shows and their hosts are very talented and provide top notch business content that will be an asset to our audience.”

 

The following shows will join C-Suite Radio this year:

• Absolute Advantage hosted by Kelly Hatfield

• Accelerate hosted by Andy Paul

• All Business with Jeffrey Hayzlett

• Amazing Business Radio hosted by Shep Hyken

• The Avanti Entrepreneur Podcast hosted by David Mammano

• The Bell hosted by Adam Johnson

• Bizcast hosted by Kevin Craine

• The Bob Pritchard Show

• Business Builders hosted by Marty Wolff

• Business Matters hosted by Thomas White

• Businesses that Care hosted by Julie Ann Sulivan

• Conversations with Phil hosted by Phil Gerbyshak

• Crack the Customer Code hosted by Adam Toporek and Jeannie Walters

• The Female Insight Zone hosted by Maribeth Kuzmeski

• Marketing Today hosted by Alan Hart

• The Maximum Impact Podcast hosted by Allan Isfan

• Mere Mortals Unite hosted by Julie Ann Sullivan

• Mind Your Business hosted by Yitzchok Saftlas

• Nice Guys on Business hosted by Doug Sandler

• On the Schmooze hosted by Robbie Samuels

• SaaS Insider hosted by Shira Abel

• The TalentGrow Show hosted by Halelly Azulay

• The Top 1% Sellers Factory Podcast hosted by Ash Seddeek

• Uncopyable Ramblings hosted by Steve Miller

• Up or Out with Connie hosted by Connie Pheiff

 

Business radio hosts can submit their program to C-Suite Radio for review. Please visit the contact page at www.c-suiteradio.com.

 


About C-Suite Radio:

C-Suite Radio is the premier source of the world’s leading business podcasts for C-Suite leaders and business executives, featuring shows covering a range of topics, including sales, marketing, leadership, social media, finance, and management. C-Suite Radio features premium content from top thought leaders, designed to increase knowledge, deepen understanding, and build skills to enhance listeners’ personal and professional lives. Visit C-Suite Radio online and follow them on Facebook and Twitter.

 

For more information, visit http://www.c-suiteradio.com.

The Neurochemistry of Power Conversations

Leaders Who Activate Trust
By: Judith E. Glaser MS, MA, Marcia Ruben, Ph.D., Sandra Foster, Ph.D., & Debra Pearce-McCall, Ph.D.

 

Executive Summary

This distinctive blog post highlights the actions a boss can choose to directly impact their own neurochemistry, behaviors and expressions that promote a climate of trust and encourage co-creation among the team. The reader will discover straightforward explanations of the interplay of two crucial hormones – ‘oxytocin and cortisol’, supported by the latest research on the neuroscience behind conversations. The terms up-regulate and down-regulate clearly guide a boss in establishing the conversational intelligence that benefits partnerships, teams, business units, and can be socialized within an entire organization.

 

You will recognize this familiar situation: The boss has gathered all the teams reporting to business unit heads, including you, for a meeting. The boss wants everyone to “brainstorm” ideas that will eventually result in a major shift in your organization’s product focus. You dread this encounter. Your boss dictates the format of the meeting and how the discussion will be handled by speaking only to his favorite Business Unit Heads. He excludes other groups with his judgmental comments, even though he is well meaning, and wants to move the company past stagnant sales and poor customer feedback.

 

Put yourself in the shoes of one of the leaders who is being overlooked as part of the ‘inner circle’.  You know you have to be at the meeting, and although you have a terrific idea to suggest you again remind yourself not to speak up. You know from past experience the likelihood is high that your boss will sarcastically belittle the recommendations that come from your group. Your colleagues are encouraging you to speak up but you feel truly threatened. You expect that your boss will just exert his influence of “power-over” everyone and he’ll run his own agenda and your opinions will not be received very well – if at all. You feel very unsettled and anxious (your heart is pounding and you have a knot in your stomach) and this seems to override your intuition that your idea would be an important contribution.

