Season Premiere of Million Dollar Listing with Fredrik Eklund

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The season premiere of Million Dollar Listing New York City premiered June 12 and did not disappoint. After embracing his new role as a father to two beautiful twins, Fredrik Eklund is back in the real estate game without missing a beat.

The episode shows tender moments of Fredrik and his husband Derek meeting their twins for the first time, changing diapers, and playing in their nursery. This soft side of Fredrik is quickly replaced with the hard-hitting, house-slinging broker we remember from seasons past.

His first client of the season is Rebel Wilson and she’s looking for a luxurious New York City apartment. Rebel’s humor mixed with Fredrik’s drive makes for an entertaining debut house hunt. While Fredrik pushes Rebel to upsize and re-envision her next home, Rebel seems set on a two-bedroom pied-à-terre.

In the end, Rebel whispers to Fredrik she’d rather ditch the camera crew and throw on some sweats for their next viewing. What will happen? Tune in next week on Bravo to find out if Fredrik and Rebel locate the perfect place for Rebel to lounge in sweats.

 

Tan Le is CNBC’s Brave One

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CNBC’s new series The Brave Ones highlights entrepreneurs who have overcome obstacles to become successful. Tan Le is a brave one in every sense of her work.

As CEO of Emotiv brainwear she has brought life-changing, mind-control technology to various applications around the world. Emotiv is a tech platform to help you connect deeper with the brain. Through a non-invasive headset, Emotiv brainwear reads the neuro pathways and can physically move objects through the wearer’s thoughts. Her company’s technology has been used to control bionic arms and allowed a quadriplegic to drive a formula one car.

But before she was changing the world with her brainwear, the world changed her. At age 4, she fled Vietnam, taking a five day-and-night voyage on the China Sea with her mother, sister, and 160 other Vietnamese refugees. After running out of food and water, her boat was rescued by an oil liner and she ended up in Australia.

When they first touched Australian land, Le’s mother told them to reach down and feel the ground—it was special ground. Le and her sister didn’t feel anything special, just dirt. Her mother told them, “Then you have to make it special.”

She grew up smart, with drive, but always an outsider. It was this peripheral perspective that she credits her ingenuity to. When you see things differently from the masses, you learn to embrace oddities, explore the unknown, and get used to living outside of your comfort zone.

Le’s family appreciate the sacrifices made to allow them to grow in Australia. With this mindset of making the most of the life you’re given and a tendency to think outside the box, Le’s entrepreneurial spirit kicked in and she created the magic of mind-control.

To hear more about Tan Le’s story, watch the full video below.

How to Create Inspiring Stories to Sell Your Business Ideas

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Inspiring stories are more memorable and persuasive than facts alone.

Imagine you’ve arrived at your big presentation. You’ve been preparing for weeks. All those countless spreadsheets have now been successfully turned into brightly colored PowerPoint slides. You grab the clicker and launch into your first point. Your colleagues lean forward, eager to hear what you have to say. As you click on the last slide, you arrive at one startling conclusion. You have put your colleagues into a coma. Not only have you failed to convince them, not one person can remember what you just presented.

What did you do wrong? You didn’t use a story to sell your ideas. If you want to sell your ideas, tell your ideas as a story.

Why use story?

According to former Pixar story artist and animator Matthew Luhn in his talk “The Art of Storytelling,” inspiring stories can sell your ideas in three important ways:

1. Retain important information: According to Luhn, after 10 minutes your audience will only remember 5% of what was said if you don’t use a story. Put that information in a story form and the amount of information retained by the audience increases 13 fold to 65%.

2. Create personal connections: Stories make a real connection between you and your audience. “Whoever tells that impactful memorable story, we become personally connected with them and we believe them,” says Luhn.

3. Change how people feel: The emotion expressed in stories can change hearts and minds. Great leaders do this all the time. For example, Steve Jobs did this with the iPhone. Luhn explains, when Steve Jobs “came out he said, I have something revolutionary. It’s going to change the world. It’s a smart phone. We’re like, Yay!”

Use key elements to make stories inspiring

To translate your information into a great story, you’ll need to give your audience three things:

1. A hook: Before you can convince your audience, you need to get their attention. This is done with a hook. According to Luhn, a hook creates something unusual or unexpected, or has some sort of action or conflict at the beginning. For example, in Toy Story, we have the “favorite toy in the room” problem—a conflict between Buzz Lightyear and Woody—that emotionally interests the audience right away.

