Top 10 Influential people of 2017

Influential people in 2017 Education – Michael Haggen, Leadership

1) Michael Haggen is one of my top 10 influential people in 2017. He is one of the top executive talent in Education.  Michael is known for his transformation and innovative approach to School Turnaround. Michael has a distinguished taste for style, travel and food. He has traveled the 7 continents providing and starting up schools with academic excellence as the key mission. In 2016, Michael Haggen was named Chief Academic Officer for Scholastic Education. Michael brings more than 20 years of experience in education. I would recommend him as the next U. S. Secretary of Education.

Influential people in 2017 Education – James Nesbit, Administration

2) James Nesbit a phenomenal administrator and all around Great Guy. James Nesbit is known for his instructional leadership and ability to staff a school with the people who exemplify the right skill set for the cultural of the building. He builds a strong bond with parent and community leaders. James is an expert at school administration and operational excellence. I would recommend him also as the next U. S. Secretary of Education.

Influential people in 2017 Human Resources/Transportation  – Darlene Rector, HRIS Director

3) Darlene has been with Enterprise Holdings for more than 17 years and leads a dynamic HRIS team. She is very smart and community involved. She is a great mother and believes in family work life balance. Although, she has a hectic schedule, she maintains a smile and always says thank you for her team’s hard work. Darlene is an expert in Human Capital Management Software systems. I recommend her and see her being a VP of System Operations.

Influential people in 2017 Human Resources Business Partner II/Healthcare, Pharmaceutical  – Mallory (Downs) Mancini, PHR 

4) She is a Business Partner II at Barnes-Jewish Hospital. BJC is ranked as one of the worlds leading Hospitals by U. S. news and World reports. Mallory works with executives in various departments. She is hands on with organizational initiatives and quickly acclimates to new challenges and growth opportunities.

Influential people in 2017 Business Woman – Barbara Corcoran

5) Barbara Corcoran a savvy business woman after my own heart. When I ventured into real estate I found her on the internet and basically patterned my business moves based on what she had done or was doing. I guess you could say she was my unofficial business mentor. She is an accomplished real-estate mogul, business woman, consultant, speaker and TV personality. She is said to have a networth of $9 million! She is such an inspiration. ” She is a Shark” You can check her out on &

Influential people in 2017 Senior IT/Clinical Recruitment – Manish Choudhary

6) If you are looking for a job Manish is the person to contact. He is one of the best recruiters in the business. He is genuinely concerned about each of his placements and hires. He keeps in touch and supports their career goals long after the assignment is over. Manish has a sense of humor and is driven and motivated by his client’s success. I look and recommend Manish Choudhary for VP of Talent acquisition in the future.


Influential people in 2017 Not for Profit, Bereavement Counseling and Family Care  – Cheryl McGee

7) Cheryl is an amazing person. She has a smile and touch that can warm the hearts of the angriest mob. Whether she is performing as a lead receptionist or working in her ministry as a bereavement counselor she is a joy to work with.

Influential people in 2017 Human Resources, Deputy Director StaffingClifton Yancy

8) Clifton started his career with the government and has over 20 years filling vacancy and on boarding talent all over the country. He leads several state, region and national hiring initiatives to keep the government running and servicing the various programs in defense, treasury and agricultural. I recommend him for the next United States Deputy Secretary of Agriculture.

Influential people in 2017 Human Resources Information System/Healthcare, Rebecca Feldman.

9) Rebecca Feldman is a ball of positive energy. She is creative, smart and a leader in HRIS. She is self motivated and truly loves what she does. Inspired by Recbecca and listening to her conduct webinars on ERP systems and integration, she helped catapult my career into HRIS as an HR Coordinator, ERP Specialist, and Business System Analyst for large organizations. I look to her and recommend her for a VP of System Operations.

