All posts by Sue Falcone

About Sue Falcone

Sue Falcone is the Founder and CEO of the newly re-branded Remarkable! A Speakers Bureau. The Stress-free Way to Find a Speaker! Compelling storytellers. Motivational masters. Best selling authors and award-winning entertainers — we have gathered together the speakers that’ll make your events Remarkable. Those We Serve Include: ● Fortune 500 Companies ● Professional Business Associations ● Major TV Networks ● Non-Profit Organizations ● Major Universities "Trusted by America’s Top Meeting and Event Planners" Dean Waye- Global Techical Sales Manager Contact us at 888-766-3155 and see how we earn the right to be the first phone call for the top event planners around the world!

3 STRATEGIES TO ENHANCE COMPANY CULTURE IN A VIRTUAL WORLD

One of my favorite clients works in the manufacturing space, and lucky for them, 2020 was a great year. Despite the pandemic, they grew, added more staff, and increased profits by 32%.

Working together, we spent most of the early months of the pandemic navigating the consistent increase in demand. We spent our time helping over three-quarters of their staff learn to work remotely and the other one-third adjust to the new regulations and protocols to ensure a safe working environment.

For the first few months, company culture was the last thing on anyone’s mind. The team was engaged. Most of their employees were grateful to have a job, others driven by the urgent need to help their customers and team members. Pretty much everyone was willing to do whatever it took to keep the company growing.

Now we find ourselves 10-months into this crisis, and the tide is shifting. Team members are getting burned out and starting to disengage. They suffer from ‘Zoom fatigue.’ They struggle to achieve work-life balance, and they are getting frustrated.

For the first time since this pandemic began, the leadership team is wrestling with how long will this go on? How do we keep our team engaged? And how do we maintain and enhance our company culture in a virtual world?

Those are great questions that many leaders are challenged with today because building a culture and leading a team in a remote environment is different. It requires new strategies and a new set of ideas.

3 Strategies to Enhance Company Culture In A Virtual World

Before we jump in and start discussing the strategies you need to build and maintain your company culture, let’s talk about what culture is and why it matters, even more so in a virtual world.

Culture is the set of values and beliefs a company has. When your culture is strong, your employees not only understand those values and beliefs; they use them to drive their attitude, their behavior, and the experience they create for team members and customers. With a strong culture, you get a more engaged team, a more productive work environment, and more satisfied customers.

Now culture matters because employees are more engaged, more productive, and tend to stay longer when they work for a company whose values and beliefs are aligned with theirs. Let’s look at the facts: companies with winning organizational cultures have 72% higher employee engagement ratings. 65% of employees say their company culture is a deciding factor in whether they stay long-term or not, and 77% of employees believe a strong culture enables them to produce higher levels of work.

So, culture matters, and in a world where employees can work from anywhere and for anyone, giving them something to believe in, be a part of, and contribute to is one of the best tools you have to keep top talent.

There is so much value in investing in your company culture, so how do you get it right in a virtual world and working with a remote team?

1. Overly Communicate:

Very few leaders communicate enough and far fewer communicate enough in a virtual world. You have to realize the moment your team started working from their homes, they felt disconnected, shut off, and isolated. They are unsure of how your company is doing, what challenges you’re facing, what you are focused on for 2021, and how they can best contribute.

You need to be answering their questions, and much more. You need to ensure that you communicate with your team often and provide opportunities for them to communicate with you. Communication is a two-way street, and if you want to drive culture, you need to ensure your team is talking to you as much as you are talking to them.

BEST PRACTICES: Here are some of the best ideas we see successful leaders today putting into place.

Weekly kick-off video – the CEO starts each week with a video that lets the team know where the focus needs to be, what she expects of them, and then rewards and recognizes individual contributions.

Town Halls – monthly or quarterly, town halls with the CEO and/or leadership team allow employees to get relevant updates and, more importantly, ask questions, get first-hand information, and heard on significant challenges.

