Video may have killed the radio star, but the podcast brought the radio star back online.

Podcasting. Many in our space have a vague idea of what the heck it is, and of course, the early adopters and tearing it up recording every week and posting video podcasts (vodcasts) as well. Our very own Jonathan Goodman has done a great job interviewing HR vendors and thought leaders and packaging them in easily digestible podcasts. You can find them all in our blog (just search "podcast"). There other great HR marketplace series as well including Peter Clayton's Total Picture Radio, The Bill Kutik Radio Show and HRchitect's WebMingle.

A podcast is an audio and/or video recording varying in length that can be posted and downloaded from your site, distributed via RSS feeds (iTunes being the most popular distribution site). It's a great way to distribute and share best practices content, advice and commentary while marketing and selling your stuff. Most are free while some folks charge for their content. Subscribers and downloaders of podcasts can listen to them when and where they want.

But is it really a viable marketing activity? Is it already passé, being passed over for other social networking tools like Twitter and Facebook? Is it a complete waste of time (like Twitter and Facebook as some would argue)?

Not in the least. Last week I listened to Join the Conversation marketer Joseph Jaffe reviewed the future of podcasting with other well known podcasters. The discussion stemmed from the demise of Podango at the end of 2008, a podcast hosting service. From that, some bloggers surmised that podcasting must be dead.

Which is silly. Because it's only just begun (and there are too many inexpensive ways to record and produce them yourself).

According to Pew/Internet (as of last August) 19% of all Internet users say they have downloaded a podcast so they could listen to it or view it later. This is up from 12% of Internet users who reported downloading podcasts in 2006. This isn't happening with daily regularity yet, but it's increasing. And according to eMarketer the US podcast audience will grow from 18.5 million in 2007 to 65 million in 2012 – an increase of over 250%.

Again, it's only just begun. Out of everything Jaffe and guests discussed in the future of podcasting podcast (which is beautiful, isn't it?), the thing that struck me the most was what wasn't said – the fact that using podcasts in marketing is an engaging method of storytelling (they did say selling) – the oral tradition that spans millennia (everything is true in Wikipedia, isn't it?).

Ever since folk could talk we've been telling stories orally (and singing them too – that's why catchy ad jingles work so well!). That was curbed somewhat after the invention of the printing press, but oral storytelling is alive to this day, even though only about 20% of the population make up auditory learners. (Does that mean that 80% of the population will never download a podcast? I don't think so. It's still embedded in our genetic communicative code and auditory learning can be re-learned.)

We run meetings with our minions, attend events to listen to keynote speakers (or speak there ourselves), we produce Webcasts, we run customer focus groups, we give our elevator pitches to prospects and journalists – we do many things with the spoken (and sung) word in marketing and PR.

Marketing is storytelling. Great marketing is compelling storytelling, especially when it's timely, value-based content. And what's a better way to do that than in tasty storytelling treats enjoyed in your car, the train, a plane, on a run, a walk, you name it.

Video may have killed the radio star, but the podcast brought the radio star back online. Notice that two of the podcast series I referenced in the first paragraph have "radio" in their titles. There's a whole free Internet network service called blogtalkradio that allows you to create your own "radio" channels to stream live and record and post as podcasts.

Again, it's only just begun. More and more businesses are getting the Web 2.0 marketing mix and podcasting should be a big part of that. One of our clients in the online coaching and wellness space, Hummingbird Coaching Services, has offered many insightful white papers and research reports, but the most often downloaded content from their site in 2008 were the handful of podcasts we produced for them. We're now kicking off a regular series for then in 2009.

In fact we're kicking off many client series including our own HRmarketer series – we're going to be interviewing HR (and eventually senior care) marketing and PR professionals, sharing marketing and PR stories. What works, what doesn't and just why the heck being part of the conversation is where you need to be.

If you want to be part of our conversation, give me a shout.

Post by Kevin Grossman (join me on Twitter, Facebook and LinkedIn)

Not tricks, Michael. Illusions. (The old school PR pitch and placement gig.)

A couple of years ago we had a sales call with a big name brand in the sourcing/recruitment services. I had two of my savviest marketing and PR team members on the call. We pitched our Marketing PR Lead-Gen Process and thought we had a nice rapport going.

The CEO proceeded to tell us that he didn't care about online visibility or lead generation – he just wanted interviews with INC magazine and Fast Company and The Wall St. Journal and MSNBC.

