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Don’t Play With Your Emotions

“Exerting greater control over your emotions will allow you to exercise greater control of your life.” -Greg Williams, The Master Negotiator & Body Language Expert

 When you engage in life, don’t play with your emotions. Anytime you’re unsure of which path you should take, don’t play with your emotions. That doesn’t mean that you should consider options devoid of your emotions, it means, attempt to think of your options without the emotional attachment that might saddle itself to those options.

By eliminating the emotional aspect that might go into your decision-making process, you allow your thought process to be driven by logic. After you’ve assessed a situation from a purely logical perspective, you can test your sense of direction by considering the emotions that might be the co-pilot of your decision.

Sometimes people allow their emotions to lead their actions. They toss logic aside. Allowing your actions to be driven by emotions alone can lead you into dangerous situations; “I don’t know why I did it; I must have been temporarily insane.” Those may be the afterthoughts you have if you don’t control your emotions before delving into a situation.

To maintain greater control of your life and those that surround you, always seek to control your emotions. Don’t play with them! Once you learn to have greater control of your emotions, you’ll have greater control of the environments you engage in. You’ll also find that your emotions serve you better. So, always seek to keep your emotions in check … and everything will be right with the world.

What does this have to do with negotiations?

In every negotiation (you’re always negotiating), emotions dictate how you’ll engage in the negotiation. Thus, your emotions will drive your actions if you don’t curb them. It may not be very easy to control your emotions at times when negotiating, but if the opposing negotiator senses that he can control you by controlling your emotions, he’ll play you like a drum. You’ll dance to any tune he decides to play.

Before entering into a negotiation, know the hot points that may cause you to lose control of your emotions; your hot points are also called triggers. Being aware of the triggers that may provoke different emotional reactions in you, allows you to prepare the demeanor you wish to display, versus one that would hijack your real-time display of emotions. Such displays can cause you to lose control of the negotiation. By not displaying a demeanor the other negotiator expected, you’ll initiate doubt within him about the strategy he’s employing in invoking such triggers to maneuver you.

Suffice it to say, controlling your emotions allows you to have greater control of yourself and the other negotiator, and everyone knows, he who controls the negotiation has a greater chance of controlling the outcome of the negotiation.

 

What are you thinking? I’d really like to know. Reach me at Greg@TheMasterNegotiator.com

To receive Greg’s free 5-minute video on reading body language or to sign up for the “Negotiation Tip of the Week” and the “Sunday Negotiation Insight” click here http://www.themasternegotiator.com/greg-williams/

Remember, you’re always negotiating.

#HowToNegotiateBetter #CSuite #TheMasterNegotiator #ControlEmotions #Psychology

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How to Use Reverse Questioning to Win More Negotiations

“The degree of success you experience in life and in negotiations is based to a degree on asking the right questions successfully.” -Greg Williams, The Master Negotiator & Body Language Expert

You no doubt know what reverse engineering is, right? Reverse questioning in a negotiation is the process of identifying the questions you need to ask in order to obtain the answers that will lead to a successful negotiation outcome. It’s also a way to identify how you’ll control the flow of the negotiation.

As a quick example, if you wanted to exit a negotiation paying $1,000 for a product you’d work from the outcome sought back to the beginning of the negotiation; you might also consider working back from that point to how you would position yourself prior to entering into the negotiation. To perform the latter, you’d assess the requirements needed (i.e. how you’d position yourself) to have your persona projected in a certain light/manner.

The following is what the step-by-step process would look like.

