Blog – Page 7 – International Performance Group (IPG) Social Impact

Convenient, Semi-Convenient or Unconditional Appreciation?

“Gratitude unlocks the fullness of life. It turns what we have into enough, and more.

It turns denial into acceptance, chaos to order, confusion to clarity.

It can turn a meal into a feast, a house into a home, a stranger into a friend.” – Melody Beattie

Objectively; how do you assess your holistic ability to appreciate?

Hint… the answer is not dichotomous, such as, “Yes I am” or “No I’m not” appreciative.

It’s important to use a spectrum to gauge one’s level of appreciation, such as a scale from -10.0 to +10.0, with -5.0 to +5.0 being “Average”. Further; we don’t have just one Appreciation Spectrum, we have at least three.

Routine, Non-Critical Appreciation
Quid-Pro-Quo Appreciation
Jugular, Unconditional Appreciation

Let’s explore each of these three spectrums.

Routine, Non-Critical Appreciation – These are common acts of help we provide, or others provide to us, that require very little effort and have minimal positive or negative consequences.

A simple example, yesterday I went to Whole Foods where a couple had a flat tire that needed changed. Instead of just walking by them, I offered to help. They said, “Thank you, but we’re good… just a little old to be doing this”. There wasn’t a big upside, risk, etc., for either of us.

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Quid-Pro-Quo Appreciation – These are Transactional Appreciation Tokens exchanged between people, often disguised as another type of appreciation. Are they bad; no. It’s just important to recognize them for what they are and what they are not.

They are commonly observed in business environments where two or more parties help each other and appreciate each other’s contributions. The glue that holds these relationships together, is each party following the unwritten rule to match each other’s Appreciation Contributions. When these aren’t materially equal, the relationships seldom survive.

Jugular, Unconditional Appreciation – This appreciation centers squarely on the most important things that happen in your life or someone else’s life, and you help or they help you, with no expectation for reciprocation.

Thus, the relationship remains fully intact regardless of which party needs help and a Scorecard is not maintained formally or informally. The appreciative actions are first determined by both parties, based on their joint interpretation of the need, and then individually by the giver and the receiver.

Professional Example: One friend wants to start a business and asks a close friend for help. Together they determine what help “looks like”, the giver determines what help to provide and the receiver determines how to accept the help. This could be providing referrals, pro-bono services, etc.

It’s important to recognize, appreciation can come in any combination of these three basic types. The most important aspect, is to understand; what type of appreciation is being provided.

The key to finding the beautiful confluence of appreciative relationships is Holistic-DMQ. Intertwined and inseparable are all aspects of your professional, personal and community life. When your Holistic-DMQ is in sync with those in your Inner-Circle, Jugular, Unconditional Appreciation naturally takes place.

If you’re a Company who would appreciate our teams helping your team’s bottom-line,

similar to how we’ve helped 95+ Fortune 500’s, let’s explore!

If you’re a Non-Profit who would appreciate our teams

helping your team raise $1.2+ Million, let’s explore!

If you’re a High-DMQ Leader who wants to intelligently improve your organization’s bottom-line

while simultaneously making a Significant Social Impact…

DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).

Together; we can raise $ Millions for your favorite Charites while actually changing 1,000’s of lives for the better?

Intelligent Impact!

Who changes the world? I believe it’s almost exclusively the Top-7%. They are the only ones with the Talent Portfolios and social consciences needed to actually implement significant positive social impact.

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

Written by IPG Social Impact's President

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Are You a Golden Goose or an Egg Hunter?

“It was not curiosity that killed the goose who laid the golden egg,

but an insatiable greed that devoured common sense.” ~ E. A. Bucchianer

How many “Golden Eggs” do you try to collect?

If you answered, “zero”; you’re quite possibly an exceptional Holistic-Leader!

If you answered, “not many, and fewer as the years roll on”, you’re quite possibly an exceptional Holistic-Leader!

If you answered, “as many as I can find”, you’re likely to be a poor leader! Blunt… Yes!

Professionally, personally and in the community, very few professionals, significant relationships and community efforts are exceptionally successful, without Golden Geese!

Unfortunately, most people are taught to value Golden Eggs. Thus; they forfeit Windows of Amazing when they lead a life that pursues Golden Eggs in the short-term… and forfeit surrounding themselves with Golden Geese longer-term.

In the fable, “The Goose That Laid the Golden Eggs” by Mairi Mackinnon, a key leadership principle, often misunderstood by leaders, is provided in a very simple, direct manner.

Succinctly; the Farmer has a goose that lays Golden Eggs. The Farmer gets rich, but doesn’t believe he is getting rich fast enough. Thus; he threatens and abuses the Golden Goose in an attempt to get her to lay more eggs quicker, until eventually, he kills the Golden Goose… no more golden eggs!

As a Leader, which character in this fable, would most people (not you) say describes you best… the Farmer or the Golden Goose?

As a professional, how would you describe your leaders… more like the Farmer or the Golden Goose?

As a person, how would others (not you) describe you… more like the Farmer or the Golden Goose?

As a significant other, how would your significant other describe you… more like the Farmer or the Golden Goose?

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Want to be an exceptional leader?

Acknowledge… you can get better.
Actually do something about it… besides talking with people who merely affirm your current decisions.

Let’s apply these concepts to three roles we lead in our lives, professional, community and personal.

1 – Professional: Bluntly; the best companies accurately assess and retain their best employees! They realize, their best employees are the Golden Geese that lay the Golden Eggs and these employers are willing to forfeit, unreasonably pushing employees for short-term gains (Golden Eggs) in exchange for receiving Golden Eggs longer-term, from their Golden Geese. Further; by keeping your Golden Geese, this reduces your competitors’ production of Golden Eggs!

2 – Community: Bluntly; the best Non-Profits accurately assess, enhance their relationships with and retain their best Corporate Partners! They realize, these Corporate Partners are Golden Geese that lay Golden Eggs for their Non-Profit and are willing to forfeit receipt of Golden Eggs, during their Corporate Partners’ challenging times.

The best Non-Profits find ways to help their Corporate Partners increase their bottom-lines, PR, etc.

This can be accomplished using our Intelligent Social Impact model,

that simultaneously increases your Corporate Partners’ Net Profits

and donations to your Non-Profit.

It’s actually quite simple!

Our teams add $ Millions to your Corporate Partners’ bottom-lines,

so they can donate more to your Non-Profit… at No-Net-Cost to them!

3 – Personal: Bluntly, if you want to have an Amazing relationship, treat your significant other as a Golden Goose who provides Amazing experiences every day of your life. Will every hour be amazing… no; but, why strangle the Golden Goose and forfeit a lifetime of Amazing, just because you didn’t get Golden Eggs every time you wanted them?

If you’re a Company that would appreciate a Golden Goose, our team can produce Golden Eggs

for you, just as we’ve done for numerous mid-sized companies and 95+ Fortune 500’s!

If you’re a Non-Profit looking for Golden Eggs from Golden Goose Corporate Partners,

our team can help set that up!

If you’re a Leader who would love to be a Golden Goose in various roles in your life,

our coaching can help you produce more Golden Eggs… more consistently!