Influential people in 2017 Human Resources/HRIS for large organizations –

Carmen Hill 

10) Carmen Hill, MBA started her career in HR as an HR management intern. She is now an HR Blogger, Business System Analyst, Entrepreneur, Business Consultant and Founder of Cobra  She has worked in every functional area in HR. she has spent most of her career supporting executives in large organizations achieve business goals and transform cultures. She started her online business blog in 2014 and is the author a new book titledGuidelines on How to Get off The Sidelines.”  A copy of her e-book can be purchased for $2.99 at

She is a woman of faith and believes in the awesome power of God as he manifest his presence daily in your business and career goals. I see her doing whatever she wants to do in the business world and being great at fulfilling her life assignments.








You want me to add you to my social media page? Add you as my Facebook friend and Linked In! I don’t think so.

Who is a friend on Social Media?

I started my new job and loving it. Met a really cool co-workers and friend. We seem to really have a lot in common. Like, we really click. We attend all the company functions and training together. We have the same sense of humor and from time to time we will show up to the office sporting the same color clothing. When I turn my chair they are the first person I see in the morning. Heck, its like we’ve known each other our entire lives. But one day, that million dollar question popped up! Social Media. Hey are you on Facebook, Instagram and Twitter? Ah- Ah- Ah- Ah, yes, I am. You then try to escaped the inevitable question you knew was coming sooner than later. Yes, they want access to that alter ego space. You know the one that sheds its skin from the business suit, nice shoes and the million dollar smile. They want to take a look at that beast that lives amongst the cyber wild. You know the one sporting that “Wolverine” wife beater and the jeans with an arm full of tattoos. You then get up and start running down the hall to the restroom, alley or anywhere as you hear those words ringing behind you. “I’M GOING TO SEND YOU A FRIEND REQUEST.” You yell in the deepest space in your mind…”NOOOOOO, I will never accept you. I don’t want you to know who I am for real.

I don’t want you to know who I’m dating, my views on politics, race relations etc. That is personal. I’m thinking, how can that be personal when it is on Social Media and the World Wide Web. My badd your space is private. I know about private spaces that were accidentally left open and expose to the public. Needless, to say the audience went nuts at what they saw posted and shared on your private page. Social Media has clearly solidified the alter ego is alive and well.

I know a lady who caught the Holy Ghost at church and her friends uploaded the picture to Social Media. Co-workers were amazed because she raised a million dollars worth of hell at work. “SHE GOES TO CHURCH?” WOW!

You would be surprised what we learn about our co-workers when we spend time with them in a nonjudgmental kind of way The teams that work the closest and form the tightest bonds are those that know you enjoy Hard Rock and Gangsta Rap Music. You are covered with tattoos underneath your suit. Oh yeah, and you got plastered when you went out of town for the vendor conference and your co-workers accidentally stepped over you on the way out the bar.  In spite of your slight imperfections, you are the BEST Employee on the Planet?

Luke 6:37 Judge not, and you shall not be judged: condemn not, and ou want be condemned: forgive, and you shall be forgiven: …38 For with the same measure you give it shall be given back to you.  Accept those friend request or not? That is the million dollar question.

  1. Should my social media profile be considered before, during or after my employment?,d.amc


Best place to work is one that keeps food around!

What kind of food should I put in the cube?

The best place to work is one that keeps food around! Where is the food? If I don’t see food in the first 7 days I’m out. This is the voice of the new contingent worker. Yes, the size of your food cubicle also known as the “Food Cube.” will determine how long I stick around. It is not the size of the cube that matters, but the variety of snacks I have to choose from. Bagels, donuts, pretzels and chocolates are all a must have if you want to retain top talent. Forget bonuses at the end of the year. I got to eat everyday. My new all-time favorite is homemade bread. Can you bake me some of that please. LOL

A reason to celebrate

Studies show that people who feast at work regularly, are happier than those that do not. I do not know if it is the quality of work or that instant sugar rush you get when that piece of chocolate cake hits your palette. Another reason to have this stuff around is it encourages office fellowship. We often bump heads with fellow colleagues in the food cube as we are both reaching for the last danish roll. Birthday celebrations are my favorite. We don’t really care about the birthdays for the month it’s the food we are after. “Luke, it’s your birthday again?” Luke’s answer, “No, last month was my anniversary, this month its my birthday, Whatever, you just trying to be the first one in this food cube. Right! Ha Ha.