What’s going on here? You have a good idea; your colleagues support you bringing it up; and yet when you anticipate or encounter a “power-over” boss, you shut down. Many people react to “power-over” communications by going into some version of fight, flight, or freeze, because they are experiencing a threat. Our body’s neurochemistry is activated first unconsciously (Liddell et al., 2005), and then consciously, by our perception, and fear, that our competence, or even our very being, is under threat.
The Neuroscience of Conversations

At our CreatingWE Institute, we have studied what is going on behind the scenes and in our minds when we engage with others in conversations. Our nervous systems are constantly evaluating the environment and making internal neurochemical adaptations that impact our range of feelings, thoughts, and behaviors – and most of all impact our conversations.

 

This automatic and out-of-awareness process has been termed “neuroception” (Porges, 2003) and describes the instant reading of cues and corresponding physiological shifts to neural states that support safety and healthy connection and conversation with others (associated with producing more oxytocin), or those neural states of defensiveness, or immobilization where unhealthy conversation is almost inevitable (these states are associated with higher levels of cortisol).

 

The quality and the impact or potential of the meetings we attend are affected by the neuroceptions of all the participants. Even having memories of “power-over” comments – which are often experienced as a disregarding tone of voice, and a felt sense of exclusion – can create a nervous system response to these feared future threats while simply anticipating the next meeting. And since we are social beings, automatically responding to perceived cues of relational safety or danger, we are very likely to carry this feeling and anticipation with us into the next meeting, influencing how we show up, how we influence and what we take away as our ‘beliefs’ and our ‘judgments’ about what ‘is true’ and ‘what will happen next’.

 

When we are connecting with others in non-judgmental ways, we are exercising higher levels of Conversational Intelligence® and a healthy balance of our connecting neurotransmitters emerges within us – including oxytocin, the bonding hormone.  When we feel we distrust others, and are not connecting in a healthy and non-judgmental way, we see an elevation in different hormones, for example, the neurotransmitter cortisol, considered the stress hormone, is secreted – and we may activate more cortisol by having the ‘self-appraisal or self-talk’ that we will be judged as wrong, or worse as stupid and not valued (Thagard & Wood, 2015).

 

Impact of Cortisol

Elevated levels of cortisol can exert a detrimental effect on the prefrontal cortex which mediates judgment and decision making, thus interfering with our ability to think clearly and express ourselves with confidence (Diorio, Viau, & Meaney, 1993), just when we need to do so most. Just the act of imagining ourselves being criticized publicly, in front of colleagues, elicits fear and a neurochemical shift. When we feel threatened and our thinking brain closes down, we are in what Daniel Goleman (1995) labeled an “Amygdala Hijack.” The amygdala (which alerts us and in this case signals “be afraid!”) exists in an ongoing dynamic interplay with the prefrontal cortex, the evolutionarily newest, and front and center areas of our brains, essential for our best work. Just seeing a face that we perceive as untrustworthy can trigger even higher levels of cortisol and amygdala activation (Said, Baron, & Todorov, 2009). The team member, the boss, and the organization all lose when a good idea gets lost due to an amygdala hijack!

 

So what, Now what!

Leaders like the boss described invariably mean well. They are action-oriented and have been rewarded for getting results. As they have moved up the ranks, they take their go-getter behaviors with them and can become bosses that exert “power-over” rather than “power-with” behaviors as they engage with their organizations. Unwittingly, they shut down the creativity and ideas of their team, and they sabotage the results that they so desperately want to create with others. Team members with good ideas stay silent. The team can feel stuck, stagnant, or destructively competitive.

 

From Power-Over to Power-With

What can a leader do to transform this dictating or “power-over” stance to a “power-with” environment, one in which team members feel safe and feel free to offer their ideas even in challenging meetings or other workplace conversations. When leaders and their direct reports work together to ‘down-regulate’ fear and distrust, and ‘up-regulate’ ‘appreciation and trust’, everyone’s internal environment and chemistry shifts and the conversational environment feels safe, so the prefrontal cortex opens up – enabling what we call Co-creating Conversations®– which foster co-creating solutions amongst the team.

 

Taking Next Steps…

  1. Leaders can start by understanding how their interactions with others activate neurochemistry – and how neurochemistry triggers emotions and impacts how we make decisions, how we engage with others, and the quality and effectiveness of what we can accomplish with others.

