[Podcast] Earbud_U Episode #4 – Elin Barton

[Podcast] Earbud_U Episode #4-Elin Barton, Owner & President, White Knight Productions, LLC., Bootstrapper, Social Media Video Marketer

[powerpress]

Oh my, the trouble with bootstrapping, right?

Elin Barton is the owner, founder and President of White Knight Productions, based out of Vestal, New York.

Elin has an incredible background in film and video work. She is also a marketer who understands, at an instinctive level, the power of the moving image and how it can impact how we buy, try and even follow.

The team at White Knight Productions is amazingly talented and they have developed a unique vision and approach to addressing the needs of their clients. Where video marketing is the future, the team at White Knight is blazing a trail there as fast as they possibly can.

And Elin did all of this through bootstrapping. Not taking a dime of VC funding to build your own project is about as brave as it comes, particularly when you have a family and other responsibilities, yet many, many women are becoming entrepreneurs and are making the move to do this. They are truly pioneers and showing the way forward.

And, Loddy Doddy is pretty friggin’ funny as well…

I was very excited to talk with Elin and I look forward to talking with her more in the future.

Check out the links below and book Elin and her crew at White Knight today:

White Knight Productions: http://whiteknightpro.com/

WKP on Twitter: https://twitter.com/WhiteKnightVid

WKP Blog: http://whiteknightpro.com/blog.html

WKP on Google +: https://plus.google.com/+WhiteKnightProductionsVestal/about

WKP on Facebook: https://www.facebook.com/whiteknightpro

Elin Barton on LinkedIn: http://www.linkedin.com/in/elinbarton

Check it out here on Soundcloud–> https://soundcloud.com/jesan-sorrells/elinbartonsavestheday

Download the Latest Episode of Earbud_U!

[Podcast] Nothing Is What It Seems – The Earbud_U Minute

As our world becomes more and more driven by the visual, and less and less driven by the written word, we seem to have forgotten a basic truth.

As we rush toward the immediate, the sensory, the brief and as we give reign to attention spans that are shaped and dominated by “noise” of endless messaging, we have forgotten a basic truth.

As people become more and more visual and less and less literal—and as our level of patience, persistence and grit decreases—we have forgotten a basic truth.

People, tribes, cultures, organizations and even countries used to place value in symbolism—sometimes, even over the substance of the content around, behind and beneath the symbols themselves.

This old knowledge of, and reverence for, symbols, has become debased in the direction of narrative and the cynicism of optics, where perceptions and framing stand in substitution for symbols and meaning.

As people, tribes, cultures, organizations and even countries, hurl ever closer to the man made glory of a singular, technologically dominated future, we would do well to remember that symbols—beyond flags, colors, phrases or even ritualized acts—still have meaning.

Meaning so deep that they drive our deepest interaction with, and understanding of, our emotions, our assumptions and even our creations, in the world that we are busily—and distractedly—birthing into reality.

-Peace With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: https://www.twitter.com/Sorrells79
LinkedIn: https://www.linkedin.com/in/jesansorrells/

[Strategy] CRaaS for HR

Human resource professionals deal in regulation, policy and procedure.

Human resource professionals are often assigned to address conflict issues and determine consequences for participants involved in policy—and even legal and regulatory—violations.

And yet, for all of their necessity, human resource professionals are in an endless quandary of trying to be valuable, yet remaining unseen.

“No one wants to be in HR. Young people don’t even think about going into HR.”

As organizations shrink and change, the human resource professional must begin living up to the name of their industry. Learning to advance, beyond just the quick workshop session must occur in:

Innovation
Social media use
Conflict engagement
Emotional Intelligence

And then, the learning must be embedded into the organization and the HR professional, with software resources based in the cloud.

If not, the human resource profession runs the risk of being yet another industry—or division in an organization—where the question “Why don’t we just have AI powered robots do this work?,” becomes the opening question to disruptive change.

-Peace With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: hsconsultingandtraining@gmail.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: http://www.twitter.com/Sorrells79
LinkedIn: http://www.linkedin.com/in/jesansorrells/

[Infographic] Negotiation 101 – Part One

The process of negotiation is one of the few areas of life about which much has been written that people pull apart and examine the least.

Military historians, economists, psychologists, management “gurus” and many, many others, have all written books and reams and reams of paper about the path to negotiating.

Three books that pull the process and challenge assumptions which we would recommend are:

The first book served as the basis of a lot of the information in the below infographic. We would encourage you to read it, mark it up, and pass the information in it along to others.

They’ll be glad you did.

To join our email list (and get more of these snazzy infographics), head on over to our OFFERS page http://www.hsconsultingandtraining.com/hsct-offers and sign up today.

After you do that, download our two FREE offers: Fear White Paper and Forgiveness White Paper.

-Peace With You All-

[Advice] 3 Entrepreneurial States

There are three emotional states that can catch hold of the entrepreneurial peace builder as she is building her project:

The fear which is accompanied by every new decision
The exhilaration when a client is helped and “closed’
The dread of returning to working for “the Man”

The employee mindset is built on the idea of stability, predictability and “money that will always be there.”

The employee mindset still dominates, even in our post-Industrial world.

This mindset also tolerates bad behavior, ego driven decision making, and gives away its autonomy for dollars.

The detoxification process than the savvy peace builder experiences as she moves confidently through dread, fear and exhilaration, while also holding onto her employee life, ensures that—once her definition of success is realized—she will never go back to “golden handcuffs” ever again.

