Category Archives: Employment

Raising Minimum Wage Plus Obamacare Equals Disaster

Affordable Care Act Expert Consultant Minda Wilson Esq. Raising Minimum Wage Plus Obamacare Equals Disaster

pic Minda Wilson Obamacare Expert Affordable Healthcare ReviewIn this audio interview with Minda Wilson, she explains how raising the minimum wage will have disastrous effects on the people it helps the most; the working poor.

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STRATEGIC SLOPPINESS? BETTER RE-THINK THAT EMAIL STRATEGY

banner james carlini - Carlini's CornerBy James Carlini

It is amazing the bad advice that is being pumped out by some writers who think they have a hip handle on “dealing with executives” today and they want to take a casually-written exception of an EMail and make it into a rule.

The latest article that tries to promote bad management form is one written by a writer, Kevin Roose, from New York Magazine.
See article:
http://www.linkedin.com/today/post/article/20140108153547-32124898-how-spelling-mistakes-and-bad-e-mail-etiquette-can-help-you-get-ahead?trk=eml-ced-b-art-M-1&ut=1BLJ6GXy-0jS41

WHAT YOU SEE ON JERRY SPRINGER IS THE EVERYDAY NORM OF SOCIETY

Yes, if you want to “fit in” to today’s society, just watch Jerry Springer for the most accepted ways to live your life.

Smoke crack, have sex with relatives, and forget going to the dentist when you break a front tooth. Come on, let’s get real. Those are rare exceptions, not the rule of today’s society.

I felt the same reaction when reading this article about “strategic sloppiness” and writing a casual response to a CEO. What might be considered a “hip response” by one generation is looked down upon by others as inappropriate.

The other observations in the article seem off-base as well:
“We’ve known for years that the higher you are on the food chain, the more license you’re allowed to take with the rules of professional communication…..”

Really? Most executives set a standard and that standard should be met or exceeded. Taking license and bending that standard may look “cool” to someone observing, but try to send a sloppy EMail to an organization and see if you even get a response.

As I observed after reading the article: Are there exceptions? Sure, but try to emulate someone who is real casual in their CEO position and you won’t be taken seriously by those they have put in charge of their organization as executive gate-keepers.

Another quote from the article: “As the boss, you can make as many mistakes as you want.”

Believe me, if you start making too many mistakes, you won’t be boss much longer. Either you will be replaced by the Board of Directors or your company will go out of business, so that observation and conclusion is a little weak. CEOs who make mistakes should be kicked out and should not be given any golden parachutes for poor performance. You don’t reward mediocrity and you certainly don’t celebrate failure with a bonus.

STRATEGY? THE TOTAL CORPORATE STRUCTURE IS SET FROM THE TOP

Malcolm Forbes had a couple of good quotes that I always like to throw out for those trying to understand executive management. One was, “He who has the wheel, sets the direction.”

The CEO sets the corporate direction and steers the enterprise to reach that goal. Whatever he or she decides, will make or break the company. The CEO is in a very powerful and demanding position, but sometimes is not really tested as to their real skills.

Forbes’ other quote is much more revealing and critical, “Any fool can handle the helm in calm seas.”

Some CEOs who were blessed to be in a CEO position when all the planets were aligned and their company had great success in the midst of no obstacles or real competition, may not be as good as they are portrayed. They get washed away quickly in the first storm.

THE MORAL OF THE STORY

Okay, you find someone that has some quirks in their management and leadership style. It may work for them, but you are not them. Don’t emulate their quirks, because you will not pull it off.

In music composition classes, there are many rules and chord progressions you must follow. These were all set years ago and if you are composing something, you follow the rules.

Have there been exceptions to this, where a great composer broke the rules? Yes, but that is a rare, rare exception.

The same goes for leadership and management skills and their application to conducting business. There are an accepted scope of actions that you should emulate. Good writing and speaking skills are key executive skills.

Taking liberty to be a non-conformist to that management framework is like playing “A flat” when you are in the key of “A” with the rest of the band.

Is there dissonance? Yes. Is there a great shock value? Yes. Will you be looked at as a great virtuoso who is so more magically skilled then the rest of the band?

99.999% of the time – NO, you’ll be looked at like some out-of-touch moron.

CARLINI-ISM: Executive skills should set a standard. Don’t play A flat in an A world. Stick to the music.