  1. Identify the most and least favorable outcome you’ll seek from the negotiation, along with why you’ve identified those points of juxtaposition. As a benefit, having that insight will help you identify exit points from the negotiation.
  2. Assemble a list of questions that might be asked of you as you would go through the negotiation.
  3. Create answers to the questions posed in step 2 that are needed to drive your efforts towards a winning negotiation outcome, while formulating questions you’ll ask to keep the negotiation on track; these will be your defensive questions. Identify points where you can answer a question with a question; remember, the person asking the questions is the person controlling the negotiation. That’s due to the fact, that person is gaining more information.
  4. Once you create and address step 3, create a list of questions that you might ask of the other negotiator that’s separate from the ones you might use to respond to his questions; these will become your offensive questions. Offensive questions are questions that move your negotiation efforts quicker towards the end of the negotiation; they are questions that the other negotiator has to agree with because they’re based on what he’s previously stated as his beliefs or truths; you’ll be weaponizing his thoughts and questions against him. Some of these questions will also come in the form of questions that answer questions.
  5. Assess how the opposing negotiator might respond to your scenario.
  6. Continue going over steps 1 through 5, in an attempt to uncover additional questions that you’d not considered that need to be included in the process.
  7. Once you feel you’ve honed the questions to a point that the other negotiator has to follow a prescribed path that you’ve created for the negotiation, test your hypothesis in a mock negotiation. This will allow your questioning process to become more refined and may uncover better/additional questions.
  8. Once you feel totally prepared to utilize your questions in a negotiation, do so. Engage with the confidence in knowing that you’ve created a stealthy way of capturing better information as you go throughout the negotiation.
  9. Save your questions in a repository to be used for comparison to past and future negotiation situations.

 

The wrong question asked at the right time in a negotiation may do incalculable harm. The wrong question asked at the wrong time in a negotiation may lead to a negotiation impasse. Create and test your questions before entering into a negotiation and you’ll have more of a chance to reach a successful negotiation outcome … and everything will be right with the world.

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

To receive Greg’s free 5-minute video on reading body language or to sign up for the “Negotiation Tip of the Week” and the “Sunday Negotiation Insight” click here http://www.themasternegotiator.com/greg-williams/

Remember, you’re always negotiating.

#HowToNegotiateBetter #CSuite #TheMasterNegotiator #Bully #Question

#psychology

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Don’t Hurt the Leader’s Position

“A leader is someone that possesses the ability to successfully lead others from the front or the rear. Always know the position of your leader.” -Greg Williams, The Master Negotiator & Body Language Expert

When someone is serving as the leader of your team and you’ve agreed to give them your support, follow their lead; don’t hurt them or your team by engaging in intended or unintended subterfuge.

In the daily activities of everyone’s life, everyone follows someone. Thus, those that you follow have influence by the fact that you anoint them as someone to lead you. You embolden them with that privilege by the fact that you follow their edict/mandate/suggestions. That being the case, don’t undermine the leader by:

  1. Going off-point per a strategy that has been discussed and agreed upon (e.g. going around the leader to gain attention for yourself, etc.)

 

  1. Engaging with outside sources that have not been agreed upon – make sure the leader knows what you’re planning to do

 

  1. Creating ad-hoc strategies when you’re in the midst of interactions with those that are not on your team/group

When you subvert the direction of the lead that you’ve granted to someone, you forgo potential opportunities, and diminish your team’s ability to implement the plan that’s been agreed upon; that can be costly in time and opportunities. You may also be cloaking into darkness the light of opportunities that may have shown themselves to you in the future (i.e. if you prove not to be a team player, no one will want you on their team.)

If you’re going to be a team player, play follow the leader by supporting the person that you’ve chosen to follow. Do so to the degree that such returns are beneficial to you and the team. Once you decide that you no longer wish to engage, inform the leader of your intent and disengage. Don’t just drop out without any communication. If you restrict the flow of communications, you don’t know what potential door(s) you’ll close that might have offered opportunities that could lead you to higher heights.

As long as you’ve decided to follow the leader, don’t hurt her. You’ve made a conscious decision to allow her to lead. So, follow her lead as long as it serves you and her … and everything will be right with the world.

What does this have to do with negotiations?

In a team negotiation environment, the leader of the team can position and pose as any of its members; it doesn’t have to be the person that projects the image of a leader at the negotiation table. Depending on the strategy chosen by the team, the leader may pose as someone that’s in a strategic position for a particular negotiation. He may also be positioned as someone that a senior person on the team can replace once the negotiation has reached a certain point.

The point is, once you have a strategy in place, don’t undermine it by undermining the person that’s the lead for the negotiation. Not only will you be weakening her, you’ll also be weakening your team’s negotiation position and the perspective beneficial outcome of the negotiation for all of you.

 

What are you thinking? I’d really like to know. Reach me at Greg@TheMasterNegotiator.com

To receive Greg’s free 5-minute video on reading body language or to  sign up for the “Negotiation Tip of the Week” and the “Sunday Negotiation Insight” click here http://www.themasternegotiator.com/greg-williams/

Remember, you’re always negotiating.

