Ed Brown Discusses the Best Practices of Charismatic Leaders at AT&T in Atlanta, GA

The Transformational Powers of Charismatic Leaders

The Persuasive Speech: How Charismatic Leaders Persuade & Influence You

How to Make Money From Home Using the Best Practices of Charismatic Leaders

Edward Brown, M.S., of Core Edge Image & Charisma Institute provides questions and answers about how aspiring business owners can make money from home using the strategies and best practices of charismatic leaders.

Q: What’s different about the best practices of charismatic leaders for making money from home than other leadership models?

Brown: For charismatic leaders, projects, ventures, and businesses become crusades. Any money making initiative takes time, energy, and discipline. Once a charismatic leader sets his sight on an objective, nothing short of death will stop him.

Q: Is there a particular method or steps these leaders go through to make money?

Brown: Charismatic leaders typically go through a five (5) step process. This 5 step process entails:

1. Finding an interest. These leaders are introspective and generally embrace compelling ideas that fit into their self-identity. There is very little distinction between them and their product or service.

2. Differentiating between other products and services. Once charismatic leaders find a compelling interest, they research to find out how their product or service will satisfy an unmet need in society.

3. Committing to a specific outcome. Once these leaders have settled on a product or service that satisfies a specific need, they are forever experimenting to find the best possible solution for demand and profitability.

4. Measuring the response of the populous. Once charismatic leaders determine a method for success, they repeat the process tweaking it and building on the foundation. Other products and services are developed from the foundation of the method.

5. Evaluating human nature. For charismatic leaders, finding a successful formula is only the beginning. They are constantly trying to determine what psychological or emotional triggers spur individuals to respond to a product or service. Money is a mere measure to gauge a response.

Q: So what does this have to do with making money from home?

Brown: For charismatic leaders, their home is their personal laboratory to experiment with ideas that lead to compelling products and services. Their home serves not only as a sanctuary, but a cost-effective space to explore and maintain a high degree of autonomy. That’s one of the reasons, great companies like Hewlett Packard and Apple started out in the founder’s garage. These leaders rarely lease expensive space for breakthroughs and experimentation.

Q: So, what’s the most compelling thing about charismatic leaders versus average individuals for making money?

Brown: As I said earlier, charismatic leaders will never quit. Before the roar of the crowd has discovered their product or service, these leaders are their own cheerleaders. The average individual would give up once they experienced hard times and set-backs. The biggest takeaway the average individual can learn from charismatic leaders is to look for an idea that becomes a mission or crusade. Once an idea becomes a crusade, it leads to the development of great products and services, which leads to money.

To learn more about the traits and best practices of charismatic leaders for transformational thinking, visit: http://coreedgehrworkforcesolutions.core-edge.com and http://elearning.coreedgecharisma.com

Invitation to: "Secrets to Becoming More Charismatic: What Successful Leaders Won't Tell You"

Imagine your life being more fulfilling and empowering if you were more charismatic.

REGISTER NOW FOR THIS TELE-SEMINAR, "Secrets to Becoming More Charismatic: What Successful Leaders Won't Tell You" 

You will learn how to:

·        - Develop a more charismatic personality for job promotions and increased earnings. 

·        - Enhance your “Likeability Factor” to become an effective team builder.

·         -Gain unshakable confidence and courage for networking opportunities. 

·         -Enhance your critical thinking skills to ignite your creativity. 

·       - Become an influencer within your industry. 

·         -Effectively communicate with persuasion and authority.

          

Bonus: You will receive a digital book entitled "How to Use Charisma, Persuasion, and Influence to Develop Your Leadership Skills”

Date:  Tuesday, May 14, 2013

Time: 7:00PM-8:30PM

Enroll now because space is limited to the first 20 participants, by visiting: www.elearning.coreedgecharisma.com/events

How Charismatic Leaders Lead With Compelling Ideas

Edward Brown, M.S., of Core Edge Image & Charisma Institute provides questions and answers about how charismatic leaders use groundbreaking ideas to lead missions that attract followers.

Q: When you say compelling ideas, what do you mean?

Brown: A compelling idea differs from a mere idea, because it moves you into action. You can let a

 mere idea fall by the wayside, but a compelling idea is transformational.

Q: So, why are compelling ideas so important, particularly to charismatic leaders?

Brown: Charismatic leaders, more than any other leadership model, judge and define themselves by their performance.  To come up with a compelling idea takes a lot of time, thinking and analysis in discovering where voids exist in a system, business operation, or human experience.  Charismatic leaders do not just want to solve a problem; they want to embody the solution.

Q: Where does this desire to embody a solution come from?

Brown:  Often, charismatic leaders have a deep-seated need to be significant on the world’s stage. Actually, significance and recognition is a basic human need, but charismatic leaders have an unusual sensitivity to these desires. Many charismatic leaders suffered ridicule and rejection at an early age, which inspired them to demonstrate to the world how wrong it was to discount them.

