Month: December 2016

Being the Best

Being the Best

In life, we have the good, the better and the best. But then we have the best of the best. What sets the best of the best apart? In Martial Arts, we have black belts. Only 1 in 10,000 will reach black belt in martial arts. I don’t know the exact number, but I would be willing to bet that 1 in 25,000 reach the level of Grandmaster in Martial Arts. I have a bunch of friends who are black belts. But I can count on both hands the number of friends I have, that I talk to regularly, who are Grandmasters:

  • Reggie Cochran
  • Esau McKnight
  • Don “The Dragon” Wilson
  • James Wilson
  • Marian Kirby
  • Ted Gambordella
  • Chris Howard
  • Brian Brewer
  • Jay Blanton

Plus a few others. By the same token, I have friends in network marketing that are amazing leaders, but then I have those friends who are those who lead the leaders.

  • Reggie Cochran
  • Christian Gingras and his wife Tammy Sellars-Gingras
  • Alan & Jean Sickman
  • Tony & Sarah Zolecki
  • Rick & Michelle Teague
  • Alex Monterrosa

Did you notice who is on both lists? Dr. Reggie Cochran, he is not only a world champion in martial arts, 8th Degree Black belt in the Chuck Norris System, he is also Diamond in Max International. I am incredibly blessed to call Reggie one of my closest friends. My friend James Wilson, who is also a producer in Los Angeles, California told me as I was researching this idea “A Grandmaster should have many decades of experience, be a good teacher, have a calm, confident manner, and a desire to help others master their art, and perhaps even become better than they are.” James is truly one of the best of the best! And I’ve noticed this about all the people who are the best of the best. All the people I have listed here have been doing their trades, whether in martial arts or network marketing, or both for MANY years. In many cases for over 20 years.  Does this mean you shouldn’t have someone who is new, or only has a year or two of training under them? NO! But you should make sure that he or she has someone who is training them who does meet this qualification. If they are learning from someone who is a “top gun” then he or she will also develop the right skills.

To the leaders who read this: something I posted on Facebook a couple of weeks ago, one piece of advice: don’t quit on someone that you see is trying, even if they don’t accomplish much for a while. Just keep encouraging them to improve and eventually it will pay off. Sometimes the person who partners with you may not accomplish much outwardly, but inwardly he or she is paying attention. And in time, it will pay off in ways that you can’t even imagine! But some advice as well: NEVER tell someone they are not smart enough to be successful. Some things will come from it:

  • He or she will quit your team, but not necessarily your company. That person will find a leader who is willing to take time and teach him or her.
  • He or she may end up quitting your company, but then will probably join another company and be a Rockstar in the next company
    • think about lost profits had you been patient with him or her and given that person the time they needed to grow into the leader he or she wanted to be
    • Also, think about this: who is this person connected to? Even if he or she isn’t a Rockstar, he or she may know people that could be. And those people will join him or her. Which will lead to those Rockstars as he or she grows. And he or she, as a result of the people he or she hangs out with, will become a Rockstar too.

In closing, remember this: you are like the 5 people you spend the most time with. Are you hanging out with leaders, or thos

TEAM: Together Everyone Achieves More

TEAM: Together Everyone Achieves More

I have gone back to school and I’m pursuing a Bachelor of Science in Nutrition Science from Kaplan University. I am currently taking two classes. One class is Professional Presence. Today’s blog is from an assignment I was given in that class.

Imagine a situation where you are paired up with a coworker to complete a very important project for your company. The coworker does not share the same work ethic that you do, and you are concerned about working together toward successful completion of the project. It is not a job that you can handle on your own as there are a lot of specialty areas that this person knows well and you know nothing about. Discuss at least three things you can do to improve your working relationship with this person so that you do not dread going to work every day and that will improve the work you produce as a team.

My response to this is today’s blog:






This is an acronym that I learned a few years ago, and it applies directly to this discussion.  I’ve been involved in several situations over the years, not in the work place, but in meetings with my children like this environment. Primarily with the public-school system to create what we call an I.E.P. Or an Individualized Educational Plan. Which is a meeting in which we decide how to address my children’s special needs. For those of you who don’t know, my 18-year-old and 20-year-old children have high functioning autism. Most of these meeting involved social workers and most of the time we did not get along.  In a situation like this, I would need to be proactive. But in a different way than an I.E.P. meeting. In this scenario, I would need to get the other person to work with me.  How can I get the other person to act? What motivates them? Would completing this project help him score points with the boss? Is he or she at risk for losing their job? These answers would only be discovered by talking to each other. We need to work together.  A second thing we would need to do is have a meeting to create a plan on how to complete the project. One thing we can do is create a matrix that would show who is responsible for what. And create a timeline to show what needs to be done by when. We also will need to meet regularly for progress updates and agree to notify each other if any of the deadlines won’t be met. In an article in Forbes, I found several other ideas. One really stands out:“Don’t let their ways rub off on you.” (2011) One thing I learned years ago, is that I am like the 5 people I spend the most time with. If you are going to be spending a sizable amount of time with this person, this could easily become an issue. Be mindful of it. A second thing that stands out is “Don’t let their work become your responsibility.” (2011) Finally, “Communicate with your co-worker. He or she might not be lazy. Instead, they might be unclear of their tasks and deadlines. “Be clear about goals, deadlines and commitments,” says Robbins. “Sometimes it’s not that they’re lazy, it’s that they don’t have a good way of organizing their work or managing their time.” There’s always a chance that they’re preoccupied with a personal matter, too. “We need to remember that life happens,” says Robbins. They could be distracted by a health issue or family problem.” (2011)