COPYRIGHT 2014 – James Carlini

TWO-WEEK NOTICE EXIT STRATEGIES ARE OBSOLETE

banner james carlini - Carlini's CornerBy James Carlini

When it comes to leaving companies, employees should re-think their exit strategy. As I have said in previous articles, two-week notices went out with nickel beers. Unless you have mutually signed an agreement which specifies that either party must give the other one sufficient notice (30-days, 90-days) before terminating their association, giving notice is an option – not a mandatory requirement.

Recently, I had the opportunity to observe this first-hand. Instead of a two-week notice, the executive assembled a Summary of Tasks and turned that in with a letter of resignation.

NO RECOGNITION THEN, NO RECOGNITION NOW

Some people think that if they give a two-week notice, it will reflect greatly on them after they leave. The reality is – it doesn’t. When you give two-weeks notice, your employer could say, “Fine, this is your last day.”

You don’t get any “credit” for the two weeks you offered up as a notice. Some people think that if they offer a two-week notice, this locks in two-weeks pay, regardless if the company gets rid of you that day or not. It doesn’t.

Some Human Resource (HR) professionals will tell you “don’t burn your bridges”. They are only covering the company so that the transition is less abrupt, they are not concerned about your career.

Do you really think that if you were not recognized for the work you did for the organization for the last three, five, ten years (pick a length), that you will be given some platinum recommendation after you leave?

If you were recognized for the work you did, chances are, you would not be leaving. If an employer did not recognize you when you were there working diligently, do you really think you are going to get a glowing reference of recognition when you are gone for a year. Or, ten years? Wake up.

In a very recent departure of an executive from a large organization, the intention was that the executive was going to give some notice, but some issues changed and she gave a one-day notice instead.

Her performance appraisal was very high, yet when it came time for the annual bonus, the amount was severely decimated. This was over a year ago.

She went through proper procedures and talked to her boss about it. He never answered her question and did not really do anything in the next bonus cycle to rectify the shorting of the amount.

Anyone who is expecting a bonus and gets a significantly lesser amount should at least get an explanation of why it was cut back.
In this case, that never happened. So the question of giving notice was tied back to meeting with the boss about the loss of compensation.

Not taking action on this type of employee issue is a clear sign of lack of leadership. I challenge any HR “professional”, before commenting about the “inappropriate action of the employee of not giving two-week notice”, to be as quick and as judgmental about the lack of leadership in the manager who did not follow up with any type of action or even an explanation of the cut in bonus for fourteen months.

In my perspective, the company did not earn any “special” consideration like a two-week notice, when it failed to address a reason for a reduced bonus, let alone rectify a bad bonus situation.

BESIDES A LETTER OF RESIGNATION

Most Human Resource professionals will tell you to write a short Letter of Resignation in order to formalize your departure. That’s old news.

What you should also be turning in, is a Summary of Tasks for Transition or a list of responsibilities that you have which have to be taken over.

In order to have a smooth and orderly departure, you should give your supervisor a list of the job responsibilities that you have in order to make sure someone picks up all the tasks.

In essence, the Summary of Tasks for Transition should be a summary of all the responsibilities that you have on a daily, weekly, and monthly basis for someone to assume responsibility for after you leave.

It could be a list of things ranging from daily review of orders coming in to developing and summarizing the weekly sales report to coordinating the monthly regional report. Anything that you do, review, compile, design or assemble, should be in this Summary of Tasks. This gives your boss, as well as anyone else, a clear road-map to assume your responsibilities. You should meet with your boss to discuss the Summary of Tasks and any supporting information that goes along with each line item. That’s wrapping up your tenure there professionally.

If you are the boss of the person leaving, you should be asking for this Summary of Tasks for Transition document because the job description that you have for that person is probably out-of-date and does not reflect the full scope of responsibilities that they have. Chances are, you don’t know all the tasks that the person is performing and you’re better off getting a list of responsibilities from them, than trying to think you know what they are doing on an everyday basis.

The document should be complete and reviewed by the supervisor and the person leaving before they depart. Then, the supervisor needs to assign those tasks to those who are remaining.

Sounds simple, yet most companies are more worried about two-week notices. One-day notices are becoming more common as people do not feel they should be giving two-week notices to companies that are not giving two-week (or more) notices to people when they have a force reduction, layoff or any other “euphemism” for cutting back on the organization’s headcount.

Those HR professionals who warn not to leave without “proper” notice because you are leaving your co-workers in a lurch have no insight on real world office culture. Chances are, if you are leaving because the organization is bad, your co-workers probably have one foot out the door as well. They might be mad that you beat them to the punch as to getting out of the bad situation.