#HowToNegotiateBetter #CSuite #TheMasterNegotiator #Leadership

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Best Practices Growth Management Personal Development Technology

Security is Not an IT Problem

Over the past 12 + years working as an Information Security (now known as Cyber Security) consultant, I saw too many situations where security was not implemented because the business thought that the IT department or Information Security (InfoSec) department could and would take care of it for them.

Before we go further let me define two things; 1) InfoSec is often a separate department from IT, especially in larger organizations, and 2) when I say “the business” I mean any part of the organization that is not IT or InfoSec.

The business is typically the groups that are directly related to the product you sell or the service you offer (sales, marketing, the call center, business users, etc.). They handle customer or sensitive data to do their job, they talk directly with the customer or client, or they directly support the organization (HR and accounting for example). These are the folks I am calling “the business.”

If you are a non-technical executive or business leader you might think that implementing security is the job of IT or InfoSec, however what we are going to talk about today is that if you want your organization to be secure and your data to remain your data, it’s time to look at this very differently.

It is very common for the business to think about security or bring the project to InfoSec right before they are ready to deploy a new system. Sometimes only because security got a “whiff” of the project or the project team looked at a security checklist and said “oh we should run this by security” and then ask, “Is this secure?” or “Can you make it secure?”

The problem with the scenario I just described is that it puts the cart before the horse. The cart being the business project or system that has been built and the horse being security.

It would be like building a bank and the week before it opens saying, “We should put in a vault, some locks, cameras, and ensure that we don’t get robbed, can we do that now?”

In my experience many business projects are implemented to automate a process or make something easier, faster, or better for the business user or customers. A call center rep looking up information for a customer or processing a transaction, providing customers the ability to pay online, or an automated time and attendance systems are all examples of a business initiated project that deals with a lot of sensitive data that needs to be protected.

Without security, these new systems might lead you to hand over the crown jewels of your organization, whether it is intellectual property or customer data, without you realizing it. Therefore let’s look at why security must start with the business and the reason IT or even the Information Security department can’t do it for you.

First and foremost, the business decides what data they need – if you are collecting information from customers, suppliers, partners, the government, or anyone for that matter; it is the business who determines what and how much data they need to get the job done and/or provide a service. IT or InfoSec never dictate the type of data a business user collects or how long it must be retained. The IT department supports the collection and storage of the data after the business determines what they need. IT can support security requirements through technical mechanisms to protect the data, but only if they know where the data is that needs to be secured.

It is the business who decides how they collect the data – do they want it to come in via website, call center, fax, mail, etc. The business determines the process flow to collect the data. IT or InfoSec does not say how data should be collected. IT can enable the data to be collected via technical means, but it is the business who makes the ultimate decision on how they want to collect it. IT cannot help secure a business process they don’t know about or have not been told contains sensitive data.

It is even the business that decides who has access to the data – which employees need to access the data in order to process orders, fulfill customer requests, service contracts, etc., and what level of access they need to do that job. IT may create the accounts, but they do not dictate who gets access to which types of data. Limiting access to data and administrative permissions is a key in basic security, which IT will gladly support.

The business also decides how long they need access to the data. Often what we see when there is a data breach is that there was a great amount of data available to the hacker because the business decided to keep sensitive data much longer than necessary. IT can help purge and remove data when they are told by the business what the data retention requirements are.

Lastly it is the business who decides what data is shared with external third parties and often the security of the third parties is not known or checked. InfoSec is a great resource for helping to validate the security of a third party, but they can only do this when they know who the business is sending sensitive data to.

All of these business decisions get fleshed out when they are developing their business and user requirements, often times in a vacuum without any insight or consulting by IT or InfoSec. Then they create system requirements for the developers who make their vision a reality, but if they have not included security requirements in their system requirements they will often get missed. That is because developers and IT staff who make all of the technical stuff possible are not often security professionals, they are IT professionals.

Just because someone is in IT does not mean they think about security. It’s like going to a general practitioner doctor and assume they are thinking about nutrition, you often need a specialist to discuss what to eat for your specific goals. The IT department is responsible for keeping servers and desktops running, making sure there are no network outages, that databases are available and connected to applications, that systems are developed to work as requested by the business, and that the technology is available when a user needs it.

Security is different because in many cases good security makes access harder and impedes the business and the IT users. It often means the IT folks have to document more and it can take longer to implement server configurations. Security is done by security professionals, who often have IT backgrounds, but are not typically your IT staff.