Q: Is the compelling idea more about feeding the insecurities within charismatic leaders or solving a human problem?

Brown: It is all related. The charismatic leader felt marginalized early on, which led to a great desire to prove to the world his value.  He sought and found a problem that he wrestled with for some time. Once he was totally convinced of the solution, he became an evangelist for that solution.

Q: So, compelling ideas are a means for charismatic leaders to exorcise their demons?

Brown: We all have our demons. Charismatic leaders have found a way of turning their demons into angels.

Go to these websites for more information on turning compelling ideas into breakthrough discoveries. 

Related: Charisma

How Using the Best Practices of Charismatic Leaders Can Help HR Managers Inspire Employee Productivity in a Competitive Market

Edward Brown, M.S., of Core Edge Image & Charisma Institute provides questions and answers about the impact of charismatic leadership on employee development.

Q: Based on your research on charismatic leadership, what is the single most important trait that charismatic leaders exhibit that can help HR managers inspire employee productivity?

Brown: Based on my research, charismatic leaders have a preternatural ability for understanding human nature. I was in a meeting once where managers were trying to persuade an employee to consider their perspective on a policy change. A senior manager who had been quietly listening all along tapped into the employee’s concerns. He essentially asked, “If you were in the shoes of the people most impacted, how would you feel and what aspects of the policy would you change?” Those two questions changed the dynamics of the meeting. The senior manager channeled into what the employee was feeling, which is the reason she was asked to attend the meeting in the first place. Charismatic leaders are adept at getting to the core of a problem by uncovering the nuance of nonverbal communication.

Q: So, do HR managers need to listen more to the nonverbal cues of employees?

Brown: Active listening is part of it, but it is broader than that. HR managers could benefit from a paradigmatic shift that suggests that self-interested, motivated employees will either make or break corporate productivity. The “Inside Game” in today’s economy is all about tying the self-interests of employees to corporate missions. Psychological contracts between managers and employees have to be formed during the hiring process with benchmarks along the way.

Q: In this context, how is “Psychological Contracts” being defined?

Brown: A psychological contract is a mental agreement that addresses the self-interests and expectations between parties within the scope of the relationship.

Q: Why is this doctrine important for HR managers?

Brown: It is important because during the hiring process, the manager carries all the power. The best way to wield power is acting like it doesn’t exist. By tapping into the self-interests of employees as they enter the company, you make it about the rewards for specific performance. As a superpower on the world’s stage, the U.S. does it all the time. In reality, the U.S. can forcefully persuade most countries to act according to U.S. interests. However, the U.S. has learned that gentle persuasion is a more effective way of influencing foreign policy, particularly when the rest of the world is watching what we do. The same is true at the micro level. The HR manager has hiring power, but can persuade a prospective employee that his or her self-interest is served in conjunction with the mission of the company.

Q: So, by emulating the persuasiveness of charismatic leaders in cultivating employee self-interest, HR managers can inspire employee loyalty and productivity?

Brown: Yes. By understanding that the game of corporate life is about getting people to do what they sometimes do not want to do, employee productivity increases as well as earned rewards for all parties involved. Not through corporate good will, but shared self-interests.

For more information on how to keep motivated employees from becoming demotivated, visit:
http://coreedgehrworkforcesolutions.core-edge.com

New Website Helps HR Managers Meet the Self-Interests of Corporate Employees

For immediate release:                                                                                    

February 28, 2013

12:00PM (EST)

Atlanta, GA—February 28, 2013---Core Edge HR Workforce Solutions (Core Edge) recently developed a website geared to helping Human Resource (HR) managers effectively deal with employee relations. Core Edge took a contrarian approach to workforce development by stressing the self-interested orientation of employees when achieving corporate missions.  The website focuses on three elements for HR managers:  (1) An exclusive Mastermind Alliance Group for HR Managers that communicates frequently in an online forum, (2) The IBAR Critical Thinking Method that allows employees to become experts and knowledge workers within their company, and (3) Publications dealing with the latest research on employee loyalty, morale, and productivity. 

Core Edge founder, Edward Brown, says, “It was our work on charismatic leadership that led us to investigate the unfulfilled needs within employees that charismatic leaders are adept at addressing. We decided that we were not going to ‘play nice’ with the core needs of employees who are driven now more than ever towards ‘Rugged Individualism.’”  

Core Edge HR Workforce Solutions is a subsidiary of Core Edge Image & Charisma Institute, which investigates, analyzes, and synthesizes how charismatic leaders think, act, and make decisions about productivity and profitability. Core Edge Image & Charisma Institute was founded in Atlanta in 2002.

For more information about Core Edge HR Workforce Solutions, visit: 

http://coreedgehrworkforcesolutions.core-edge.com or Call: (404) 767-6592.

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