2. A promise: After you have their attention, you must promise your audience a transformation. According to Luhn, people hate to change personally but “we like to go through a transformation, through a hero on a journey.” This transformation can be about you or someone else who was changed through an experience. In Toy Story, Buzz and Woody have to work together to get back to their owner. By the end, Woody has become less selfish and Buzz has learned that even though he isn’t a real astronaut, he is still an important toy.

3. A payoff: Your promise has to have a payoff. You want to explain to your audience “what’s in it for them.” How will your story or idea make them “richer, happier, faster,” says Luhn. For Toy Story, the payoff is that these two characters are happier because now they have learned something about themselves and get along better.

Avoid these pitfalls

Finally, avoid these three pitfalls to ensure your story is a success.

1. Wrong audience: For your story to be effective, you have to connect with the right people. You can have a great hook, great transformation, but it will be for nothing if you connect with the wrong audience. For example, if your audience is investors, you won’t speak to them like they are teenagers and vice versa.

2. Wrong inspiration: Moving stories are based on something real. Luhn says, “One of the best pieces of advice I ever got was don’t be clever. Don’t try to create a story thinking that this is what people want to hear. Speak from your heart.” Your story should come from a personal experience. In Finding Nemo, for example, the helicopter father and son relationship in the movie came from the fact that many of the filmmakers were first-time parents and were worried about their children.

3. Wrong organization: Many presentations fail because people do not follow the basic story organization that humanity has used for thousands of years. Luhn says, “We love Act 1, Act 2, and Act 3, the hero’s journey.” Your story should have a clear beginning, middle and end.

And by the end, Luhn says, a great story should have made you feel something. If you incorporate all these techniques into your presentation, you should have ideas that people will not only remember, but will also change their hearts and minds.


Kyle Crocco is an East Coast native and content creator for Big Speak. His career has taken him from authoring the Heroes, Inc. series, to living and teaching abroad in France and China, to completing his Ph.D. in Education at the University of California-Santa Barbara. He is also the lead singer for Duh Professors, a local Santa Barbara band.

Warriors Win for the Third Time in Four Years in Unexpected Sweep

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The Golden State Warriors won their third championship in four years last night, defeating their old rivals, the Cleveland Cavaliers.

While their third championship seemed like a foregone conclusion, it wasn’t always that way. When Joe Lacob and Peter Guber purchased the Warriors in 2010 the Warriors were more likely to miss the playoffs completely than ever win a championship.

After purchasing the team, Lacob and Guber both used their respective skills to overhaul the franchise. Lacob used his analytic experience to construct an elite team and front office, while Guber used his entertainment background to improve the fan experience and rewrite the team’s story to be a successful one.

The Warriors were one of the first adopters of SportVU and Synergy Sports, two data analytic services. By using data analysis, the Warriors were able to improve players on offense, defense, and better understand when starters should be rested. This has resulted in a well-energized team that can dominate during the regular season and the playoffs.

Today, Guber’s “golden touch” has continued as co-owner of the L.A. Dodgers and the LA Football Club. The Dodgers reached their first World Series in 2017.


The content writers at BigSpeak Speakers Bureau are Experts on the Experts. They hold doctoral, masters, and bachelors’ degrees in business, writing, literature, and education. Their business thought pieces are published regularly in leading business publications. Working in close association with the top business, entrepreneur, and motivational speakers, BigSpeak content writers are at the forefront of industry trends and research.

The Future of Work, Hiring, and Recruiting by Ian Siegel, Founder of ZipRecruiter

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Ian Siegel is an entrepreneur speaker, CEO and co-founder of ZipRecruiter, who speaks on the future of work. When Siegel founded ZipRecruiter in 2010, he had a mission to make hiring easier by creating an online platform that would enable companies to post to multiple free job boards with a single submission.

Now over 120 million people have used ZipRecruiter and 80% of recruiters who post through the site get a quality candidate in just one day. While the company is still pre-IPO, it has been valued up to 1 billion dollars.

Working on ZipRecruiter has helped make Siegel a thought leader on the future of work and hiring. Using data from ZipRecruiter, Siegel has a pretty good idea of what’s trending in the work world—not only what jobs are available but also how people are looking for jobs.

