C-Suite Network™

Growth Personal Development

The Secret to Happiness – Food, Family Stories, and Doing Things for Others

There’s an old Spanish proverb “The belly rules the mind.” While we can almost all agree that is true, sometimes we should think more about what we’re putting in our bellies, the process, as well as people behind our food. 


Last year, Chef Andrew Zimmern enlightened me on the way our food supply chain works, and the inequities built into it. For me, our conversation was a real eye-opener. I think our All Business with Jeffrey Hayzlett listeners agreed as the episode was easily one of the most listened to of 2020.   


I wanted to connect and catch up with Andrew again to talk about his work helping out restaurant workers during nationwide shutdowns, the trends he’s seeing in the industry, and his sobriety. Andrew also previewed his new TV show, Family Dinner now Streaming on Discovery+ and debuting in 2022 on Chip and Joanna Gaines’ new venture Magnolia Network, which he talked about as in idea during our conversation last year.  

There’s no doubt the restaurant industry as a whole has been hit very hard by the pandemic. With each state having different rules and regulations, it’s been tough for the big chains, but even more so for the ‘mom and pop’ shops. Andrew is one of the voices behind the Independent Restaurant Coalition, a group dedicated to saving independent restaurants and bars affected by COVID-19. Even in Andrew’s adoptive hometown of Minneapolis, MN, 7% of restaurants have closed for good and more could be coming.  


“The restaurant community, especially independent restaurant communities, the most creative and vibrant source of phenomenal-ness that I know of,” Andrew said. “No other industry was asked to pivot 17 different times in every state in the union.” 


“We (the restaurant industry) did get $28.6 billion from the American Rescue Plan. That funding is absolutely crucial to folks. It’s grant support for restaurants hit hardest by the pandemic and they can be used alongside the PPP and EIDL and the employee retention tax credit so that vulnerable business can survive the remainder of this crisis.” 


While it’s been a tough year for restaurants, Andrew is bullish on the industry’s future. With warmer weather and states lifting COVID restrictions, the future looks bright for those that endured.  


One way many restaurants of all sizes pivoted to survive was through ghost kitchens. Professional restaurants offering delivery or take-out only service. Some are new. Others are spinoffs of brands you know. Most offer limited menus. Andrew sees the ghost kitchen trend as a footnote in restaurant history. 


“Ghost kitchens, by their very nature, are not transparent. It’s a little bit of smoke and mirrors. I mean no one’s lying or fibbing. You know…you know that there’s not a physical space, it’s an aggregated kitchen,” Andrew said. Quite frankly, as a customer I don’t care — if the food is good, the food is good. I just think this ghost kitchen thing may be one of those deals, kind of like Blu-Ray players, is popular for a year or two and then goes into the dustbin of history.” 


Through the centuries, there has been plenty of family history sprinkled in the food we eat and the tapestry has been woven at every dinner table around the world. That’s the idea behind Andrew’s new show Family Dinner. You can catch the entire first season streaming now on Discovery+.   


“I run around the country and have dinner with families and tell their stories.” Andrew said. “The stories we tell, these families are so fantastic. It is the perfect time, as we’re heading into the spring after this horrific year, to be celebrating American families after we spend so much time with our own. It’s nice to see other families and get inspired from them.” 


One thing I find inspiring about Andrew is his candor. While we’ve only technically met twice over Zoom, he is a very thoughtful, caring, and open person. During this chat we talked about his 29 years of sobriety and how it helped him become the person he is today. 


Andrew says his parents helped expose him to “all the right ideas” growing up, but he didn’t listen. Instead, he fell into what he called “a horrific hellhole of addiction and alcoholism.” 


“When I got sober, I didn’t know how to stay sober,” Andrew recalls. “I could stay sober for a day but didn’t know who I was going to do it for any longer than that.” 


“Some of my mentors in recovery and 12 step groups taught me that the secret was doing things for other people.” 


“Doing things for other people is the secret of happiness. It creates empathy. You ask anyone out there. I’m not thinking about my own problems when I’m doing stuff for other people. So, on one hand, there’s a little bit of selfishness involved here. On the other hand, I do have a deep and abiding faith that I’m going to be OK. I don’t have certainty, but I have an abiding faith that I will be taken care of.” 


I enjoyed my time with Andrew, again. If he ever makes his way to Sioux Falls, he’s got a spot at my next family dinner. 


