Tag Archives: life business

The Top 5 Factors Affecting Group Reproduction

Are you having trouble reproducing, growing or expanding your group, team or business?If you answered affirmatively then you have come to the right place.  We have all heard at one point in our lives or another about a man named Leonardo Pisano Bigollo more commonly know as Fibonacci. He is accredited as being the primary influence as to the reason we use the Arabic Numerals 0-9 and the idea of using the decimal system and Zero as a place older. Fibonacci is more well know because of his solution to a problem brought to him about rabbit reproduction.  Today we find his “Fibonacci Sequence” in everything from nature in the smallest forms to architecture and music and literally everywhere we look. The idea of exponential growth happening within a few short generations of rabbits and any other thing we can think of has long been sought after, dreamt of and planned out with melancholy detail. Many times with regard to our businesses, teams, small church groups, or organizations we find that this massive growth does not happen.  Why?  you ask…  I’m so glad you asked!

Several months ago I finished a book titledExponential: How You and Your Friends Can Start a Missional Church Movement Exponential by Dave and Jon Ferguson. I highly recommend this book.  It is targeted toward church growth but I find that the principles found within can be applied to almost any group or team.  The Ferguson brothers refer to a study done by Joel Comiskey in the Book Home Cell Group Explosion in which this topic of group reproduction is tackled and explained.

First, let’s talk about 3 categories or factors that do not have any effect on the group’s reproduction.

1. The leader’s gender, social class, age, marital status, and education are not factors effecting the ability to reproduce the group.

2. The leader’s personality type was not a factor either.

3. The Leader’s Spiritual gifting also was not a factor in reproduction effectiveness.

If none of those factors affect the reproduction of the group, then what does?  According to Comiskey there are five factors that DO affect the ability of the leader to effectively reproduce a group!

1. THE LEADER’S PRAYER LIFE

Regardless of your spiritual beliefs or church background I challenge you to consider this before I continue; Research has proven over hundreds of years, on every continent, and in every culture studied that prayer does increase the likelihood or odds of something happening in favor of those who are praying.  With that being said I’ll continue.  The one factor that seemed to have the biggest impact in the study was how much time the leader spent in prayer about the group and it’s people.  in addition to prayer the study indicated that the devotional life of the leader was consistently in the top 3 most important variables. I highly suggest that you consider the importance of prayer and begin implementation immediately! Dont’ delay!

2. THE LEADER’S SETTING GOALS TO MULTIPLY

“Leaders who know their goal and know when their groups are planning to reproduce consistently reproduce their groups more often than leaders who do not know their goal.” I could not have said it better myself.  There are actually two key principles in this one and I believe if we take a closer look you will agree.  Notice that there must first be a goal set.  The other factor here I would suggest is hidden in the word “multiply”.  Notice that the word is not “addition”. SetMagic of Thinking Big Cover your goal high and lofty. As the old saying goes ” If you shoot for the moon and miss, you’ll land among the stars.” Start with a big dream. Imagine how big it could be. I would suggest another book to help you with this one. The Magic of Thinking Big by David J. Schwartz, Ph.D. It’s your turn to think big and set your goals to match!

3. THE LEADER’S RECEIVING EFFECTIVE TRAINING

Comiskey’s research further indicated that leader’s who felt they had been well-trained to reproduce did so more rapidly although this training was not as important or as effective as the prayer life of the leader.  This solidified in my mind the need for a world-class training system but more importantly the need to instill in each of the leaders under me, the importance of that prayer life. I am very thankful that the LIFE business provides that world-class training system!

4. THE GROUP’S EVANGELISTIC EFFORTS

This is a mere numbers game. The research shows that if there are more people visiting, there will be a faster reproduction.  call it a word-of-mouth campaign, advertising, door-to-door or whatever you team or business utilizes. The more people you come in contact with, the more likely you are to experience growth. If you are a small group or team trying to grow your numbers, the key will be for each person to get out and invite more people. A culture with kind of evangelistic effort must be started and developed by the leader. Leading by example goes a long way here!  Try it. I dare you!

5. THE GROUP’S OUTSIDE MEETINGS

Believe it or not but when the group starts to have meetings after the meetings outside of the daily routine, there  is a team functionality that developes for beyond what the leader can do with the normal group activities. This is what they refer to as the “Fun Factor”.  This one of the great cultures that have been developed with in the many different teams all across the LIFE business where our motto is “Have Fun, Make Money, and Make a Difference”.   The study shows that groups who get together outside of the normal activities “just for fun” are far more likely to reproduce quickly than those groups not having “outside” meetings.