Monthly Financial Updates – humanizing the business model by allowing employees to learn from the CFO how the company makes money, what they can impact, and how their contribution directly connects to the bottom line. This does more than any other strategy we have seen to decrease expenses and drive revenue.

2. Create Connection:

Gone are the opportunities to grab lunch with a co-worker, tell a joke before the meeting starts, or participate in the monthly birthday celebration. What remote work has given us in productivity and efficiency has cost us in the areas of communication and relationship building.

People spend so much time at work, even if that work is remote. To be successful; they want to feel like they are connected to their co-workers, know their boss, and feel heard and understood by the people they work with. In a virtual world, you have to be more innovative to create that, and you have to build on those opportunities proactively.

BEST PRACTICES: Here are some of the best ideas we see successful leaders putting into place

TECH MATTERS – just like you invested in your office space, you need to invest in technology. If you want people to feel connected, they need to have the tools. Video is critical, strong audio is a requirement, and the right software and tools make it so much easier to engage.

CREATE SPACE – allow people to connect just like you did at work. Instead of the monthly pot luck dinner, create personal channels on your SLACK, TRELLO, or intranet accounts. Start rooms where team members can talk about their pets, taking care of aging parents, or what it is like to homeschool your kids in the age of COVID.

DONUT MEETINGS – beak the silos and communication issues by building relationships between departments and leaders you need to work together. Donut meetings are meetings set up between two and three team members who don’t interact regularly but need a better connection to work more effectively together.

3. Bind with Purpose:

At the end of the day, in a traditional or remote work environment, people want to do work that matters, and they want to be a part of something bigger than themselves.

If you want your team to engage, then you need to give them something to engage in. That something is a purpose, who you are, what you stand for, and the impact you are making.

BEST PRACTICES: Here are some of the best ideas we see successful leaders putting into place

BEGIN EVERY MEETING – and end every meeting reminding your team members of your purpose, and how what they are doing matters, the impact they are making.

REWARD/RECOGNIZE – team members and situations that underscore the importance of your purpose. Tell stories and develop case studies that detail how the company’s purpose is to create change and help people.

NORTH STAR – use your purpose and core values as your litmus test, your north star in deciding whom to promote, whom to hire, and what new initiatives to implement in your company. You show your team just how important the core values and purpose are and why they matter to the company’s success.

Your Culture Is Your Best Investment:

Yes, investing in building culture in a work environment can be challenging, but it’s not impossible. It is also one of the best investments you can make. One of the few advantages you have left in this constantly shifting and highly competitive marketplace is your team’s engagement level. Invest in your culture, and your team will invest in you.

Meridith Elliott Powell, Keynote Speaker, Best-selling Author, and One of the Top 100 Sales Experts on LinkedIn is an award-winning leadership and sales expert. Meridith’s cutting-edge message, rooted in real-life examples and real-world knowledge will make your audience laugh and learn as she walks you through the sales and leadership strategies you need to succeed. Meridith Powell is one of the most sought after Sales Strategist and Leadership Experts! Book Meridith Powell today: https://bit.ly/2Vvm4XG

How to Find Inspiration in Nature

Most of us would admit to finding a sunset somewhat moving and possibly inspirational. Few of us can walk past a beautifully red and purple sky without stopping to take a look and probably upload a picture to Instagram. The same can be said of star-filled skies and crashing waves.

But what is it about nature that we find so beautiful and so inspirational? Why are poets, artists, and musicians drawn to these scenes? And how can you use this to encourage more creativity in your own life?

Why We Find Nature Beautiful

It’s a mistake to say that we find nature beautiful, in particular. In fact, we can just as easily experience a sense of awe looking at man-made things. Try climbing to the top of a high building and looking out over the skyline of a city and see how you feel. Likewise, many of us would express a sense of awe looking at the pyramids.

We feel awe, reverence, and wonder when we see things we find hard to fathom and that we can’t quite take in all at once. Things incredibly intricate, incredibly beautiful, or incredibly vast all create a sense of being small in a universe full of incredible possibilities. Research shows that this is a universal feeling, even shared by some animals, and that it appears to be beneficial for any species as a whole as it encourages altruism and community. Researchers often call these moments ‘peak experiences’.