Andrew had great insights why it’s not just the food that makes a restaurant great, how technology could be the biggest disruptive force in the hospitality industry, and how he’s navigating the changing entertainment landscape. Listen to our complete interview here 



Growth Personal Development

Born Out of Disruption – How Redbox is Providing Value to Customers

In a world where cable TV is shedding subscribers, streaming is all the rage — and nobody’s sure if movie theaters will make a post-pandemic comeback, there’s one entertainment option you’re probably not thinking about: DVDs and Blu-Rays.  


Redbox is, and CEO Galen Smith says that’s not going to change anytime soon. 


“We think it’s you know, a 10-to-15-year tail where consumers are going to continue to do it,” Galen said during a recent interview on All Business with Jeffrey Hayzlett. “Our ability to serve a customer with a low-cost DVD is the cheapest way for any consumer to watch that movie outside of piracy.” 

While renting a DVD may bring back visions of video stores on a Friday night, Galen brought up several good points of why he sees the rental business as a viable option into the future. 


One is delivering value, at scale. Redbox has 40,000 kiosks across the country. To put that into perspective, that’s more Redboxes than McDonalds, Starbucks, and even movie theaters combined. Galen says renting movies at $2 or less a night serve “a very value conscious consumer.” 

He adds that value conscious consumer was especially valuable over the last year, with movie theaters closed, Hollywood studios had few options for its 2020 new releases. 


“(Movie) studios started to (open) up new windows,” Galen said. “You have this premium video on demand that came out where it was a $20 rental. Now, that may still be a great deal, relative to taking your family to the movie theater, but it’s not a great deal to be thinking about a $2 rental.” 


The other is access to broadband. 


“We’re able to serve a market where (consumers) don’t have high-speed internet to be able to bring them that content that they’re going to love,” Galen said.  


Don’t think of Redbox as being in a ‘buggy whip situation,’ putting all of its faith in outdated technology. It’s getting into streaming as well, and the timing couldn’t have been better. 


“We pivoted in February, not knowing we’re going to face a global pandemic. We launched a free live TV service, and so we gave consumers the ability to, watch at the time about 30 channels,” Galen said. “We’ve now expanded that to over 95 channels where they can tune in and watch. There’s no cost to the consumer. It’s ad-supported and we’re bringing them some really great content.” 


Galen knows the headwinds are in his favor launching a free streaming service. All the big pay TV companies have shed millions of subscribers over the past few years and the pandemic is accelerating the trend. Cord cutting has become so common that the number of households ditching traditional pay tv could reach 46 million by 2024.  


While you might think Redbox might be late to the streaming video party, Galen believes his company has an advantage. 


“We’ve got 40 million customers right (now) and we want to introduce them to new entertainment options,” Galen says. “In late 2017 or 2018, we launched a digital transactional video on demand service. As you can imagine, we saw a ridiculous amount of growth. Our digital version, digital service grew 125% year over year last year, despite the fact there wasn’t a lot of content that was coming out.” 


He continued, “We’re probably at the first or second inning of this. Long term we think it will have a huge impact to our bottom line, but today, it’s really about making investments.” 


One thing Redbox is investing in is content. It’s not just about renting or streaming movies, Redbox is making movies of their own and distributing others. Galen says they’ve been partnering with Hollywood producers and the company has an acquisition department looking for content.  


“We have been around for 18 years. We have a lot of information about movies and actors that our consumers want or like,” Galen said.  


“The way we think about (content) is we just want to make sure there’s great movies for Redbox. We love making money, right? So, we’re agnostic about releasing in other windows.” 


To provide some content, a window is the schedule in which a movie is released. For a movie, it usually goes to the theater first, then DVD/Blu-ray, streaming, and TV. Those windows have been shrinking, especially during the pandemic. For example, with theaters closed, Disney made headlines in 2020 when it released several movies on its streaming platform Disney+ for $30. Warner Bros. decided to release its 2020 movies in both theaters and HBO Max. Now many film fans and industry observers are curious how the studio/theater relationship will take shape post-pandemic.  


 For some insight on what Redbox’s “agnostic” release strategy will look like, Galen offered up the example of Shadow in the Cloud. The film won the Midnight Madness Award at the Toronto Film Festival in 2020, urging Redbox to buy the rights to distribute the movie in the United States. With theaters closed, Redbox offered to stream it on demand platforms like Amazon Prime Video for $20 in January. A month later, it was in the Redbox kiosks for $2 and you can rent it on several streaming platforms for just $3, and it’s also free for Hulu subscribers. Galen said at some point it will be streaming on ad-supported Redbox TV. 