 

  1. Next Leaders can understand how to up-regulate Oxytocin and down-regulate Cortisol: Let’s focus in on two key neurochemicals that reflect whether people are feeling stressed and defensive, or whether they are feeling safe to engage. The hormones called cortisol and oxytocin work in balance almost like a seesaw, corresponding to stress or a positive state, respectively (Heinrichs, Baumgartner, Kirschbaum, & Ehlert, 2003). Both a leader’s stance and their behaviors can increase (up-regulate) cortisol and decrease (down-regulate) oxytocin when those around the leader feel stressed (McEwen, 2006).

 

  1. Next, Leaders can intentionally shift a fear-based environment to a co-creating environment: Research evidence suggests that a leader’s behaviors can also decrease cortisol and increase oxytocin (Zak, Kurzban, & Matzner, 2005). In a review of oxytocin research, Carter, Harris and Porges (2009) summarize that research suggests oxytocin not only supports our social engagement, it decreases fear and even increases stress tolerance, expanding the neuroception of safety.

Leaders who understand the shifts they need to make, to elevate Conversational Intelligence in their relationships and teams and organizations, are the ‘game changers’ of the future.

 

We are at a time in our evolution, where we now know how to activate the healthiest, and most powerful states in others…. Not only can this influence our meetings, it can influence how we think together, behave together, and influence together, whether we are in a meeting, or in any difficult conversation about to happen.

 

How can leaders activate trust?

Think back to the example at the beginning of this blog—the team member with the excellent idea who was afraid to speak up because of a boss that demonstrated power-over behaviors. In this example the impact of ‘judging others in the room’ resulted in an increase in cortisol, and the loss of a potentially golden idea. The authors have all had the opportunity to coach such leaders. We find that when they understand the basics of the brain and neurochemistry, and how to both down-regulate cortisol producing behaviors, and also up-regulate oxytocin producing behaviors, incredibly powerful and significant changes occur not just in one leader  – but also in whole teams and organizations!

 


 

Judith E. Glaser is CEO of Benchmark Communications, Chairman of the Creating WE Institute, Organizational Anthropologist, and consultant to Fortune 500 Companies and author of four best- selling business books, including Conversational Intelligence: How Great Leaders Build Trust and Get Extraordinary Results (Bibliomotion). Visit www.conversationalintelligence.com; www.creatingwe.com; email jeglaser@creatingwe.com or call 212-307-4386.

Marcia Ruben, Ph.D., PCC is the President of Ruben Consulting Group, a San Francisco Bay Area firm that specializes in executive leadership development. Dr. Ruben is also the Chair of the Management Department at Golden Gate University and teaches graduate level, practitioner based courses in leadership, team dynamics, management, and executive coaching. She was awarded the Russell T. Sharpe Professorship for 2016-2018 and is focusing her research on leadership and neuroscience.

Debra Pearce-McCall, Ph.D., LP, LMFT provides personal and organizational coaching that integrates mind, brain, and relating, and is a Senior Consultant for the Creating WE Institute. Dr. Pearce-McCall helped found the Global Association for Interpersonal Neurobiology (IPNB) Studies as well as the first graduate certificate program in this cutting-edge field at the intersection of psychology, neuroscience, and human systems; she focuses on IPNB applications for leadership and organizations, adult well-being, healthcare, and ethics.

Sandra Foster, Ph.D., PCC is a business coach and peak performance psychologist who works internationally with global organizations as well as US based technology and energy companies. She received her doctorate at Stanford University where she served on the regular and adjunct faculty. Since 2001, she has been a member of the senior faculty of the College of Executive Coaching.

 