Where the Inspiration Comes In

So why does this lead to inspiration?

The key thing to recognize is that peak experiences involve novelty and scale. They light up lots of areas of our brain as we struggle to comprehend the entirety of what we’re seeing. This lighting up of the brain results in lots of memories, ideas, and thoughts flowing all at once and this is often said to be the perfect condition for ideas to emerge.

At the same time, beautiful scenes and majestic sights trigger the release of neurotransmitters that make us feel relaxed and exhilarated at the same time. Again, this puts us in a state that is conducive to creative thought and mental experimentation.

How to Harness Peak Experiences

So how do you harness these peak experiences to trigger more innovation and creativity in your life? One way to do this is to subject yourself to more beauty. Go on walks, travel the world, even spend some time on Google images! Another is to try and appreciate the majesty in even your smallest moments. When you see a flower bloom for the first time, or when you see a swarm of bees, stop to think of all that it represents and of the intricate beauty therein. The greatest poets are those who can see inspiration in all they survey.

Judi Moreo is an International Award-winning Motivational Speaker, Best-selling Author, Corporate Trainer and Executive Coach. Known as “The Charismatic Communicator” Judi is one of the most in-demand speakers on motivation, communication skills, and personal development in the world. She is the author of newly revised You Are More Than Enough and is the publisher of both the Life Choices book series and Choices magazine as well as the host of the popular Life Choices with Judi Moreo  on the Golden Network on ROKU! To book Judi Moreo click here: https://bit.ly/2Orosec

Understanding Gen Z: They Are Not Young Millennials

If you haven’t noticed, Gen Z has arrived and they need some understanding! They are the “newest” generation to enter the workplace and are soon to pass Millennials as the largest generation with 1/3 of the world’s population. In the U.S., Gen Z accounts for more than 25% of the people and is the most diverse generation in history.

Now Gen Z is making its presence known in the workplace. Gen Z members were born between 1997 and 2015, and they have never known a world without the internet and most smartphones. Many Gen Z children often played with their parents’ and grandparents’ smartphones or tablets and got their first phones around the age of 10. They have grown up in a hyper-connected world, and the smartphone is their preferred method of communication. On average, they spend 3 hours a day on their mobile devices. Gen Z chooses to be entertained more on YouTube or TikTok than on any other social media platform.

For the past decade, the workplace and marketplace focused on understanding and adapting to Millennials (1981-1996). Millennials changed the world of work while inspiring, sometimes heated conversations about generational differences across the globe. Millennials helped drive flexibility, collaboration, purpose, and new leadership styles in the workplace significantly—and now it’s essential to understand the differences.

Optimistic Millennials – Pragmatic Gen Z

Optimistic Millennials grew up during the 1990 economic boom. Like their self-esteem building Baby Boomer parents, they see the world through a bright lens. Baby Boomer parents wanted to make their children’s lives more comfortable and better. As a result, Millennials are seen as entitled and overly sensitive, wanting a trophy for just showing up and occupying space.

On the other hand, Gen Zers grew up amid the Great Recession. Thanks to their tough-loving, skeptical Gen X parents, they view the world with a pragmatic, independent, survival mode lens. Also, Gen Z witnessed Millennials struggling to pay back their college student loans. Gen Z took notice, and they are earners and savers.

Collaborative Millennials – Competitive Gen Z

When Millennials were in their formative years of learning, the Boomer mantra “Teamwork makes the Dream Work” prevailed. Boomers held collaboration held to the highest standard. Collective group projects and after school team sports were the norm in schools. In the workplace, Millennials have a more collaborative mindset, with everyone pitching in and working together

In contrast, Gen Z likes to win! Raised by their Gen X parents, they learned the mantra, “In life, there are winners and losers, and if you don’t win, you lose!” Their competitive nature applies to almost everything, from sports to school-work. Additionally, Gen Z lives in an increasingly competitive educational environment. Technology allows for online grading portals, which give frequent updates on the Gen Z student’s academic performance. In the past, students sometimes had to wait weeks or longer to receive a test grade. Now, they get frustrated if they can’t access their scores within hours of finishing an exam—and often, so do the parents.