I have been on several contingent assignments and the places that keep the best food cube and celebrations tend to be the best places to work. Here are three of my favorite catering companies:

Russo’s Catering

Bon Appetit

Sincerely, Cobra



My Boss has ______me off! Fill in the Blank!


My boss asked me to train the new person.

To my boss: “How you gone asked me to train someone in a position that I’m involuntary leaving?” Talk about insensitive or down right cruel to people. Unfortunately, you can’t teach a management class on how to be a good person to your boss. The bible tells us what a man sows he reaps. With the measure you give man shall give unto you.” I have worked in HR for over 15 years. An area where I see a need for improvement is in the area of hiring and training new employees. Your staff should be a reflection and represent the demographic of customers you serve and support. Diversity and Inclusion should be at the top of your radar. In addition, with the “Brain Drain” a number of baby boomers are exiting the workforce you should always be mindful of the Age Discrimination Employment Act and hire with those employment laws in mind. The older worker has a different core set of values.  Security and loyalty to ones employer is at core. Unlike some (just a few) of the millennials who are guaranteed to be in travel status the week of their birthdays. Forget taking off for the day, they “turn up” all week. Transitioning from college life to real life. On the contrary, they are really great employees. I think my boss is going bananas. Because I love working in HR and I love what I do. I’m going to train the new person really well.  I want her to be motivated and excited about her new job.

What should my boss have done in this situation.

So how do you go about training someone who is replacing someone who is involuntarily leaving? I will share some pointers with you:

Boss: The manager should have a conversation with the employee as to why they did not get the job and give them some time to ask questions regarding their performance. This is especially valuable if the employee has been filling in that position or void that is being filled by someone else for at least 90 days.

Boss: Allow a two week training period. This varies depending on the role. I would allow a week of training for the new employee. I would also have the employee vacating the position to be around the following week in case the new employee has questions once they start performing in the new role.

Relationships are so important in HR. You never know when you might see the person again or work for them later on in life. Remembering we work in the same field.





Talent engagement vs. Brand engagement both are extremely important

wp-1471274042753.jpgHow important is Talent and Brand Engagement? Everyday your brand takes a hit because someone did or did not have a good experience. The key to branding is to reduce the number of negative experiences from your customers and your employees. Lets look at the two.

Talent and Brand Engagement 

Brand Engagement is getting the community at large to buy into your ideas, products, services and then start demanding them. Your  brand should always be of the highest quality.  Your brand engagement strategy should be very active in providing instant feedback to customers as well the company employees. Everyone’s experience and opinion about your brand engagement should carry significant weight with management including contract and contingent workers. You can capture this experience often. Send out end of the day e-mails, polls, surveys and questionnaires about services being provided. Strong and positive brand engagement is an around the clock business in and of itself. This area is cross functional which includes your Talent Acquisition Team, Marketing, Community partners, Social media consultants, customers and employees.

Talent and Brand Engagement

Talent Engagement means engaging  your employees in meaningful work commensurate with the knowledge, skills and abilities for the job is key to talent engagement and employee retention. The mind is capable of processing thousands if not millions of thoughts a minute. If your employees spend the first 3 days waiting on an e-mail account, during administrative task when they were hired as a technical expert you have contributed to a bad candidate and on boarding experience.  Their minds will probably start to roam. The hiring manager should understand the nature of the work in order to create a culture of talent engagement. Its important in the first 10 days of on boarding to setup a training schedule that will keep the employees engaged and the work a priority.

How to know when its time to rethink your brand engagement strategy.

  1. When the competition never mentions your name.
  2. When your turnover ratio is everyday.
  3. When your customers and employees are not skipping into work.
  4. When your employees don’t cry when it’s time to leave.
  5. When you can’t convince your key employees to phase out their retirement another 10 days.

How to know if you need to rethink your talent engagement strategy. 

  1. This particular employee is Missing in Action (M.I.A) at the company happy hour (s) (all of them).
  2. You catch them staring at the ceiling on a regular basis.
  3. Drooling at the desk.
  4. Frequent trips to the bathroom
  5. They have tears in their eyes when the entire office is laughing.
  6. They are laughing when the entire office is crying.