“We’re really excited about building this library and this offering,” Galen said. “It allows us to be a little bit more opportunistic and invest in these projects to really put together stuff that’s going to work for consumers.” 


Galen is setting Redbox up for success by branching out without sacrificing its core business.  


We had a great conversation, and this post barely scratches the surface. If you want to hear how Redbox was born out of disruption and how a finance guy ended up running an entertainment company, click here.  

Entrepreneurship Management Negotiations Sales Skills Women In Business

“How To Safely Use Divide-And-Conquer Strategies To Affect Negotiations” – Negotiation Insights

“Parts of the whole becomes weakened once the whole becomes divided.” -Greg Williams, The Master Negotiator & Body Language Expert (click to Tweet)   Click here to get the book!


“How To Safely Use Divide-And-Conquer Strategies To Affect Negotiations”

People don’t realize they’re always negotiating.

When you are in a negotiation team environment against a powerful opponent, use divide-and-conquer strategies to overcome their advantages. And you can do that by using the negotiation strategies strategically. Mastering the techniques that follow will allow you to gain an advantage in all of your future negotiations.

Continue to learn more  https://bit.ly/3vbOchz 

Remember, you’re always negotiating!


Listen to Greg’s podcast at https://c-suitenetwork.com/radio/shows/greg-williams-the-master-negotiator-and-body-language-expert-podcast/


After reading this article, what are you thinking? I’d like to know. Reach me at Greg@TheMasterNegotiator.com


To receive Greg’s free “Negotiation Tip of the Week” and the “Negotiation Insight,” click here https://themasternegotiator.com/greg-williams/blog







Body Language Management Personal Development

How Bad Behavior Costs You Influence

Business leaders need influence in the workplace. Their personal and organizational success depends on it. Influence is essential in motivating peers and employees to willingly act on what you have to say. It raises morale, strengthens dynamics, improves productivity, and provides clarity. Without influence, people won’t follow. Without followers, goals become difficult to achieve.

Unfortunately, many leaders fail to realize that their level of influence is impacted more by how they behave than by what they have to say. Studies show that social behavior plays a vital part in how leaders influence their team. Most leaders I’ve worked with believe they have more influence than they do. They fail to recognize that while their words have power, their behavioral actions continually undermine the messages they share. Like the saying “actions speak louder than words,” how we behave is how others respond.

Your level of influence is the result of how others experience you to be. If you are always distracted and/or on your phone during conversations, others experience you as dismissive and inattentive. If you, as a leader, are always showing up late to work or meetings, people see you as unorganized and unreliable. The perception others make from observing your behavior results in the reputation that follows you. As a leader, it also sets a precedent that your actions are acceptable in the workplace, thus creating a cascading effect of bad employee behaviors. Leaders set the example of what is and isn’t acceptable behavior among those they wish to influence. Employees will do, or attempt to get away with, what they see leaders demonstrate.

I once worked with a leader who shared frustration over their employees’ overuse of smartphones in meetings. They believed that their team was distracted and not fully engaged in the necessary conversations. As it came time to observe actions during the team meeting, I discovered the leader was always distracted and on his smartphone. He was rarely fully engaged in the conversation led by his team. It became obvious that the team’s behavior was a direct result of the leadership’s actions. In fact, the Harvard Business Review discovered more than one-third of employees were likely to mimic the bad behaviors of those they work with.

Influence is earned every day, within every interaction. Even as a participant, your actions and behavior are being observed. The key to knowing how others perceive you lies in self-awareness. This self-awareness is an essential leadership trait because it provides the clarity necessary to make changes. This mirror reflection gives leaders a glimpse of how their actions influence the actions of others.

I am always surprised at how many executives I work with who fail to see how others experience their behavior and how it impacts their ability to produce results consistently. It’s human nature for us to believe that how we feel on the inside is how others perceive us. The opposite is typically true. It’s what others observe in our actions and behavior that shapes their perception of who we are.

Take these three steps to understand how you are perceived and where you need to change:

Seek feedback

Many leaders refrain from asking for others’ feedback because they equate it to criticism when, in fact, feedback presents the opportunity for improvement. It sheds light on the reality often overlooked. Getting the right kind of feedback is the key to learning.

Find someone you trust: a co-worker, colleague, friend or peer who will tell you the truth. Ask how you’re perceived and experienced by others. Request specifics. Don’t settle for general statements that fail to offer insight into areas where you need to improve. Ask what habits and traits you demonstrate that are distracting or unappealing. This type of feedback will provide you the necessary awareness to correct the behavior.

