Company Vision

Vision Fitness is the manufacturer is one of the top elliptical trainers and high quality provision, and 'very popular in Europe, where one of the largest fitness overseas. With five choices – the Vision X6000 Folding Vision Fitness X6400 Folding Vision Fitness X6200, Fitness X6200HRT fold vision, vision fitness X6600HRT Commercial Grade – the highest end product is the top-of-theOnline training tool built for longevity. Even thought we consider to be higher than most prices, and not very well fit into space-saving areas, that is the choice of engine for committed individuals that need to be on a special scheme. And 'Recommended by reviewers to try before buying, because not all machines are suitable for anyone with special attention to any style. But when you get once the correct position, the consumer more than satisfied with their results and how theMachine processes apply, and as a training tool perfect.

The Crosstrainer Vision that is may be the perfect choice for those serious and committed to practice and need a guarantee, consists of a frame for life, life brake system, front two three-year warranty on parts and labor clock 01:59 years warranty. There are many other reasons why the vision you can find the perfect fitness machine thatorder – but before you head and the purchase of the elliptical training machine, you should look at what they have compared to what else to offer on the market. When you do this, you can see that the vision crosstrainer is the ideal choice for those who have several important functions to think about. First, they are able to offer the highest quality for those who want a sports car, which has many features and add-ons, such as offer in comparison to others. You wantMake sure that the units can more than fine for your needs for a long time, thanks to their high quality and extreme durability. They also want to ensure that the machine will be coming to work for many years because of the warranty. All these things come down to the fact that quality machine takes pictures of you, even built with design.

Besides this, you will notice that the view towards the realization of products thatThey offer advantages to consumers. There are many companies, the products, but also provide a very good load for them – their full functionality, or may be limited. The good news is that a line can be found all the benefits you need in your vision of the cross trainer machine. If you take time to check what is available, while determining which product you may need a new one, you will notice that the investment that will make you want to add yearsYour life. Vision offers what you need is a great workout with the competence and financial measures are important.

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Having been involved in the weighing industry for 30 plus years, first as a mechanic, yes I said mechanic, this was before the industry moved towards digital devices; then as a technician, service manager, onto sales, and finally corporate sales, I have found that with today’s choices, it can often be very perplexing for clients to choose what is best for them.

Like any decision an individual, or company makes, they wish to receive the best available equipment for the least amount of expenditure. One way to achieve this goal is to first understand what you require, as opposed to what you desire. The difference between require and desire may be hundreds to thousands of dollars.

To help find the difference between require and desire, I suggest seeking out a weighing industry professional, and tapping into their experience and knowledge of items currently available.

Having been face to face with clients, dozens, if not hundreds of times in my career, I have learned through those experiences, an easy way to assist customers in their choices. Listen.

Not really a big secret is it? However it is one often missed. Too many “professionals” tune out the customer, and proceed with what they want, not what the customer wants. And in many cases don’t require. I can’t tell you how many times I have been asked to join in a project, or help complete one, only to find the equipment purchased, on advice from a weighing professional, or scale company, is inadequate for the job. Or even worse, overblown for the requirements, costing the client useless, unrecoverable dollars.

When this happens it’s not an equipment failure, as most people would assume. It’s a communication problem between two parties. Why is it a communication problem, because the scale company wasn’t listening. They have not met the requirements outlined by the customer. Had they really been listening, and providing feedback to the customer, the outcome would be satisfaction for both parties. A job well done by the scale company, and a feeling of satisfaction from the customer’s perspective.

Picking a professional who will listen to what is required is a very important first step for customers seeking advice on installing or upgrading weighing systems.Of course a multitude of other requirements need to be addressed when deciding on weighing equipment for a particular situation, or operation. I will endeavor to cover these in future articles.

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A new joiners’ welcome party is very important for a company and the new employees. This event will give the new joiners an idea and a clearer vision of the company they will be working for. On the company’s side, this will be a good opportunity to present their vision, and goals and what they want to expect from their employees. On events like this, it must be formal without compromising fun. I’ll give you some tips on how to make your welcome parties a more interesting with corporate sweets and other things.

Send out invitations for the welcome party as early as two weeks. This will give the employees enough time to RSVP. Don’t forget to include the place and time so employees can manage their schedules. You can include a postcard if you’re sending the invitation via email or make your invitation presentable if you prefer giving it printed. Moreover, start processing your corporate sweets orders so you won’t encounter delays later on.