Usually, they are more concerned if you can find them a new job in the company that you are going to.

CARLINI-ISM: When it comes to leaving a company, you’re mind is made up and you should leave quickly in good graces by writing a short and concise Letter of Resignation and attaching a Summary of Tasks for Transition so that your job responsibilities can be easily picked up and re-assigned.

COPYRIGHT 2014 – James Carlini

ECONOMIC DEVELOPMENT EQUALS BROADBAND CONNECTIVITY….

banner james carlini - Carlini's CornerBy James Carlini

And Broadband Connectivity equals jobs. That was a key point that I have been making in the last couple of years in keynote speeches addressing thousands in audiences across the country at various conferences.

At the AGL (Above Ground Level Magazine) Conference yesterday, I presented this key concept as well as Continue reading

DRESS FOR SUCCESS: CASUAL DOESN’T MEAN HOMELESS

banner james carlini - Carlini's CornerBy James Carlini

When you go to a business meeting today are you dressed for success or dressed casually? Do you look like you flew in on the corporate jet or were you one of the people washing it down before the flight?

7K0A0603Image consultants seem more concerned about social media tools today than they are real barometers of professionalism and success. Having a Smartphone with an obnoxious ring tone is not cool and won’t make any points unless you Continue reading

A TSUNAMI HITS DETROIT

banner james carlini - Carlini's CornerBy James Carlini

Do you hear that? It’s a crumbling sound reverberating across the country.

It’s the great wall of over-bloated government pensions starting to crumble in Detroit. The unions think they will stop the crumbling? I don’t think so. Continue reading

DETROIT: THE “SCARED STRAIGHT” DESTINATION FOR CITY ADMINISTRATORS

banner james carlini - Carlini's CornerBy James Carlini

The city of Detroit is faced with a 50/50 chance of bankruptcy and this should not be taken lightly. Many can criticize what led up to this financial catastrophe, but the more important issue is what can everyone learn from it? Continue reading

MUNICIPALITIES GONE WILD: EAST DUNDEE AMBULANCE BILLING FEES

banner james carlini - Carlini's Corner

By James Carlini
We have all heard about the municipality in California that has paid some of its administrators with six-figure salaries as well as six-figure pensions, but we think that is a very rare occurrence and that our own municipality would never get that bad.

Look closely at your own municipality and its agencies. Are they gouging you on the price of services? Are you paying double compared to the Continue reading

TWO WEEK NOTICES WENT OUT WITH NICKEL BEERS

banner james carlini - Carlini's CornerBy James Carlini

Do you still use a rotary telephone (do you even know what that is?)?  Can you buy gas at 20 cents a gallon where you live?  Times have changed, companies have changed, and giving a two-week notice went out with nickel beers. Continue reading

MUSEUMS: SETTING A FUTURE DIRECTION BY PRESERVING HISTORY

banner james carlini - Carlini's CornerBy James Carlini

Any civilization in the last 5,000 years can only be understood and measured by what we can read and discover about them.  If they did not keep track of their accomplishments and cultures, chances are, we would know very little about them and their achievements.

  •  If you do not know where you came from, do you really have a good idea of where you are headed?
  • How do you build upon the accomplishments of the past or avoid the mistakes of the past if you are unaware of them?

These seem to be good questions to ask people who do not have a good grasp of how this country started and developed throughout the last 200 years.  As was pointed out by one museum curator, those in the last generation (the Great generation of World War II) seemed to have more Continue reading

ILLINOIS PENSION REFORM: ROAD TO NOWHERE

banner james carlini - Carlini's CornerBy James Carlini

The latest attempts at putting Illinois back on the right road to fiscal solvency and promote a more enticing image to attract businesses should be accompanied by the song by the Talking Heads’ “We’re On a Road to Nowhere”

We’re on a road to nowhere….. After a 66% tax increase in state income tax, we are still billions of dollars behind in Continue reading

COLLEGE DEGREE and COLLEGE DEBT? NO GUARANTEE FOR A GOOD JOB

banner james carlini - Carlini's Corner

By James Carlini

Did you know that the amount owed on college student loans is over $1 Trillion and two thirds of the graduating seniors (in 2011) owe a little over $26,000 when they walk out trying to find a job?  (Source: http://projectonstudentdebt.org/ )

The amount owed for student loans is more than what is owed on the total amount of credit card debt.  The big difference is that you cannot Continue reading

I ♥ Vets Tee Shirts Helps Vets

Blake Leitch Wounded Combat Vet Makes I Vets Tee Shirts to Help Put Unemployed Vets Back to Work.