If you’d appreciate more Golden Geese for your Company, Non-Profit or Personally… DM me!

If you’re a High-DMQ Leader who wants to intelligently improve your organization’s bottom-line

while simultaneously making a Significant Social Impact…

DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).

Together; we can raise $ Millions for your favorite Charites

while actually changing 1,000’s of lives for the better?

Intelligent Social Impact!

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

Leadership: Mental Health, Self-Care, etc., Can We Help Ourselves?

“The best thing you could do is master the chaos in you.

You are not thrown into the fire, you are the fire.” ~ Mama Indigo

Have you noticed the significant number of “Likes” on social media platforms regarding mental health time, self-care issues, etc.?

It’s such a popular topic; that it made me wonder, “why”?

Do I work directly in the clinical mental health industry? No. Thus; my ideas may not resonate with you.

On the surface, it’s quite obvious why mental health is an important topic. But, if we drill down below the surface, what is the genesis for the popularity of mental health on social media?

The obvious factor for this issue’s popularity is that it’s self-centered. Taking care of ourselves is important and is likely the dominant “pie slice” in most people’s 24-hour day.

But; will our deepest joys come from our self-centered focus? How should we allocate our time and resources between ourselves and others?

We’re the leaders of our lives and many are leaders of other people in their professional and community lives. Thus; if we’re not mentally healthy, our lives and others are negatively affected.

Peeling back the onion on this issue just one layer, we can see various forms of stress can create many mental health issues. However; we can observe how the same identical stressors are handled quite differently by multiple people. One person can be completely paralyzed by one stressor while that same identical stressor isn’t even considered a stressor to another.

Why the different interpretation from

one person to the next, for similar situations?

There are many professional terms to describe clinical reasons for the differences in interpretations. However, if we look at nearly every situation, the foundational reason goes squarely back to Holistic-DMQ. Succinctly; (and yes, oversimplified) mental health professionals, in essence, help people make better decisions about their stressors.

What if there were organic, non-prescription, non-professional help

approaches that actually helped you cope with stress?

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What if you were able to deeply and emotionally visualize… having nothing… and appreciating everything?

Imagine being born in a developing country where you didn’t have food, clean water, medical supplies, etc.

After vividly envisioning that life; how do the stressors you believe affect your life now, compare to the stressors you would have needed to live with, if you were born in a developing country?

Elevating your Holistic-DMQ to appreciate what you have,

the opportunities you have access to, etc.,

will change your life and view of every situation moving forward!

Do you see the people with fewer opportunities than yourself,

knowing one of those people could very well be you or me,

as your “brother or sister”?

Just maybe a key to life is… actual (not the “token version”) appreciation!

Q: What is the genesis that creates actual appreciation?

A: Holistic-DMQ!

Succinctly; when we lack the ability to make effective decisions regarding what / who to appreciate, we enable stress to increase, which in turn, creates more stress until the snowball gets too big to handle.

Leadership of our own lives or when leading 1,000’s of employees professionally can only be delivered effectively by High-DMQ Leaders. Otherwise; our life or the lives of others is splintered with stress. Professionally; this takes the shape of organizational turnover and / or underperformance.

Want to be an exceptional leader?

The first step is to acknowledge… you can get better.

The second step is to actually do something about it…

besides talking with people who merely affirm your current decisions.

Are you done talking, thinking, etc.?

If you’re ready to start, let’s open up a dialogue.

If you’re a High-DMQ Leader who wants to intelligently improve your organization’s bottom-line while simultaneously making a Significant Social Impact…

DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).

Together; we can raise $ Millions for your favorite Charites while actually changing 1,000’s of lives for the better?

Intelligent Impact!

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

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Appreciation… Do You Have a River or Just a Bucket?

“As we express our gratitude, we must never forget that

the highest appreciation is not to utter words,

but to live by them.“ – John F. Kennedy

How many times have organizations, Non-Profits and people told you; “I appreciate you”?

Most use “buckets” to accumulate their “Appreciation Water” for you. However; when their bucket runs empty; you are no longer unconditionally appreciated.

What fills their buckets? Quid-pro-quo contributions fill them. Yes; when you do something for them, they appreciate you by putting a cup of Appreciation Water into your bucket. When they need something, they take Appreciation Water out of your bucket.

If you don’t have enough Appreciation Water in your bucket, they’ll either temporarily loan you more or end the relationship.

Did they really appreciate you; or, did they just have a transactional, quid-pro-quo relationship with you? Both are quite functional and reasonable. The danger comes, when we don’t recognize which type of appreciation it is… an Unconditional River of Appreciation or a Quid-Pro-Quo Bucket of transactional appreciation.

What if you surrounded yourself with Organizations and People who shared Unconditional Rivers of Appreciation?

Imagine being appreciated, regardless of the:

Color of your skin
Level of your education
Choice of your political affiliation
Amount in your bank account
Career choices you’ve made
Style of clothes you wear; etc.

Q: If you surrounded yourself with Unconditional Rivers of Appreciation, who would be the primary beneficiary?

A: Sure; your life would be better since you’re actually appreciated; but, those appreciating you would be the primary beneficiaries since their lives would be enhanced greatly, through their decision to give unconditionally.

If you haven’t quite figured it out; here’s a short list of groups that typically (not all) don’t really appreciate you, unless you’re regularly giving conditionally or unconditionally to them. Again; there isn’t anything wrong with either type of appreciation; but, don’t mistake Quid-Pro-Quo Appreciation for Unconditional Rivers of Appreciation.

The list includes, but is not limited to:

Companies / Organizations who employ you – They need your work in exchange for pay; or, will find someone else.
Non-Profits – They need your time, money, etc., to exist and appreciate you in the moment, but need to keep you as a donor or find new donors when you’re not able to donate.
Friends – Very few will provide you with an Unconditional River of Appreciation… just watch when you are unable to give what / how they think you should give.
Family – If you’re good to them, the buckets stay full; but, watch what happens when you don’t see eye-to-eye with them.

Overly direct? Maybe! Again; there are exceptions, but these are the general rules 80% of the time.

We set up our firm’s Social Impact Fundraising model for Non-Profits and Companies,

to be a hybrid of the Unconditional River of Appreciation and Buckets of Appreciation.

The Buckets of Appreciation segment helps Non-Profits raise millions of dollars by collaborating with us and their corporate partners. Interestingly; even if the Non-Profit doesn’t choose to work with us, our teams will still be working with their corporate partners, in the Non-Profit’s backyard, but the Non-Profit won’t get a big slice of this new multi-million dollar pie we create for their corporate partner. Why forfeit this simple opportunity?

The Unconditional River of Appreciation segment helps Non-Profits receive streams of money from corporate partners, donor assets we convert to cash, etc., even when the Non-Profit isn’t actively involved.

For example; we have $15+ Million of high-end art, multiple donors want us to sell for them

before they leave this earth, with 20%+ being donated to Non-Profits.

Which Non-Profits should get this windfall?

If you’re a Non-Profit that needs a new, significant donation flow from Corporate Partners… DM me.