He told us that this was the kind of exposure his firm needed to grow (and sell which we eventually found out) and if we couldn't promise him a rose garden, then he'd find a firm that could.

Last year we actually worked with a wellness company that seemed to understand our mantra of online visibility, traffic and leads, but then let us go when we couldn't promise him the Oprah show.

And more recently we worked with a firm that wanted to be the next LinkedIn in a matter of months via hardcore pitching and article placement (never mind that it took LinkedIn years to become the company it is today).

These were all private companies – not publicly traded ones.

What the hell? We're not the only marketing/PR firm to hear this from HR suppliers. The old school PR pitch and placement gig is still prevalent in the minds of business owners, marketers and PR professionals alike. The reasons range from ego, to management or board members or partners or investors pushing for quick returns, to – well – ego.

Even with the mainstream reach that social media marketing "gurus" like Todd Defren, David Meerman Scott, Chris Brogan, Laura Fitton, Jason Falls, C.C. Chapman and so many more have, I'm still floored when I hear executive management wanting the flashy strokes and wanting 'em fast – but completely discounting blogging for example.

Whatever happened to dinner and a movie first? Seriously, whatever happened to the building your business brick by brick with quality products and services, smart content, transparency, consummate customer service (hugging your customers), and consistent monthly marketing and PR campaigns including blogging, podcasting, etc.?

Instead, you'd rather pay a firm to (try) to get you a few lines of print or a few minutes of air time; you'd rather buy a bag of tricks.

"Not tricks, Michael. Illusions."

It's also an illusion if you think that by virtually rubbing up against folks like Carroll Lachnit or a Zach Thomas or a Bill Kutik you'll be bringing home the Oscar. Forget about it. Keep the press clippings, embargos (what the hell?), and your ego in the trophy case because you're not going to grow your business that way.

I'm not saying that traditional media and analyst outreach is no longer viable. It is, but only in the greater context of good marketing – identifying your target market, learning as much about them as possible (demographics, buying habits, purchasing behavior, etc.), and figuring out how to reach them, engage them, establish trust with them and motivate them to buy more of your stuff.

You no longer control your brand, so instead of blowing your money on pie-in-the-sky pitches that'll result in limited reach, be part of the conversation.

You can start by asking your Marketing/PR firm these questions (thanks to HubSpot for the post).

Pssst…we've got all the right answers.

Post by Kevin Grossman (join me on Twitter, Facebook and LinkedIn)

Psychometricians can help find the sweet spot. Oh yeah. (The latest HRchitect Beauty Pageant – Mid-Market ATS)

The latest HRchitect Beauty Pageant last Friday was definitely in my sweet spot – applicant tracking system vendors. Six quality suppliers strutted their stuff up and down the stage and three of the six rocked the house as far as I'm concerned.

It's anyone's guess what's going to happen this year in talent acquisition and talent management. The economy stinks. Hiring is all but frozen. Executive management is deferring most major software purchases. Most TA/TM vendors are slashing head count (except for Taleo according to Bill's latest article). Some vendors will die, some will be gobbled up, some non-TA companies will take a shot in the space – and those that survive will come out the other side of midnight in (hopefully) better shape.

As long as they keep their marketing and PR machine revved and running. And if you use a marketing/PR firm, make sure they're the right fit and know how to generate visibility, website traffic and sales leads.

That's why the beauty pageant is such a great way to let vendors shine in a 7-minute snapshot; the marketing/sales pitch distilled in a tasty little memorable shot.

Last Friday's participants included: SmartRecruiters, iCIMS, SonicRecruit, BHI (Batrus Hollweg International), nowHIRE and SmartSearch.

Here are the stand-out differentiators for me:

• TA vendors that include social networking in their platform and use Twitter, Facebook and LinkedIn for marketing.
  
• High marks in customer service – especially when they address the applicant experience and the resulting high marks are reciprocal.
  
• OFCCP compliant and adding I-9 compliance software with an E-Verify integration.
  
• Integrated hourly and salaried solutions.
  
• The acknowledgement that a system may not be right for every organization.
  
• Systems that have modular configurability from day one.
  
• Conversational, confident, jargon-free pitches filled with a little sweet center – contextually appropriate, non-offensive humor.
  
• And using phrases like "psychometricians can help find the sweet spot" – thanks BHI!
  
• Limited copy on the slides, vibrant visuals and screen shots. Oh, and I did mention contextually appropriate, non-offensive humor?
  