Go for a cozy venue yet has a professional appeal – just to establish the idea that this is a corporate event. Having said that, there aren’t no reason why you all couldn’t have fun. You may even invite a band or a performer to break the ice once in a while. You wouldn’t want your event to be boring. You can even set up tables where you can give corporate sweets for people coming in.

Corporate sweets are good giveaways for company events like this. Your corporate sweets can embody your company’s identity and you may customise them to suit your needs and the event. For ideas, you may put your sweets in pouches bearing your company colors or logo. Or even have the logo on the sweets!

During the event, remember to maintain a tone that is not threatening and yet assertive. Establish professionalism so the new employees will remember that you are serious with your goals and expectations. At the same time, appear friendly and show the company cares about the employees. You may even have a “get to know game” to wrap things up. Give away some of the corporate sweets as prizes.

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Managers are the linchpins connecting the daily actions of a workforce with corporate vision. Yet most companies complain about the gap that exists between corporate strategy and the daily work performed on the front lines. In response, company vision, values and goals are hung on the walls; HR beefs up training and everyone hopes for the best. Yet the gap remains. Why?

Ideally, your organization operates on a commitment to identifying and serving the needs of customers near or far, and excellence in the quality and selection of products and services you offer.   This is surely articulated somehow in your vision and mission, if you have one. Such commitment is necessary whether your organization is privately held, publicly traded or public service, for profit or not-for-profit, manufacturer or professional service; it must be true for YOU and your business unit: whether you sit in the executive office, stand on the factory floor, or manage a team somewhere in between.

“The function of business is to attract and maintain customers”. – Peter Drucker

Peter Drucker, perhaps the world’s most respected business-intelligent mind, accepts that “the function of business is to attract and maintain customers” while making a profit (attracting and maintaining donors while remaining financially viable for non-profits). But his emphasis – and your priority and focus – must be the customer. As an integral part of this commitment to excellence, everyone from top leadership to production workers, ideally, will focus on value from the viewpoint of customers. Not just serving or satisfying customers, which is where too many companies have limited their sights, and not just external customers but employees (internal customers), too. ”Customer service” is not a position, a department or even a particularly useful performance measure; customer loyalty is the most useful measure of performance. Customer loyalty is not just the function of business; it is the function of everyone who works in and for that business.

Effective leadership on the front line begins at the top. Front-line employees may have the most contact and, therefore, impact with customers but top leaders create the work environment. Managers at every level must become leaders who ensure that the daily actions of a loyal workforce produce pre-determined results, including customer loyalty. Managers must learn how to enlist front-line workers in the constant effort to identify waste in processes, make improvements in production, increase organizational and product/service value, while maximizing performance – because these results serve the best interests of customers.

Closing the Gap

What if each employee improved his or her ability to discern the customer-centered value of each decision, action or behavior he or she takes on a daily basis? 
What if you could turn the Corporate Code of Conduct into tangible goals, attitudes, behaviors and habits of employees? 
What if employees’ discretionary actions were consistently aligned with company goals? 
How about… Individual accountability for quality and excellence? 
…Personal discipline to take action that contributes to corporate good? 
…Communication that is “On-Purpose”? 
…Individual and team goal-setting that is in sync with corporate standards and practices?

Initially, focus on strategy, defining where you are now, where you want to go, and what it takes to get there. If your focus is to create loyal customers, you need to align your leadership system (the people side of the equation) and your operating systems (the way things flow through your organization) to make them compatible with accomplishing this strategy. To the degree you have alignment of these three elements the more likely you are to achieve your strategy.

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In a bad economy where money is tight, sales are down, and employees are frightful of what lies ahead for them, the very last thing your company needs is a lawsuit brought by a disgruntled employee. Yet according to the Equal Employment Opportunity Commission (EEOC), the number of lawsuits being won against companies across the country is absolutely staggering. Many professional posit we are now in the mist of a national lawsuit epidemic.

Based on my 12 years of training thousands of Human Resource (HR) professionals on HR Laws, and consulting with hundreds of companies and organizations throughout the country, here is a first hand, behind the scenes look at why attorneys are winning tens of million of dollars each year for workers all over the country. And with the average payout in an employment lawsuit at $750,000 (not including attorneys’ fees), it’s not hard to imagine this trend continuing for many years to come. The good news however is that the majority of these wounds are self inflicted and can be prevented. Therefore, your company does not have to become a victim of this wild litigation beast. Here are seven lucrative areas attorneys are finding unlimited fodder to feed this every growing monster called worker litigation. You must act quickly to close the education and knowledge gap in these areas.