References

Carter, C. S., Harris, J., & Porges, S. W. (2009). Neural and evolutionary perspectives on empathy. In J. Decety & W. Ickes (Eds.), The social neuroscience of empathy (pp. 169-182). Cambridge, MA: MIT Press
Diorio, D., Viau, V., & Meaney, M. J. (1993). The role of the mdial prefrontal cortex (cingulate gyrus) in the regulation of hypothalamic-pituatary-adrenal response. Journal of Neuroscience, 13(9), 3839-3847.
Goleman, D. (1995). Emotional intelligence: why it can matter more than IQ. New York: Bantam Books.
HeartMath Institute. (2016). The Heart-Brain Connection. Retrieved from https://www.heartmath.org/programs/emwave-self-regulation-technology-theoretical-basis/
Heinrichs, M., Baumgartner, T., Kirschbaum, C., & Ehlert, U. (2003). Social support and oxytocin interact to suppress cortisol and subjective responses to psychosocial states. Biological Psychiatry, 54(12), 1389-1398.
Liddell, B. J., Brown, K. J., Kemp, A. H., Barton, M. J., Das, P., Peduto, A., Willams, L. M. (2005). A direct brainstem-amygdala-cortical ‘alarm’ system for subliminal signals of fear. Neuroimage, 24(1), 235-243.
McEwen, B. S. (2006). Protective and damaging effects of stress mediators: Central role of the brain. Dialogues in Clinical Neuroscience, 8(4), 283-297.
Porges, S. W. (2003). Social engagement and attachment: A phylogenetic perspective. Annals of the New York Academy of Science, 1008, 31-37.
Said, C. P., Baron, S. G., & Todorov, A. (2009). Nonlinear amygdala response to face trustworthiness: Contributions of high and low spatial frequency information. Journal of Cognitive Neuroscience, 21(3), 519-528.
Thagard, P., & Wood, J. V. (2015). Eighty phenomena about the self: representation, evaluation, regulation, and change. Frontiers in Psychology, 6, 1-15. Retrieved from http://www.ncbi.nlm.nih.gov/pmc/articles/PMC4375917/pdf/fpsyg-06-00334.pdf doi:10.3389
Zak, P. J., Kurzban, R., & Matzner, W. T. (2005). Oxytocin is associated with human trustworthiness. Homones and Behavior, 48, 522-527.

 

Executive Briefings: How to Double the S&P 500

The C-Suite is a vast audience of leaders who all have a little extra insight into their industry and the current business world. Thomas White sits down with these leaders to give them the opportunity to share that insight and give a glimpse to their personal stories as a business leader.

 

Thomas White is a co-founder and CEO of C-Suite Network, home of the world’s most powerful network of C-Suite leaders. Prior to C-Suite Network, White started 10 companies in the fields of technology, publishing, market research and corporate consulting. He also holds four patents and is co-author of a book on business process technology, executive producer of a syndicated radio program, and professional speaker.

 

Mr. White had the opportunity to interview Adam Johnson, Founder and Author of Bullseye Brief, an investment newsletter which presents thematic and actionable ideas for business leaders.

 

To hear more about their discussion, read more from this interview HERE.

 

 

The Challenge with Motivation

by Best Selling Author, Steve Rizzo

 

One of the biggest challenges that people in business and in life face today is keeping themselves motivated to be at their best. I believe the challenge lies not just in knowing how to get motivated, but how to stay motivated and optimistic to be at their best for more than just a few days.

 

MOTIVATION AT WORK

Most companies put a great deal of time and energy in hiring people who they believe are qualified to fill a particular position. But there is no guarantee that even a highly qualified person will always be motivated to be at their best. It simply means they have what it takes to get the job done.

 

Some companies spend a lot of time and money to make sure their people are equipped with the right tools and resources to get the job done.  Some employers give incentives in the way of promotions, raises and bonuses in hopes that their employees will excel in their chosen field of expertise.  While others go through great lengths to educate their employees by having them attend seminars and training courses with the expectation that they will walk away with confidence and a desire to be the best they can be.

 

All of the above are important criteria for success.  But, do they truly motivate?  If so (and most important) how long does the motivation last?  It’s easy to stay motivated for a few days or when everything is going as planned. But can they stay motivated in the long haul, especially when times are tough and the pressure is on?  This brings me to my next point.

 

MOTIVATION IN LIFE

Whether they realize it or not, both employers’ employees and people of all walks of life bring their situations, experiences and personal relationships and problems from home to the workplace.  Yet there has always been a pre-conceived notion that people are supposed to have the capacity to separate their personal lives from their professional lives.

 

What this really implies is that if you are having problems in your personal life, regardless of the severity, you should have the mental and emotional fortitude to put those problems aside while you are at work. Yea right!  This is an expectation that is easier said than done. Let me explain.

 

Both your personal and professional life are parts of you that make up the whole of you.  No matter where you go, or what you are doing, the other part of you will always be tagging along assuring you that’s everything’s alright, or, reminding you that something is not right in your world.