How we search

When Siegel started ZipRecruiter, only 20 percent of people searched for work by mobile phone. Now 65 percent of people search for jobs on phones or tablets. This has changed job searching in two ways.

First, people search for jobs on their phone like they do dating apps, such as Tinder. Instead of a list of jobs, it’s more convenient for people to look at jobs one at a time; then swipe left or right to accept or reject a job application.

Second, the much-hated cover letter is on the decline. Since documents are difficult to send on a mobile phone or tablet, Siegel has seen a decline in the use of cover letters and an increase in organic interaction between employee and recruiter. More people now write a paragraph to inquire about the job and start a conversation.

How we match

The online hiring process has moved from a searching paradigm to a matching paradigm. In the past, Siegel said the process used to be more about serendipity. A person needing a job just happened to be on a job search board and just happened to find a job that was of interest.

Now Siegel says matching algorithms have sped up the process. Today when a company posts a job, the computer system immediately parses the descriptions, matches it with resumes on file, sends job seekers an alert, and within seconds, people are applying for jobs.

What’s trending

The job market is changing much faster than our education system. It’s difficult to prepare young people for specific jobs that will be available in the future.

While there’s still a need for traditional jobs, such as construction and data science, jobs such as ethical self-driving car hacker, 3D-printed footwear designer, and robotic medicine are completely new to the marketplace.

It’s not just these sci-fi jobs that are new and different. Siegel noted there has been a 445 percent growth in the marijuana industry jobs in 2017 due to the legalization of cannabis. Compare this to the growth of technology jobs at 245 percent and the healthcare industry at 74 percent, and you can see how in some job sectors you can’t always plan for growth.

Therefore, Siegel suggests we should stop trying to change education curriculums based on what we think future job openings will be because you can’t always predict them. Rather, we need to teach people to be lifelong learners so they can change and adapt to different industries. And, moreover, we need to teach people to be entrepreneurs so they can create businesses and work for themselves.


Kyle Crocco is the Content Marketing Coordinator at BigSpeak Speakers Bureau, a graduate of UC Santa Barbara, and the lead singer of Duh Professors. He regularly publishes business book reviews and thought articles on Medium, Business 2 Community, and Born 2 Inv

Join the Retail (R)Evolution of Omar Johnson at 2018 Pitney Bowes

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In case you missed the Omar Johnson Show at the 2018 Pitney Bowes Retail (R)Evolution, here are the highlights and tokens of wisdom he imparted on all your competitors who made it to the conference:

Product is king

Instead of convoluted ad campaigns and roundabout wordplay, Johnson made Beats’ product the center of their marketing strategy. Beats headphones were the focal point of every campaign and you could see them plastered on anything Beats put out.

It’s all about the people

He integrated people into the marketing strategy in two ways: by creating meaningful connections and keeping it young. In the video below, you’ll hear a story about how he created an intimate “hand-to-hand, eye-to-eye”  connection with Kobe Bryant that made Beats, and the attention that came with the product, the most sought-after headphone on the market.

He also kept it young. In a brilliant tactical move, Johnson targeted the 18-24 age demographic, simply because everyone wants to be that age: younger kids can’t wait to be 18 and older folks wish they still were in their 20s.

Move culture with storytelling

Johnson believes you need to be authentic while creating the story you see for your company. He defines being authentic as “saying everything you’re afraid to say.” Beats listened to athletes and employees, heard their fears or hopes, and turned them into a story their consumers could relate to.

He also used storytelling to shape the public image of the company. Beats ran ads calling them the best and number one, even when they were somewhere closer to 10. But because people believed they were the top headphone company, they soon rose to be number one in 25 countries.

To hear more about storytelling, why data isn’t the key to successful marketing, and how to use fear to your advantage, listen to Omar Johnson’s keynote address.

Barb Stegemann’s Mission to Bring Peace Through Perfume

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“My real job is to make rebuilding sexier than destruction. I do that through perfume.”

-Barb Stegemann

Peace through perfume. That’s Barb Stegemann’s mission. But it’s less about the perfume and more about the peace. In fact, the perfume fell into her lap while she was exploring solutions to end the opioid crisis in Afghanistan after her friend—a soldier—was wounded in the war.

She found the farmers in Afghanistan had little to no choice in growing poppy crops to sell to drug lords. There wasn’t a comparable market for any other crop and to sustain a family they had to partake in opioid production.

