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T & L FORMULA FOR DYNAMIC LEADERSHIP – Residential Real Estate Agent: If you’re looking for a Formula to help you become a Dynamic Leader in Real Estate Consulting – THIS BOOK IS FOR YOU! Reviews

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T & L FORMULA FOR DYNAMIC LEADERSHIP – Residential Real Estate Agent: If you’re looking for a Formula to help you become a Dynamic Leader in Real Estate Consulting – THIS BOOK IS FOR YOU!

T & L FORMULA FOR DYNAMIC LEADERSHIP - Residential Real Estate Agent: If you're looking for a Formula to help you become a Dynamic Leader in Real Estate Consulting - THIS BOOK IS FOR YOU!

If you’re looking for a formula to help you become a Dynamic Leader in Residential Real Estate Consulting–THIS BOOK IS FOR YOU! The Dynamic Leader is a strong, vigorous, motivated, productive person who leads people, influences decisions, directs actions, and captures rewards.

The Dynamic Leader accepts full responsibility for self-leadership and for the effective performance of all self-imposed task assignments.

The Dynamic Leader as a manager within a business or an organization

Price:

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2012 Supply Chain Leadership Forum Set for August 27-29 in Denver, Colorado

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Raleigh, NC (PRWEB) June 26, 2012

Global supply chain executives will meet to discuss the latest strategies in logistics, distribution, inventory, transportation, and benchmarking and best practices at the Tompkins Supply Chain Consortium’s eighth annual Supply Chain Leadership Forum, August 27-29 in Denver.

“The agenda is packed with small group education sessions, and our tour of MillerCoors Brewery promises an entertaining look at the logistics behind beer making and packaging,” says Bruce Tompkins, Executive Director of the Consortium. “Attendees will leave with fresh ideas for creating higher value in their supply chains.”

The event is being held at the Grand Hyatt Denver and runs from the evening of August 27 to midday August 29. Vice presidents, chief supply chain officers and other directors of leading retail, consumer products, manufacturing, distribution and service provider companies will learn new ways to optimize and transform their supply chains.

“Each year, our event creates a distinct and enjoyable learning experience, bringing participants back for more information on the latest and upcoming supply chain strategies,” adds Tompkins.

Other highlights of the forum:

    A special keynote speech, Business at a Crossroads, by Dr. James A. Tompkins;
    A panel discussion on Factors Driving Today’s Supply Chain Networks; and
    Breakout sessions on hot topics including demand-driven supply chain, sales and operations planning, trucking regulations and supply chain technology trends.

To register or learn more about the event, visit: http://www.supplychainconsortium.com/Seminars/2012/overview.asp.

The Consortium also has a LinkedIn group and Xing group for organizations that are interested in staying current on the latest in supply chain benchmarking and best practices.

About Tompkins Supply Chain Consortium

Tompkins Supply Chain Consortium is the premier source for supply chain benchmarking and best practices knowledge. With more than 350 participating retail, manufacturing and wholesale/distribution companies, the Consortium sponsors a comprehensive repository of over 10,000 data points complemented by search capabilities, online analysis tools, topic forums and peer networking for supply chain executives and practitioners. The Consortium is led by the needs of its membership and an Advisory Board that includes executives from Domino’s Pizza, GlaxoSmithKline, Hallmark, Ingram Micro, Kane is Able, Miller-Coors, The Coca-Cola Company, Target and University of Wisconsin. To learn more about how your company can become a member of the Supply Chain Consortium, contact John Foley, 919-855-5461 or visit http://www.supplychainconsortium.com

CONTACT:

Keri McManus, 919-855-5516

kmcmanus (at) tompkinsinc (dot) com







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Strategic Coming up with – The Leadership Team

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One in every of the first steps in developing a great strategic arrange is forming the leadership team. If you’re the leader in your specific part of the organization, you most likely have some subordinate leaders who you direct. You most likely additionally have some people who you consider to be trusted advisors. But have you really fashioned a team to assist you with the day-to-day leadership of the organization? Silly question  you say? Not really. I’ve found too several organizations in that the senior leader takes most, if not all of the leadership on him or herself. This not solely places too much of a burden on one person, however conjointly prevents the leader from taking full advantage of the expertise on the market in subordinate leaders.