 

ASSESSMENT OF PERSONAL & PROFESSIONAL

Let’s say you’re going through a divorce, or you’re having financial difficulties. Maybe there’s an illness in the family.  Perhaps you are experiencing the death of a loved one. This is life and stuff happens.  It’s very difficult, if not impossible, not to take these types of problems and concerns with you to the workplace.  And unless you have the strategies that can help you to embrace life’s unfortunate circumstances they will have some kind of effect on how you do your job. The point I’m making here is that it’s hard to be at your very best at work if your personal life is under intense stress. Our personal problems and the moods, attitudes and feelings that follow have to be weighed in as factors as to how motivated we are at work.

 

Likewise, if you are experiencing tough times at work it’s difficult not to take those concerns home with you and there is a good chance that it will have some kind of negative impact on your personal life. There are other outside factors that stifles motivation that needs to be taken into consideration as well.  I call them environmental and social stressors. And they affect everyone in one way or another.

PATIENCE & LETTING GO

I think we can all agree that we’re living in a world that’s moving incredibly fast.  Today we have so many hi-tech advantages at our disposal to make our lives so much easier; yet we are more stressed out than ever before.  Remember the saying, “patience is a virtue?”  Well that saying has pretty much lost its meaning.

 

It seems like we have created a mind-set at work and at home where everyone wants what they want when they want it.  And if they don’t get it when they want it, or the way they want it, they feel ripped off.  There are people that hold on to their bad moods and negative attitudes all day simply because they were stuck in traffic or had to wait too long in line at Starbucks for their Triple shot, Skinny, Mocha, Carmel, Blah Blah Blah whatever you call it Latte!   Yea, that’s what they need. More caffeine!  Give me a break!  Better yet; give yourself a break and let it go!

 

On top of our professional and personal problems and everyday pressures, (most of which we put on ourselves) the newspapers and evening newscasts tell us that our economy is falling apart, corporations are being forced to downsize and massive technological advances are causing people to re-evaluate, adjust and change their lives.  Cell phones, Blackberries, IPhones and tablet devices, e-mails, text messages and even micro-communication applications like Twitter are clogging our minds with an overwhelming amount of information, leaving us with little or no time to relax, unwind and focus our attention on the big picture.

 

To compound this, political unrest, crime, disease, prejudice, and violence are running rampant as they’ve done for centuries past. Hold on a second. I need to take a break here.  I’m getting depressed.  I’ll be right back.

 

Okay, I’m back now.  Where was I?  Oh yeah, I remember.  The divorce rate is at an all-time high; despite an unwilling public, war seems to be the number one strategy for dealing with conflict between nations and at any moment we could be the target of a terrorist attack.

 

OK – HOW TO GET MOTIVATED?

It’s obvious I’m having fun here, but seriously, all of the above are circumstances that can make us feel off-balance and stifle motivation in business and in life and cripple even the very best from moving forward with optimism. It’s really no wonder why so many of us have to be medicated in some way or another in order to cope with the madness our civilizations have created at work and in our lives.

 

The real concern here is that most aren’t even aware of what’s happening to them. They have no idea why they’re always stressed out, exhausted and show little enthusiasm. Even If they were aware that something was wrong, few would know what to do to turn it around.

 

It just makes sense that in order in to create an unstoppable attitude to succeed and achieve our professional and personal goals-we must find ways to reduce the tension, and deal with the fast pace that we are subjected to every day.  We need strategies that will enable us to bounce back to not only get the job done but also to feel good and enjoy ourselves during the process, no matter how challenging it may seem.  Well guess what?  That’s what my new book MOTIVATE THIS!  Is about!

 

Not only do I show people in business and in life how to stay motivated and maintain an Unstoppable Attitude to succeed, but how to feel good and enjoy themselves during the process.  This book offers Common Sense Success Strategies that are guaranteed to keep people motivated every day regardless of their circumstances.  This isn’t Brain Surgery. It’s more like Brain Adjustment. Buy the book to see how it works. Oh!  One more thing! Enjoy the process!

 


About the Author

Steve Rizzo is the Attitude Adjuster.  You can’t attend one of his keynote speeches seminars or read his books and leave with the same attitude.  He’s a personal development expert, comedian, motivational speaker, and Best Selling Author. His popular PBS special brought him into millions of homes. It’s no surprise that he’s been inducted into the Speakers Hall of Fame, an honor bestowed upon on fewer than 200 speakers worldwide since 1977.