Blake Leitch is a combat veteran. In 2005, Blake was deployed to Iraq in support of Operation Iraqi Freedom. During my deployment he was wounded in action when an IED hit his Bradley Fighting Vehicle.

Since coming home and recuperating from the wounds he sustained he has realized that there is no greater need than to invest in our Veteran families’ education. Blake linked up with Mark Slaby, the Founder of Illinois Patriot Education at The Medinah Patriot Day. That day he realized that there is not only a huge gap in our nations heroes VA benefits, but there is also many great Americans that want to help the vets succeed.

I met Blake through a wonderful friend and I was so inspired by his story and what he is doing to help other vets that I had to meet him.

Blake is one of the nicest guys you ever want to meet and he is working hard to build a business that helps his family, his community and other combat wounded vets.

Blake started the I Heart Vets Tee Shirt Company to help combat wounded vets in his town, find jobs and get help and he has been fairly successful at it.

I love his Tee Shirt so much I have asked Blake to make a special one for my US Veterans Group on LinkedIn. That group now has over 23,000 members. Not all of them need help, but many need resources and jobs and we are always looking at ways to help.

Blake has made us his I ♥ Vets Shirt with our US Veterans Logo on the back, but you can have Blake make your organization a shirt or just buy a plain I Heart Vets Tee Shirt by going to his site and choosing from what he has in stock. 

If you want the US Veteran Special Edition Tee Shirt, which costs the same as his regular shirts, you can go to www.bit.ly/usvet. 20% of the proceeds will go to the Wounded Warrior Program.

Blake is a great guy and his company is doing wonderful work so please support his efforts. Thank you Blake for all you do. – JW

I Heart / Love Vets

Blake Leitch, wounded combat vet first started making I Heart Vets Tee Shirts to support the efforts of The Illinois Patriot Education Fund (IPEF) and he still heavily supports that cause.

Blake’s Tee Shirts have now taken off and he offers his Tee Shirts that support his causes and his family and also can offer your organization his services to easily use I Heart Vets merchandise for your student group, Student Veteran of America Chapter, VFW, American Legion, or any other group. Start fundraising.

This book has one primary purpose: To Get Veterans Jobs! With the help of veterans from the Army, Navy, Air Force, and Marines this book was written by a current Professional Fortune 50 Lead Recruiter with nearly 15 years of experience.

Because the author recruits as his profession in this challenging job market every day, he knows what works and what doesn’t.

This is a no-nonsense guide to help vets get hired, even in this difficult job market –even if nothing else has worked.

A substantial portion of the proceeds from book sales are donated back to charity to help veterans at HonorVet.org and to help the stray and abandoned animals at Logan’s Run Rescue.

Blake Leitch I Heart Vets Tee ShirtsBlake Leitch

Reposted From Off The Shelf & Online
Eastern Illinois University Journalism Dept.

Among so many things, Blake Leitch is a father, student, and husband. But like many other veterans and their families, Blake suffers from the aftermath of war. 

Blake graduated from Mattoon High School in 2000. He was an active participate in the National Guard his junior and senior year. Right after high school, Blake entered basic training for the military. He said

“During that time I came to the realization that I liked doing the Army full-time,” Blake said.

Blake signed up for active duty not knowing the future ahead of him. “The day I reported for active duty was actually September 11th, 2001,” he said.

A few months later, Blake found himself in the midst of the war: Iraq. During that time Blake’s vehicle was hit by an IED bomb over 20 times. From that incident alone, Blake now suffers from severe back and traumatic brain injuries.

“I lost count after about 24 roadside bombs that my convoy vehicle was hit with and the last one is when I took strap mill to my face,” Blake said.

Blake said it wasn’t just one of the bombs that caused his injuries, but a combination of all the explosions he was in.

Years later and a safe return home, Blake is still fighting a battle with the skeletons of his past. Along with back injuries and traumatic brain injuries, Blake was diagnosed with Post Traumatic Stress Disorder and suffers from ringing in the ears.

Many soldiers face similar struggles like Blake after returning from war.  Post Traumatic Stress Disorder (PTSD) is a severe anxiety disorder that that can develop after exposure to any event that results in psychological trauma. Kim Dowland, a nurse practitioner at Eastern Illinois University Health Services, said PTSD is not an uncommon mental disbility for military veterans. Click here to watch Kim’s interview about PTSD.