Stegemann’s company, The 7 Virtues, was founded to create an alternative source of income for farmers in war-torn countries. By purchasing various crops from farmers to make scents for her fragrance brand, Stegemann provided farmers from Afghanistan, Haiti, Israel, Iran, Rwanda, India, and Madagascar with an alternative to joining the drug world.

“Today, The 7 Virtues works with farmers around the world to secure natural, organic, and fair trade essential oils that create long-lasting fragrances and provide jobs, dignity, and security to the farmers and their families,” said Stegemann.

As a socially conscious and environmentally friendly brand, every scent is vegan, cruelty-free, organic, all-natural, and fair trade. The new Peace Eau du Parfum (EDP) collection has been selected for Sephora’s new Clean Beauty Initiative.

The new Peace EDP collection includes seven scents:

  • Orange Blossom (Afghanistan)
  • Rose Amber (Afghanistan)
  • Vetiver Elemi (Haiti)
  • Grapefruit Lime (Israel & Iran)
  • Patchouli Citrus (Rwanda)
  • Jasmine Neroli (India)
  • Vanilla Woods (Madagascar)

In 2017, Stegemann created a documentary following the plight of these farmers, the drug crisis and her role in aiding the situation. Perfume Wars won Best Humanitarian Film in the 2017 Sedona Film Festival and Audience Choice at the Sonoma Film Festival. The documentary can be found on iTunes and Netflix. She is also the author of the bestselling book The 7 Virtues of a Philosopher Queen. 

To learn more about Barb Stegemann, her story and The 7 Virtues new line check out Sephora’s online store.

Three Critical Factors Reveal Your Authenticity

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Original article by Glenn Llopis can be found on Forbes. 

Corporate playbooks are loaded with buzzwords and politically twisted terms that create more confusion than clarity.  Having studied them for years, I am convinced that was the intention. The more confused people are, the more they are willing to assimilate to what the business wants them to be.  In fact, per my organization’s research 85% of people go to work conflicted between what their organization and supervisors want them to be rather than what they seek to be themselves as they pursue fulfillment in accomplishing their career goals. Unfortunately, the corporate playbook created this conflict and today we are experiencing more uncertainty about what leadership truly means and whether or not the right people are in leadership roles. No wonder we are in hyper change and transformation mode. No wonder 40% of leaders are ill-prepared to lead during these times of uncertainty.

As organizations search for new ways to drive growth, they are realizing that the corporate playbook has grown outdated . To compete in today’s new workplace and marketplace it requires a renewed focus on serving the unique needs of the individual employee and consumer whom are more multi-generational, multi-cultural, multi-gender, multi-mindset and multi-tenured than ever before. For leaders to remain relevant they must shift their thinking from command and control to serving inclusion and individuality. Why? Because the business no longer defines the individual. The balance of power has shifted to the individual defining the business. The abundance of differences has created a unique set of obstacles in the workplace that has made it much more difficult to drive growth in the marketplace.  A dynamic that the corporate playbook was not originally designed to serve.

For organizations to grow and evolve, they must solve for individuality. To do this, they must move the individual employee and consumer (and all their combined differences) to the center of their corporate growth and transformation strategy. Yes, this will create disruption because organizations were not designed to solve for the unique needs of the individual. They were taught and designed to control the individual. Organizations must now listen more intentionally, learn to embrace and be more mindful about how differences create opportunities previously unseen and renew their own mindset through the perspectives of those same individuals that are now in control.

Organizations and their leaders must be more open-minded than ever to transform themselves through the lens of the individual. They no longer have a choice. This begins by leaders taking the time to reacquaint themselves with their employees, colleagues and teams: who they are as individuals, what they stand for and what’s unique about the ways they think. Learning more intimately about what gives them distinction in how they can best contribute to the organization’s goals and objectives.

To do this, organizations must create inclusive workplace environments that allow for their employees’ individuality to influence strategies, decision making, new ways of doing things (methods), outcomes and opportunities – the corporate playbook didn’t account for enough.

But this requires a growth mindset. A mindset that demands leaders to be authentic in how they think, act and influence. Authenticity is crucial for leaders to create safe inclusive environments where vulnerability and ones’ ideals are not judged and where leaders can create a culture that best serves the unique needs of the individual.