Eliminate excuses

Your title or level of authority does not provide you a free pass for bad behavior. If you want your team to behave one way, it’s up to you to lead the way. Succeeding at anything requires accountability and commitment. When you’ve sought feedback, it’s important to do something with what you’ve learned and follow through on the necessary corrective actions. This part is particularly tough because, even when we know what we should be doing, it’s the doing with which we struggle.


Creating new habits requires mindfulness and intention. If you’ve heard that your smartphone use appears to make you look disengaged or distracted, plan to leave it behind. Remove the temptation altogether. If habitual tardiness threatens to make you look disorganized, prepare ahead of time. Leave home earlier. Give yourself more time in-between meetings to reset and adjust. Utilize your calendar and alarms to better schedule your day and keep you focused on the time. Either way, practice the behaviors necessary to correct what is negatively perceived in your actions today.

Leaders lead. They lead by example — an example set by the consistent behavior and actions demonstrated every day. These actions set the course for others to follow and determine the culture, morale, and behavior that others display. If you want to have the level of influence necessary to succeed, begin first by looking inward. Become aware of your behaviors and act to improve where needed. Through your actions, your team will perceive a change and therefore change accordingly.

Growth Leadership Personal Development

Attracting Top Leadership Talent

Visit KeepLeadingPodcast.com to access the full content for this episode!


Hello, everyone! I am Eddie Turner, The Leadership Excelerator®. In this episode of the Keep leading!® podcast (#108), I interview Bill Humbert – The Recruiter Guy, an expert talent attraction consultant. We discuss how companies can attract top leadership talent.  Here is the summary of our conversation.

What’s the best way to find jobs?

When companies get the right person in the top leadership position, they accelerate the company and make it more profitable. Statistics indicate, 76% of all jobs are filled through networking. 8% of jobs are secured by candidates “posting and praying” their resumes receive attention and are acted upon. Recruiters fill the final percentage.

Top leadership talent knows posting for a job or going through a recruiter rarely leads to offers. Therefore, networking is the best way to find top leadership talent.

Difference between Talent Attraction and Talent Acquisition

Talent Attraction

It is about becoming a company where people want to come work.

Talent Acquisition

It’s the administrative process. This is where attracted talent fills out an application and submits their résumé.

What Actions Should Companies Take to Secure Top Leadership Talent in the Attraction Phase?

#1        Remove recruitment of top leadership talent from HR.  Instead, place it under the COO or the CFO. Why? Recruiting and talent attraction is a sales process.

#2        Create a solution to fill the need identified in the top leadership by developing a good job description. It is the foundation of the entire sales process in the attraction phase.

#3        Pay attention to the company website and make it easy to find the career page. Consider it as a sales pitch (like growing companies) to mention on the home page saying – ‘We’re hiring.’

#4        Make the application process for the job, especially for senior-level, one click. It will enable companies to capture a whole lot more of the candidates for the post.

Mistakes Most Companies Make While Attracting Top Leadership Talent

#1     Writing poor job descriptions

It hinders appropriate talent attraction as the right person slips by due to the failure of the recruitment system to match them up.

#2     Over-reliance on applicant tracking systems

It puts a firewall while scanning a person’s résumé against the job description. If a person does not have an 88% of the right keywords, that resume gets ignored.

#3     Forcing people to put in a salary requirement with no room for negotiation.

Attracting top leadership talent is like a sales situation – it’s all about negotiation!

What Can Companies Do Now?

#1        Ask their managers to maintain a list of the top talent in the industry that they would go after if they need them.

#2        Take the recruitment of top leadership positions out of the hands of HR and allow managers to make the call.


Eddie Turner is the Keep Leading!® podcast host—a podcast dedicated to leadership development and insights.  Subscribe and Share wherever you get your podcasts.  Follow Eddie Turner on LinkedIn, Twitter, Instagram, or Facebook! Visit www.EddieTurnerLLC.com to learn more!


Body Language Entrepreneurship Human Resources Negotiations Sales Skills Women In Business

“How To Win More Negotiations By Reading Body Language” – Negotiation Tip of the Week

“When truth becomes your enemy, you become disadvantaged. Reading body language will help you uncover hidden truths.” -Greg Williams, The Master Negotiator & Body Language Expert (click to Tweet)   Click here to get the book!

“How To Win More Negotiations By Reading Body Language”

People don’t realize they’re always negotiating.