All of this shows you why discussing security has to start with the business and why the executives making business decisions need to include IT and InfoSec in the discussion from the very beginning. Security must be included throughout the lifecycle of any business or IT project, but all too often is left out of the planning and the cart is ready to go with no horse in sight.

If you have questions or don’t have a Chief Information Security Officer to help bridge the discussions between the business and IT with a security perspective, email sharon@c-suiteresults.com to discuss your challenges and virtual CISO services that are designed to help small and medium size organizations maintain their security posture.

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How to Really Overcome a Bully Before Negotiating

“A bully is a misguided person with perceived power. Extinguish his sources of power and you extinguish the bully.” -Greg Williams, The Master Negotiator & Body Language Expert

Do you know how to really overcome a bully before negotiating with him? There you are. You’re negotiating against a bully! He’s someone that’s willing to lie, cheat, and steal to come out ahead in the negotiation. You think to yourself, ‘what can I do? This son-of-a-gun is not playing fair and I don’t know how to overcome him!’ The answer to, ‘what can I do’ was hidden in what occurred before the negotiation began.

The following insights will allow you to position yourself better to overcome a bully’s ploys before you negotiate with him.

Positioning:

In every negotiation, positioning occurs. It’s shown in the way the negotiators perceive each other and themselves. Thus, positioning is important because it determines how negotiators will interact with one another.

If you know you’ll be negotiating against someone that has bullied others in the past, before entering into the negotiation, attempt to discover the demeanor of those individuals. In particular seek to define whether they were perceived to be weak by your opponent due to their short-comings, or if your opponent felt empowered due to some other factor(s) he had going for himself at the time of the negotiation(s). That information will allow you to best position yourself from a position of strength. A bully’s loathing for weakness is the reason he only picks on targets that he perceives to be weak.

Leverage: (ploys you can employ when negotiating with a bully)

  • Using Other people
    • All bullies look up to someone. If you can find a way to curry favor with the bully’s icon, you can supplant his bullying efforts against you. After all, the bully wants an easy target. If the bully’s icon has favored you, that makes you less of a target to the bully.
  • Bully’s weakness
    • All bullies have an Achilles heel. It may be how they wish to be perceived by others. It may also appear in the form of the bully being perceived in one light versus another. Whatever it is, discover it and be prepared to exploit it during the negotiation if such is called for.
  • Bully’s Persona (his vanity)
    • If you’re aware of the pride a bully takes in having himself perceived in a certain light, attempt to alter that light; have it shine on someone or somewhere else. You will have taken away his source of motivation. Hold it hostage until he dismantles his bullying ways. The point is, hit him where you’ll get the most attention and where it will hurt him the most. Remember, he despises weakness and applauds strength.

Be Stealthy:

Every good negotiator gathers information about the opposing negotiator. When you know you’ll be negotiating against a bully, drip misinformation into places that he seeks to gather information about you. The better you can use such information to misguide him, the more difficult it’ll be for him to assess the type of negotiator you are; always be willing to display a different negotiation demeanor based on the opposing negotiator.

When engaging a bully in a negotiation, there are all kinds of mind games that occur. Utilize the insights above and you’ll be in a better mental state than the bully. The better you play the game, the greater the chance that you’ll be able to overcome a bully when negotiating … and everything will be right with the world.

What are you thinking? I’d really like to know. Reach me at Greg@TheMasterNegotiator.com

To receive Greg’s free 5-minute video on reading body language or to sign up for the “Negotiation Tip of the Week” and the “Sunday Negotiation Insight” click here http://www.themasternegotiator.com/greg-williams/

Remember, you’re always negotiating.

#HowToNegotiateBetter #CSuite #TheMasterNegotiator #Bully

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Growth Management Skills Technology

Great Leaders Are Always Transitioning

As I moved from company to company throughout my career, I rarely had a gap in between roles.  So when I was recruiting a candidate that had recently been laid off, my internal recruiter had to explain the term “in transition” to me.    I was not a big fan of the term.  Couldn’t we just say that someone was between jobs?  Transitioning has much broader and open-ended connotations.

In my current role as a social media advisor and coach to C-Suite Executives, I work with a few Executives that are between jobs.  But most of my clients are fully employed Executives who are constantly looking ahead and thinking about their future.  Those in new roles hope to transition from new kid on the block to established rock star.   And almost every executive worth their salt is thinking about what’s next, both in their current role and beyond.