Leaders that are in search of how to bring their most authentic selves to work should consider the following three variables that reveal their true leadership identity:

1. Yourself

For the past 10 years, my organization has researched behavioral tendencies of Fortune 500 workplace cultures, teams, and leaders. We’ve concluded that the terms: “bringing your whole self”; your “most authentic self” – are overused terms that create more conflict then resolution. Especially when a leader who is supposed to be respected, is not.  Because they themselves are battling the gulf between assimilation and authenticity. So what does authenticity mean? After 10 years, here is my organization’s definition: The ability to influence through consistent behavior that reveals your individual capabilities, experiences and values without limitations regardless of the audience before you. So when do you know that you have been successful at being your most authentic self? Success lies within the alignment between what people expect from you and what you want them to expect from you.

Questions for reflection: Do you play it safe as a leader and assimilate to what others want you to be? Or do you have the courage to be your most authentic self in everything you do and how you do it?

2. Your Workplace

As a leader, you co-exist amongst multiple conflicting mindsets.  In addition to your workplace that is more multi-generational, multi-cultural, and multi-gender, – it is more multi-mindset and multi-tenured than ever before. For example, you have people that have worked in your organization for 25-plus years. Though most of them are unwilling to adopt new ways of thinking, they are still convinced that the old ways still work. Then you have people who have been with the company for 10-12 years. They are the most conflicted because they are trying to bridge old and new school ways of doing things.  And finally, you have an employee population that has been with the organization less than 5 years and are hopeful that their fresh perspectives and forward thinking approaches that disrupt the status quo can be adopted.

Questions for reflection:  In today’s highly conflicted workplace, do people know who you are and what you represent as a leader? Or are you perceived as another inauthentic leader that is playing the part to be accepted across the enterprise.

3. Those You Associate With The Most

Do you gravitate toward like-mindedness or differences? More than 85% of leaders gravitate toward those who are like-minded because they feel safe enough to share their ideas or ideals without being judged. In today’s world of work that is fueled by differences, leaders must have the wisdom to see like-mindedness within differences. But this demands authenticity. Being aware of your own authenticity gives you the self-trust to know and appreciate your own differences and how others tend to accept them or not. Perhaps this explains why it is easier for leaders who bring their most authentic selves to work – to appreciate the differences in others and know how to activate the unique ways one’s differences can influence (beyond their job title and job description).

Questions for reflection: Do you know what gives you distinction? Does your professional network represent and strengthen what makes you distinct? Do you associate yourself with leaders, lifters, loafers or leeches? Are those that you associate yourself with self-aware enough to know how to bring their most authentic selves to work? Do they hold you accountable to do the same?

The need to maximize the utilization of human capital is at an all-time-high. But this is impossible when leaders and employees are unable to bring their most authentic selves to work. This is how organizations can most effectively create teams of individuals that have a true sense of belonging that function together as part of a healthy whole. It’s how organizations can best grow and evolve by developing leaders and employees who are encouraged to use their individuality in ways that play to their strengths – so they can impact and influence the future.

The FRICTION Podcast: Part Organizational Design. Part Therapy.

As seen in BigSpeak.com

Organizational Psychologist and Stanford Professor of Management Science and Engineering Robert Sutton is back to tackle friction, the phenomenon that frustrates employees, fatigues teams and causes organizations to flounder and fail. FRICTION digs into causes and cures for destructive friction—and when it is wise to make things harder to do. The episodes are loaded with raw stories of time pressure, absurd rules, broken cultures, flawed yet brilliant people, and courage under ridiculous odds. FRICTION distills research insights and practical tactics to improve the way we work.

Subscribe on iTunes or Stitcher.

Check out the Season 2 schedule to prepare yourself for some of the incredible guests.

Schedule for Season 2

June 6: “The Spreadsheet Troll: Tales of Silos and Scaling”

Eric Ries, author of The Lean Startup and The Startup Way

June 13: “Agile on the Edges: Misfits and Magnifiers”

Michael Arena, Chief Talent Officer for General Motors and author of Adaptive Space

June 20: “Productive Paranoia: Lights, Camera…Anxiety!”

Sheri Singer, Executive Producer of 37 Made-for-TV Movies including Holloweentown

June 27: “The Customers Made Us Scale It”

Sam Yen, Managing Director at JP Morgan Chase and former Chief Design Officer at SAP

July 4: “Over, Under, Through: Fixing Government Friction”

Jennifer Anastasoff, former Head of People for the United States Digital Service and CEO of Fuse Corp

July 11: “Sweet Rejection: Cutting Out the Noise”

Henning Piezunka, Assistant Professor of Entrepreneurship at INSEAD

July 18: “Simple Rules Set You Free”

Kathy Eisenhardt, Professor of Management Science & Engineering and co-author of Simple Rules.