Do you miss negotiation signals due to your failure to read body language accurately? Someone’s spoken words may suggest one thing, while their body language gestures may indicate something else. And the body language of “something else” is what should capture your attention. That is because those signals are essential to the negotiation process and your success in it.

Some people are excellent negotiators. And others are so-so negotiators. The difference between the negotiators that have reached a heightened ability and so-so negotiators is, the excellent ones observe the nonverbal signals emitted during negotiations. The so-so negotiators miss those signals. They do not realize they can negotiate better by reading body language.

Where do you reside between those two posts in your negotiations? Would you like to increase your negotiation skills by being able to read body language more accurately?

Continue, and you will discover how to read body language to increase your negotiation abilities. And by doing that, you will also improve your negotiation efforts.


Remember, you’re always negotiating!


Listen to Greg’s podcast at https://c-suitenetwork.com/radio/shows/greg-williams-the-master-negotiator-and-body-language-expert-podcast/


After reading this article, what are you thinking? I’d like to know. Reach me at Greg@TheMasterNegotiator.com


To receive Greg’s free “Negotiation Tip of the Week” and the “Negotiation Insight,” click here https://themasternegotiator.com/greg-williams/blog



Growth Management Personal Development

The Art of Communication . . .  Why it’s time to break the mold 

was visiting the office of a franchise owner a few months ago. While we were chatting, he happened to be checking his email. I noticed that he ignoring some messages, opening others for a quick look, forwarding some without looking at them, and deleting others. In other words, he was processing the contents of his in-box just like you and I do.  

But then I started asking about the messages he was getting from franchise headquarters.   

  • “Why didn’t you open that one?” I asked. He answered, “They’ve already sent me four emails reminding me to set up my new store displays, why bother to read one more?” Well, okay. But what if there was other information in that email too?
  • He opened another one from the home office and closed it in about one second, then explained, “It starts with the words, `Effective immediately . . .’ So effective immediately, I am postponing reading it until later in the day.” Again, the person who had sent that email was not connecting with the reader. 
  • When he didn’t even open another email, he explained, “I’ll open that later. All I get from the head of marketing is, `Everybody needs to do this . . . everybody needs to do that!’”

Problems like those are not uncommon in franchises. And let me say, they represent serious issues because communication is the lifeblood of every franchise system. If your messages don’t get through and you’re not truly being heard, your business – and theirs – will suffer.   

That’s why it’s time to break the mold. My goal in this article is to help you turn communications from your biggest headache into your most important asset. Here are solutions that are not theoretical – I have seen them work.  

Send Fewer, Better, Shorter Emails  

People today are bombarded with more and more information than ever before, thanks to emails, Facebook, Twitter, blogs, and websites. In an effort to be heard, it is tempting to respond by sending more and more communications. The problem is, your franchisees will become more overwhelmed and tune you out.  

One solution is to post detailed information on your company intranet. Then short emails from headquarters can simply say, “Click here to learn how.” You can even track how many people click through and know how many of them have actually looked.    

Open Each Communication with a “Why” and “What’s in It for Me?”   

Avoid opening emails with effective immediately” or “do this” and trumpet a benefit that readers want and need. One example? Your reader will increase store-wide profits by $100,000 a year because you are offering a training program that has already achieved that in every store and region where it has been tried.    

Communicate in an Energized and Positive Way  

Information and instructions come to life when you don’t just deliverThe key is to communicate your “Why” and “What’s in it for Me?” in positive ways that deliver excitement.   

Before you send each communication, review it and find opportunities to express more excitement. I have recently found that videoconferencing (such as the Zoom.com platform) offer a real opportunity to tell exciting news in energizing face-to-face to people. They see you and can feel your excitement directly.    

Cultivate a More Positive Company Culture  

You can’t fake a positive company culture. To supercharge the effectiveness of your communications, concentrate on building a company culture that is genuinely positive.  

Over the last few years, I have discovered an approach to becoming more positive that I call “The Three Things.” I first started using it in my family. I asked each person in my family to come to dinner prepared to talk about three things that happened during the day that made them feel happy. At first, my kids resisted. So did one of their friends, who happened to be staying with us. But then we began to notice that as we went through our days, we were on the lookout for good things to talk about at dinner. That process of always looking for good things, not bad, got us to begin to see the world in positive and motivating ways, not negative. The results exceeded all expectations, and I believe that similar approaches can reorient company cultures.  

Ingage Everyone in the Process of Change  

I would like to conclude this article with a case study. Back in 2013, the managers of a national consumer brand approached me. Their annual convention was coming up, an event attended by owners of their brand-specific stores across America. The executives were planning to unveil a new store design, and they wanted me to help them increase attendance at the convention.   