1. Untrained Supervisors. In my many years of experience this area (bar none), ranks as the number one venue for worker lawsuits. It is an absolute travesty what we do to supervisors in this country. We throw them in leadership positions, without providing any leadership training- whatsoever. You screwed in more light bulbs than anyone else over the last three years, so you’re the new supervisor. Well guess what? There is nothing “super” about these individuals “vision.” Because supervisors are agents of the company, left untrained, they pose a grave and gathering threat to the company’s bottom line. Priority one should be to have new supervisors immediately trained and acclimated on the legal aspects of supervising workers in today’s work environment. This training should be done as a prerequisite to them taking on their new role as supervisor. In additional, all supervisors should be required to attend “mandatory policy training” on a yearly basis. Attorneys are keenly aware this is a key area where companies and organizations, both large and small drop the ball. Winning lawsuits against untrained supervisors in this new “knowledge economy” is so easy; it’s like taking candy from a baby.

2. Sexual Harassment Taken Too Lightly. It is far beyond human belief the number of companies (today) that fail to take this area of policy seriously. And attorneys are having an all out field day. The courts ruled when it comes to sexual harassment, your company will always be held liable for the actions of its supervisors. In 2002 along, workers were awarded a stunning $50 million, and this figure does not reflect those workers who actually litigated their cases. More shocking is the fact that some 90 percent of victims never file a formal complaint. If $50 million was paid out and 90% of workers never file a complaint, then Houston, we have a problem. When you couple the illegal actions and behavior of supervisors in this area, with the knowledge available to the rank and file employee through the internet, you have a formula for disaster. And in a lawsuit, courts require that companies provide proof certain that sexual harassment training was conducted. What do you think the number one defense supervisors use when they face a sexual harassment lawsuit? You guessed it “I didn’t know.” Everyday you allow supervisors to come to work, unfamiliar and untrained on your policies concerning sexual harassment law; you are one step closer to a back breaking lawsuit, which leads to the next area of concern.

3. Retaliation Grossly Underestimated. The alarming number of cases brought before the EEOC for retaliation (in one year) jumped a whopping 23 percent (from the year 2007 to 2008). Look at it from this prospective. If you held a stock and it jumped 23% in one year, wouldn’t you be ecstatic? This is an area that has attorneys dancing in the street. In 2008 along, some 33,000 cases were filed for retaliation. When I conduct “supervisor and management training” across the country, I explicate this as one of the most serious charges a supervisor can face in the courtroom today. So what is retaliation? Retaliation occurs after a charge is made against a supervisor or company, and as a result the person making the charge is treated differently. Attorneys use a sophisticated system of uncovering when this illegal act occurs. Every law under the sun governing the employer/employee relationship from OSHA to HIPPA, to FMLA and FLSA, all clearly state that there can be no retaliation against the employee who brought the charge, neither the witnesses. And be prepared because when a lawsuit ensues, the attorney will ask your company if it has a written non-retaliatory clause included in the company’s policies. Take a close look at this next one.

4. Shot-ty Record Keeping. It is an attorney’s dream to bring a workers’ case before the court and the company’s supervisors cannot present the records necessary to defend the company. There must be strict guidelines concerning what records are to be kept, how they are to be maintained, and if and when they can be destroyed. One law every supervisor must learn as part of basic supervisor training is the law concerning “spoliation.” This law governs even electronic data. Train every supervisor on proper documentation and record keeping. This next one is white hot.

5. Employee Private Information Being Breached. Supervisors are privy to some of the company’s most highly guarded secrets. They have access to protected information on employees such as Social Security Numbers, Dates of Birth, family information, bank accounts, all the way to damaging medical information. Question: have you trained your supervisors to understand that all private information on employees is to remain private. Better yet, has the company written privacy policies that govern and protect these data? Sad is the fact that in most companies, the rumor mill and gossip mill is often initiated by and spread through untrained supervisors. Be advised; protecting private information in the workplaces of today is not a good idea, it is the law. Get your supervisors trained like yesterday. Look at this next hot button area.