See Forbes contributor – Meghand M. Biro article

“Your Talent Brand Matters More Than You Think”







Human Resources revival coming soon!

wp-1462154758646.jpgShould I dismantle my Human Resources Office?

This is a billion dollar questions and a very legitimate one. Historically, Human Resources dealt with administrative and compliance issues. Unless you’ve spent some time working in an Human Resources office, it may be hard to relate. I have an MBA in Human Resources Managment and have worked in Human Resource offices in large organizations as an Human Resources Management intern, Generalist, LR/ER Specialist, Human Resources Turnaround Coordinator, Supervisor, Change Leader, and Talent Acquisition Specialist for the past 15 years. There are about 41 Federal employment laws and a number of state employment laws that require routine daily tracking.  Such as administering FMLA.  Most onlookers believe these are task just being performed, but have no idea each one of these task including the interview process, is governed and enforced by “Big Brother.” The selection and hiring of candidates includes assessment techniques, interviewing techniques and a selection process that are enforced by the EEO laws. The Department of Labor has responsibility for addressing how employees are classfied and compensated. There are also Occupational Safety and Health Administration, National Labor Relations Board, Health and Human Service and others who have full-time staff to assure that organizations are adhering to employment laws. You can visit:

As long as we have Federal and State employment laws, these task will have to be accomplished. So, what can companies do about their HR offices?

What is in the Human Resources’s name?

First, I think the name “Human Resources” over the years has taken a hit due to the massive layoffs, and M&A activity.  Some CEOs cringe at the mention of the word “H.R.”  Most people who have experienced layoffs and downsizing equate the total experience to the H.R. office. HR handles the termination letters, the COBRA notices, the EAP process etc.  Employees who were impacted by any of the above situations have grave experiences. Most often people forget the decision was made by board and the team of executives. HR only processes the paperwork. If you get rid of the HR office you will get rid of this buffer. If you disband your office, you can’t blame it on HR anymore.  Instead of getting rid of the office others are trying to rebrand. Companies are starting to rebrand their name to Talent Engagement. Talent engagement is about building relationships and getting personal with your organizations’s talent.  Large organizations get a benefit from maximizing the various talents of each new employee.  We can no longer hire candidates to fill vacancies, but need to engage the entire person by creating communities of employees who share the same interest on and off the work site.  See article at:

Human Resources policies are outdated

As Human Resource professionals, we have to be creative in how we manage and engage our talent. I believe by not updating company policies with current trends and failing to come up with creative and innovate ways to otherwise standard processesing, we have not shown our added value to support the cost of maintaining the offices. As an HR professional, our first competing threat is technology and the second one is Professional Employer Organizations. A PEO can come in and partner with the companies to handle their H.R. needs. They are vendors. The contract can  be renewed monthly, yearly or are as needed. The weight of the HR division has been outsourced for the vendor to carry the expenses of wages, salaries and keeping up with policies and various employment laws. The executive team can spend more time engaging the customers.

The Business of Human Resources

The future challenge for HR offices is to use technology and PEOs to support the administrative task of benefits, payroll, and employee orientation and spend some time on developing business acumen.  If I were doing an executive search for a CHRO, I would be asking the following questions:

Have you ever owned a business?

Do you have a business currently?

Do you have an undergraduate or graduate degree in Business?

This is one of the reason I never abandoned my business background and entrepreneurial spirit. I’ve always been a business consultant working in large organizations. My area of expertise is as an H.R. generalist, H.R. Labor Relations Specialist, Change leader, and H.R. Supervisor. At the drop of a hat, I could advise on my company’s market share, market position, our compensation strategies and the latest trends in software.  I kept abreast with my skills in Microsoft Office Suite: Excel, Access, Word and PowerPoint. I learned how to design, manage and create web pages. I know how to calculate and use analytics to recommend profitable solutions. I know a lot of CHRO, but most of them are not hands-on with these skills because executive leadership is perceived as using a different leadership skill set.