C-Suite tenures average around four years, so Executives have to think about their future, whether that be another C-Suite role, a Board position, philanthropic endeavors, etc.  Don’t wait until you are between jobs to set yourself up to be considered for desirable future roles.  You will have much less leverage and influence than you do now.

Do your own internal assessment.  If a merger or reorganization were to eliminate your current role in the next few months, are you ready for the transition to your next role?  Are you successful in your current role?  Are your skills up to date?  Are you perceived as having good executive presence? Are you well networked?  These are some of the questions forward thinking executives ask themselves. A good Executive Coach can help.  Having an outside perspective can identify blind spots and help you create and execute an action plan to build on strengths and address deficiencies.

Also, take an objective look at your social media presence; your Coach can provide objectivity.  A purposeful and active social media presence can help address many of the deficiencies Executives identify in their self-assessment.   While elements of executive presence have historically been in the physical world, increasingly elements must carry over into the digital and social space as well.  A powerful social presence is often viewed as a proxy for “getting digital.”  It also gives you a platform to show off your current success and demonstrate ongoing subject matter expertise and thought leadership.  Finally, it strengthens and extends your already strong network.

Supposedly, it is easier to find a job when you have a job.  Like job hunting, the time to prepare for your transition and build a strong social presence is now.  By virtue of your current C-Suite position, you command attention that translates into building a stronger presence much faster than when you are between jobs.

Now is the time to start thinking about your transition.

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Entrepreneurship Health and Wellness Management Technology

Craig Weiss Shares How His Company Will Allow Us To Control Our Dreams

As part of my nationally syndicated radio show, Take the Lead, I interview top leaders and successful individuals who share their success stories.  I recently had the chance to interview Craig Weiss, Founder and CEO of Aladdin Dreamer, a technology company that is designing a wearable that allows people to control their dreams. He originally practiced patent law. Prior to Aladdin Dreamer, Craig oversaw NJOY, Inc. the world’s largest independent electronic cigarette and vaping company as President and later as CEO.

To hear the entire interview, you can go to the podcast version, which includes an interview with David Mead, who co-wrote Find Your Why with Simon Sinek and Peter Docker: http://www.podcastgarden.com/episode/david-mead-and-craig-weiss_118355 or you can see the video interview with Craig Weiss on Youtube at: https://www.youtube.com/watch?v=SH3c7OpVTZg&t=1613s

The following are highlights of what Craig discussed in our interview.

  • How Aladdin Dream will allow customers to control their dreams
  • His experience in the vaping industry and how he was lambasted
  • How receiving a law degree impacted his success
  • His startup company and how he is raising funds
  • Serial entrepreneurship issues
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Entrepreneurship Health and Wellness Management Marketing Technology

Billionaire Naveen Jain Shares His Moon Shot

As part of my nationally syndicated radio show, Take the Lead, I interview top leaders and successful individuals who share their success stories. Naveen Jain, the billionaire behind Viome and Moon Express, sat down for a live interview with me.

To hear the entire interview, you can go to:  http://drdianehamilton.com/episodes and https://www.youtube.com/watch?v=_Z0KVSnO9Ow&t=219s.

The following are highlights of what he discussed in our interview:

  • Going from being poor to becoming a billionaire is a mindset
  • Ask what can I do about a problem
  • What if energy becomes like oxygen and does not cost money
  • Abundance makes things demonetized
  • Half of the Fortune 500 companies will go bankrupt in next 15 years
  • The pace of disruption
  • What Uber has accomplished and what will happen to them
  • What is your moonshot and what is possible
  • Smaller problems are harder to solve then bigger ones
  • How to get to the point of landing on the moon
  • Don’t have a plan B as a crutch
  • How to create a billion-dollar company
  • Reason people buy products
  • Curing all disease
  • Better to get into industries with which you are not familiar
  • 70% of serotonin is produced in the gut and not the brain
  • Tony Robbins and Peter Diamandis and the Joe Polish Genius Network event
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Growth Management Personal Development Technology

Communication – The 5th Pillar of Your EPICC Cybersecurity Team

Here we are, the last and final article in the series on creating an EPICC High Performance Cybersecurity team. If you have been with me from the start of this series you know the first four pillars are Engagement, Productivity, Integrity, and Collaboration. The fifth and final pilar we are going to talk about is Communication.