 

I will end with this quote from the book; “Small groups are the epicenter of community in life…”  Your effectiveness as a leader will depend on how good you get at reproducing small groups using the 5 tools I just gave you.  Community is key.  Go build yours today!

 

Sincerely,

Philip Brittain

 

For more great content visit my website at life-leadershift.com

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Are you sure you want to work for someone else?

The following is an article I found on the FIX-Report .  It speaks so well to the importance of learning better information in order to get better results out of life.   Please enjoy.

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“What do you want to do when you grow up?” We’ve all heard this question, or perhaps even asked it numerous times, but have you ever considered what the question is asking? Typically, the question is really asking, “What do you want to do for a job?” A large portion of our society automatically assumes that you should pick something you want to do, go to college to learn how to do what you’ve picked, then go get a job in your chosen field.

To question this wisdom is near heresy, but that’s what I’m doing to do. Why? Because the results from the “go to school, get good grades, get a safe, secure job” advice are in, and they don’t look good.

Before I dive into the meat of the post, here’s a quick disclaimer: I am not against employment. There are many important roles. My reason for posting this post is to (hopefully) put a crack in the conventional wisdom that, whether consciously or unconsciously, seeks to push our youth into college and employment. This post is aimed at those that DO NOT have a passion for their job, which seems to be the vast majority of people.

An Employee’s Lifestyle

Since most people don’t think that there is any alternative to working until retirement/death, they never even question how much of their life that they are spending to make a buck. The reality is that most people spend a tremendous amount of their life doing something that they really don’t have a passion for just to make some money.

According to the Bureau of Labor Statistics’ American Time Use Survey, the average employed American spends just over nine hours a day working and commuting, followed by sleeping at just under eight hours. Check out the graphic below to see how the average employed American’s spends their time.

American Time Use Survey

Source: Bureau of Labor Statistics Credit: Lam Thuy Vo / NPR

The normal retirement age in the U.S. is 67. To be conservative, let’s assume that the normal person starts working full-time at 22 years of age. That’s 45 years! Based on the above time study, that means that the average employee will, assuming a 5 day work week, spend 107,640 hours working, 125,651 hours sleeping, and 96,725 hours doing essential things like grooming, cleaning, eating, grocery shopping, etc, which leaves just 64,184 hours of leisure (or time with your kids/family) left. Here’s how it breaks down:

Average Employee Time Use

I don’t know about you, but I don’t want to work the best hours of the best years of my life for a paycheck, especially when the paycheck is rather weak.

The BLS also publishes median incomes by age. What you’ll see here is that for all that work, the effort does not pay off at the end.

Income Over Age

Graphs like that make me wonder why retirement was ever called the golden years. It looks to me like they’re the tin-foil years at best.

Seeing information like this really just confirms the feeling of hopelessness that most of the working populous feels; the feeling of not being able to get ahead.

The good news is that this doesn’t have to be your reality. There are many ways out. The principles to follow that will get you onto the correct path are as simple as asking the question I started this post with in a different manner. Instead of picking our ‘Do’ first, we need to define the lifestyle that we want to have. How much of that leisure/family time do you want? How would you like your income to be at 35? 55? 75? Ask yourself, “What do I want my lifestyle to be like?” The next part is to find someone that has the lifestyle that you’d like. This step is perhaps the hardest, but is worth the effort. The last step is simply to ‘do’ what the person from the previous step coaches you to do. The best thing I’ve found to help people through all three steps is LIFE.

You will most likely find that to get results that are far different than the picture painted above, the coaching you’ll receive will have a foundation in three very important principles of wealth creation:

  1. Delayed Gratification
  2. Long Term Vision
  3. Utilization of the power of compounding

If you follow those principles, find the right mentors and do the work required, you will live a life that most will never experience. You DO NOT have to work for someone else the rest of your life. You DO NOT have to work until you die to make ends meet. Freedom is yours for the taking.

You have the power to define your lifestyle, so start today!

God Bless,

Clint Fix

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The story of the LIFE Business

Please enjoy this great post by Orrin Woodward.