6. The Age Law Trampled On. The age law of 1967, which falls under Title VII, is often misunderstood and just plain trampled on in today’s workplace. And for untrained and unsuspecting supervisors, it is an expressway to disaster. Age discrimination lawsuits are up a whopping 29 percent from 2007 to 2008 (again this of this as a stock that you’re holding). What this screams in my ear is either supervisors don’t know or they don’t care to know this law. Either way your company will pay a heavy price. And if this isn’t enough, the Supreme Court just added new teeth to this law. Listen carefully; in the recent Meacham v. Knolls Atomic Power case (June 2008), the high court ruled that the burden of proof is now even greater on the employer to prove a factor, other than age, when an employee brings an age discrimination lawsuit against the company. And with the American workforce aging rapidly, training supervisors on the age law may just save your company from a $750,000 judgment. Just think, how much training your company can conduct for $750,000. And last but not least is the next white hot area which can be avoided with proper training.

7. Interviewers Gone Wild. There are strict guidelines as to what questions can and cannot be asked during an interview. Problem is most supervisors don’t know the difference between the two. Why? Because they have not been trained. For instance you cannot ask a candidate if they are married, about a disability, their age, gender, or even if they have children. Then there is the nail biting act of making lots of promises to the candidate during the interview, which the company cannot keep. An important part of what must be accomplished during the hiring process (and long before promises are made to interviewees), is for the HR department to conduct a thorough and complete background check of each individual. So why do so many supervisors continue to make these simple mistakes? Because they have never attended a “proper interviewing techniques” class. Absolutely inexcusable in today’s work environment. HR, you must take the lead and get them trained in this area. Please be advised, you are dealing with the most sophisticated workforce ever in the history of this country. A workforce armed with new knowledge of the entire hiring process. Because of the internet, applicants often know the exact questions you can and cannot ask them during the interview. Do your supervisors know?

Summary

Supervisors are agents of the company, and left untrained, pose a grave and gathering threat to the company’s bottom line. In a bad economy where money is tight, sales are down, and employees are frightful of what lies ahead for them, the very last thing your company needs is a lawsuit brought by a disgruntled employee. Untrained supervisors rank as the number one reason workers are winning millions of dollars in worker lawsuits. And with the average payout in a worker lawsuit sitting at $750,000 (not including attorneys’ fees), your company must move quickly to train supervisors on these current employment laws.

Copyright © 2009 Cubie Davis King, PhD. All rights reserved.

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The design of your logo is one of the most important decisions you’ll make when planning your business marketing campaign. Your logo should reflect what your business provides and what it stands for. Your logo needs to ‘brand’ you in the minds of your customers.

Here’s a few funny thoughts: When it’s time to replace the tires on your car, what logo comes to mind? Think about it. What would you create in a logo for changing tires? Here’s another one; you’re hungry and want a juicy hamburger. What would this logo look like? See what I’m trying to get at? This is the kind of imaging we want for your own company and its products or services.

The logo is THE image used to brand your company. It will be on every piece of marketing material you use. From the sign over your door to the letterhead, your logo will be the focal point of every marketing item. This is a very important step. Take the time to develop a strong image, one that will stick in the mind of possible clients.

Create a logo that can grow with your company. What? Grow with your company? What do I mean? Your logo should be as appropriate in ten years, or fifteen years, or even when you celebrate your fiftieth anniversary. This is a lifetime decision. It is important to do it right. Some companies have used cute little creatures while others have used an image of the service provided.

Now you have a flavor in mind, go through books, magazines, and photos. Drive around and look at logos of other businesses, picture how their logo fits to the theme of their business. There are websites that offer generic logos. Surf through them, picturing the final image you want to develop. When I was deciding how I wanted our logo to look, I spent a lot of time doodling. Even if you can’t draw, you will be amazed what this step can produce.

After you have the flavor in mind, select several images you think could be adapted into your vision of a logo. Spread them around on the desk top. Turn them in different directions, then stand back and just look at them for a while. Again, let your mind develop an image of your ideas.

After this step, sleep on the ideas a couple of nights. Then go back and turn them around once more. Just let your mind play with them for a while. You will be surprised what ideas your mind will produce. Select several pictures that leans toward the final logo design your mind has produced.

Take these final selections for your logo design, ask people what they think. Listen carefully, they represent the people who will be affected by the design of your logo. Will it brand the image of your company in the mind of the average client? Will it create a lasting impression? What do they like about it? What do they like about it? What comes to mind when they look at it?

Now you’re ready to take your ideas to the graphic designer. Allow them to polish your logo idea until it fits the vision you have for your company.

Just remember this is who you are. It’s important.

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The Bancorp Bank issues the Vision Premier prepaid visa. With this card it means that you load or deposit money onto it in order to use it.

This can be done by direct deposit and PayPal as well as by other means. You can also transfer funds directly from your checking or savings account to the card.