In previous years, only about 20% of storeowners had attended. And it was a very big priority to get as many of them as possible to attend. Without their buy-in on the new store design, its adoption and use would not be as successful as the company leaders were hoping.  

Company leaders were hoping that I could get as many as 40% or 50% of all store owners to come to the convention. But I surpassed that number and was actually able to get more than 85% of them to be there.  

How did I help this company achieve those dramatic results? I asked management a simple question. Instead of simply pulling the curtains off a new design at the convention, would they consider bringing three or four designs in progress and then allowing franchisees to make suggestions about them? Management agreed and showcased several new designs. After franchisees reviewed them, we encouraged them to make suggestions and refinements.  

In that way, I was able to shift the dynamic from, “They’re going to talk to me” to, “They’re going to talk with me.” That changed the whole meeting from “95% listen and 5% contribute” to “50% listen and 50% contribute.” What a difference. 

The result was not only a good design but also one that reflected the front-line, real-world intelligence that only storeowners could provide. People who provided input were excited about the design that resulted because they had enjoyed a role in creating it. I predict that as stores roll out the new design, their customers are going to love it – and that profits will increase. Great results like those can happen when you strive to communicate with people, not to them.  

About the Author  

Evan Hackel, the creator of the concept of Ingaged Leadership, is a recognized business and franchise expert and consultant. Evan is also a professional speaker and author.  

Evan is Principal and Founder of Ingage Consulting, a consulting firm headquartered in Woburn, Massachusetts. A leader in the field of training as well, Evan serves as CEO of Tortal Training, a Charlotte North Carolina-based firm that specializes in developing and implementing interactive training solutions for companies in all sectors. To learn more about Inage Consulting and Evan’s book Ingaging Leadership, visit Ingage.net 


Growth Personal Development

How to Increase Your Financial IQ with Robert Kiyosaki


If you have never heard of Robert Kiyosaki, there’s a good chance you’ve heard of his book, Rich Dad, Poor Dad. After its release more than 20 years ago, it became an international best seller, boasting more than 30 million copies sold in over 90 countries and has been translated into dozens of languages. 


Robert and his wife Kim have spun the success of Rich Dad into a global empire including more books, coaching, and the most popular podcast on C-Suite Radio just to name a few, but did you know it all started with a board game? It’s called CashFlow and it’s all about business. 


“The two most important words in money and business are cash flow,” Robert said during a recent interview on All Business with Jeffrey Hayzlett. “For most people the cash is flowing out and what entrepreneurs have the ability to do is turn the cash flow in.”  


“Financial intelligence and financial IQ is ‘can you redirect the flow of your cash in or out?’ The average person without a financial education, the cash is flowing out faster than it’s coming in,” Robert said. 


“CashFlow” became a phenomenon in its own right back in the mid-1990s. People around the U.S. formed clubs to play the game and, in the process, learn financial education.  


“I always ask people the same question, ‘What does school teach you about money?’ For most people, it goes flat line after that. What they’ve been programmed with is go to school, get a job, work hard, and give your money to Wall Street.” Robert said. “That worked for a while, but it’s not working today.” 

Part of the marketing of the game was a brochure that evolved into the book Rich Dad, Poor Dad. 


“My whole concern was on financial education and the story of my rich dad, poor dad,” Robert said. “My poor dad was an academic genius, graduate from university in two years, Ph.D. at Stanford, University of Chicago, and Northwestern. But as you know, they don’t know much about money.” 


“My rich dad was a guy who was an entrepreneur, who never went to school, but because his father died when he was 13 and he took over the family business, I became an apprentice to my rich dad.” 


He continued, “The education is completely different, it’s the opposite of academics. So, I go home and catch hell (for) not doing my homework. Then I would go to my rich dad, and he never spoke about homework. It’s a couple of different worlds.” 


Some of the lessons Robert learned from his rich dad, you won’t find in textbooks. 

Robert shared with me his story of returning from the Vietnam War and asking his rich dad what “else” he needed to learn. 


“He (rich dad) says you have to learn how employees steal from you,” Robert said. 


Robert couldn’t believe what he heard. Employees steal? 


To learn this lesson, he got a job at a bar where he offered up this challenge “if you can figure out how the bartenders steal from us, you’ll be a rich man.” 


“I sat there for two years, I still can’t figure out how they stole that money,” Robert recalled. 


