Wednesday, December 23, 2015
Sunday, December 6, 2015
Demi Lovato shares condolences on co-star's husband's death
Thursday, November 26, 2015
Miranda Lambert Opens Up About Blake Shelton Divorce For First Time
Miranda Lambert has finally spoken about her divorce from fellow Country music star Blake Shelton.
In the new issue of Cosmopolitan magazine (via ET Online), the "Somethin' Bad" singer, who split from Shelton this past summer, opened up about the split for the first time.
"Marriage is a tough business, and we gave it our best college try," she told the magazine, adding that she's not quite ready to start dating again.
"I had a great relationship with an amazing man," the 32-year-old said, "so I know what good is. I have a great launching pad for the future. I will never take that for granted."
But in terms of what she plans on doing next, Lambert added that she just wants to move forward, though she knows it won't be easy.
"Some of that might mean nights on my porch crying, drinking whiskey, and going, 'Man, this sucks right now,'" she said.
Lambert and Shelton announced their split in July, after four years of marriage. The news came as a shock to their fans, but according to Shelton, the two are still "buddies."
Shelton has since moved on and started a new relationship with fellow "The Voice" coach, Gwen Stefani. Earlier this month, the two confirmed, via Stefani's rep, that they were dating.
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Saturday, November 14, 2015
Purpose at Work: It Comes from Within
Reid Hoffman just posted an article about the importance of purpose, and described how LinkedIn creates purpose. Earlier this year the New York Times described how Mark Bertolini, the CEO of Aetna, has applied purpose to their workforce. And my own research with Glassdoor shows clearly that "culture and values" are the most highly correlated factors in someone's likelihood of recommending their company as a great place to work.

Fig 1: Correlation of "company ratings" to various factors in Glassdoor, n=200,000, August 2015
But as much as I have been a huge fan of building a "purposeful culture" and communicating values and mission in the workplace, some new research by a research firm named Imperative actually shows us something different:
Purpose Comes from Within
I spoke with Aaron Hurst, the CEO of Imperative a few weeks ago, and he educated me about an existential truth. There are essentially two reasons people choose to work:
Reason 1: Work for financial gain or personal status. (not "purposeful")
Reason 2: Work to help others, contribute, or for personal fulfillment ("purposeful").
Their research shows that everyone in every profession falls into one of these categories. You can be a "purposeful" software engineer (do it for the love of it), or you can be an "unpurposeful" software engineer (do it for the money).
Imperative's research points out some pretty amazing statistics. Those of us who are "purposeful" at work are much higher performers. Specifically, these lucky folks are:
- 55% more likely than average to rise to Director-level roles
- 39% more likely to rise to VP or C-level positions
- 50% more likely to be in the top position
- Significantly more likely to be net promoters of their organizations, stay longer, have stronger relationships, report higher levels of fulfillment, and get higher performance scores.
And as Imperative's research shows, being "purpose oriented" is not about the work, it's about YOU.

Fig 2: From Imperative Workforce Purpose Index study
What the Imperative research shows, which I found to be quite profound as I thought about it, is that we are all in control of how we perceive our work.
If we were brought up in a family where the breadwinner came home each night tired and unhappy and sat on the couch drinking beer and complaining, we are likely to see work as drudgery and just a way to get a paycheck. On the other hand, if your father or mother came home excited about work and talked openly about how much fun and excitement they were having (which my father did every day), then we look at work as a place to find self-fulfillment.
Think about this. You have the power to make your work more meaningful! (It may mean quitting and changing jobs of course, but remember - much of happiness is based on the stories we tell ourselves in our own head.)
Now here's the unfortunate news.
Only 28% of the US workforce is
"Purpose-driven"
Imperative's research, sadly, found that only about 1/4 of us are in the lucky position to find work meaningful.

