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Personal Branding Is Not A Hobby

Posted by Devin C. Hughes on January 01, 2000
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Category : Blog

Building your personal brand is not easy.  Beyond all the hype and success stories that you read and hear about, it is a grind.  I often compare it to trying to find a light switch in a dark room that is unfamiliar to you.  It will certainly make you second-guess yourself as you often wonder if you will ever see the finish line.  Imagine for a second running a marathon where the finish line keeps moving farther and farther away.  I think you get the point. In this economy, it is especially brutal that to be wildly successful, your skill-set/mind-set

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Personal Branding is Not Optional

Posted by Devin C. Hughes on January 01, 2000
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Category : Blog

I had the opportunity this past week to speak to a group of entrepreneurs about personal branding.  As you might imagine, I was delighted to share my experience and its significance with the large crowd.  Much like a prizefighter, I was warming up back stage, as I was getting ready to deliver a knock out talk to a packed room. Shortly after I began, an older man in the back of the room raised his hand with a question.  He asked, “Is this personal branding stuff nothing more than me just setting up a Facebook page and doing some of

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Secret Sauce For Personal Branding

Posted by Devin C. Hughes on January 01, 2000
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Category : Blog

I am so very lucky. I have the opportunity to travel the country and speak about personal branding to a variety of people from various teams, groups and organizations. It’s a topic that I am passionate about and one that I can speak about based on my journey as well as others. Invariably, one of the first questions asked during my presentations this past year was by someone looking for the “secret sauce” to enhancing their personal brand. What is that one thing that he/she can do to elevate their personal brand? The endless search for a key ingredient that

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To Learn Personal Branding, Go to Oz

Posted by Pat Rocchi on January 01, 2000
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Category : Blog

I speak to many groups about branding here in Pennsylvania and other parts of the country as I help them optimize the image that they want to project. A person in the public eye who serves as an excellent role model is the great and powerful Dr. Oz, adviser to the masses about good health and a good life. Yes, he is an Ivy League-educated physician PLUS a Wharton M.B.A. AND he has performed thousands of cardiothoracic surgical procedures at New York City’s prestigious Presbyterian/Columbia University Medical Center. But those characteristics are not nearly as obvious as the others he

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For over twenty years I have worked with survivors of sexual assault, incest and early childhood sexual abuse as a pastoral counselor.  The impact of this type of violence on victim-survivors is enormous.  When searching for reasons as to why persons are exploited in this manner the common answer is – power.  The ability and the means to victimize an individual by means of insidious design. In his book, "Sex in the Forbidden Zone", psychiatrist Dr. Peter Rutter writes of clergy, politicians, medical doctors, chief executive officers of large corporations, or other influential persons involved in opportunistic sexual impropriety.  Rutter writes,

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An algorithm is a set of instructions for solving a problem or completing a process…The steps in an alogrithm are very precise and well-defined.  If your problem is a headache, your algorithm might look like this: 1.  Have your been hit on the head?  If yes, seek medical attention; if no, go to the next step.  2.  Have you taken a pain reliever?  If no, take one now; if yes, go to next step.  3.  Have you eaten today?…and so on until it would end with either a solution or advise to seek medical attention. The State of California recognized

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Kabat-Zinn is a famous instructor of mindfulness and meditation and the founder of the Mindfulness- Based Stress Reduction program at the University of Massachusetts Medical Center.  He defines mindfulness in the following manner: "Mindfulness means paying attention in a particular way." It was this definition of mindfulness that provided the motivational impedus and rationale for California Assemblywoman, Sarah Reyes, to sponsor AB1825.  "She noted that during the 2002-03 fiscal year, 4, 231 sexual harassment cases were filed with the Department of Fair Employment and Housing, which amounted to 22% of all cases filed according to Christopher E. Cobey and David

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One of the most compelling cases of Sexual Harassment in the workplace is recorded in the book of Genesis Chapter 39. Joseph was the servant of Potiphar who was the captain of the guard.  Potiphar, by virtue of his position he was not a naive man.  He knew human character and therefore found Joseph to be an exceptional man and placed him over his entire household. Joseph was not only a highly competent business executive, he was also well-built or according to the Hebrew text "beautiful of form."  Potiphar's wife took notice of Joseph and said, "Come to bed with me!" 

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In the State of California companies or businesses with 50 or more employees must have sexual harassment training and such training is mandatory compliance with State law. It is also very important for companies with fifty or more employees to know that not only must their employees have sexual harassment training, their vendors must too. "Vendors are companies that do business with you; your business is the customer of these vendors".       Vendors can be: Service providers such as payroll services or cleaning services Suppliers such as an office supply house Equipment manufacturers A company that supplies parts or materials

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Sexual Harassment training is mandatory in the of California for companies with 50 or more employees.  Therefore, one of the most prudent and cost-effective ways that a company may protect itself from a costly sexual harassment law suit is to use Psychometric Testing. "Psychometric testing is the field of study that measures knowledge, abilities, attitudes, and personality traits." Robin McKay wrote:  "Broadly speaking there are two strategies for testing job candidates.  These can be classified as: Assessment for screening out high risk candidates. Assessment for selecting unqualified candidates. He further notes that "such assessments are targeted toward the selection of

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