It is not surprising that 72% of Gen Z said they are competitive with those doing the same job in the workplace. This generation is highly independent and wants to be evaluated on its own merits, not their team members. That said, they prefer individual tasks over team tasks.

Work-Life Balance – Human Rights, Equity and Diversity

Gen X tried to attain a work-life balance, but the big push to end the traditional 9 to 5 workplace came from the Millennial. Millennials are not motivated by working hard for 40 years or more and then retiring to enjoy life. They are inspired by the idea of blending their work life and their personal life. Millennials want a healthy mix of time, achieving professional goals, and time pursuing personal goals.

Gen Z also wants work-life balance, but their broader focus is on issues that affect them, their communities, and their future. They care about human rights, equality, and diversity in their workplace. In a recent survey, 83% of Gen Z said that a company’s commitment to diversity and inclusion is essential when choosing an employer.

Millennials Seek Work Fulfillment – Gen Z’s Financial Focus

Millennials are known as the purpose-driven generation seeking jobs that offer a strong sense of meaning and not just a paycheck. Older Millennials were entering the workplace near the time of the Great Recession. Many could not find work, so they went back to school or spent a few years volunteering and learning. And yes, many had to move back in with their parents. All that said, Millennials were all about finding meaning in their jobs and making the world a better place. Although the Great Recession impacted many Millennials, this generation rated having meaning and purpose in their work over perks and income. They successfully brought purpose to the forefront of today’s business culture.

The Great Recession had a significant effect on Gen Z too. Gen Z was old enough to see their parents lose jobs and struggle as the economy crashed. This generation remembers the tough times, and they are very frugal with their money. They look for bargains, shop in thrift stores, and they are savers. A new report out states that Gen Z adults between the ages of 18 and 21 prioritize making money and having a successful career. Those two goals are more important to them than having close friendships, getting married, or traveling. Sure, they want to make a difference, but surviving and thriving take priority. Right now, compensation overrides workplace satisfaction and engagement. Money is the key driver, along with healthcare benefits and other perks.

During this pandemic, smart companies incorporate financial education in their online tools for their employees to access. Money is top of mind for this generation and possible for all the others too. Gen Z’s concerns deal with the bottom line: Are they making enough? Saving enough? Can they pay back their college loans? Will they ever have enough money to buy a car? Or a house? Gen Z is turning out to be a generation of savers.

Keep your eye on Gen Z. The world is changing. COVID-19 is reshaping our social, political, and economic landscape. Gen Z, along with the rest of us, is facing an uncertain world. Pew Research reports that Gen Zers have been hit hard during this coronavirus crisis. Their behaviors and perspective may change. Stay tuned.

Karen McCullough, CSP, CVP  is an Award-winning High Energy Keynote Speaker expert on Change, Generations in the Workplace, and Branding; both Onstage and Virtually! She inspires and empowers organizations and individuals to evolve, grow, and realize their true potential for excellence. Participants will acquire tools to help them create an environment of multi-generational trust, collaboration, productivity, and innovation. Tapping into the knowledge and strengths of your multigenerational team will give you “The Generational Advantage!”. To hire Karen for Your next Event click here: https://bit.ly/3okRdYF

RAUD BUSTING: THE MILLION DOLLAR ONLINE DATING FRAUD WITH DEBBY MONTGOMERY

Debby Montgomery fell in love online and ended up losing over $1,000,000. Watch to find out how it happened, how the fraud was revealed and what she’s doing to help others avoid the same fate.