Perhaps one of Steve’s greatest achievements was the stellar degree of success he achieved as a comedian, being chosen as a SHOWTIME COMEDY ALL-STAR.

What was next for this funny guy in the prime of his career?  For Steve, it was to trade the standing ovations as a stand-up comedian for maximum fulfillment and, well, more standing ovations as a hall of fame speaker.

Modeling in NYC – Industry vs Self Worth

New York City is one big (well, not so big) pool filled with beautiful people. And the truth is, we’re all trying to make it BIG in the Big Apple. Whatever your industry is in NYC, I guarantee you’re facing or have faced competition for that spot or position. But it is not the competition that brings us here or keep us here, but the feeling of “I Conquered NY!” To really be successful in this city, means you’ve made it to the big leagues. I’m talking NY YANKEES big baby! Wohooo!

 

Ok, back to reality. Let’s first talk about the actuality of making it. From my experience, being not just a model but a working model in this city and getting paid work, I’ve noticed how hard it is for some of us to get work. I mean, let’s face it. There are a lot of models in NY. But how many are actually working? How many are actually paying taxes via 1099 each year with the profession “Model” as their actual means of income for the year? New York is a tough city with a lot to give. But, it also takes a lot from you before it starts to give you anything. Therefore, you must be up for the challenge and be willing to adjust something to gain anything. A lot of models come to NY thinking that they will be gainfully booked or paid here by being pretty – and that’s just not the case. Pretty are a million by the dozen here. I’ve booked gigs for some of the largest worldwide brands and national campaigns from being the 1st human being to ever be inside Macy’s windows live to being the only non celebrity in a room filled with NBA stars, Jay-Z and A-list celebrities. Was it my look, my personality, or the fact that the agency knows I’m not celebrity crazed and won’t embarrass them? All the above!

 

So What Makes You So Special?

Is it your look? Yes, that helps a lot, but what keeps you working is your personality, punctuality, politeness and sense of gratitude. I’ve worked with a lot of pretty girls I never saw again, simply because of their attitude. Sometimes the attitude is from them feeling “I’m too pretty for this” or “I really don’t want to work” and that shows. The photographers see it, the agency sees it and most importantly – the client who picked them out of many girls whose photos were submitted or showed up to the initial casting. So, being a “Working Model” in NYC means you have to have a sense of gratitude for working, be polite, be respectful and most importantly be willing to put in the energy and time to go to endless castings, networking events, updating your portfolio etc. Just like any other business, you have to put the time in to get work. Though your beauty leads, your attitude follows. Remember that. But in all of it, don’t give up. Keep going, keep working because you never know which lame gig might lead you to the most awesome gig ever!

While you’re happy to work and grateful to be considered for gigs, this doesn’t mean you should take any gig if it makes you uncomfortable or go against your beliefs. I want you to make yourself, not lose yourself. There’s a chapter my the book “Think Highly Of Yourself” which is titled Industry VS. Self Worth (Chapter 4). I mention aspects of the modeling industry which include what you’re paid as opposed to what you could be getting paid.

 

“Have you ever heard of Super Models not getting out of bed unless the check is over $10,000 or above? If only that was the reality of a model’s life.” —Keeke Kawaii

 

Think Highly Of Yourself

Stop any working model in NYC walking down the street and ask them. I guarantee you they’d tell you how they really feel about having to scramble for auditions, nervously waiting for a call back, panicking if they did well in the audition room. Many were left wondering “did I mess up?”, or “did they like me?” But more importantly they thought, “did I book the job?”, “when will they call?” and “I need to pay this expensive rent!” It’s not an easy industry. It is one of the most glamorous, yet one of hardest industry to break in to. But once you’re in, it’s fun! You can do it. If you really seek it, then it has no choice but to seek you. Just don’t lose yourself while on the verge to find your way there. Don’t allow any agency to make you feel as if they’re doing you a favor by finding you work. You’re an asset to them and they need you as much as you need them. Don’t allow anyone on site to make you feel less of yourself. You can always walk away and God will always provide the right gig for you. Always remember that. Good luck and I hope you make it!