As I said, all the vendors did a good job, but iCIMS, SonicRecruit and nowHIRE did an outstanding job.

iCIMS won and nowHIRE was the runner up. I thought SonicRecruit should've been in the winners' circle with nowHIRE, but the attendees' votes were heard. (Sorry Adam. You did look really good in that tiara.)

Next week's pageant is all about onboarding and you can sign up here.

(Full disclosure: HRmarketer.com is now a media partner for HRchitect's Beauty Pageants and iCIMS, SonicRecruit, nowHIRE and SmartSearch are all active HRmarketer members. But these pageants are legit, objective and the ballot boxes are not stuffed. The vendor pitches and the webcast attendees' votes are what count.)

Post by Kevin Grossman

SEO is Critical to The Public Relations Pro of the Future

Shel Holz & Neville Hobson of the For Immediate Release podcast (Show #411 on January 5, 2009) had a great discussion inspired by a PR Week video and series of blogs posts by John Bell of Ogilvy Public Relations on the PR Professional of the Future.

(Note: Shel and Neville, congratulations the fourth anniversary of FIR! You're a big part of my ongoing education in all things business communications.)

John Bell's blog series under discussion, The 13 Skills of the Public Relations Pro of the Future, is part John's also excellent blog called "The Digital Influence Mapping Project."

The full posts are well worth the read.

In this post, I'd like to riff just a bit on #4 on John's list of skills PR Pros must master: Design and deploy an advanced search engine optimization program.

Readers of this blog know we've been trumpeting the role of PR - and one tool in particular, the search-optimized press release - as having a critical role in a company's SEO.

But for PR Pros to take the lead in SEO, well, that's a radical thought.

One I like a lot.

In our work with HR vendors, we know that many firms are still figuring out SEO. And many struggle not because SEO is too hard nor even too technical; it's because no one has stood up and taken ownership of it. Even in 2009, I still see two common problems:

1. The traditional organizational silos impede companies from taking advantage of the Web. The company website is a politicized body of work, with turf wars between marketing, IT, legal, and perhaps HR.
2. Corporate leadership does not value SEO.

However, both of these problems are fading fast.

1. The turf wars have died down as content management has gotten a lot easier, enabling content publishers to have direct access to the Web enabled by IT.
2. However the most powerful accelerating force in this direction is that CEO's now "get" SEO. They're serious about it and willing to fund it. In that environment, someone has to stand up and take accountability for it.

A year ago, in one of our bi-annual "Trends in HR Marketing" reports on how vendors and suppliers deploy their budgets and do their work, we put our finger on some of these trends. From the report's conclusion, an excerpt:

Where the Suppliers Are Headed in 2008

What continues to be worth our attention is the breakdown of the barriers between traditional marketing and PR disciplines and the convergence of Web 2.0 practices as evidenced by a new breed of marketing and PR professionals. While not directly addressed by our research data, a deeper reading combined with what we know of marketing and PR professionals shows another subset of convergences happening. PR and media pros are learning how their work impacts Web visibility and SEO. Internet marketers who are often thought of as tacticians and technical mavens of SEO are coming to the fore of marketing communications and impacting company brands as much as or more than the ad execs or the PR team. Multi-disciplinary generalists are working alongside tactical specialists in a more unified approach to marketing and PR.

As the people behind the marketing/PR curtain continue to reorient and reinvent themselves in an increasingly noisy and competitive marketing communications environment, we expect to see the mix of traditional marketing and PR, online and Web 2.0 marketing, and public relations evolve accordingly.

While we don't do much prognosticating, I think we hit on something important going on within the marketing and PR professions. Now one year later, I expect we're still in the early days of the new breed of PR/Marketing Pro.

What do you think? How is your job evolving? And do you agree SEO is one of the new critical skills of the PR profession and an area in which it should take the lead?

Personal Branding: An Alternative to Recruitment?

Attention all recruiters! Are you having trouble finding recruitment assignments? Maybe you should shift your target to the other side of the street. By that I mean, sell your services to the job seeker, instead of the corporate employer.

In the news today, and from people I know, I see massive layoffs and downsizing everywhere. The law of supply and demand tells us that many organizations will not have to work so hard to fill their open positions (if the skill sets fit). Companies may think twice before budgeting for recruitment expenses.

Consider this alternative: Personal Branding. It's a good skill to develop in any case as a part of your own career management process, even if you don't offer it to clients. Check out Dan Schawbel's
Personal Branding Blog. He is the author of "Me 2.0: Build a Powerful Brand to Achieve Career Success (Kaplan, April 2009). His blog has a wealth of "how-to" information on Personal Branding.