If you’re a Company that needs to increase your Realized Net Income, just like our team has done for

95 of the F500’s and numerous mid-sized companies over the years;

– – – and – – –

you’re willing to donate 10% of this brand new, Realized (not theoretical) Net Income

from the $ Millions our teams create for you…

DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).

Next Step: If you’re a High-DMQ Leader, committed to leading a Purpose-Driven life, and want to intelligently improve your organization’s bottom-line while simultaneously making a Significant Social Impact… DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).

Together; we can raise $ Millions for your favorite Charites

while actually changing 1,000’s of lives for the better?

Intelligent Impact!!

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

Are You a Leader Or a LITO (Leader In Title Only)

“Simple can be harder than complex:

You have to work hard to get your thinking clean to make it simple.

But it’s worth it in the end because once you get there, you can move mountains.

~ Steve Jobs

Have you climbed the proverbial Organizational Ladder?

Did you do it following the organization’s culturally accepted norms… or; did you climb it being an intelligent, innovative leader who changed the way your organization thinks, works and hires?

Succumbing to organizational norms is the most likely path to what many call, “success”… but, selling your soul professionally, only looking out for yourself and not using 50%+ of your creative talents leads to many buckets of regrets over a lifetime.

Is it better to “crash and burn”, while trying to move mountains, than to be successful moving molehills?

Professionally and personally, I’ve done both. Sometimes it’s important to move molehills while preparing for the mountains. Each leader must make and live with their decisions. Neither approach is right or wrong; but, each choice produces positive and negative consequences.

When you embrace Mountain-Moving in your life, Windows of Amazing open. In case you’re wondering… yes; it’s highly probable that I’ve failed more often than anyone reading this blog while I was attempting to move mountains!

The Best Leaders have the Intellectual Horsepower, Grit & Passion to Succeed at the Most Complex Challenges

Source: “Get MAD! 7 Keys to Being an Admired, Kick-Ass Leader”

Why?

Moving mountains is hard, risk-oriented work.

The most difficult part; getting others onboard to help you move the mountains.

Many will:

See the mountain
Understand what it takes to move the mountain
Agree the mountain needs moved

Then; wait for someone else to help you move the mountain.

You, I and the world see Mountains that need moved that are associated with:

Equality for all
All Lives Matter
Medical services for all
Clean water and food for all
Educational opportunities for all
Etc., etc., etc.!

If you’re a LITO who doesn’t realize the tremendous benefits of being a Genuine-Leader,

then you probably haven’t made it down to this line of the blog.

However, if you’re a Genuine-Leader, committed to leading a Purpose-Driven life,

and want to intelligently improve your organization’s bottom-line,

while simultaneously making a Significant Social Impact…

DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).

Together; we can raise $ Millions for your favorite Charites while actually changing 1,000’s of lives for the better…

instead of just continuing to talk about problems that look the size of mountains!

Intelligent Impact… Implemented Intelligently!

If you believe you’re one of these executives, we’d love to explore possible collaborative opportunities.

Get MAD! Get Making A Difference! ~ JR

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Leadership Vulnerability: A Key to Success in Business & Life!

“Vulnerability is the birthplace of innovation, creativity and change.” ~ Brene Brown

“Don’t keep your heart safe… be vulnerable!” ~ John Mayer

How intelligently vulnerable are you?

If you’re a good leader; odds are, you try not to be vulnerable.

If you’re an exceptional leader, odds are, you enjoy the benefits of being vulnerable.

Why would anyone enjoy being vulnerable?

I didn’t share this belief on vulnerability earlier in my career nor in life!

Why consider changing to become more vulnerable?

If your Holistic-DMQ is below 8.0; it would probably be best, not to change and become more vulnerable. Leaders with an 8.0 DMQ or lower, are already vulnerable to leading only a “Good” or “Average” career and life, given the natural caps on their decision making ability. There’s isn’t anything unusual about this, since most leaders fit into this category (84%, per the statistically objective, Standard Bell-Curve).

Interestingly, if your Holistic-DMQ is 8.0 or higher, there are two main forks you can choose.

Fork A: Use your Holistic-DMQ primarily for self-centered benefits. Life is good, comfortable and you have surplus to give in order to “look good”, which in-turn, is likely to make you feel “good”; but, not genuinely (be honest) “Amazing”.

Fork B: Use your Holistic-DMQ primarily for selfless benefits. Life is Amazing, you have plenty and you’re able to leverage your surplus:

Organizational Position’s decision making ability
Wealth
Heart

to lead a Holistic (vs. only a professional or personal) Purpose-Driven Life!

Paradoxically, if you choose “Fork B”, you’ve indirectly chosen the most beautiful self-centered choice; being selfless so you can lead an extraordinary life that’s off-limits to those who choose to not be vulnerable, selfless, etc.

Thus; you become the primary beneficiary, who is now self-empowered to live an Amazing, Extraordinary Life.

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Fork B Professionally: If you’re a High-DMQ Leader, open the door of opportunity to talent that can make your organization better. Take a percentage of the financial success that results and give it to the charity of your choice.

This is the gist of our Social Impact model. Your organization benefits while you’re helping people with fewer resources and opportunities availed to you; at no net cost. Intelligent Impact!

Fork B Personally: If you’re a High-DMQ person, have the courage to be vulnerable enough to open your sternum and expose your heart. You’ll discover Amazing opportunities with people who actually and selflessly appreciate you.

Are you a High-DMQ Leader, committed to leading a Purpose-Driven life?

If “Yes”, keep reading!

If you want to intelligently improve your organization’s bottom-line while simultaneously making a Significant Social Impact… DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).

Together; we can raise $ Millions for your favorite Charity while actually changing 1,000’s of lives for the better?

Intelligently Simple Significant!

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

Leadership: Life Isn’t Fair… Or Is It Precisely Fair?

“Fair is whatever God wants to do.” ― Leif Enger

“Life is fair. We all get the same nine-month shake in the box, and then the dice roll. Some people get

a run of sevens. Some people, unfortunately, get snake-eyes. Its just how the world is.” ― Stephen King

Do you think life is fair?

What is the objective definition of “fair”?

Is “fair” the same as “equitable”?

Just maybe… our definition of success needs to change, to enable, our definition of “fair” to be redefined.

Let’s consider possible interpretations of “fair” by taking a look at many basic issues in first-world countries. (Is it “fair” that billions of people on our shared planet, don’t live in a first-world country?)

Obesity related issues
Pollution related issues
Smoking related issues
Alcohol related issues
Semi-Self-induced stress related issues, created by “problems” many of the homeless, hungry, uninsured, etc., would love to have

If we surveyed the people that fit into any of those categories, and asked them one simple question, “is life fair”, what percentage do you believe would say, “Yes”? 20%, 10% or ___ %?

What if we asked people who were (objectively) self-centered; do you believe there is a higher likelihood these people would say, “life isn’t fair”?

What if we asked people who were wealthy and didn’t have a legitimate financial care in the world; do you believe there is a higher likelihood, these people would say, “life is fair”?

Is it possible, life is actually “fair”, but not always easy and the primary driver of our interpretation of whether or not life, is or isn’t “fair”, is our Holistic-DMQ?