LIFE Business Story

The LIFE Business is an ongoing story. Each person who joins the LIFE community chooses which part, whether large or small, he or she will play. What happens when a world-renowned best-selling author is introduced to LIFE and begins studying the history of this movement? The short answer is a compelling story of hopes, dreams, struggles, failures, perseverance, and finally victory. Thankfully, he has decided to write up the story of LIFE. In my opinion, it is great timing because never before has a LeaderShift been more needed than now. Indeed, this is exactly what the LIFE community intends to do – create a leadershift! Here is a portion of the introduction in his upcoming book about LIFE. What part will you play in the story?

Sincerely

Orrin Woodward

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LIFE Business Major Convention

LIFE Business Introduction

The fate of free enterprise is very much in doubt. By the first decade of the 21st Century, critics of free enterprise and modern democratic freedom had convinced many people that free enterprise is an outdated system, one that cares more about corporate profits than economic opportunity for everyone.

This problem was the result of a split between two approaches to free enterprise, the traditional type of freedom based on the cooperation of idealists and realists to share profits so everyone has the chance to succeed financially, versus a more cutthroat corporatist emphasis on what we might call “Skeptical Pragmatism,” or doing whatever is deemed most profitable regardless of who it hurts, and keeping most of the profits for a few elites.

In the midst of this growing divide, it was perhaps inevitable that new companies would arise to challenge the shift toward corporatism, and to once again champion traditional free enterprise. It is against this backdrop that the story of the LIFE business began.

It is a story set in a business world created by the likes of Jack Welch, Sam Walton, Bill Gates and Steve Jobs. I will state my almost preposterous thesis here and now, as controversial as it may seem: Had history developed just slightly differently, the other names on this list would be those who created and expanded network marketing.

Indeed, network marketing should have been as big as WalMart. It would have been, except too many people at the top asked themselves, “Why would we only take a 10% profit when we could take 30%?”

The story of the LIFE business is the exact opposite. The top leaders asked, “Why would we take 30% of the profit when we could earn 10% and pass the rest to others in the business?”

Why would anyone do this? Did they miss the memo? Did they skip the unofficial lessons of many prestigious business schools?

Did they misunderstand capitalism? Or were they just less experienced, ambitious or visionary than their competitors on Wall Street?

This is the story of a company that dared to do it differently, to apply Sam Walton-like thinking to network marketing. Moreover, instead of soap, health drinks or other typical network marketing products, this is the story of a company that chose to build its central product line around the most American of exports—leadership.

This is not a story of perfect men or women, or a feel-good tale of continual success without major difficulties. Far from it. This is a story of men and women, ordinary individuals who faced extraordinary challenges with hard work, resilience, and, above all, persistence.

It is a story of people who believed in an idea, and who refused to let it go—even when it almost cost them everything. It is a story of a few men and women who would not bend to the “normal” business trends that created elitism and corporatism in the modern economy. Some may say it is a story of courage, while others might argue that more “sophisticated” businessmen wouldn’t have so stubbornly held to their ideals and risked it all.

But whatever else it is, this is a story about families, friendships, and principles. In a way, it would more naturally fit into the storylines of past centuries, where leaders were expected to stand up, stand out, take on the establishment and blaze new trails based on firmly-held beliefs. In our modern world of political correctness, group therapy, management by committee, and the drive to “fit in” and pursue popularity at all costs, the concept of standing up against the system because “it’s the right thing to do” may seem amusingly archaic to some people.

Yet that is exactly how LIFE came about. This is the story of a leader, indeed of a team of leaders, who set out to build a widespread community of leaders. And while such a story may feel anachronistic in the 21st Century, it may just be the type of story that will redeem this generation.

Could it be that the “success bias” of our modern world is desperately in need of what Stephen Covey called “the character ethic?” Do we live in a world where the most important leadership principle is a desperately-needed acknowledgement that character counts? If so, the story of the LIFE business is a story for our times.

It is a story unfinished, however. The more time I spent interviewing the main characters, researching and studying the events, documents and details of this story, the more I felt that writing this story was like writing about Sam Walton in the 1960s, before WalMart was a worldwide phenomenon. While the future of LIFE remains to be seen, the unique beginning of this business is a story worth telling in its own right. To paraphrase Santayana, the future remains in the future, and the best we can do is learn (hopefully) from the past.