I just read an article in the Wall Street Journal titled Job Seekers Pay Marketers to Improve Their Prospects in the 1/6/09 edition. The article mentioned a company called Reach that helps outsourced individuals or any job applicant for that matter, to focus on their own personal branding, and to use that information to find their next job.

This is a different approach to outplacement services. Traditional outplacement focuses on finding open positions that match the candidate's skills and background. Personal branding falls into the category of career management, and can take a bit more time. The optimal candidate for these services would be a high-level executive, looking to make a move into a different field of expertise.

I took a look at the services they offer, and one called "Online Identity Certification" looked very interesting. It is geared to the self-employed, and thus it may be another great opportunity for recruiters (who are often self-employed). It offers techniques that can be used to evaluate and change someone's online "brand". You will see that these techniques are the same as those we teach in our webinars, and white papers – to our own HRmarketer.com subscribers to increase their online visibility.

For example, here is a check list of things that are suggested on the Reach Website, for those who want to change their online identity:

• Use personal branding to develop stand out websites and blogs
  
• Determine who should have a website or blog or both
  
• Plan content and information architecture
  
• Set up and custom brand a TypePad blog
  
• Partner with top-notch designers and programmers to develop a website
  
• Write copy for the web
  

Does this sound familiar to anyone? More and more HR suppliers are already able to do most of this, as they market their own businesses. How hard would it be to apply or teach these skills to clients? According to the WSJ article, there are only 300 people certified to perform this service right now.

That's not many. Do you hear opportunity knocking on your door?

Posted by Dawn Passaro

Are You an HR Supplier Targeting the Senior Care Market? Check Out This New eBook

Some of our readers are aware that HRmarketer.com recently launched a similar product for the senior care market called SeniorCareMarketer.com. It's for companies who sell a product or service relating to the aging population.

What has surprised me is how many HR suppliers also market their solutions to this market. Four examples:

• Kronos for Healthcare: I see their ads in each issue of Assisted Living Magazine where they "offer a comprehensive suite of web-based workforce acquisition and management applications designed to help senior care vendors address real-world problems in both acute care facilities and long term care organizations".
• SkillSurvey.com: Discusses how "savvy hospitals and health care systems know that reference checks are essential to make accurate hiring decisions, to avoid legal liability, and to satisfy JCAHO requirements. Yet, phone-based reference checking is a time-intensive process that rarely yields information about a candidate’s true job performance". SkillSurvey sells a nifty online reference checking system to the senior care space.
• SeniorsForJobs.com: This job board is "dedicated to job seekers who wish to remain in the workforce and to the astute employers who are looking for skilled, experienced and reliable employees".
• LifeCare.com: This work life employee benefit firm carved out their services to create Successful Aging Solutions, "a modular system for addressing all aspects of aging and post-retirement life (health, lifestyle, personal goals and aspirations, continued work and career options, volunteerism and more) as well as every facet of pre-retirement planning (finances, elder law, housing, work, education, travel and leisure), all in a positive, success-oriented package".

As a result, we are having a lot of conversations with HRmarketer members, including the examples above, about how SeniorCareMarketer can get them visibility, site traffic and leads in the rapidly growing senior care market - which is about to become huge. So kudos to the HR suppliers who have realized this.

If you are a human resource supplier interested in the senior care space, our new eBook titled “How to Reach and Engage Buyers of Senior Care Products and Convert Them to Leads” will be of interest to you.

You may also consider creating a free profile in our new senior care buyers guide.

How to Choose a Marketing and PR "Partner" in 2009. Things Have Changed. Ten Things to Consider.

Charles Bedard, a very smart guy with one of the better marketing brains I know, wrote an outstanding blog titled "Question: Evaluating & Selecting Your Marketing Service Provider".

In his post, Charles suggests that a quality marketing services provider that acts as an extension of your management and sales team can help you achieve any or all of the following (edited):

a) create a consistent and predictable sales pipeline
b) reduce your customer acquisition costs on a per unit basis
c) increase your brand equities
d) create credibility for your organization and product or services in the marketplace (thought-leadership which reduces sales cycle time and increases average sales price).
e) help define your business strategy

Charles also discussed how to determine the best marketing services partner. Combining some of Charles' points with some from my own experience, I came up with the following checklist you can use when evaluating marketing services providers in 2009 (notice how I didn't say "PR"). Read on.....