What if you married the love of your life and it was even better than you ever thought it would be, 5 years later? Meanwhile, most of your friends were getting divorced. Does that sound “fair”?

What if you get promoted based on your Talent Portfolio and those with lower work ethic, educational accomplishments, DMQ, etc., aren’t getting promoted? Will they see your promotion as being “fair”?

What if you don’t get promoted based on your Talent Portfolio and those with lower work ethic, educational accomplishments, DMQ, etc., do get promoted? Will you see their promotions as being “fair”?

Let’s shift gears. What if the definition of Holistic-Success included?

It wasn’t separable into compartmentalized segments such as work, home, etc.
It didn’t equally value work, home, etc.; rather, each segment of your interconnected, holistic-life was valued uniquely disproportionately
It was uniquely defined by each person; thus, there wasn’t an agreed-upon and socially-accepted definition for Holistic-Success

When everything that represents Holistic-Success is combined…

it provides a road map that enables you to lead a unique, Purpose-Driven Life.

So… if we can agree, that everyone has the opportunity to lead a unique,

Purpose-Driven Life, is life therefore, “fair”?

Before you react to the above statement; it is important to recognize, everyone:

Starts life at a different place, with different advantages and disadvantages
Wants, but isn’t guaranteed anything in life… including just one more day
Sees life from their unique lens and makes their own choices, within their unique constraints, using their unique Holistic-DMQ

So… can we agree that life is “precisely fair”?

Have you earned or been provided an abundance of opportunities?

If so, are you genuinely appreciative of your unique opportunities?

If “Yes”, keep reading!

Are you a leader, committed to living a Purpose-Driven life?

If “Yes”, keep reading!

If you want to leverage the opportunities you’ve been given and / or earned,

to make a Significant Social Impact in the most intelligent way…

DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).

Together; we can raise $ Millions for your favorite Charity

while actually changing 1,000’s of lives for the better?

Intelligently Simple & Significant!

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

Leadership: Who Gets Promoted & Who Doesn’t?

“Your grandfather is and will always be your hero, your inspiration. He fought in World War II, came home to Little Rock, Arkansas, and worked for 50 years as a mailman in the segregated south. Not once did he get a job promotion in five decades. But he kept working all the same.” ~ David Robinson

Inclusion, diversity, etc., are extremely popular PR topics this year.

Why do you believe organizations have increased their communication internally and externally on these topics?

For some organizations it’s genuine while for many, it’s simply a proactive way to put on a Kevlar vest to protect themselves against negative PR.

Have most organizations actually changed at their core, beyond what is perceived to be mandatory, in order to continue doing business as close to “as usual”?

The simple answer regarding whether or not organizations have actually changed, lies in the answer to the question, “have the Executives (who were there prior to the theoretical change) left the organization”? If the executives haven’t left and are still in power, odds are, nothing much has changed beyond what they now perceive as being the necessary, minimum required changes.

Therefore, “great, okay or not-so-good” things are likely to continue at the organizations, based on the Collective-DMQ of the Executive Team.

So… who usually gets promoted?

The Leadership Decision Making Quality (DMQ) Challenge / Opportunity

Source: “Get MAD! 7 Keys to Being an Admired, Kick-Ass Leader” – Figure: 1-4

Let’s keep this complex topic as succinct and simple as possible (for purposes of this blog, whereas a multi-dimensional approach is taken when working with clients) by starting with Hiring Decision Makers who have a DMQ of 8.4 or lower (scale = 0.0 to 10.0, with 10.0 = theoretically perfect). Here’s who’s likely to get hired.

People who have a DMQ that is perceived to be almost as high or lower than the hiring decision maker’s DMQ
People who have been or are believed to be aligned with the hiring decision maker’s style of management (e.g. micro-management, technical competence, in-the-box-thinker, loyal regardless if “right”, etc.)
People who “check all the cover-your-ass” boxes. This is in case it doesn’t work out, the hiring decision maker had a solid, organizationally accepted justification for hiring the person (e.g. education level, years of experience, etc.) even if it doesn’t turn out well.

So… who usually doesn’t get promoted?

People who have a DMQ that is perceived to be as high or higher than the hiring decision maker’s DMQ
People who demonstrate “best industry solution” approaches, but these solutions are not “in-the-box” of the hiring decision maker and involve some risk (vs. “safe solutions” traditionally used by the organization).
People who don’t “check all the cover-your-ass” boxes, in case it doesn’t work out. Thus, the hiring decision maker may be viewed as making a poor hiring decision without a solid “acceptable” justification for hiring the person if it didn’t turn out well.

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When designing Talent Acquisition, Promotion, Compensation, etc., models, this area of an organization can simply be the highest impact opportunity for those that “get it right”. I go into the hiring process with a moderate level of detail in my book, “Get MAD! 7 Keys to Being an Admired, Kick-Ass Leader”.

Now; we have left, the rare group of 8.5+ leaders, who follow this simple rule… hire / promote the best talent for today and more importantly tomorrow, that makes your organization better! Clearly, diversity and inclusion are key elements in determining who will make your organization better. If you haven’t figured this out yet; there are numerous studies available.

Objectively, as a leader, how good at hiring talent… are you really?

If you really want to know how good you are, use the models in my book to rate yourself, your organization, etc., objectively!

Q: What do 8.5+ Leaders also do exceptionally?

A: They make significant differences at work, home and in their communities!

Are you actually an 8.5+ Leader? If “Yes”, keep reading!

Why wouldn’t a Corporation want to save $25+ Million and be willing to donate 10% or $2.5+ Million to the Non-Profits of their choice, from this New, Realized Net Income, that is currently and will just continue to be forfeited, if they don’t collaborate with our Social Impact Teams?

If you’re reading this and you’re a “Get’s It Leader” that wants to make a Significant Social Impact in the most intelligent way… DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).

Are you done talking about it and ready to get started?

Together; we can raise $ Millions for your favorite Charity while actually (vs. hoping) changing 1,000’s of lives?

Simple! Significant! Swift!

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

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Leadership: How Intelligently is Your Employee Retention Working?

“If you have an exceptional Talent Portfolio, your opportunities are vast and deep.

At the same time, if you report to a manager with Low-DMQ with Position Authority, beware…

In a crisis, such as Covid-19, Low-DMQ managers will be intimidated by you.

Low-DMQ managers, are like strong lumberjacks recklessly wielding huge chainsaws!

~ James Roncevich

Are you intelligent, hard-working, confident and have High-Obj-DMQ?

If you have this “package” in your Talent Portfolio; odds are, you intimidate many of your co-workers. You may not even be aware of the magnitude of your intimidation, you’re just trying to do your job well. Regardless, the consequences of not handling this “perceived intimidation” well, can potentially stunt your career success.

With the Covid-19 pandemic front and center, Intelligent Talent Retention is arguably the lifeline to many organization’s survival. The Top-20% of your workforce, at each strata of your organization, is your competitive advantage. The next 40% of your workforce that is reliable, collaborative, etc., are important, value-add assets critical to your survival and / or success.