You’ve heard it before “you were born with two ears and one mouth for a reason: to listen twice as much as you speak,” but how often do we follow that rule? Too often, and I’m guilty of this too, we are thinking about what we are going to say next in response to what we are being told, rather than listening to understand. Which means, if we are not listening we are not communicating completely or effectively.

Communication is an open and safe exchange of information, ideas, and opinions; the good, the bad, and the ugly. When something is not going right, communication is critical. You may think this sounds a lot like collaboration that we talked about in the last article, and they do go hand in hand, but you cannot get to collaboration without communication.

Communication has to do with how we say what needs to be said, when we say it, and whether we are truly listening. This is incredibly important for your cybersecurity team. If they are not truly communicating and listening, think of what could get missed in your mission to protect your organization.

Respectful communication is key and you must lead by example. Clearly discuss what respectful communication looks and sounds like and what will and won’t be tolerated and then do what you are telling others to do. Some examples of respectful communication includes being fully present and not typing emails or texts while someone is talking. You are not listening if you are thinking about what you are typing. Other examples include making eye contact, repeating back what you heard to show you were listening, and asking clarifying questions. These are the questions that helps ensure you truly heard and understood what the other person just said.

If you are not sure what makes up a complete list of respectful communication thinks about the things that drive you nuts when you are talking with someone. A good exercise would be to get your team together and without asking them to name names ask each person to provide examples of what they think respectful communication looks like and what they think is rude. Use this time to discuss what you want for the team, create a list together of what is acceptable and not acceptable and now as a group you have collaborated on the rules of respectful communication. Everyone now knows what will and won’t be tolerated.

Giving and receiving feedback in real time, which I discussed in motivation and feedback is another  crucial part of communication, especially as a leader. If you have ever been given critical feedback long after the incident occurred, you know how frustrating that can be: how can I fix something that happened three months ago?

Feedback means communicating with your team, individually or as a group when needed to share what you are observing that is working well and not working. The conversation on what is not working well is a crucial conversation that is often difficult to have. It’s tough to deliver bad news or share with people areas that need improvement. But the ability to do this not only makes you a stronger leader, it will garner respect when done well, and help your team be a more high performing team.

If you need help starting a conversation or figuring out how to broach a topic with someone on your team there are specialists who can help. For example, A subject matter expert on this whose articles are extremely useful is Dr. Laura Sicola, who is someone from whom you can learn a lot about communication. Similarly, if you are looking for more on how to create a high performance team, you can reach out to me at sharon@c-suiteresults.com to learn more about conducting a High Performance Team Workshop.

It’s perfectly normal to need help and perfectly acceptable to ask. What is unacceptable is thinking that things can change on their own or deciding that the status quo is good enough and change isn’t necessary for you or your team. But in the end, whether or not you are going to get assistance in building your EPICC team or do it yourself, it’s time to get started and get to work.

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Investing Management Marketing Personal Development Technology

Crypto Currency Explained by Currency Expert

As part of my nationally syndicated radio show, Take the Lead, I interview top leaders and successful individuals who share their success stories. Bitcoin and cryptocurrency expert and CEO of FIREapps Wolfgang Koester, sat down for a live interview with me.  He was named as one of the “100 Most Influential People in Finance” and is regularly included in Global Finance’s annual “Who’s Who in Foreign Exchange”. To hear the entire interview, you can go tohttp://drdianehamilton.com/episodes and https://www.youtube.com/watch?v=wMm8R6WJObU&t=1105s.

The following are highlights of what he discussed in our interview:

  • What is crypto currency and Bitcoin
  • The security and traceability of crypto currency
  • Block chain technology or ledger technology and digital mining
  • Supply and demand of Bitcoin and why the price changes
  • 130 cryptocurrencies out there – creating a market for currency
  • How many crypto currencies there should or will be
  • Countries like Russia and others going with crypto currency soon
  • Chinese raise to beat others to become dominant currency and displace the dollar
  • Millennials interest in crypto currency
  • Criminal activity hiding transactions
  • Winklevoss Bitcoin marketers will never spend their money
  • How much is in circulation
  • Difficulty getting out of digital currency
  • Rules getting made up as we go and scamming
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