 

If you read this, tweet me @KeekeKawaii and let me know how your audition went! Xo!

 


About the Author

Keeke is one of NYC’s most booked spokesmodel who has represented some of the world’s largest brands from Nike to Microsoft. But that is not all there is to her. She’s talented in the arts by doing voice overs, acting, and a linguist who speaks 5 languages and is constantly trying to learn other languages along the way. She’s a mentally strong female who has overcome traumatic events in her early life as well as neglect as a child. Escaping an abusive relationship with no family present to support; she developed an unbreakable force of strength which lead her to the ability to read people’s energy and intentions very well as she had to do this in efforts to protect her heart from disappointments which she had previously encountered. Due to her life’s experiences, she was hastened to become this independent young lady making it in NYC. Now, Keeke Kawaii, born Keema Kelley, has become an infectious individual possessing an aura that attracts people from all walks of life and won the hearts of many! Keeke’s philosophy and deep internal desire is to encourage everyone despite their background and past experiences. She strives to uplift them from any negative thoughts, despite what they were told by anyone in the past or present. She wants her life to be a blessing to those she encounters!

Executive Briefings: From Dropbox to Fitbit – On the Cutting Edge of Emerging Technology

Thomas White, CEO of the C-Suite Network, hosts Executive Briefings. The online event brings together top thought leaders to provide insights into the most pressing challenges of being successful.

He would like to introduce Erick Schonfeld, a founding partner of Traction Technology Partners. Erick is a pioneer in understanding how new technologies both arise and how they impact our life. Shonfeld has worked with start-ups his entire professional career as a technology journalist, a start-up event producer, and founder of many companies.

In fact, he’s the co-founder of TouchCast, leading interactive video platform, and a partner at bMuse, a start-up studio in New York City. He’s also the former executive producer of the DEMO conferences, as well as the former editor–in-chief of TechCrunch.

Mr. Shonfeld discusses topics such as:
– Is Technology the Right Career Path? How Do You Know?
– Finding Hidden Companies to Make a Huge Difference
– Artificial Intelligence – How Chatbots Effect User Experience
– and more!

For more on this article, please visit this link: http://bit.ly/HuffPost_ErickS

 

 


The C-Suite Network is a vast audience of leaders who all have a little extra insight into their industry and the current business world. I sit down with these leaders to give them the opportunity to share that insight and give a glimpse to their personal stories as a business leader.

 

Executive Briefings: What It Means to be an Authentic Company

Thomas White, CEO of the C-Suite Network and host of the nationally-syndicated radio program “Business Matters,” hosts Executive Briefings. This online event brings together top thought leaders to provide you, as a business leader, insights into the most pressing challenges you have in being successful at your work.

 

This week’s guest is Randy Garn, Chief Revenue Officer of Skipio, and founding member of Hero Partners, a partner of the C-Suite Network. Garn has also founded companies such as Prosper, Education Success and several others. As a tremendous philanthropist, it’s not enough to just do business. Garn uses his knowledge to give back and share his insights with others. He’s been awarded Entrepreneur of the Year by Ernst & Young, and Top 40 under 40 Entrepreneur among numerous other awards.

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Thomas and Randy discuss the challenges of common sense, how to set yourself apart from the competition and build a solid authentic experience with your customers. Read more here: http://bit.ly/HuffPost-Authentic

 

 


The C-Suite is a vast audience of leaders who all have a little extra insight into their industry and the current business world. I sit down with these leaders to give them the opportunity to share that insight and give a glimpse to their personal stories as a business leader.

 

The State of Today’s Media Landscape – C-Suite TV Discusses

The State of Today’s Media Landscape, the 2016 Election and The Effects of Brexit; C-Suite TV’s Executive Perspectives October programming talks about the changes in today’s media landscape and Ireland as one of the most business friendly economies.

NEW YORK, NY–(Marketwired – Oct 25, 2016) – Executive Perspectives, one of the top online business shows on C-Suite TV, has announced its October programming. Executive Perspectives will feature one-on-one interviews with Nancy Gibbs, Editor-in-Chief, TIME and Barbara Jones, Consul General of Ireland in New York.