When you retain a higher percentage of these two groups of employees than your competitors, the positive impact to your bottom-line is significant.

Why?

Stability enables a greater likelihood of survival!
You are preventing your competitors from cherry-picking your top performers!
You are attracting top performers from your competitors; thus, solidifying your competitive advantages in two ways!

Q: Let’s regress a minute on why this relatively simple plan often, just doesn’t work in practice?

A: Succinctly; the reason is the DMQ-Circular-Loop Syndrome.

Source: Get MAD! 7 Keys to Being an Admired, Kick-Ass Leader – Figure: 4-3

Source: Get MAD! 7 Keys to Being an Admired, Kick-Ass Leader – Figure: 1-4

If you’ll recall from my Holistic Leadership book or our blogs, if the C-Suite executives are objectively 5.0’s in Decision Making Quality (DMQ) (on a 0.0 -> 10.0 scale, with 10.0 = theoretically perfect), but think they’re 9.0’s, their decision, about their DMQ is flawed (erroneously overstated). Thus; the Circular Loop!

Therefore, the Talent Systems embed this flawed DMQ into the hiring,

promoting and retention process while the C-Suite is oblivious to this

subjective flaw, due to the DMQ-Circular-Loop Syndrome.

Simple Example: The Fortune 1000 CEO’s. Objectively, we know 68% are “Average” or in the “Bell Curve”. Thus; 16% are “Below Average” and 16% are “Above Average”. This is just an indisputable, statistical fact.

Objectively, if we had all 1,000 in a room and asked,

“Are you “Average” or “Below Average” in your role as CEO?”

Does anyone think 840 (68%+16=84%) executives would raise their hands?

Objectively 840 should. Thus; the DMQ-Circular-Loop Syndrome is hard at work!

Q: Why is the DMQ of the Hiring Manager or Approving Manager (if Hiring Managers need additional approval) important in Talent Retention?

A: Quite simply:

+ 5.0’s Don’t hire or help the organization retain 9.0’s

+ 9.0’s Don’t like to work for 4.0 to 7.0 managers

Your huge opportunity during the Pandemic

8.0+ Talent who are reporting to “Average” managers are looking to work for 8.5+ managers… Find them!
5.0 Managers are being exposed for their “Average-ness” while making less-than-stellar decisions in this crisis
Organizations are in “crisis-mode” and this is where Top-20% Talent thrives

Put it all together… there’s a glut of Exceptional Talent available for the best organizations to snare!

I and our teams thrive in chaotic environments because:

Intelligent Corporate Executives are more open to understanding how our teams have added to their competitors’ bottom-lines, an additional $10MM, $25MM or $50MM+
Intelligent Non-Profit Executives are more open to understanding how $1MM, $10MM or $25MM+ in New Corporate Donation Streams from our Social Impact model will enable them to survive, not need to cut staff jobs and provide even more resources to those in need… which the Non-Profit exists to serve!

Why wouldn’t a Corporation want to save $25MM+ and be willing to donate 10% or $2.5MM to the Non-Profits of its choice?

Why would a Corporation want to forfeit $MM’s and not want to make a greater Social Impact?

If you’re reading this and you’re a “Get’s It Leader”

that wants to make a Significant Social Impact in the most intelligent way…

DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).

Are you done talking about it and ready to get started?

Together; we can raise $Millions for your favorite Charity

while actually (vs. hoping to) changing 1,000’s of lives?

Simple! Significant! Swift!

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

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Leadership: You’re the #1 Maintenance Professional for the Emotional Oxygen Equipment?

Basic human contact – the meeting of eyes, the exchanging of words – is to the psyche what oxygen is to the brain. If you’re feeling abandoned by the world, interact with anyone you can.

~ Martha Beck

How many times have you gasped for emotional oxygen while working in an organization that wouldn’t give you breathing room to be your creative, contributing self?

How many times have you gasped for emotional oxygen in relationships, because others were sucking it all from the room by focusing on their self-centered needs?

By the way, they usually don’t see themselves as being self-centered. Thus, another example of the DMQ-Circular-Loop Syndrome.

You may want to consider tossing out your “tools” needed to keep high-maintenance people, organizations, etc., happy and upgrade your “tools” for increasing the Emotional Oxygen for others, who actually (not just say) appreciate you.

Q: What’s the key-driver required to upgrade the Emotional Oxygen in your environments?

A: Holistic-DMQ… which is also the Secret to Life!

What are the benefits of providing High-DMQ people with Emotional Oxygen? The list is almost endless. It will vary based on whether the “intended beneficiary” is your company, your community, etc.

Paradoxically; as the creator or giver of the Emotional Oxygen, you’re also the biggest beneficiary. That seems odd!

“One gives freely, yet grows all the richer; another withholds what he should give, and only suffers want. Whoever brings blessing will be enriched, and one who waters will himself be watered.” Proverbs 11:24-25 ESV

Why wouldn’t Corporations, Non-Profits and people provide at least enough Emotional Oxygen to listen; when they are the primary beneficiary?

For example, it isn’t unusual for us to have less-than-stellar conversations with Non-Profits, who advertise, they need more donations in highly emotional ways, to follow this general path.

What is your fee to our Non-Profit? … $0.00
What do we need to do?… Collaborate with us and Corporations that already, or you’d like to, support your Non-Profit
What do you do for the Corporations?… Save them $1 to $52+ Million
What % of the New $ Millions, does our Non-Profit get directly from the Corporations?… 5% ($50,000 per $1M) or more, if you negotiate with them to donate 10%, 25%, etc.
… Sounds like work. Can you just write us a small check?

By not providing enough Emotional Oxygen to intelligently listen, observe the process, evaluate the outcomes, etc., $ Millions are forfeited that could have changed 1,000’s of lives.

Ironically; there are no consequences to the Executives of the Corporations or Non-Profits who get in their nice car at the end of the day and:

Drive to their nice homes
Have clean water to drink
Have food on their tables
Have a safe environments to live, etc.

Meanwhile their Non-Profits are running emotional ads for you to give donations to help people who are:

Homeless
Dying from Water-Borne diseases
Hungry / Starving
Being abused physically, mentally or sexually
Etc., <various other noble causes>

From a personal perspective; forfeiting relationships that align with a Purpose-Driven Life with multiple Windows of Amazing, simply because you couldn’t muster up the Emotional Oxygen to listen intelligently, is just sad, loaded with regrets, etc.

Reflect.. Re-Watch the 5-Minute Highlight Video of your life and consider upgrading your Emotional Oxygen equipment… Professionally and Personally!

You’ll be pleasantly surprised how the Laws of Attraction improve when Emotional Oxygen is provided unconditionally!

If you’re reading this and you’re a “Get’s It Leader” that wants to make a Significant Social Impact in the most intelligent way…

DM me on LinkedIn or directly (jim.roncevich@ipgsocialimpact.com).

Are you done talking about it and ready to get started?

Together; we can raise $ Millions for your favorite Charity while actually (vs. hoping to) changing 1,000’s of lives?

Simple! Significant! Swift!

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

Leadership: Why Do You Want to be Successful?

“The meaning of life is to find your gift.