And she’ll be no good to any large organization—other than as an equal to be negotiated with, a competitor to be crushed or a morsel to be gobbled up.

The three emotional states—and their impacts— are integral to overcome because the road back to the “golden handcuffs” is a long one indeed.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: www.twitter.com/Sorrells79
LinkedIn: www.linkedin.com/in/jesansorrells/

HIT Piece 02.24.2015

I was sitting in a room the other day and heard someone in the room next door talking about launching a “buy-now” button.

They are doing it for their business to continue to remain relevant in the 21^st century with a population of buyers for their products and services, whose perspective has changed on how to buy.

Turns out, that people, and industries, can change.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: www.twitter.com/Sorrells79
LinkedIn: www.linkedin.com/in/jesansorrells/

[Advice] 3 Steps for Reframing Organizations

Many organizations still prefer to litigate—or lobby for legal changes—to protect their standing in the open market.

This includes not just external protections, such as market access, intellectual property protection and copyrights on branding efforts, but also, internal protections around hiring, recruiting, onboarding, and resolving internal employee disputes.

Organizations and businesses still handle conflict as a product rather than as a process. This comes with the perspective of conflict resolution—however they are resolved—as “the way we do things around here.” This leads to thinking of conflict resolution as just another method of gaining a favorable organizational outcome.

However, by focusing on the design of the architecture of their internal conflict resolution systems, organizations can evolve beyond merely protecting their place in the market and move toward innovating with people.

Here are three steps to accomplishing this:

Creating new design architecture requires unbundling every step in the hiring to firing funnel and reexamining all of the assumptions that are baked into your organization, particularly those around the idea of “who gets to work here.”
Developing new design architecture requires dissecting the culture of an organization and determining what the real purposes of the organization are, not just the purposes displayed on the masthead, or for stakeholders.
Embedding a new design architecture for resolving conflicts requires a transforming of organizational thinking around conflict—shifting from thinking of conflict as an unfortunate by product of another process to be resolved as quickly as possible and in the organization’s favor, to thinking of conflicts as a process to be engaged with as a a natural part of evolution, growth and innovation.

Unbundling, dissecting and transforming will take any organization toward building a conflict resolution system as a service working for employees and other stakeholders, rather than a service working against employees and other stakeholders.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: www.twitter.com/Sorrells79
LinkedIn: www.linkedin.com/in/jesansorrells/

[Infographic] A Guide to Emotional Intelligence

Emotional intelligence has been a researched concept for many years, but with the authoring of books like Mindsight by Daniel J. Siegel and Thinking, Fast and Slow by Daniel Kahneman, E/I has been reintroduced for a new generation.

Daniel Goleman’s Emotional Intelligence served as the basis for a lot of the information in this infographic. And with the advent of advances in nueroscience, more and more of what he talked about in he 1990’s has been proven to be true. We would encourage you to check out his book and add it to your personal—and organizational—conflict library.

(c) 2015, Human Services Consultign andTraining, All Rights Reserved

To join our email list (and get more of these snazzy infographics), head on over to http://www.hsconsultingandtraining.com/hsct-offers page and sign up today.

After you do that, download our two FREE offers: Fear White Paper and Forgiveness White Paper.

-Peace With You All-

[Advice] A Positive No

The moment that you are ready to leave the office, complete a project, take a phone call, or meet a deadline, another person walks up.

This person has other priorities, but finding out what those are is not the thing that you are interested in, but that person makes sure to tell you all about their priorities.

The thing about time management is that managing other people is the unsung, unconsidered hardest thing to do.

Other people have their own priorities, and we are too embarrassed, too distracted, or too disinterested to discover what they are.

This is when the positive no, or the sandwich no, becomes the best way to address the energy vampires (or time sucks) that other people can be sometimes.

It goes something like this:

“Thank you for coming to me with [insert whatever the topic is here]. No, I don’t have time to talk about this right now. But, please come back [name a definitive later time here] and I will talk with you then.”

Then, put that time vampire on the calendar, turn around, and walk away firmly. This last part is important, because many people can’t close the conversation.

When using a positive no—or a sandwich no—remember to always be closing.

-Peace Be With You All-

[Advice] The Hard Thing About Now Its Too Late

The savvy peace builder is either all in—or not.

But, at a certain point, financial realities take over and the rent must be paid, or the electric bill, and the savvy peace builder must make the choice to make making peace a side hustle.

Now, typically the word hustle comes with negative connotations, but mostly it should be associated with little sleep and much success.

But, when the main work (the 40 hour grind) takes over more and more time and energy from the hustle that matters (the peacemaking pursuit) the savvy peace builder will sometimes kill the side hustle by dividing time away from it even further.

This is how many entrepreneurial ventures end, dissected and subdivided under the scalpel of the 40 to 60 hour work week and the “sure” thing that brings security, a steady paycheck and fewer uncomfortable conversations with spouses and children.

The tough decision—the hard thing about this hard thing—is that diversification of focus and talents leads to more work not less; but making the decision to keep it to one-and-a-half hustles makes all the difference between “man I’m glad I lost sleep to build this project” and “man, I wish I’d taken the time when I had it to build this project. But now it’s too late.”

Now, it’s too late.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: www.twitter.com/Sorrells79
LinkedIn: www.linkedin.com/in/jesansorrells/