- Only 20% of tech workers are "purpose oriented"
- Women and people over 55 are much more likely to be "purpose oriented." In fact the older you get, the more purpose-oriented you become.
- Only 50% of CEO's are "purpose oriented." (Probably the ones who take time and energy to focus on their people.) And only 39% of VP's are. (They're striving to get ahead I'd imagine.)
- Purpose oriented people have much deeper relationships at work (69% vs. 45%) - which tells us that "connecting with people at work" might be one of the keys here.
- Artists are by far the most purpose-oriented (almost 2X higher than the average), followed by professionals. Laborers and hourly workers are the lowest, as you might imagine. But service workers are above average in purpose-orientation!
- By industry, education, forestry, non-profit, and healthcare organizations tend to have more purpose-oriented workers - but as you can see, they're still mostly filled with non-purpose oriented people!

Fig 3: Purpose-Orientation by Industry, Imperative study
So What Does This All Mean
For me, after spending almost two decades studying work and talent practices, I take away a few profound findings:
1. If you're an employer, you should seek out people who "want to do the job you're hiring for" - people who love it for its own sake, people who love your company's mission, and people who genuinely like to help others. These people are relatively easy to spot, and while they may not be the most "ambitious" (many are), these are clues you can spot. (We have always had people like this apply to work at Bersin.)
2. If you're and HR manager or business leader, you should work hard to create jobs that can offer meaning to people. Give people autonomy and freedom to create and innovate; give them flexibility to work the way they want; thank them regularly for their efforts; and give them a clear mission and view of the organization's goals so they can find their own purpose at work.
(You can read more about how to build a "Simply Irresistible" workplace in my article explaining the new world of employee engagement here.)
3. If you're a recruiter or hiring manager, remember to ask people "why are you applying for this job?" This simple question will tell you about someone's purpose-orientation, and give you a clue as to how well they will adapt, grow, and contribute to your organization.
4. If you are a job seeker (and aren't we all?), take some time to rethink your own motivation. What do you really want to get out of work? How do you define your own measure of "success"? Can you think more about your impact on others and less about your personal gain? Are there tasks, jobs, organizations that really excite you that you can look for?
The bottom line message is pretty simple. We all spend 50-70% of our working hours in some kind of trade, job, or profession. If we don't really like it, it's up to us to change. We may need to change what we do, change the team we're on, or change the company we're in. Or we may need to change our own attitude.
Every individual at work deserves an opportunity to find purpose. I'd challenge you - for yourself and the others around you - to look for purpose in a serious and deliberate way. It will make you happier, healthier, and more successful in all areas of your life.
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Tuesday, October 20, 2015
Kylie Jenner Wants To Act In Movies, Apparently
The Kardashians have resumed updating their apps now that Lamar Odom awoke from a coma and was transferred to an LA hospital to begin physical therapy.
And thanks to one of Kylie Jenner's latest updates, we know that the reality star is thinking of dipping her toe in the acting pool.
"Just got off the phone with: My mom. We talked about a movie script," the 18-year-old wrote in a post titled "The Temperature."
While Jenner has never acted before, if her talents are anything like her older sister Kim Kardashian's acting chops, she might want to rethink the career path.
Kardashian's TV appearances include roles on "CSI: NY," "Drop Dead Diva," and "Beyond the Break." Additionally, she landed a particularly mortifying role in 2008's "Disaster Movie," in which she wrestles with Carmen Electra.
Meanwhile, Kardashian's role in 2013's "Temptation" earned her a Razzie Award for Worst Supporting Actress, and her performance was panned by critics.
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Monday, October 19, 2015
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Sunday, October 18, 2015
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Saturday, October 17, 2015
Matthew Toren: Keep Things Lean to Keep You Focused
Statistics suggests that 92% of startups fail. What could be the reasons behind, you might ask.
Today we'll dive deep into this matter with the help of serial entrepreneur, investor, mentor and the award-winning co-author of Small Business, Big Vision: Lessons on How to Dominate Your Market from Self-Made Entrepreneurs Who Did it Right, Matthew Toren.