The purpose of life is to give it away.”

― Pablo Picasso

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Is being successful important to you? If so, at the core-foundation…what is “success” to you?

Is it possible, you’re still searching for clarity that defines your unique definition of “success”?

What if being successful had little to do with the self-benefits of success; but, had a lot to do with leveraging your talents, education, etc., for optimizing positive impact to others?

When you watch your 5-Minute Highlight Video at the end of your life (nothing lasts forever), are you going to be excited, disappointed or _______? What do you need to do today, to start creating “new frames” for your 5-Minute Highlight Video?

I’m going to tread into the controversial “giving” topic, because it’s my belief, your 5-Minute Highlight Video will either be filled with giving or you’ll regret forfeiting, Giving Opportunities. There are “2 General Standards” of measurement related to giving. Let’s start with the gist of the 2 General Standards from the Bible. (This is a Leadership lesson; not necessarily a religious lesson.)

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“He (Jesus) sat down opposite the treasury and observed how the crowd put money into the treasury. Many rich people put in large sums. A poor widow also came and put in two small coins worth a few cents. Calling his disciples to himself, he said to them, ‘Amen, I say to you, this poor widow put in more than all the other contributors to the treasury. For they have all contributed from their surplus wealth, but she, from her poverty, has contributed all she had, her whole livelihood.'”[NAB, Mark 12:41-44]

Standard #1: Selfishly, with much socially-accepted merit, particularly for companies, they want to make as much money as possible, using their Own Unique (often greedy) Standard to grow their companies, power-base, ability to acquire other companies, etc., and be #1. Many positives are associated with these commonly-held attributes of “success”.

Standard #2: Selfishly, also with much socially-accepted merit, particularly for companies, they want to give from their surplus (in good years) using “Social Norm Standards for Giving” in order to meet “Acceptable PR” expectations for their company.

Notice the duplicity? They use their own unique Standard for Profit, but Social Norms for Giving!

Simple Example:

Standard #1: Increase Profit by $1.7B to $9.6B.

Standard #2: Donate the same as last year because the public loved their “hot issues” $39M of donations from their $8.1B Profits (but, a measly ½ of 1% of their annual surplus). Further; if they miss their $9.6B goal, they’ll reduce donations by 50%, to $20M & still “look reasonably good”. We should do better!

This double-standard cascades smoothly over to our personal lives. We typically give from our surplus and have plenty for ourselves while others starve, thirst, aren’t able to afford education, aren’t able to secure consistent, gainful employment, etc.

Which of these two people would you rather be?

#1: Donating $100,000 from your $900,000 surplus; or,

#2: Receiving $1,000 worth of housing and food for your family to live on for a month, because you have nothing?

(Please Note: Intentionally, there isn’t an option #3 “Give enough from your surplus so you look good, sleep well, etc.”)

Your answer, based on what you actually do vs. what you want others to believe you would do, ties directly back into what

you’ll see in your 5-Minute Highlight Video of your life.

If you’re the rare leader that chooses and actually does “#1”,

why not do it as leveraged and intelligently as possible?

After climbing the proverbial corporate ladder, earning a corner office and steady income, I realized, this isn’t the only thing I want in my 5-Minute Highlight Video. It was important because it built the foundation for future possibilities.

After much deep thought and many dances with Lady Failure, I figured out how to architect “Option #1” so

Companies
Non-Profits
Top-7% Leaders

could intelligently leverage their ability to generate Significant Social Impact,

while Simultaneously:

Giving More (Corp.’s)
Increasing Profits (Corp.’s)
Increasing Corporate Donation Streams (Non-Profits)
Generating Significantly More Social Impact (Individual Leaders)

If you’re reading this and you’re a Get’s It Leader that wants to make a Significant Social Impact

in the most intelligent way… DM me directly jim.roncevich@ipgsocialimpact.com or on LinkedIn.

Are you done talking about it and ready to get started?

Together; we can raise $Millions for your favorite Charity while actually (vs. hoping) changing 1,000’s of lives?

Simple! Significant! Swift!

If you believe you’re one of these Executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

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Leadership: Why Would You Do That?

“You see things; and you say “Why”?

But I dream things that never were; and I say “Why not”?” – George Berrnard Shaw

How many times have you been asked, “Why would you do that”?

How many times have people said, “Why don’t you just ____________”?

If you’re a leader who sees possibilities, while others wonder what in the world you see, life gets extremely interesting! You’re hell-bent on changing the status-quo in your industry, community or the world while leading an Amazing Life Journey!

Does it get any more exciting than your Vision for Possibilities!?!

Early in my career, people would tell me why my various ideas “couldn’t get done”. Once our teams started getting “can’t be done” projects done, it caught the attention of each President at the F500’s where I’d worked. I was fortunate to work with Presidents and their teams to actually implement “possibilities” that increased Net Income by tens of millions of dollars each year.’

Every “job” after that was to create and implement “that which couldn’t be done”.

Professional Example: The largest school system in the United States began using an idea I had created and our team built at a F100. Nine months earlier, the IT Directors while in one room, told me, “we’ll never be able to do that”.

Why did we do this, “can’t be done project”? In 3 years, it saved the company approximately $37M and opened the door for a series of other multi-million dollar cost-saving projects using the same core concepts. Yes; everyone was now fully onboard!

Personal Example: Why did Celine Dion do it? Why did she start dating a 46-year-old man when she was 18, that she eventually married (Rene Angelil)? Unusual? Sure!

Why did she do it? Both claimed to have an amazing marriage that lasted 3 times longer than the average marriage and didn’t end in divorce! Just maybe:

Their Holistic-DMQ was high
They found the important things in life (one wasn’t solely ages)
They seized their Window of Amazing and wouldn’t trade it for anything.

It did end after 25 years of marriage when Rene passed away from cancer. Nothing lasts forever. Have you had 7 or more Amazing (not just “Good”) years with a Life Partner?

The next time you ask yourself or someone asks you, “Why would you do that”? Think about it deeply. It just might be an incredible opportunity for you and others, either professionally, personally or both!

Why would you do anything that isn’t a social norm?

Just maybe, you’re Uorthodoxly-Unique… and that’s how you plan to live your life!

Helping others… why would you do that?

Just maybe, you’re a Holistic, Collaborative & Appreciative Leader who the best leaders in the world, admire!

Ready to get started?

Want to actually (not just talk about it) make a significant difference in 1,000’s of lives?

If “Yes”, and you’d like our teams to raise $84,000+ per month for your favorite Non-Profits, DM me here or on LinkedIn!

Simple! Significant! Swift!

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

What If Others Don’t Want to Learn How to Fish.. But Tell You They’re Hungry?

“The opposite for courage is not cowardice, it is conformity.

Even a dead fish can go with the flow.”

Jim Hightower

Chaos… unknowns… the earth is constantly shifting beneath our feet.

How are you handling these intriguing disruptions?

Is the chaos finally providing you an opportunity to shine as a leader and human being?

High-DMQ Leaders that can actually Execute-Excellently (Ex-Ex) are beginning to thrive! Let’s not confuse this group with organizations providing services /products desperately needed during this pandemic, who are being lifted despite their lackluster organizational performance.