TIME Magazine has named Traci Brown one of the country’s Top Deception Detection Experts. And She’s currently ranked the #9 Body Language Expert in the World by GlobalGurus.com. During these times we are going through it is even more important to detect lies and fraud that come into our home. Traci shares simple ways to protect yourself while we are all social distancing and working and living from home! Traci is available for your virtual and futures events. Book Traci today: https://bit.ly/33WGoDL

How to Maximize Your Potential in the New Year

How was your year? Are you looking for change in the new year? Here’s one super simple tip to find more fulfillment in your life. I’ll give you a hint: it’s about maximizing your mornings.

Randy Fox is a Professional Speaker, Leadership expert, Best-selling Author, and NCAA basketball official who inspires organizations and individuals as they seek to maximize their potential and performance. It is all about people with Randy, who brings ultra-high energy to the stage, or on virtual with his undeniable passion for people, and an engaging approach to motivating and inspiring others to achieve great results. To book him for your next event contact 888-766-3155 today!

The Power Of TRUST

What makes a company great? Its CULTURE.
What makes a great corporate culture? LEADERSHIP.
What makes a great Leader? TRUST.

If you want to hit that trifecta, great company, corporate culture and leader, then you need to delve deeper into the word TRUST. I can’t tell you how many leaders I’ve known, who were extremely talented, but needlessly lost the TRUST of employees for preventable reasons.   They chose “not” to adhere to the rules they asked others to play by.  They asked others to make sacrifices they weren’t willing to make themselves.

Nobel Prize winning psychologist, Daniel Kahneman, found that people would rather do business with (and employees will follow) a person they trust. Trust is a confident belief in a person, product or organization. Trust is confidence in the honesty, integrity, ability and character of a person. Former CEO of General Electric, Jack Welch, once said, “Leadership is about two things – Trust & Trust.” In our quest to stay up with the latest and greatest management fad, I feel we are losing sight of the most important ingredient in making a company successful, TRUST. Employees want to work for leaders who are trustworthy, reliable, responsible, considerate and consistent.

One of the phrases being used a lot in corporate America today, is having employees who are “fully engaged” in their job. Why is it important to have “fully engaged” employees? According to a Towers Watson Global Workplace Study, companies with “fully engaged” employees “had operating margins almost three times those of organizations with a largely disengaged workforce.” That is an impressive number. But an alarming statistic the study uncovered is that only 21% of employees are “fully engaged.” OUCH!

Another scary statistic is employees are also four times more likely to leave an organization because of lack of appreciation and TRUST so, leaders need to have an “attitude of gratitude”. Look for ways to compliment and recognize employees for a job well done. TRUST thrives in this type of environment. Create a “Corporate Culture” that influences the level of TRUST for all employees.

Here is a simple acrostic that I feel identifies several necessary characteristics any leader needs to possess if they have any intention of creating TRUST.

T  Transparent
R  Reasonable
U  Understanding
S  Supportive
T  Thoughtful

You need to understand that every action you take will either increase or decrease the level of TRUST employees have. Marketing guru, Seth Godin, who has also authored 19 international best-selling books, addressed the importance of TRUST this way; “Earn TRUST, then worry about the rest.” Employees have learned not to TRUST words, they TRUST actions.

Great leaders think beyond themselves. They have found that employees put TRUST in those who truly care about them. What have you done to gain the TRUST of your employees? What actions have you taken recently, that proves your involvement in their success?

YOU DON’T DEMAND TRUST – YOU EARN IT

Robert Stevenson is one the most widely sought after professional speakers today. He understands what it takes to succeed. His ability to connect with an audience is amazing; be it a strategic planning session for a Fortune 500 company to 20,000 salespeople at a virtual conference event, he excels at blending humor, facts, inspiration, conviction and audience participation. With now over 29,000 followers on LinkedIn, Robert makes a big effort to share something every day that will help people succeed on either a personal or business basis. To Book Robert Stevenson for your next Virtual or Hybrid Event call today: 888-766-3155 or visit https://bit.ly/3mTwU3N

Link Up Your Marketing – Build your LinkedIn Network with Local Networking Groups

Link Up Your Marketing – Build your LinkedIn network with local networking groups

Ready for some simple, actionable LinkedIn marketing strategies? Tune in!