Lessons like that one from the bar, inspired Robert to expand the brochure into the book. Rich Dad, Poor Dad sold well in the business community. Then in 2000, it even caught Oprah Winfrey’s attention. 


“I was in Australia and (Oprah) called,” Robert remembered. “My wife took the call in Phoenix. She says ‘get home now!’ I had to fly all the way from Australia to Chicago. I didn’t know who Oprah is because as Marines, we don’t watch Oprah.” 


Robert said he went from being a complete unknown to an overnight success after being on The Oprah Winfrey Show. While the segment is more than 20 years old now, you can find it on YouTube, and plenty of the topics Robert and Oprah covered are still relevant today. 


“We just talked about the philosophy of being entrepreneurs, managing money, and not needing a paycheck,” Robert said. “My poor dad was an academic Ph.D, but he couldn’t live without a paycheck or a pension. My rich dad says, one of the goals of being an entrepreneur is you’ll never need a paycheck and a pension.  


With all this talk of the power, freedom, and hard work of becoming an entrepreneur, I had to know his advice for those looking to strike out on their own. 


“The hardest thing is putting that team around you,” Robert said. “You’ve gotta have great accountants, great attorneys, and it takes a while to find those guys. Because everyone is kind of self-interested if you know what I mean. They’re interested in your money. But today one of the greatest assets I have is my team, you know, my accountants, my stock guys, my real estate guys. It’s a team sport.”   


Robert and I talked about his favorite investments, what he thinks of cryptocurrency, and the details of his next book. He also offered up plenty of unprompted political takes. Robert’s not afraid to tell you what he’s thinking, that’s for sure.  


Click the player below to listen to our full conversation. 

Growth Leadership Personal Development

What’s Your Leadership Style?

Leadership Style

What is your leadership style? In a February 2020 blog posting on HubSpot, Braden Becker lists eight common leadership styles: 

  • Democratic
  • Autocratic
  • Laissez-Faire 
  • Strategic
  • Transformational
  • Transactional
  • Coaching
  • Bureaucratic

What almost everyone forgets is that to be a leader, you need people to lead. Whatever you call them: Employees, Teammates, Associates, Peers, Co-Workers, Partners, Staff, Colleagues or Collaborators—how well you’re able to engage with them, and your leadership style, will determine your success or failure as a leader.  Being a leader automatically implies you have a relationship with the people around you. And suddenly, your skills as a leader require you also to have skills connecting with and managing other human beings.

A friend of ours was president of a global advertising agency. People who worked for him loved him, respected him, and were in awe of his mind and his knowledge of marketing. But one of his direct reports also knew his weak spot: “[He’s] like the drum major of a college band at the halftime show. He comes out first or bursts out of the band wearing that beautiful fur hat and pumping his baton in time to the music. Then he ups his gait and starts striding down the field two to three yards at a time. But he forgets to look back to see if the band is following.”

What good is being a leader if you don’t engage your followers?

Professional Coaching is a Smart Strategy

If you want to get to the top of your game and stay there, you should add a coach to your organization or your toolbox; it’s a smart strategy. A professional coach. Not a “therapist.” Not a “trainer.” Not someone with a “method.” An individual or organization with the ability to understand what you’re looking to achieve and can help you get there. 

Tennis star Naomi Osaka has a coach—Wim Fissette. When they interviewed him after Naomi’s 2021 Australian Open victory, he articulated exactly what Mastery Under Pressure is all about: “When her attitude is good, her mind is very clear what she needs to do, what she wants to do and then she plays well.” All of those attributes are learned skills…and you should learn what the pros already know.

Benchmark Athletes and Artists

As we wrote in our blog about professional coaching, business leaders have a blind spot. Probably acquired while getting our MBA degrees. Most business schools studied…businesses. Very few business schools look outside the corporate universe to give us a smart strategy to apply to our jobs and careers. And what’s the smartest strategy of all?

Let It Go

When you’re playing in the Super Bowl and the ref makes a blatantly bad call, what was Tom Brady’s smart strategy? When you’re playing in the U.S. Open final and your opponent is fighting with herself and the line judges, what was Naomi Osaka’s smart strategy? When you’re leading in The Masters and your tee shot goes into the rough, what was Tiger Woods’ smart strategy? Every great athlete and performer knows there’s plenty of time later to get upset, angry, frustrated, or annoyed. At the moment, they all have a shared talent. They know how to let it go.