The new CHRO needs to share some business strategies on how to attract top talent, and how the talent can be used to generate profits and ideas for the company. More than ever it’s time to use H.R. talent differently.  If I were looking for any type of executive talent. I would be asking, “How can we use your business expertise and acumen to make the organization more effective? I’m looking for “Talent Engagement Thought LLeaders.”  “I’m looking for individuals who want to think and act outside the” It’s time for H.R. to step their game up.
















Boxing the BIG Payout$$- with Ben Stewart

wp-1460505999007.jpg PHOTO BY Nenetus at FREE DIGITAL PHOTOS

Boxing career

Are you ready for a career in boxing?  Do you have the punch to “Knock Em Out”. Many talented boxers dream of being Floyd Mayweather one day. Today we are going to talk about the business of boxing and how to make money in this sport. Without a doubt,  I think this is one of the most skilled sports of them all. Its all about self preservation. I’m talking with legendary coach Ben Stewart on the history of boxing and the legacy he leaves with this sport. St. Louis Missouri has always been a prominent scene for boxing. This is where you can catch Ben Stewart wp-1460590361813.jpgtraining and breeding the next stable of boxers who will fight for the those belts.

“Ben, how much money can fighters make in this sport? “Undercard fighters for top fights can earn $20,000. A boxer can earn as little as $1500 and as much as $40  million dollars as his career progresses to that of a professional boxer.” “Boxers don’t earn salaries they get a percentage of the fight from the promoters. The percentage is also called a “purse.” Many young fighters dream of a lucrative career in boxing. However, this sport takes discipline, perseverance, patience, determination and skill.”  “Ben can you tell us about the weight classes? “Yes, I can.”

Boxing Weight Classes

“Originally it was only 8 classes”  “The original weight classes were:

106lbs., 112lbs., 119lbs., 125lbs., 135lbs., 147lbs., 160 lbs., 175lbs., and 200lbs. They have now mix the old with the new. There are now 17 weight classes:

  1. Strawweight up to 105lbs.
  2. Junior fly weight 105 to 108 lbs.
  3. Flyweight 108 to 112 lbs
  4. Super flyweight 112 to 115 lbs
  5. Bantom weight 115 to 118 lbs.
  6. Super bantam weight 118 to 122 lbs.
  7. Featherweight 122 to 126 lbs
  8. Super featherweight 126 to 130 lbs
  9. Lightweight 130 to 135 lbs
  10. Super lightweight 135 to 140 lbs
  11. Welter weight 140 to 147 lbs
  12. Super welter weight 147 to 154 lbs
  13. Middle weight 154 to 160 lbs
  14. Super middle weight 160 to 168 lbs
  15. Light Heavy Weight 168 to 175 lbs
  16. Cruiser Weight 175 to 200 lbs
  17. Heavy Weight over 200 lbs.

Adding the additional weight classes made things more complicated. The good thing is it allowed more young people to fight in the different weight classes.”  Do you have any advice for the up and coming boxers? Yeah! the money used to be in the heavy weight! Not anymore. You can make money in just about any weight class. I still love the heavy weights though!  They have changed up the game. How do boxers get started. First, it’s good to enter local matches and train to win a Golden Glove, ABF or Amateur Title. Go to the Olympics.  You will need some sponsors and promoters to back you up initially. Train everyday for  4 to 6 weeks before a fight. Hit the gym hard! Preferably at a training camp.

I use  this workout schedule for the kids. wp-1460592667811.jpg In addition, choose a boxing club, enlist a personal trainer, work out and then start sparring work on jabs, cross right hook, uppercuts, orthodox, south paw stance etc. Eat right and stay focused on the business at hand. Learn the business of boxing. Once you win an amateur title get license as a Professional Boxer”… visit: you can also read an article by Clayton Browne, Demand Media. The article is titled, “How to Get licensed as a Pro Boxer”

Boxing and promotions

Boxing promoters have the power when it comes to the money. The boxing promoter arranges and coordinates the fight matches. He assumes all the financial responsibility and usually stands to reap a huge benefit. The promoters interest is to make money from the fight. His interest is not necessarily on the fighters themselves, but the boxing matches that will draw huge pay per viewers (PPV) . The average households will spend roughly $55.00 for access to a PPV match. On September 13, 2013, the Floyd Mayweather Jr. and Saul Alvarez fight drew $150 million dollars from PPV supported by two millions buys. Floyd Mayweather took home 41.5 million from that fight. Mayweather has negotiated deals with Showtime in the past for a set amount for a predetermine number of fights. Most of the purse is split between the promoters and the boxers. Not only do boxers need to be skilled, but the also need to entertain to draw the viewers.