The amount of money which has been transferred to the card minus purchases, fees and other transactions equals the amount available to be used for transactions.

It is only as useful, or valuable, as the amount of money you have loaded onto it. It has many features.

There is no opening minimum, no application fee, and no annual fee. There is no loading fee when you use direct deposit, PayPal or PreCash.

Likewise, there is no weekly maintenance fee when you use direct deposit or when you have 15 or more transactions per month. However, there is a $1.95 fee for ATM use as well as a $.95 fee for each ATM balance inquiry (You can sign up for free balance alerts which are delivered to you either via email or your cell phone).

The weekly maintenance fee is $.95 if you do not use direct deposit or if you have fewer than 15 transactions per month. Additionally, there is a one-time activation fee of $9.95; however, with the mail-in rebate this becomes zero.

If you want to use Vision’s live agent service, be prepared to pay a $1.95 fee.

A few things should be noted:

1) This is a debit card only (not to be confused with a credit card)

2) No credit check is required to obtain this card, approval is guaranteed

3) There are never any interest or minimum balance fees; and

4) This type of card will not be reported to credit agencies as a credit card.

Some of the good points regarding this card is the ease of obtaining the card (approval is guaranteed), it is convenient for making online and phone purchases, it is less expensive to use than check cashing services, you receive the same Visa Zero Liability policy as with a regular credit card, and interest is not charged.

Be aware that the policy does not cover some transactions. However, there are some bad points as well.

There must be money loaded to be able to use it and, if you need to use an ATM machine to check your balance, you will be charged a $.95 fee. Therefore, you must always be aware of the balance.

Additionally, it will not help to improve your credit rating like a traditional or secured card. Also, be careful of additional fees which are listed in the terms and conditions. Likewise, be aware that if you request a retailer to load money, you may be liable for additional fees which the retailer may charge.

However, if you are looking for a card to use to easily make purchases, this is the way to go. Also, if you have a tendency to overspend when you are shopping, this will help you by allowing you to spend only what is loaded. Paying no interest fees is also a nice feature!

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Yes, there are insurance plans and policies that give you a package deal on health, vision and dental coverage. Trying to find the right insurance companies is like finding a needle in a haystack.

Thousands of medical insurance companies are fighting for your business. Each of those thousands have hundreds of plans. It’s even more complex because each plan has different expenses, deductibles, and other large and small details that only lawyers can understand them.

There are many insurance companies that provide medical insurance with dental services.

These are the few points you want to consider before finding the right, cheap and affordable health, vision and dental insurance.

1) Can you afford the monthly premium?

As a customer you have to commit to a monthly premium payment, even if you do not use the insurance. It could be worst if you cannot afford the monthly payment and drop out of the plan, you loose all your previous payments.

2) Do you have to pay extra when you make a claim?

Some insurance plan make you pay extra at the time when you visit for medical treatment. These are the fixed amount out of your pocket every time you visit your doctor.

These costs differs according to what is stated in your policy and whether your doctor is in your insurance companies networks. Also based on what kind of medical treatment that you received and many more other factors.

When you were doing the insurance shopping, make sure these costs are clearly stated in your insurance quote.

3) What is your deductible?

Most of the insurance plan require you to pay a certain amount from your pocket before they begin your coverage. Since this amount is deducted from your benefits that’s why it is called deductible.

Deductible amounts will determine your monthly premiums. The higher the deductible amount, the lower your premium will be and vice verse.

Make sure that you know what your deductible will be when you compare your insurance quote.

4) More money from your pocket.

Sometimes you are still required to pay a small percentage of the amount even after the deductible. The percentage could be anywhere between 20% to 30% as stated in your policy.

Again be sure to understand these extra costs when you were doing your shopping.

Can you get treatment by doctors not listed by your insurance plan?

Most insurance plan have a list of doctors that they recommend. These list of doctors are referred to as the network

The insurance companies normally advised you to get your treatment from the doctors in the network, since you could only get maximum benefits from doctors in the network.

What happen when the doctors in the network are not accessible? Normally when you visit doctors that are not in your network you will receive less benefits from your plan and sometimes higher out of pocket expenses.

Be sure to be on the lookout when you study your insurance quote.

Regardless of whether you are buying the whole medical insurance with dental and vision services or just health, vision and dental benefits individually, the above points should be your rough guidelines in making your decisions.

Get different insurance quote from many different plan and companies, compare them and choose the best insurance and dental services for your family.