It’s a Tool and a Technique

Knowing how to let it go is a shared attribute of the calmest, coolest leaders you know. In every field and every profession. And while a very few of them might come by that ability naturally, it’s a learned technique for the great majority of us. Some of us learn it sooner than others, but we can all learn how to not let the pressure of the moment get to us. It’s just one of the skills you’ll master in the Mastery Under Pressure program. And another reason why we say we’ll make your best, better.

Have you figured out your leadership style yet? 


Download the Free Professional Coaching  Corporate Preview

Growth Personal Development

Why Big Companies Should Act Like Smaller Companies


News is everywhere. 


What used to be limited to newspapers, TV, and radio has morphed to social media feeds, cable news, and podcasts. While the delivery methods have changed, we are still consuming news.  


Americans spend 7.5 hours a day engaging with media, from traditional to new. Of that, we only spend about 14 percent of that time looking at news, according to a study published earlier this year.   


Study after study shows that local TV is still the preferred method of getting the news – 4 out of 5 adults, or 83 percent, trust their local news stations over national network news (78 percent) and cable news channels (71 percent).


Also, newspapers remain a steady source for news, but there’s no question the landscape continues to change. According to a Pew Research survey, 10 percent of U.S. adults receive their news from a print source often, and 22 percent claim they sometimes get their news from a newspaper. While 60 percent of respondents get their news from a smartphone, computer, or tablet.

With the industry in such turmoil, smaller newspapers have closed, and many of the larger chains have sold, gone bankrupt, or consolidated over the last decade.

Despite this outlook, there are rays of hope in the industry. Local newspaper website traffic continues to rise and 73% of US adults trust their local newspapers, according to Poynter.

“Investing in local journalism, that to me is the bedrock of success for the future,” said Tony Hunter, CEO of McClatchy, one of the larger local newspaper publishers in the country. McClatchy runs news websites and newspapers in 29 cities and staffs a news bureau in Washington D.C.

Tony is an industry veteran and knows plenty about newspapers and comeback stories. He helped what is now known as Tribune Publishing through the 2008 recession. That’s when I met him. He was a CEO with a positive attitude and big ideas. While times have changed, Tony’s leadership style hasn’t.

“This year my motto is ‘expect to win’,” Tony said during a recent C-Suite Network Digital Discussion. “You got to believe you can win and we’re having some successes. But I think getting our folks to come to work expecting to win is so important.”

Tony admits it can be a tall order. McClatchy filed for bankruptcy last year and eventually  purchased by hedge fund Chatham Asset Management.

“We’ve been through bankruptcy, we’ve got the headwinds,” Tony said. “We’ve got all this ‘poor us’ coming from the media as well about our sector. A big part of being a good leader, I think, is going down the path of winning.”

Despite the sunny outlook, Tony knows McClatchy doesn’t have a lot of time to waste “turning that battleship.”

“I could have taken more time, but I didn’t because of the circumstances. Because of my experience frankly graduating from the school of hard knocks. I know what not to do,” Tony said. “What I’ve learned is action is better than talk. So, let’s get started and pivot along the way.”

Tony said while the media landscape is constantly changing, he is calling on his time at Tribune to help at McClatchy. Through the wisdom of experience, he “pulled out his transformation handbook” and got to work in building a business plan and while getting his senior executives on board.

I like to call it getting everyone drinking the Kool-Aid. Tony takes a more business-like approach – in that they started acting like a small company. He says the larger you are the more that fight for everyday survival disappears. Large companies get complacent and aren’t as nimble, allowing for disruptors to come and shake up the industry.

“(small) Companies fight like hell to survive. I think that’s the kind of fight we need to have in our companies,” Tony said. “The larger you are the more that disappears.”

“We’re seeing some good results early,” Tony said. “We’re in the early innings. It’s a long game, but we’re off to a good start.”

Tony credits McClatchy’s move from being a publicly traded company to going private, helping speed up the process.

“We’re not chasing the next quarter. We’re really focused on how to reestablish ourselves in those 30 communities and become the preeminent media player in those markets,” Tony said. “That’s where the value is created. So, so in those 29 cities and Washington D.C., our goal is to create journalism that our consumers value and are willing to pay for.”

Tony and I talked a lot about what it takes to turn around a company and the type of  leadership needed to accomplish that throughout the interview. He’s a talented guy who’s led a successful turnaround during one of the biggest economic downturns yet and I’m sure he’s going to succeed again.

If you want to hear our entire conversation and the insightful Q & A from our members, listen to the complete episode of All Business with Jeffrey Hayzlett with the player below.