Boxing guru – Ben Stewart Legacy

Ben Stewart started boxing in 1953. He won his first championship belt at the age of 16 after delivering an explosive punch at the Gamble Recreation Center. Since then,  Ben Stewart also known as the “Father of Boxing” has won many titles and has coached just about every boxing talent to grace the ring. He is truly the “Quiet In the Storm”. This man has given back to the boxing community in ways no other manager, trainer, boxer or promoter could ever do. He has raised and coached great boxing athletes such as: William Guthrie, Borris Powell, Arthur Jamieson, Lewis Howard, Vincent WebbsRandy Cross, Eric Benford and Bryant Evans.  Ben Stewart has been coaching and working with Joshua Temple (the #1 Amateur U.S. Heavyweight Champ) since he was 11 years old in the Wohl recreation center’s gym. “Its your passion and love for the sport that will determine if you stay in this game.”  

If you have your eyes on that championship belt and a  HUGE PURSE you may want to contact Ben Stewart HE CAN GET YOU WHERE YOU ARE TRYING TO GO!!! at Wohl’s Recreation Center 314-367-2292


Valeant is looking for new CEO

null – Read at Business Insider:

Millennials in the workplace

Photo by alexisdc

Millennials in the workplace

Got to love the millennials:)  They are very popular and smart.  They multitasks. They glare at their smart phones as if they are being sucked in by some strong magnetic field lying underneath the screen of the latest iPhone 6 or Samsung Edge. While the millennials enjoy the prestigious status as the new aristocrats of the workforce, the leaders are often at a loss on how to handle situations in the workplace due to the nature of who this group is and what they represent. Working as an HR professional gives you an insider’s grasp of managing and leading the millennials. One of the pet peeves of the leadership team is millennials texting and using their phones during the weekly meetings. Social Media, especially Facebook, Twitter and LinkedIn, have changed the way we communicate throughout the day. It is not rare for the millennials to be texting and using social media throughout the workday.  Don’t expect to see them without these phones and iPADs.

Dont’ Hate! This is a popular group of young people with a cult like following: 101 thousand followers on Twitter, The Gram (instragram), 10 thousand on the Book (Facebook), over 500 connections on linkedin and more. The millennials are a busy group.  They got stuff to do and plenty of people to talk to. They are very idealistic. They are pursuing purpose and cause not necessarily financial gain. They are flexible and open to change. See the Pew Research Center’s Social & Demographic Trends study of the Millennials at:

Millennials and the world

They are well connected.  That’s right. They have connections all over the world and their passports don’t collect dust. When I contacted a candidate to set up an interview with him, I got an invitation request to connect on linked in as soon as I hung up the phone. If they have your name they are expecting you to have a social media presence to confirm your credentials. For this reason, managing millennials can be difficult if the leader has not been properly trained.

Millennials and performance expectations

I don’t know if they are interested in all the face to face counseling during performance appraisals and evaluation time. Drop a few lines and follow it up with an emoji. You have several to choose from. They are accustomed to scrolling pass what they don’t want to hear or see. They avoid face to face interaction allowing them to avoid the mushy emotions.

Millennials and social media

They have their own text and social media languages and you can often find the slips in the company e-mails: G/N (good night) Ttyl8r (talk to you later), frfr (for real, for real), rotfl (rolling on the floor) etc.

Millennials are virtual employees

Don’t try to nail them to a cubicle or desk. They play golf during the day (of course through their mobile devices). They also play criminal case, candy crush and other fun games to keep them occupied.

Business advice:  You may want to review your companies social media policy. If your company’s HR office does not have one, it may be time to suggest they get one.

Best wishes with that task:)