July 25:“Dear Micro-Manager, Control Yourself”

Jeff Pfeffer, Stanford Professor of Organizational Behavior and author of Dying for a Paycheck

August 1: “Can’t Stand the Heat? Get Rid of the Friction”

Annie and Craig Stoll, owners of the Delfina Restaurant group

August 8: “The Emperor Has No Clue”

Huggy Rao, Stanford Professor of Organizational Behavior and co-author of Scaling Up Excellence

August 15: “Turning Friction into Fire: Lessons from Season Two”

Bob Sutton, Organizational Psychologist and Stanford Professor

 

Warriors to Finals for 4th Time: Congratulations to Peter Guber and Joe Lacob

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Another year, another trip to the NBA finals for the Golden State Warriors. What seemed like a cakewalk turned serious in the conference final series with the Rockets when it all came down to a go-home or go-big game 7. But the Golden State Warriors didn’t disappoint, prevailing over the Rockets, in a riveting game to once again prove themselves to be the team to beat.

Their reward? A fourth meeting will their old rivals the Cleveland Cavaliers, led by LeBron James. While all the experts are expecting another NBA championship for the Warriors, the real winners will be all the fans who get to see two great teams battle it out once again for the honor of being called the best basketball team in the world.

BigSpeak would like to congratulate co-owner and keynote speaker, Peter Guber, and co-owner Joe Lacob for rebuilding this franchise into the juggernaut that California fans can cheer for year in and year out.


The content writers at BigSpeak Speakers Bureau are Experts on the Experts. They hold doctoral, masters, and bachelors’ degrees in business, writing, literature, and education. Their business thought pieces are published regularly in leading business publications. Working in close association with the top business, entrepreneur, and motivational speakers, BigSpeak content writers are at the forefront of industry trends and research.

One on One With Chris Barton

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Ever wish your uber driver would leave you alone to answer emails or swipe through social media? You’ve got better things to do and more important places to be. In this playful commercial, Renault shows a young entrepreneur on his way to a conference to see his idol Chris Barton, co-founder of Shazam, only to get picked up by a chatty driver who enjoys taking the scenic route.

As the driver winds through the mountains, it’s clear the entrepreneur will never get to the conference. When it seems as though this deranged driver has fully hijacked the hopeful man’s day, he discovers Chris Barton has been sharing his wisdom with him as they climb the mountain. The message is clear from Barton: you have to take a different path to find success as an entrepreneur.

Watch the video- https://www.youtube.com/watch?v=vsuK2Ydep7w

When it Comes to Money it’s Never About the Money

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According to Alan Parisse, financial advisor and hall of fame keynote speaker, the keys to financial advising are understanding your clients’ needs and their relationship to money. To help financial advisors and investors build stronger relationships and become more knowledgeable about investing he has co-authored several insightful books, including Client Primacy, Questions Great Financial Advisors Ask, and This Is Your Time.

From years of experience advising clients, Parisse understands when you talk about money you are never talking about money. You are talking about what money represents: freedom, security, peace of mind, or happiness.

Conversations about money may seem like they are about dollars and cents, retirement plans and college savings, but they’re really about hopes, dreams, fears, expectations, and the beliefs you have about money.

This is why in his books and talks, Parisse inspires financial advisors to get personal and discover the truth about what money represents to clients in order to better choose investments.

Establishing trust is about asking the right questions, learning to listen, empathizing, and building trust. It’s not about solving mommy or daddy issues rooted in money for your client, but it is about understanding goals and motivations.

For example, when meeting with a client an advisor should consider that person’s relationship with money and their goals. Parisse suggests asking questions like “Growing up, were you rewarded, punished, or loved with money?” or “Does anything about money keep you up at night?” to get insight into who people are and how they feel about investing.

If you’re interested in learning more about financial planning, building client relationships, or leading companies through challenge and adversity, book Alan today.


Kyle Crocco is the Content Marketing Coordinator at BigSpeak Speakers Bureau, a graduate of UC Santa Barbara, and the lead singer of Duh Professors. He regularly publishes business book reviews and thought articles on Medium, Business 2 Community, and Born 2 Invest.