Matthew Toren, Entrepreneur, Mentor and YoungEntrepreneur.com Co-Founder
He shared that funding and hiring are the two biggest out-of-the-gate mistakes entrepreneurs make with their startups and having vast expertise in those areas, he shared some of his funding and hiring advice for startups:
Debunking the Funding Myth
"Many startups make the mistake of thinking they need to have a big chunk of capital, or investors, to get started on their business and by and large that simply isn't true." Toren, also one of the co-founders of the Kidpreneurs project, said there are plenty of self-funding options that entrepreneurs might want to explore. That includes working a "day job" while building your business outside of it and even structuring small private loans from a family member if you're really in a cash crunch.
"The leaner you can keep things when you're starting out, the better. It keeps you hustling and it gives you more focused lens of perspective on costs", Toren continued.
Explore Outsourcing Rather than Hiring
When asked about what are the most common mistakes startups do, he shared that "some startups see hiring as a benchmark to success and I think that's a mistake".
He emphasized that while hiring will be necessary at certain points in startup growth cycle, just like having children, having employees is a lot more expensive than startups accurately account for usually.
"Employees need benefits, they require different taxes from your business, and they need equipment, and physical location space, and parking spots and benefit plans: the list of halo expenses go on and on."
With all of the expenses in hiring staff for your business, Toren recommends outsourcing as much labor as possible to have capital you could be driving back into your business.
As an investor himself, he shared some sort of criteria investors specifically look for before they decide on investing.
We found out that he is a big-believer in the bottom-line.
"I want to see that the business is handling their operational cash flow and managing their burn rate effectively," he added.
He also likes to get a sense of the entire ecosystem of a potential investment. Aside from all of these, here are a few more factors that Toren considers before investing on a business:
1. The company's management team.
"These are the leaders at the helm of the startup, are they going to have the skills, stamina and technical acumen are what it takes to get this business to success?" he noted.
2. The team's exit strategy.
"Have they planned one and how are they looking to execute on it? Will their team be able to get them to an exit?" he asked.
3. Their growth strategy and their relative market size.
As a big believer in what Peter Lynch says, he sticks to investing in what he knows. "I need to understand the business," he emphasized.
4. The company's valuation and how the deal structure itself measures up against others in the industry.
"Does this have the potential to be something big and what does the potential return on investment look like?" he noted.
Toren believes that each individual investor or venture capitalist is going to have their own unique set of must-haves when seeking funding; he highly recommends doing their homework ahead of time. This is to make sure they're prepared to pitch and discuss in detail how their business will meet an investor's criteria.
The Qualities of Most Successful Startups
Toren believes that the success of startups depends on great leaders who have these qualities: vision, tenacity and discipline.
"A startup needs a big lofty goal to go after or else why be there to begin with?", he asked.
But beyond just a big vision, he also said that startup leaders are going to the generals that have the discipline and the tenacity to take themselves and the whole team to the finish line. "Great leaders keep pushing through the ambiguity and times of uncertainty to find a way forward. When you're just starting out you need the vision to hold onto because that sets the course forward, but ultimately an end goal without the hustle to move towards it won't amount to anything." According to Matthew, there has to be the big idea, but the idea needs action.
Words from the Wise
Matthew Toren shared how his grandfather taught him what he needed to know about running a business.
"He taught my brother Adam and I young how to have fun selling and the value of working hard, working together and loving what you do. He was an incredible example to me and I feel really grateful I was raised an entrepreneur from a young age thanks to the example of my grandfather." he said. That's one of the biggest reasons behind the passion he and Adam have for teaching entrepreneurialism in kids.
Matthew proudly tells me that they both have instilled that love in their own kids, but they have seen a lack of that training in the schools and culture at large.
That became his inspiration to write a book and companion parent/teacher's guide called, Kidpreneurs: Young Entrepreneurs with Big Ideas. The two brothers' whole philosophy with entrepreneurialism and their kids is "it's never too early." "Entrepreneurialism teaches kids self-esteem, basic business skills, how to have ideas and problem solve, it's a great set of life-long learning skills kids will benefit from whether they become entrepreneurs or not and something we feel really passionate about sharing with the world, just like our grandfather shared it with us," he ended.
To learn more about Matthew connect with him on Twitter and LinkedIn.
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