When things are status-quo, many Executives accept “Average” performance while hiding behind a thin veil of mediocrity and letting others fish for them, rather than pushing for exceptional performance while learning to fish!

Thus; chaos is actually helpful for High-DMQ organizations, such as our teams, since now:

Corporations are actively searching for ways to save money
Non-Profits are actively searching for new Corporate donation streams

We bring these two groups together by saving the Corporations $MM’s so they can donate 5%+ ($50,000+ per $1 Million) of Net Realized (not theoretical) Expense Savings to Non-Profits.

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If the Corporation or the Non-Profit doesn’t collaborate with us, the would-be, new Net Realized Income is forfeited by the Corporation and the donation is forfeited by the Non-Profit.

It’s so simple… it’s almost confusing!

90 Of the F500’s, including #1, as well as mid-sized companies, have used our services to save $1.2B+ over the last 15+ years.

What do they know that, just maybe, your Executive Team should find out… so your Corporation can make a greater Social Impact at no Net cost?

Yes… your Corporation actually donates more, while increasing Net Income!

Our teams work with the Best Leaders because the Best Leaders want to learn how to fish. Our teams collaborate with Corporations to bring home a bountiful catch… but we stop at the local charity to share part of our shared successes.

Q: Which Non-Profits benefit?

A: That’s easy… the ones with the Best Leaders that can collaborate effectively with our teams and Corporations!

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If a Non-Profit is looking for a $10 Million donation, we may need to work with multiple corporations to save $100 Million and have them donate 10%. Since it’s all brand new money, strangely… everyone that collaborates actually reaps Net Benefits.

Meanwhile, others are hungry, but don’t want to learn to fish and thus; aren’t able to fish for or teach others how to fish.

We watch a few of our past Corporate prospects filing for bankruptcy… they “didn’t need any help”.
We watch a few of our past Non-Profit prospects struggle to survive… they “didn’t need any new corporate donations”.
We see real people, genuinely in need of a hand up… yet, those who could have helped, lacked the _______ to help… Sigh!!

If you want to Get MAD! (Making A Difference!),

you’ll need to learn the most intelligent, highest-leverage ways to fish!

Be a Holistic, Collaborative & Appreciative Leader that the best leaders in the world admire!

Ready to get started?

Want to actually (not just talk about it) make a significant difference in 1,000’s of lives?

If so, and you’d like our teams to raise $84,000+ per month for your favorite Non-Profits, DM me here or on LinkedIn!

Simple! Significant! Swift!

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

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Do You Think Like a Victim or a Catalyst for Change?

“Never be bullied into silence.

Never allow yourself to be made a victim.

Accept no one’s definition of your life; define yourself.” – Harvey Fierstein

Think about all the bad stuff that’s happened in your life.

How did you respond to those setbacks?

“Life isn’t fair… get used to it!” – Bill Gates

The phrase, “I used to be a people-pleaser and others took advantage of me”, was uttered by a celebrity on TV the other day. I found this to be an interesting choice of words by this multi-millionaire. So, you think you’re the victim?. When good things happen to you, as a result of you being a people-pleaser, do you still call yourself a victim… or… a hard worker?

Just maybe, this person was a people-pleaser because they thought this approach would help their career. Just maybe, some of those people they had hoped would help them, didn’t help them or took advantage of them.

Thus; what they were really looking for, was a quid-pro-quo relationship. This is fine, if that’s your style, but just admit it and don’t use the Victim-Card.

I understand there are times in which people are legitimately the victim, in the traditional meaning of the word, and have much empathy for them.

Succinctly; we make decisions about people, companies, etc., with whom we choose to interact. We’re not the victim if it goes poorly and we’re not the hero if it goes well. We’re just that unique person that looks back at us from the mirror while using our Holistic-DMQ to make the best decisions we can.

In case you’re wondering, I’m not immune from bad stuff happening. In one business relationship in which our team brought in multiple, huge clients over an 18 month period, that were worth more net income to us than most people will ever make in a lifetime, our collaborating partner decided to sell his proprietary software to a Fortune 100 company while signing a non-compete. Goose eggs for us! Life goes on… I’m not the victim. Bad things can happen to good people.

What if every time you felt like a victim, you genuinely:

Owned your decision completely?
Chose to not be the victim?
Became the catalyst that created positive changes for others, from this learning experience?

Become that powerful, selfless leader who creates and nurtures positive environments for others to thrive!

Q: What is the key to comprehending this blog’s content fully, and implementing it, especially on jugular issues?

A: Holistic-DMQ joined by Appreciation Muscle development and Ex-Ex (Execution-Excellence) of your decisions!

The majority of the victims in the world, just maybe, are those people who weren’t availed the fundamental opportunities, through no fault of their own, that you and I were gifted!

Think about it deeply!

Be a catalyst for positive change every time you think you’re a victim. Sure; you took the hit and it hurts. But, be the change for others if you’ve:

Struggled to afford school… now create a scholarship for others
Been homeless… now help others on the verge of being homeless
Been abused… now create supports for those being abused
Been <fill in the blank>… now create and implement an intelligent solution

Be a Holistic, Collaborative & Appreciative Leader that the best leaders in the world, will admire!

Ready to get started?

Want to actually (not just talk about it) make a significant difference in 1,000’s of lives?

If so, and you’d like our teams to raise $84,000+ per month for your favorite Non-Profits, DM me here or on LinkedIn!

Simple! Significant! Swift!

If you believe you’re a Top-7% Executive, we’d love to explore possible opportunities.

Get MAD!

Get Making A Difference! and the corridor to your Windows of Amazing will open! ~ JR

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Even the Powerful Can’t Push a Thread! – Leadership in Business & Life

“Great leaders are most wanted.

They are most wanted for what they do with their gifts and talents.

Their dreams are so unique in such a way that their presence becomes a source of hope and courage for others to thread on along.

Why won’t they look for them?” ― Israelmore Ayivor

Are you taking advantage of this C-19 Pandemic to create positive changes?

Many diverse societal changes were badly needed, Pre-C-19, but…

… many leaders who could have used your talents, weren’t interested in listening to you…

… because everything was going “well-enough”. Therefore, they erroneously thought they didn’t need to listen, improve, etc.

Just imagine if companies had improved their Profit Margins, Donation Streams to Non-Profits and Life for their employee overall… before 2020. They would have been so much better off when the C-19 Pandemic hit.

Many Non-Profits are now hurting badly and won’t be here at the end of the year or will need to lay people off to survive.

We’ve spoken to some of those Non-Profits (who are now in need of donations) Pre-C19 and they “didn’t need any new Donation Streams from their Corporate Partners”. Huh???

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If they had implemented our collaborative Corporate / Non-Profit Social Impact model, they’d be receiving $84,000+ in new, monthly donation streams, at no fundraising cost (yes… $0.00)! $84,000 is enough to provide more than 300,000 meals for people without food.

But, many companies thought they, “had enough” Profit and believed they “gave enough” donations to “look good”.