Whatever your business or career, your level of education or status in society, the story of the LIFE business is a case study of what can happen when an ancient set of leadership principles (based on idealism, frugality, hard work and integrity) are applied in a modern business environment dominated by pragmatism. Every modern leader struggles with this very challenge, and this story is therefore deeply relevant for today’s leaders in every sector and field.

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Triple-A Formula for Attracting People

Giblin-book

More than six decades ago there was a book written by Les Giblin titled How to Have Confidence and Power in Dealing with People. This is one of those books to read over, and over, and over again.  It never gets old. In fact, It will likely reveal more with each new time you read it. The principles found within are timeless.  This book is one of five top books I can recommend to anyone who deals with living, breathing human beings in any part of his or her life.  (Yes. That means YOU.)

I’m part of a TEAM of people building Compensated Communities. We use this information daily to improve people skills.  I hope you find this information helpfull in your own business dealings.

One of the biggest and most important takeaway’s from this book is what Les calls the “Triple-A formula for attracting people”.

The first “A” is ACCEPTANCE.

Every person on this planet craves it at the most primitive level. We literally NEED it in order to function at a normal level within any community we associate with.  Les Quotes a psychologist as saying “No one has the power to reform another person, but by liking the other person as he is, you give him the power to change himself.”  I think one could just as easily refer to the Golden Rule; do to others what you would want done to you.  Am I Right?  Lets just go back to the principle based off the words of Jesus when he was asked what the greatest law was. Jesus basically replied by saying first love God then love people. You can read that story in Matthew chapter 22, verses 34-40.

Acceptance works wonders in any relationship. As Mr. Giblin goes on to describe the husband/wife relationship, he makes it very clear that ” Of course, everything I’ve said about wives applies just as much, if not more so, to husbands.” What he is referring to in that remarks is found in part in the following words.“… a wife gives her husband acceptance not only give him a dose of self-confidence, but also gives him a good dose of human kindness, and that easy-to-get-along-with quality. for, by her acceptance, she helps him to like himself better. When he likes himself better, he is going to be easier to get along with . He is going to be more thoughtful and considerate.”

The same thing can be applied to a co-worker or some other family member or acquaintance.  The principle is the same and the results will follow, although not every relationship will see the improvement within the same length of time.  You may have to be patient… very patient sometimes!  If you also add the use of the second “A”, you may not need to wait quite so long.

The Second “A” is APPROVAL.

 Acceptance is the fist step because it’s allowing the negative traits to exist but approval takes it to the next level by finding and pointing out the positive traits in the person. This is truly magic if you are actually sincere! BE SINCERE! I cannot stress this point enough. Anybody can smell a phony compliment. Find something that you can GENUINELY approve of in the person you’re talking to. Stay away from the obvious traits, the ones that “everybody” sees.  Take the time to look deeper and get specific.  Les puts it this way: “A good rule to remember in complimenting people is this: people are more pleased at a compliment if you praise them for some virtue that is not glaringly obvious.” He follows that up with this. “But he may be good at other things, which are not so obvious. Seek these out and praise him for them, and watch him glow!”  That sure sounds like magic to me.  I challenge you to go out right now and make another person glow.  The world would be a better place if more of us did that!

Let’s check out the third “A” which is APPRECIATE.

Les Giblin does a marvelous job at showing us what it means to appreciate someone. He says “The word appreciate really means to raise in value, or the opposite of depreciate, which means to lower in value.  Wow! did you catch that?  By appreciating someone else, we are raising them in value!  Les Quotes Dr. Brooks with saying it this way: “When you appreciate a person, you actually make him more valuable and more successful.” If you want to increase your Social capital and have more people like being around you, then you must find a way tell other people what you like and value about them. You must treat them as an individual instead of “rubber-stamping” them in the same manner you do everyone else.

I will end with this:

Some of you need to stop being so focused on your self and start turning your focus toward increasing the value of others around you. I can promise you one thing. If you take these three A’s and put them into practice in your life, you will be amazed at how much value others will then place on you!

I sincerly appreciate each one of you who take the time to tell me what you think, like, and share this blog.  Thank-you.

~Philip

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LeaderShift: An introduction

This blog from Orrin Woodward is so good I had to share it with you.  I have included the full text below.  I highly suggest you check out his blog on a regular basis. Please enjoy this fantastic article from Orrin Woorward!