Today is a “build your LinkedIn Network tip! I’m going to show you how to leverage your local networking groups.

Karen Yankovich shows audiences how to turn their passion into prosperity.  She delivers high-level, high impact, high energy keynotes, presentations and workshops for audiences looking to increase profitability and uplevel their businesses. Want some help? Join the LinkedUp Revolution and get 21 days FREE of in depth Linkedin training!  To hire Karen for Your next Event click here:  Karen Yankovich

NONPROFITS MUST RECOGNIZE REALITY

It’s time nonprofits come to grips with the present-day situation. We’re in a pandemic and there is economic stress. The circumstances nonprofits have been thrust into don’t have a clear end in sight and the challenges faced are likely to have long-lasting impact.

I write this not as a pessimist but as a pragmatic.

There are nonprofits not willing to accept the reality we’re in. Some have a mindset this is a short term crisis and business as usual will resume soon. Some are paralyzed by the uncertainty. Others appear set on continuing their same practices as if they’re oblivious to what’s happening around them.

Acknowledging the problem doesn’t mean adopting a defeatist attitude. It means recognizing this is a new time that will require new approaches to keep your mission moving forward.

Consider critical conversations with your staff and board to identify what matters most now and devote your attention to make that happen.

Rather than expending energy attempting to make where you were pre-COVID fit into where you are, focus on what’s in front of you right now. With the unknown exacerbated by rapidly changing conditions, long term planning may be defined in weeks rather than months or years.

Find ways to be creative, take advantage of available resources, pursue opportunities for collaboration, and make sure your messaging is appropriate.

The realist says we are where we are, understands where that is, and rallies their team around a positive direction that considers existing limitations.

As a nonprofit leader stay positive, keep working, and be safe.

Speaker and Author, Hardy Smith works with nonprofits and associations who want an ongoing culture of performance. A master storyteller, organizations across America have benefitted from Hardy’s extensive career in the world of Nascar racing. His involvement with nonprofits, volunteer and community based groups nationwide has earned him the title of: “The Guru of Nonprofits!” Hardy offers: Keynotes, Seminars, Workshops, Leadership Retreats, and Strategic Planning Sessions! Book Hardy today: https://bit.ly/2ZFALqb

The Promise of a New Year

Let’s not waste the opportunity to:

  • Think bigger
  • Help gratefully
  • Encourage sincerely
  • Compliment
  • Act mindfully
  • Serve happily
  • Lead decisively
  • Plan courageously
  • React kindly
  • Articulate clearly

People love the new year for the sense of renewal and a fresh start.

Think about how to make the most of your time, talents, and resources.  What will make the most sense for you, increases your happiness factor, and focus on where you want to be in a year?

It is important that we know what we want more of, as well as what we want less of. 

Maybe you want a promotion? More money, power, prestige, and influence. 
Maybe you want a demotion? More free time, decreased stress, and less responsibility.
Maybe you want deeper friendships, better relationships, and more community involvement?
Maybe you want fewer complications?

Think about what gives you satisfaction, joy, and provides value to your sense of purpose. 

Then make a P.R.O.M.I.S.E. to yourself to enthusiastically pursue those aspects that are the most meaningful,  most productive, and most important to you.

P. Plan courageously.

Want to take a vacation? Buy the tickets now and block the dates on your calendar before the year gets booked up. Want to acquire another company? Make the offer.  You can secure the funding later.  Ready to move across country?  Start packing now.  Put the house on the market.  Start job hunting. 

Assume that you will succeed when you take the necessary steps.  Be confident that you can handle the setbacks. 

Many people say they have a dream, but they don’t achieve those dreams because they allow the dream to dissolve without forming it into a plan. 

Take the idea and craft it into a plan.

R. React properly.

It is easy to overreact to bad news or the impact that an external shock might have on your business. React properly. Assess the situation for what it is.  Implement the right response quickly.  