Blake still visits the doctor on a regular basis because of his back injuries. Due to the PTSD and traumatic brain injuries he also has difficulties sleeping.

“Every night I’m taking a sleeping pill to help me go through that,” Blake said. “I’ve had a hard time finding a medicine that wouldn’t put me in such a deep sleep that I’d have nightmares.”

Blake said it’s also really hard for him to stay focused for long periods of time due to the PTSD and traumatic brain injuries.

“My brain is just so messed up from what happened over there that it’s just taking a long time to really re-program that,” Blake said.

Blake’s wife of over 7 years, Jackie Leitch, and their son 22-month-old son, Spencer, have helped Blake get through difficult times.

Jackie said though Blake being deployed wasn’t easy, it has actually made their relationship stronger knowing that they have overcome such difficult hurdles.

“We look back at that year that Blake was deployed and we know that we wouldn’t want to do it over again, but we also know there were great things that came out of that for us,” she said.

Jackie said seeing the struggles he still is dealing with a couple years later is still tough. Though she will never truly know what Blake is going through, she said she offers him a listening ear, encouragement, and support. To hear more of what Jackie has to say about her husband, Click right here.

“Honestly, I think its made us stronger,” Blake said. “It makes us communicate better.”

Blake said knowing that he has his family there for him helps him get through everyday. “It gives me more to live for,” he said. Click here to view a slideshow of Blake and his family.

Other than his family, Blake’s spiritual beliefs have also gotten him through post-war difficulties. Blake and his wife Jackie are strong believers in their faith.

“I really believe if it wasn’t for my devotion and my relationship with Jesus I really wouldn’t be alive,” Blake said.

Click here to see a photo essay of how Blake deals with his everyday struggles.

I Heart Vets:

The I Heart Vets Website
The I Heart Vest Special Edition US Veteran on Linkedin Tee
Twitter
Facebook
LinkedIn

~~~~~~~~~~~~~~~~~~~~~

US VeteranUS Veteran on LinkedIn

The US Veteran Group on Linkedin was started to assist US Veterans of all services and of any age to connect. As it has expanded to over 23,000 members and growing, it now also looks to help find resources for the veterans who need them.

We also allow family members and resources such as job recruiters and vet help programs for drug abuse and suicide etc.. also join.

If you are a vet looking for work you can also join our US Veteran – Jobs Group

Mark Lyden – Veterans: Do This Get Hired

Do This! Get Hired! is Practical Help for Unemployed Veterans

You can NOT expect to get a job in THIS difficult job market by doing the same old things and following the same old advice.  IT WILL NOT WORK!  It is time to get advice that has been PROVEN to work especially in this difficult job market.  Even when nothing else works, this advice WILL!

When you talk to Mark and find out his story, you really get a sense that you are getting to know a real giver.

He and his wife are volunteers for many causes and Mark is doing great with his business and other projects, but when he heard about the unemployment rate of young veterans he was alarmed and wanted to do something. He had written a book to show people how to deal with recruiters and employers and he decided that he would fix it to focus on vets.

The book is full of great information which is broken down very simply. Listen to this interview, Mark gives many of his best tips right here, but buy the book as it helps support HonorVets.org and it really is a great resource.

Also if you know of any students or other professionals that may need some help; please pass this along because Mark’s books for college students and professionals are just as powerful and full of tried and true strategies that get results. – JW

book veterans do this get hiredVeterans: DO THIS GET HIRED

Filled with practical and easy to follow steps, on every major job search topic, which has proven to be extremely effective and has often been the difference between a candidate getting a job or not getting a job.

This book has one primary purpose: To Get Veterans Jobs! With the help of veterans from the Army, Navy, Air Force, and Marines this book was written by a current Professional Fortune 50 Lead Recruiter with nearly 15 years of experience.

Because the author recruits as his profession in this challenging job market every day, he knows what works and what doesn’t.

This is a no-nonsense guide to help vets get hired, even in this difficult job market –even if nothing else has worked.

A substantial portion of the proceeds from book sales are donated back to charity to help veterans at HonorVet.org and to help the stray and abandoned animals at Logan’s Run Rescue.

MARK LYDEN

Mark Lyden is Senior College Recruiter for a Fortune 50 company and has been a professional college recruiter for over 10 years.

He has recruited candidates for small, medium, and large companies and has lead hundreds of college recruiting teams, events, and career fairs on college campuses across the country.

Mark has recruited for technical and non-technical majors at all levels from Freshman through Ph.D. and has recruited for Secret and Top Secret programs.

He has screened, taught, served as a mentor and interviewed thousands of college candidates and has formally presented to approximately 10,000 on various campuses across the United States.

In his career he managed one of the top Co-op / Intern programs in the country. This extensive experience gives him the unique insight and expertise to teach college students the best ways, the proven ways, to approach every major step of their job search process.

Plus because he currently is a Senior College Recruiter as his profession, he understands the challenges of this market.  Mark has a BS, MS, and one year of Ph.D. study in the areas of Business, Human Factors Engineering & Education, and Psychology respectfully.

is an expert at getting people jobs. He has already helped thousands get hired even in this difficult job market. For nearly 15-years, he has been a Professional Lead Recruiter for a Fortune 50 company.

His approach is fresh, practical, easy to follow, and extremely effective. In his recruiting career he has recruited for small, medium, and large companies and organizations.

Mark has screened, taught, mentored and interviewed thousands of candidates and has presented job search seminars across the country. His extensive experience plus the fact that he recruits each day in this difficult job market, gives him the unique insight on the best ways –the proven ways to approach every major step of the job search process so candidates have the best chance at getting hired.

Mr. Lyden’s practical and easy to follow steps, on every major job search topic, has been extremely effective and has often been the difference between a candidate getting a job or not getting a job.

Mark Lyden’s previous top selling book, “College Students: Do This! Get Hired!” has been featured in major news outlets like CNNMoney.com, The Washington Post, and many others. It has helped thousands and thousands get hired.  Now Mark has turned his attention and expertise to helping veterans get jobs.

Mark’s style and approach is fresh and very effective. Those reading or hearing his advice in a seminar are always surprised to learn something new and often discover that what has been holding them back or a mistake they have been making over and over that prevented them from getting hired.

Finally what makes Mr. Lyden’s advice and information so valuable is that it works! But there is a reason why it works better than other information and why so many people get hired with his advice. Every step, trick, tip, or technique he provides has a strong logical reasoning behind it backed up by nearly 15 years of experience.

Anyone can give opinions of what they think might work, or what may have worked for them, but it takes someone doing the job as a Professional Recruiter in this difficult job market to KNOW what works and what specifically you need to do to get hired.

WHAT OTHERS HAVE SAID ABOUT THE BOOK

HonorVet.org reviewed the book and said: “If you’re a veteran you need to read this book! Best advice for getting hired that we have ever read.” With his advice, Mark has already helped thousands of people get hired, even in this challenging job market.

What makes his advice different from what you can find on the Internet or in other “How to get a job” books is that his advice has been PROVEN to work.

“If you’re a veteran you need to read this book! Best advice for getting hired that we have ever read.” – HonorVet.org

Because he currently works recruiting in this job market every day, Mark has a unique perspective on what exactly veterans need to do to have the best chance at getting hired. I am a returning Iraq veteran with disabilities. Since being home I have been fired from (2) civilian jobs and turned down for at least 30. I then received Mark’s book, Veterans: Do This! Get Hired! I read it cover to cover in the parking lot of the post office.

The information is straight forward and easy as hell to understand. I followed his advise in chapters 2&3 to the letter. I saw immediate results on the same day I posted my resume by getting 3 requests for interviews. Mark is on- target with this information. ” –  Matt K. U.S Army (Ret.) Panama/Iraq/Somilia

If you need a job and want help getting it … then you should be interested in buying Mark’s book, please go to his website HERE

Mark can be reached by email HERE

Disney Management and Leadership with Former Executive Director of Disney World Lee Cockerell

Lee Cockerell and Mickey Mouse Disney WorldLee Cockerell, VP of Disney World Resort (Retired),

Talks about Disney Management and Leadership Strategies

“As the Senior Operating Executive for ten years Lee led a team of 40,000 Cast Members and was responsible for the operations of 20 resort hotels, 4 theme parks, 2 water parks, a shopping & entertainment village and a sports and recreation complex in addition to the ancillary operations which supported the number one vacation destination in the world.

” One of Lee’s major and lasting legacies was the creation of Disney Great Leader Strategies which continues on as the primary resource for developing the 7000 leaders at Walt Disney World. Lee talks to OPM about his strategies and how you can use them in your life and your business. Continue reading