Nancy Gibbs, Editor-in-Chief of TIME, talked about a number of issues surrounding the media today — among them, the importance of constantly having to evolve, producing premium content, the state of the 2016 election cycle, and the public distrust of institutions, including the media.

TIME was founded in 1923 by Henry Luce, a visionary and media and digital disruptor on his own right. Since then, the magazine has gone through several transformations, including going from an American institution to a global one and from print to digital. Their steady approach to creativity and storytelling have been stalwarts in the publishing industry and this is reflected in how they reach their audience, the quality of the content they provide and their investment in the next generation of journalists. Gibbs says this is an “expensive investment, but we believe in it.”

She also addressed the current public distrust of the media that has risen during this highly charged political climate. Gibbs believes many journalists enter the profession with a certain level of idealism, one that makes them shine a light into dark corners and expose corruption and injustice, but the level of distrust remains. She believes part of that distrust in institutions like the media, churches, and financial entities are a direct result of people becoming disappointed when democracy doesn’t work for them or fails to make their lives better.

Regardless of all the changes taking place, TIME plans to continue evolving and investing in the next generation of journalists in order to remain on the cutting edge.

Barbara Jones, Consul General of Ireland in New York, talked about the relationship between the United States and Ireland, the impact of Brexit on the Irish people and what the recent ruling against Apple in regards to taxation means for future business investments.

According to Forbes, Ireland is one of the most business friendly environments in Europe. That, along with access to the European market, a corporate tax rate of 12.5% that they control and a strong ROI, makes Ireland a prime target for those looking to conduct business overseas. Jones describes the U.S./Ireland transatlantic and economic relationship as “the most integrated and globalized relationship” both countries currently have, being matched job for job, pound for pound, and dollar for dollar.

Jones also talked about the impact Brexit might have on the only remaining English-speaking country in Europe. She expressed great confidence in the financial services industry being fully prepared to handle any surge in business, despite competition from Brussels, Amsterdam, Frankfurt, and Paris. On the negative side, a Brexit could increase the risk for tariffs and borders, since Northern Island is part of the United Kingdom.

She also addressed the recent ruling that ordered Apple to pay billions in taxes, calling the European Union Commission’s decision “inherently flawed.” She quickly pointed out that Ireland develops their own tax code and Parliament voted on it, and that perhaps a different forum, such as the OECD (Organisation for Economic Co-operation and Development), might be better equipped to handle any future taxation issues.

All episodes of Executive Perspectives are hosted by Jeffrey Hayzlett and can be seen throughout the month on C-Suite TV.

Best-selling author, speaker, and former Fortune 100 CMO Jeffrey Hayzlett created C-Suite TV to give top-tier business executives a forum for sharing thought-provoking insights, in-depth business analysis, and their compelling personal narratives.

“I was able to interview these two women who offered great insight on a number of very topical issues, such as the state of the media, the high level of public distrust of institutions and the impact of Brexit on the global economy,” Hayzlett said. “Nancy Gibbs and Barbara Jones offer a unique understanding on issues that directly, and indirectly, affect a large portion of industries. I think our audience will benefit greatly from this month’s programming.”

For more information on TV episodes, visit www.csuitetv.com.

 


About C-Suite TV:
C-Suite TV is a web-based digital on-demand business channel featuring interviews and shows with business executives, thought leaders, authors and celebrities providing news and information for business leaders. C-Suite TV is your go-to resource to find out the inside track on trends and discussions taking place in businesses today. This online channel is home to such shows as C-Suite with Jeffrey Hayzlett, Executive Perspectives and Best Seller TV, and more. C-Suite TV is part of C-Suite Network, the world’s most powerful network of C-Suite leaders. Connect with C-Suite TV on Twitter and Facebook.

About Jeffrey Hayzlett:
Jeffrey Hayzlett is the primetime television host of C-Suite with Jeffrey Hayzlett and Executive Perspectives on C-Suite TV and is the host of the award-winning All Business with Jeffrey Hayzlett on the CBS on-demand podcast network, Play.It. Hayzlett is a global business celebrity, Hall of Fame speaker, best-selling author, and Chairman of C-Suite Network, home of the world’s most trusted network of C-Suite leaders. Connect with Hayzlett on Twitter, Facebook, LinkedIn, Google+ or www.hayzlett.com