O. Offer gratefully.

If you make an offer, do it with intention and gratitude. If you are in a business relationship and you feel you are getting taken advantage of, chalk it up to a lesson learned and move on.

A colleague was bemoaning that she had to redo her entire contract because one customer managed to work around some of the legal language to get more services than my friend understood she should provide.  My response was: “So what? Provide the services and move on.” 

Don’t let one negative encounter sour your relationship with your well-intentioned clients.  Don’t assume they were trying to take advantage of you.  

Every time I shop at a big box store, the ones where you have to show your sales receipt on the way out of the building, I wonder, “What prompted them to hire people to stand at the doors and check receipts?  Was there a parade of shoppers racing for the doors with carts full of rotisserie chickens, dog food, and muffins?” 

I wonder about the opportunity costs of hiring all of those people over decades to check receipts, and the additional time it takes for people to leave the store because of this process.  Were there that many people stealing the 64 packs of toilet paper?

Make the offer.  Be grateful for the people you get to work with.  Assume that people are mostly good. 

M. Motivate individually.

People are individuals, not a demographic. While our brains like to categorize people into boxes to make it easier for our brains to make sense of the data, it is a lazy way to respond.  People are different and they need different responses from us.   The danger is that we might think everyone in a certain category automatically shares specific traits so they receive the same response.  Appreciate and motivate individuals based on what matters to them as individuals, not according to their demographic profile.  

I. Imagine outrageously.

What would we do if we knew we couldn’t fail? What could we do if we thought big, like, really big? Where would our careers go? What would our business be like? Who do we admire? How did they think bigger?  Contemplate others who are big thinkers.  How can we think without constraints?  Imagine thinking crazy big thoughts.  

S. Strategize mindfully. It is easy to fall into the trap of “What did we do last year? Let’s do more of that next year (especially if it worked).“ That breeds status quo.  Great strategists look first at the changing needs of the markets and future trends, and then they ask, “How can I serve that market with what I know?  How am I different from everyone else in the market?  What makes me and my product offerings better?  What problem am I solving? What needs am I addressing?  What am I improving?”

Then, they craft the solution to the market needs.

E. Encourage sincerity.  People need genuine encouragement.  People need to know they are valued appreciated, and respected.  People have to be encouraged in a way that matters to them.  Leaders need to help the people around them stay focused, positive, motivated to do what they do. 

This year, let’s make a P.R.O.M.I.S.E. to stay motivated and inspired, while helping those around us do the same.

Mary Kelly, PhD, CSP, CPAE, CVP, CDR, US Navy (ret) What do all of these designations mean to you? Mary Kelly has EXPERIENCE and it’s this experience that your executives and your audience must learn to change the way they thrive in work and in life. Of all her titles, Mary’s favorite is teacher and after an outstanding career, she is focused on teaching professionals to navigate the economy, build their business, be a true leader and get more done.  Add inspiration, grace and a few hilarious stories and you have yourself one unforgettable keynote speaker, whether Virtual or Onstage! Mary just recently was named as one of the Top Keynote Speakers of 2020 by Top World Sales Inc, and her new Best-seller, “Who Comes Next?: Leadership Planning Made Easy” was awarded the Gold Winner Book Award for Non-fiction. To Book Mary Kelly for your next Virtual, Onstage, or Hybrid Event Call today at 888-766-3155 or visit https://bit.ly/3n1KYIM

A Christmas Story To Warm Your Heart Like A Hallmark Movie!

Kelly Swanson, is an award-winning storyteller, comedian, motivational speaker,  and author of Who Hijacked My Fairy Tale, The Land of If Only, The Story Formula, and The Gutsy Girls Pocket Guide to Public Speaking. In addition to her role as a funny motivational speaker; Kelly teaches people how she does it by sharing what she has learned about connecting and engaging to have more influence in business, through the use of one tool – strategic storytelling. To book Kelly Swanson for your next Virtual, Onstage or Hybrid event call 888-766-3155 or visit: https://bit.ly/3pcR4Y3.