LeaderShift: The Quest for Concord

Posted by Orrin Woodward on March 8, 2013

I have been working on the background details to the government proposal in Oliver DeMille and my soon-to-be-released book LeaderShift. I know this sounds crazy, but I LOVE this stuff! A concerted study of history through the Five Laws of Decline reveals so much we can do, as a society, to improve. No matter how long this takes, I am going to capture the concepts for this generation’s leaders to apply if they desire a free society. The LIFE Business is filled with men and women who are willing to lead because they are willing to learn. The future is bright! Here is a portion of the introduction.

Sincerely,

Orrin Woodward

Leaning Tower Equals Weak Foundation

Leaning Tower Equals Weak Foundation

Mankind’s quest for societal concord (peace and harmony) between the opposite extremes of chaos and coercion is as old as human civilization. Indeed, every society quests after concord; however, it’s rarely achieved and never maintained. Despite the difficulties, mankind seeks the advantages gained through association when families form clans to create communities that combine into society. The Greeks founded Western Civilization, supplying many of foundational concepts for society and government through their city-states dotting the Aegean landscape. In fact, Greek philosopher Aristotle described human beings as political animals, who formed societies to enjoy the benefits of association. Nonetheless, the Greek failed miserably in the quest for concord as the city-states fratricidal wars created chaos throughout Greek society. Mercifully, after decades of civil war, the exhausted Greeks collapsed into the Roman Republic’s orbit. Ironically, however, even though Romans witnessed the catastrophic effects of the Greek chaos within society, the Republic fell victim to a similar chaos when the mounting Roman political and civil strife led to civil war. The Senate and Pompey squared off against Caesar which culminated in the destruction of the Roman Republic.

Despite the senatorial conspiracy that killed Caesar, the Roman Republic was not restored. Instead, another round of civil wars and chaos ensued until Augustus defeated Marcus Antony and birthed the Roman Empire. At last, Western Society moved the pendulum from chaos towards concord. Caesar Augustus ruled wisely. He limited taxation and the plunder of the provinces; thus, for a brief period, the results was the Roman peace (Pax Romana). Unfortunately, the pendulum’s momentum did not rest at concord. At Augustus death, the new Caesars increased government’s responsibilities until the pendulum moved into the control and coercion of society’s members. The Caesar’s and their ruling elites enjoyed more power at the expense of its citizens freedoms.  By the end of the empire, the bloated bureaucracies consumed the wealth of its citizens to feed the coercive civil and military branches. In fact, when the Roman Empire fell, many within the oppressed Roman society, viewed the Gothic barbarians as liberators and not invaders.

Studying the Greco/Roman societies provide valuable lessons in the pendulum swings from chaos to coercion and back again. Despite momentary intervals of peace and prosperity, the pendulum never came to rest at concord. The pendulum’s momentum either carried it towards chaos or coercion. To be sure, there were solid parts in the Greco/Roman political foundations, but there were also sinkholes. Predictably, these sinkholes caused the political collapse of all three societies. The first two under chaos and the third under coercion. Therefore, identifying the specific failure modes of each Greco/Roman society and learning from them is essential for today’s political leaders.

Not surprisingly, the English (Anglo/Saxon) societies learned many lessons, both good and bad, from Greco/Roman history. In fact, the English-speaking peoples built their political foundations upon the strengths of the Greco/Roman (reason and order), Judeo/Christian (hope and ethics), and Anglo/Saxon (liberty and passion) societies. When King William, of Normandy, successfully invaded England in the13th century, the confluence of these rivers formed the the famed English political tradition. Therefore, the author examines three Anglo/Saxon case-studies societies for further review.

1. Great Britain under the Stuart Kings 2. America under the Articles of Confederation 3. America after the United States Constitution

These three societies attempted, by different methods, to rest society’s pendulum at concord. Each ultimately failed. Essentially, these societies failed in a similar fashion as the Greco/Roman models. The pendulum never rested, swinging into chaos and then back into coercion, with brief moments of concord. Indeed, it seems the Anglo/Saxons, in many ways, have repeated the mistakes of the Greco/Romans. Although the political structures may be different, underneath the edifice is the same failed foundation that continues to collapse when too much weight is placed upon it. In other words, if the definition of insanity is to continue to do the same thing while expecting a different results, Western Society’s political tradition has reached the point of insanity. The quest for concord remains unconsummated. Systematically, the political structures are failing because the pendulum moves out of concord into either chaos or coercion. No society, to date, has successfully rested the pendulum at concord. What are the systemic causes underlying these failed attempts? How can the momentum of the pendulum be  checked to rest it at concord? The questions and more the author proposes to answer in the following chapters.