1. Vendor Credibility and Stability: Google the company and key principals. Talk to references. How long have they been around? How many customers? Are they financially stable? Do you trust them?
2. Target Audience Fit: Do they know your industry? How many of your competitors and substitutes have they worked with? If none, do you really want to be their guinea pig?
3. Subject Matter Expertise: Are the services they provide part of their core expertise? And what don't they do well? At HRmarketer, we are very clear about what we can do and what we aren't very good at. We know our circle of competence and we always operate within it. If we don't do something great, we won't hesitate to refer a prospect to a competitor if we believe it's a better fit.
4. Methodology: What is the best practice process the marketing firm will follow to achieve the results you want? Ask for details. This should be summarized on one page with client success stories.
5. ROI, Analytics and Reporting: What specific activities will be delivered each week or each month? What are the key milestones and time lines? What monthly reports and metrics will you receive to document this work and measure it's success? A good vendor will help you work through these questions and establish easy to measure metrics (yes, all marketing and PR activities can be measured). If you don't clearly specify which measurements equal success then the relationship will fail.
6. Cobbler's Shoes: You've heard the story about how the cobbler's own shoes are always in need of repair. This does not work in marketing. You wouldn't take financial advice from someone in bankruptcy and you shouldn't take SEO advice from a company with lousy search engine rankings. Does the marketing services firm practice what they deliver? Does the vendor distribute search-optimized press releases, use social networking tools like Facebook and Twitter, develop content, blog, podcast, exhibit, etc. Make sure the vendor's own house is in order before you consider bringing them into your home.
7. Empathy & Shared Values: I'm not suggesting you hold hands with the vendor and sing Kumbaya, but seriously, you want a vendor who is flexible and understanding. Especially in these economic times. Will they work with you to meet your budget constraints? Are they flexible? Have they taken the time to really understand your company and your business challenges? And does the vendor share the same business values as you? We've built our business brick-by-brick and prefer to work with like-minded firms. We don't believe in quick fixes, we're not interested in getting CEOs up in lights, or using PR as a precursor to "flip" a business. Not that these are bad things but it's just not what we do. It's important for companies to know this up-front so there are no false expectations.
8. Account Management: Who will be working on your account? Does the firm delegate any of the work to junior staff? Is any work given to contractors or outside firms? How involved are the principals from day-to-day? What kind of experience do the principals have? Ask for everyone's bios and ask if you can interview each member of your account management team prior to signing on the dotted line. Is the vendor hesitates, this is a red flag.
9. Partners: You want integration. And you want solutions to fit. Does your marketing firm have knowledge and working experience with all the marketing tools needed to execute your deliverables? This may include CRMs, email software, web site analytics, PPC management, SEO tools, etc. Ask the vendor what tools they have working knowledge of and the ones they will be using on your account - and if they integrate with your existing infrastructure. A good marketing partner should also be able to give you a referral to a reputable provider for most every marketing need you have.
10. Web 2.0 knowledge: Things have changed. If your marketing or PR firm is not an expert on using social media, social networking and other Web 2.0 tools in the delivery of marketing and PR, find a new agency (this is why the traditional PR agency will die in the next few year). Likewise, if you are not using these tools as a part of your company's marketing and PR, start. What are some of these tools?
    

• Business Blog. There are still way too many CEOs and marketing VPs who are resistant to business blogging: Too much time; don't understand the value; risk of revealing too much to competitors. These are all bad excuses. A business blog will be as essential as a website in 2009.
• SEO (and content). It still amazes me how many companies and marketing vendors don't have a search optimized web site. A search optimized web site will be a must-have in 2009. And the only way to make SEO a consistent lead generation tool is to consistently create new content (white papers, articles, etc.).
• Online Lead Generation. Many HR vendors still say "we don't sell anything online so we don't need to do online marketing." Hogwash. Internet marketing must be the foundation of all your marketing efforts. HR decision makers are looking for information to educate themselves and they turn to the Internet first. HR vendors need to be doing regular online campaigns like search optimized press releases, Google AdWords and direct email marketing. It's that simple.It will improve your organic search rankings and deliver measurable leads.
• Social Media. Most businesses are not leveraging social media effectively. Start in 2009. This includes using search-optimized press releases, Podcasts, Twitter, Facebook, Linkedin, MySpace, Digg, etc. These will become must haves in 2009.

Good luck.