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Since its modest beginnings in 1932, the Lego company continues to make adults and children alike happy with new play sets being continuously released in the toy market. Lego is popular with many adults for purely nostalgic reasons, while kids simply love playing with the toy sets while unknowingly developing their building skills! The nostalgia angle is a great marketing pitch, but to be able to survive, Lego must do more than to depend on nostalgia. Lego has always been known for the innovations in its products and the system utilized to make these products, but without a solid offering, it could very well remain on the sidelines while other toy companies rise to the top. Lego executives understand this situation and have made aggressive marketing and production campaigns promoting the products and the brand.

Lego has released thousands of themed play sets over the years, including dinosaurs, medieval castles, robots, and train sets, to name a few. While this surly helped Lego capture a larger market share, the company showed great vision and further widened its lead in the building toy market by partnering with companies that own super franchises such as Harry Potter, Indiana Jones, Harry Potter, Sponge Bob Squarepants, Star Wars, and, of course, Batman. These franchises were transformed as Lego toy building sets using toy bricks, blocks, and pieces, much to the delight of both movie enthusiasts and Lego buffs.

One of the most profitable among the successful franchises that have made it to the Lego ranks is Batman. Batman sets are scenes from Marvel comic book’s movies and cartoons. Lego has turned famous Batman scenes and locations, as well as vehicles, into building sets that provide hours of entertainment. Of all the vehicle sets the Batmobile is, of course, the most popular. Other Lego sets are Robin’s Scuba Jet, the Penguin’s submarine and Mr. Freeze’s jeep. What are even cooler are the Batman mini-figures that come with these vehicles. This is but a few of the Lego Batman sets available today.

Batman is a very profitable franchise that really needs no promotion. However, the partnership with Lego was a wise move on the part of both companies as they are able to reap the benefits from each other’s loyal following. A prime example of the effect of this strategic alliance is that Lego collectors and Batman memorabilia collectors can be one and the same. A Batman collector who collects anything Batman is also likely to buy Lego as long as Batman is the theme. It won’t matter what type of play set it is, as long as it’s Batman related. This buying behavior applies to Lego collectors as well. The Batman product and Lego marriage means more than just short-term profits. One has to take into account the long-term aspect of the merger. The more Batman products Lego releases, the higher the probability for increased customers and profits.

Lego Batman sets will always be popular with Lego enthusiasts and collectors alike. It also stands to reason that if a parent is into, either or Batman and Lego, the chances of their kids being into the Lego hobby is likely as well. This continuing cycle is a wining situation for the consumer and the marketplace as well!

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Read time 3 minutes.

Required ingredients: courage, vision, integrity.

Roadblocks to genius leadership: Psychosclerosis — hardening of the mind that degenerates into spirit-numbing “same-old-same-old.”

Step #1 — Get Clear on the Values (this is what’s important to us).

Communicate those values.

Senior management models those values.

Zappos is a model to follow. They create a “Culture Book” in which employees explain what the Zappos’ culture means to them.

Step #2: Articulate the Vision (this is where we want to go) for the company.

Zappos’ vision: making sure every interaction with the customer results in them saying, “That was the best customer service I have ever had.”

Step #3: Make sure everyone understands and enacts the mission.(this is what we have to do to get there)

Zappos” mission: to offer “best service in the industry.”

Step #3: Develop people’s competencies and motivation that will deliver the mission.

Zappos’ corporate employees, regardless of position, participate in a 4-week customer experience training program, at full salary. After the first week of training, the new hires are offered $2,000 to leave the company, no questions asked. Zappos wants people to be there for the love of the job and not the money. About 97% say, “no thank you.”

Genius leadership asks, and finds answers to the following:

* Is this a compelling place to work?

* Are you bought-in to what we are doing here?

* Does every person in management exhibit behaviours consistent with the company’s stated core values?

* Would you want your child to work here?

* Are your aware of, and have you been asked to contribute to significant changes in the company?

* We would like you to enjoy working here. And we want you to also look forward to your time off. What do we do that gets in the way of letting go of your job stresses and enjoying your personal life?

Eradicating the world of spirit-killing, unhealthy workplaces is a noble, profitable cause for companies to take on — even in this Great Disruption.

Depression is the fastest growing mental health issue in the world. Most companies are, I think, in denial about how much that is eroding their employees’ joy and the company’s profits.

It doesn’t take a genius to figure that one out.

It requires a business leadership group that has the courage, the integrity, the vision to dare to be different in order to be great – like Zappos, Southwest Airlines, and Westjet.

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