Many Non-Profits thought they “had enough” envelopes coming in with checks, online donations, etc., to cover employee salaries, benefits and other expenses, so they didn’t believe they needed to do anything differently. After all, they essentially had always done it that way, so why try to increase donations significantly? (Maybe I missed the memo on why 501(c)(x) organizations exist???)

Today; absent / lack of forward thinking Leadership at Corporations, Non-Profits and their Board Members, has been unveiled in the wake of the C-19 Pandemic!

At the end of 2020 and 2021, what will the Corporate, Non-Profit, etc., casualties look like?

Leadership IS the Alpha and the Omega!

Personally, without naming any names, several of the large companies who have recently filed for bankruptcy, we had met with them to save them tens of $Millions. But, their poor leadership with Low-DMQ chose to continue doing business as usual… and now they’ve filed for bankruptcy while blaming C-19 vs. poor leadership.

Will your organization be the next casualty?

Despite our team saving similar-sized companies $10MM – $52MM just for basic services such as shipping, telecom and employee self-insured healthcare (which, our team has worked with #1 on the F500 list for 13+ years to save them… a lot!!).

Just maybe, #1 has strong Executive Leadership that “Gets It” while those companies, who aren’t #1, who aren’t

collaborating with our teams or who recently filed for bankruptcy, could use our teams’ rare talents to save them $10MM+.

Companies have blamed bankruptcy on C-19… but… just maybe… it was Leadership?!?

Are you an Exceptional Executive that’s open to saving tens of $Millions and donating at least $50,000 per $1M (5%) of new Realized (not theoretical) Net Income our teams create for your company, to the Charity of your choice? If “Yes”, DM me.

In all relationships, professional and personal, no matter how talented you are, you just can’t push a thread. We need others to collaborate with us to pull the other end of the thread. Managers with just “position authority” (vs. high Leadership Talent) lack a high enough DMQ to exert just 3 ounces of energy to help “pull the thread of positive change”.

We all need someone on the other end of the thread to pull it; otherwise we can push the thread all we want,

but the relationship goes nowhere. Sigh!

Successful relationships take at least two people striving for the same desired outcome.

If you genuinely want to find your Windows of Amazing, take a hard look at your “self-imposed rules” for relationships. It may make sense to modify your rules, re-write them or just eliminate them altogether if there’s a Window of Amazing possibility.

Holistic-DMQ is critical.

Yes; it may make sense for you to “pull the thread” in order to benefit both parties in a relationship. Nothing lasts forever; so, live life, not as though you’ll live to be 100, but as though you might only be blessed with a few years.

Be a catalyst for positive Social Change! Develop those attributes of the leaders whom you’ve admired!

Be a Holistic, Collaborative Leader that the best leaders you know, will admire!

Ready to get started? Want to actually (not just talk about it) make a significant difference in 1,000’s of lives?

If “Yes”, and you’d like our teams to raise $84,000+ per month for your favorite Non-Profits, DM me here or on LinkedIn!

Simple! Significant! Swift!

If you genuinely believe you’re a Top-7% Executive with a Social Conscience, we’d love to collaborate with you!

Get MAD! Get Making A Difference! ~ JR

Want To Have It All? Unleash The Most Powerful, Self-Cleanser Available In Your Life!

“Those Who Don’t Get It, Don’t Get That They Don’t Get It.” ~ Colin Cowherd

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Life can be tough…

But… it can get quite a bit easier!

This is so simple in thought, but complex to implement consistently.

Genuinely be you; professionally and personally… the good, the bad and the ugly!

If you want it all; it isn’t going to be easy! Further; most of the things you’ve been told, don’t get you to “having it all”. Your scripts need to be re-written.

What reveals who you really are; particularly on jugular decisions?

Your Holistic-DMQ!

It is the most powerful, self-cleanser you have! Over time, it’s automatic action will:

Push people with higher Holistic-DMQ’s, away from you
Attract people with similar Holistic DMQ’s, to you

abandoned-abstract-close-up-corrosion-1301413

Here are few examples.

If you’re only a giver during times when it’s convenient… continue being you! Others will see your decisions and either be attracted to this type of DMQ or self-cleanse out of your life.
If you have a mental illness and it impacts your DMQ … keep demonstrating them! Others will realize it and either be attracted to this type of DMQ or self-cleanse out of your life.
If you don’t want to share relevant information… don’t disclose it! Others will realize it and either be attracted to this type of DMQ or self-cleanse out of your life.
If you’ve made poor decisions in the past, you’re likely to make more in the future! Others will realize it and either be attracted to this type of DMQ or self-cleanse out of your life.

Just be genuinely yourself!

Thus; you’ll surround yourself with people who have a similar Holistic-DMQ and everyone will be happy!

However; if you “want it all”, you’ll need to… also… be genuinely you.

What an elegant, somewhat twisted paradox!

Have you noticed how few people actually elevate their Holistic-DMQ over their lifetime? We’ve all interacted with people more than a year after our last interaction; and, they’re still making poor, good or awesome decisions.

If their decisions are poor,

it’s a gift that they’ve self-cleansed themselves out of your life!

If you “want it all”, you’ll need to:

Wake Up… Yes, you won’t know you’re sleeping now, but will realize it later.
Acknowledge your obj-DMQ (objective-DMQ vs. subjective-DMQ)
Find people with higher DMQ’s than yourself, in all critical relationships in your life (very important!)
Listen – Comprehend constructive criticism – Listen – Repeat
Elevate with an unquenched thirst for growing as a complete person, in every aspect of your life

This may appear to be a simple plan to understand, using the “traditional” meaning of these words. However; if you “want it all”, this will be harder than hell to actually implement intelligently, effectively, etc.

What will change?

Your entire life…

including how you interpret your past, see yourself today and what you see as being possible tomorrow!

More specifically, here are several major areas that will likely change. So, be careful what you wish for!

Your profession or job
Your significant other
Your Inner-Circle
Your relationship with your family
Your relationship with strangers
Your view of social impact
Your understanding of unconditional love
Your understanding of “having it all”

One thing that won’t change… Nothing lasts forever.

Thus; if you’re committed to holistically changing,

you’ll prepare yourself for the possibility to “have it all” during Windows of Amazing, on your journey in life.

If you “want it all”… the red carpet’s been rolled out for your first step on this complexly-elegant journey. Here’s a few things that you’ll gain.

Hyper-Appreciation Muscles
Empty buckets, previously used to collect and carry “regrets”
Fresh eyes to see all the things you’ve been missing
Unwavering courage to be you, genuinely

Vividly watch your 5-Minute Highlight Video of your life!

Using a new definition for “having it all”, do you see someone who “has it all”?

If not… get changing… starting today and lasting a lifetime!

Ready to get started?

Want to actually (not just talk about it) make a significant difference in 1,000’s of lives?

If so, and you’d like our teams to raise $1M+ for your favorite Non-Profits, DM me here or on LinkedIn!

Simple! Significant! Swift!

If you believe you’re one of these executives, we’d love to explore possible opportunities.

Get MAD! Get Making A Difference! ~ JR

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Want To Have It All? Unleash The Most Powerful, Self-Cleanser Available In Your Life!