Come friend us on Facebook and join the HR Vendors Group

Yes, we know it's not really a verb – to friend – and our very own Grammar Ninja would be the first to tell you that, no matter how big Facebook gets.

But we won't tell her if you don't. However, we will tell you again about our HRmarketer Facebook page – to better connect with clients, potential clients, and join the online conversation on Facebook. Come join us and be a fan!

Many of you probably have personal Facebook pages, a profile on LinkedIn, or a blog, and it's more than likely that at least some of you have created, or at least contribute to maintaining, a company Facebook page or other social networking profile or even post regularly to the company blog.

Facebook, as well as other social networks, are wonderful tools that help facilitate communications and allow us to network and learn from one another. To that end, we have started a Facebook Group for HR Vendors called the Human Resources (HR) Vendors.

We hope this will be a place for HR product and service providers to network with each other and share information on a wide variety of topics related to the Human Resources marketplace. Stop by, join the Human Resources (HR) Vendors group, and say hi!

Post by Andy Benkert

Be mindful leaders and inspire

What a way to start off the New Year – finding new leadership development content that's got me jazzed! Refreshing and inspirational personally and professionally!

The key being personally first; they are inseparable to me. I remember a line in the now holiday classic The Family Man when Jack Campbell (Nicholas Cage), says to his future (current) employer:

"You know, it doesn't matter if it's Wall Street or Main Street, at the end of the day, it's just people doing business with people." (Or something like that.)

Before Christmas I had lunch with John Anderson, one of principals of The Glowan Consulting Group, and was reintroduced to this motivating leadership development firm. Besides an engaging and fruitful conversation with John, he recommended that I read their The L3 Leadership State of Being Manifesto.

I did. Now, I'm not going to go on and gush of how life-changing it was, but it was truly life-changing. And will be when I work through the exercises. Anyone who manages (and those who don't) should read this piece. The powerful simplicity of leading yourself, leading with others and leading others made so much sense to me. We've worked with hundreds of firms over the years and this one truly made me do a double-take at myself and how I manage.

Here's a taste. Keep your eyes on Glowan. (I was going to write a-Glowan, but I didn't know how that would go over.)

With all the talk about Leadership these days, many managers and executives are frustrated by the myriads of approaches to Leadership Development. The L3 Leadership model assumes a different position than traditional, or even more progressive leadership models. L3 Leadership is more about who you are than what position you hold, what training you have had, or what personality traits you bring to work and other life situations. L3 is based on the fact that personal leadership is a "state of being." It is who you are, what you believe, and how you behave.

The L3 model of Leadership explores three critical attributes of effective leaders. These three attributes are:

L1 Leading Self: Total Life Leadership. Achieving personal mastery and work/life integration.

L2 Leading With Others: Creating and sustaining Collaborative Advantage.

L3 Leading Others: Cultivating the Best Place to work: culture of high engagement, retention, performance and productivity.

Then today I decided to catch up one of Total Picture Radio's podcasts with Peter Clayton. This one, titled The Ten Essentials of Pathwise Management - A Wise Path to Follow in This Extraordinarily Tense Job Market, was completely engaging. Peter Clayton interviewed the co-founder of Pathwise Management, Todd Hollow Bist, about some pretty in-depth psychological tools that can help businesses solve critical people management challenges. Pathwise compiled the Ten Essentials of Pathwise Management and I'm still absorbing and reabsorbing and want to know more.

Here are the highlights for me:

Suspension of Attention

In this course you will expand your ability to understand why employees, managers, and clients behave the way they do, and how to better influence them. There is a hierarchy to perception that has a direct influence on the effectiveness of action. Learn how to differentiate between higher and lower levels of perception, and how to access and sustain more strategic levels of perception.

Interpersonal Patterns: Transference

Learn how to navigate the unspoken but powerful relational dynamics that can lead you to greater success with clients, co-workers, managers, and employees. Understanding transference can help you to better perceive how clients, employees, and manager dynamics are applied to you, and can create counterproductive reactions in you. With this knowledge you can then learn to respond to others in ways to reach your desired result.

Advanced Listening

Advanced listening creates the capacity to motivate and understand at the level of a top caliber leader. Learn how advanced listening compels others to provide you with exact information, and allows you as the listener the capacity to hear and comprehend more of the available information. This includes simultaneously listening to and understanding the cognitive, emotional, non-verbal, and unconscious modes of communication.

Again, a great way for me to start off the year and wanted to share with you all. Let's be mindful leaders and inspire.