The purpose of this treatise is to determine solid ground from the sinkholes in the foundations of the Greco/Roman and Anglo/Saxon political traditions. By understanding the historical foundations reviewed in this book, Western Society will be strengthened in its quest for concord. Indeed, the dangers inherent when the pendulum swings to the either the side of chaos or coercion is irrefutable. In consequence, the author seeks the firm ground of concord between the opposite, but equally damaging, extremes of chaos and coercion. The case-studies will proceed in chronological order because each society learned from those that preceded it. The main objective is to identify why and how each society failed and what lessons can be learned from their example. Hence, each society’s successes and failures will be analyzed to determine what remained solid from what ultimately sunk in its political foundations. Ideally, to build enduring political structures today, society should build upon the foundational principles that proved successful and reform those that failed the test of time. History is relentless and unsentimental in its verdicts. Either the political structure stands or it collapses. The key to history is to identify why. Nevertheless, few political leaders seem willing to be tutored by these truths of history. Society, it seems, repeats failures because it’s unwilling to learn from them.

At any rate, Western Civilization has not fulfilled its quest for concord. As a result, determining past societies failures and preventing similar failures today ought to be the high priority in Western Society’s quest for concord. Understanding what forces move the pendulum from concord to either chaos on one side or coercion on the other is crucial. Consequently, before outlining the historical societies, the author must first explain two systems that influence the pendulum within society. One strives to center the pendulum at concord while the other moves it towards chaos or coercion. The first is the Six Duties of Society (SDS) and the second is the Five Laws of Decline (FLD). The Six Duties of Society are the essential building-blocks for creating a sustainable society, helping to build an environment where mankind can grow and prosper. In contrast, the Five Laws of Decline describe the effects of mankind’s sinful nature. If left unchecked, the FLD will parasitically destroy a formerly healthy society. Both systems will be explained in general now and specifically to each Greco/Roman and Anglo/Saxon case-study in the preceding chapters.

The important point for the reader to grasp is that society must satisfy the SDS in order to survive. However, even when the SDS are met, society isn’t secure. safe. For when societal prosperity increases, it stimulates the FLD into action.  An unchecked FLD within society develops groups that seeks to plunder what the rest have produced. Eventually, an unchecked FLD destroys the SDS because the parasitic plunderers strip the plundered physically and mentally. This, in a nutshell, is the quick version of Western History. Unfortunately, even a cursory examination of each failed society in Western Civilization reveals the FLD as the culprit of collapse.

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The 8 F’s of LIFE

We all need help in at least one, if not multiple areas of our lives.  If you were to take an honest assessment of yourself you would begin to find a need for improvement in each of the 8 F’s show in the picture below.

The 8 F’s are:life-wheel

Our current skills in these 8 areas make up and determine the quality of life we are living.  If you choose to recognise and then take action toward improving in any area, incrementally, over time you will find yourself in a new place and living a far better quality of life than perhaps you might have imagined just a short time prior.

I love what the founders of  The LIFE Business did with the design of the picture above.  The 8 F’s are the spokes of the wheel that steer the ship in a given direction.  What should be obvious to most people might certainly be overlooked by some.  Let me explain.  Have you ever heard the saying ” you can’t steer a parked car”?  In the same way, you cannot steer a ship that is still tied to the dock. You were given special gifts and talents by God to be used for and with others and not to be used or hoarded for yourself.  The goods (gifts and talents) you were given are doing no good sitting in the hull of your ship tied to the dock!

I want to challenge you today to untie your ship, push-off from the dock,  and set sail into a bright new future so that you might live the life you’ve always wanted.

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Expanding the Leadership Culture

As a starting point for this blog I thought it would be fitting to share something that Stephen R. Covey said in his book The 8th Habit

“It will be those organizations that reach a critical mass of people and teams expressing their full voice that will achieve next-level breakthrough in productivity, innovation and leadership in the marketplace and society.”

This is precisely what the LIFE Business is doing.  Thanks to Orrin Woodward and the other founders of LIFE who have paved the way for the rest of us, we now have a systematic, franchise style business that is producing the next generation of leaders and entrepreneurs that will be the catalyst for restoring the values in our culture that have been ripped away and lost over the last several decades!

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