For strategic planning, it’s essential to create a leadership team to ensure the design process has the complete advantage of expertise inside the organization. Though a sensible leadership team will build the everyday operation of the organization abundant smoother, I’ll think about the strategic coming up with process. This is where the team will extremely shine, and where they’ll develop a great synergistic relationship.

To develop a leadership team, the leader must initial select the members. I’ve found it best to use leaders at the next level under me. These are the lads and girls who you depend on to create the organization work and they’re those with the knowledge of each function among the organization. You may conjointly want to include some employees functions, though this can be strictly optional and extremely depends on the situation. For instance, you may decide the comptroller should be a member to confirm continuity.

I also like to incorporate my secretary for a couple of reasons. He or she can keep track of meeting minutes and administrative details. A lot of importantly though, senior secretaries are typically some of the most effective informed folks in an organization. They can most likely have insights that nobody else does. Use that knowledge.

How your leadership team interacts with you and every other could be a crucial issue in the success of your strategic coming up with efforts, and that is largely the results of your leadership style. You wish the team to be snug discussing things brazenly, and you want to encourage them to do so. You need to build it clear to them that their honest input is required so as to make the strategic coming up with method work. Actions speak louder than words though thus you must additionally demonstrate this. The best manner is to just accept all input at face value and encourage frank discussion among the team members without adding your own thoughts. This can be difficult, however as soon because the senior leader weighs in with an opinion, the discussion tends to stop.

I wish to use the technique, sometimes called silent brainstorming, where each member writes down some concepts or key points. Then the leader or meeting facilitator asks every member to inform the group one amongst their ideas. Each is written down at the front of the area with no discussion till everybody has exhausted their list. Discussion can then begin on the merits of each point. This tends to get rid of the individual from the equation and concentrate discussion on the point. The senior leader should encourage this discussion.
When completing a strategic set up, I’ve got found the best initial step for the leadership team is the mission statement. Creating a mission statement allows every team member to discuss their space of experience and how it fits in the larger picture. By the point the statement is complete, the leadership team has sometimes developed a good relationship between themselves and also the senior leader.

One amongst the benefits of using a fastidiously chosen leadership team to create the organization’s strategic plan is that the experience will facilitate to cement a great relationship among the leaders that can be an monumental benefit within the future. You’ll get a nice strategic set up and a dynamic team of leaders to implement that set up!

Ernie Hicks been writing articles online for nearly 2 years now. Not only does this author specialize in strategic planning ,you can also check out his latest website about: Brown Lace Up Pumps Which reviews and lists the best

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PTK Leadership Conference 2012 Part 3

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http://www.alptk.com/ Honors in Action Leadership Conference Panel Discussion Regional Honors in Action Project: “Making the Grade: Competition and Education…

Girls Innovate! Holds Second Leadership Forum for Women & Girls

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San Francisco, CA (PRWEB) June 01, 2013

Together with the Silicon Valley office of Kilpatrick Townsend & Stockton LLP and tech incubator nestGSV’ s women-focused technology community nestHER, Girls Innovate! is thrilled to announce the second installment of “Girls Innovate! Empowering Girls for Entrepreneurship & Leadership,” a free, public gathering for women and girls on June 1, 2013, 12:30-5:00p.m., at the offices of nestGSV in Redwood City, CA.

The Girls Innovate! gathering is designed to be a platform for business leaders, industry professionals and women and parents in the community to get together and engage in discussion regarding best practices for nurturing girls and supporting women of all ages to become innovators, entrepreneurs and leaders. Girls ages 10-18 are invited to join and participate in workshops that occur simultaneously with, but separately from, the adults’ discussions. Mothers and daughters are particularly encouraged to attend.

Uyen Le Kry, Founder/Organizer of Girls Innovate!, said this second gathering will build on the first Girls Innovate! event from March of this year by continuing to focus on critical ideas and thought leadership around boosting the pipeline of women leaders and innovators, while offering many more workshop options for the girls and increased capacity for attendance. “Our first event struck a nerve, with about 100 attendees and close to 200 on the waitlist,” Kry said. “The excitement caught us by surprise and confirmed our conviction that there is intense need in the community for women to be supported, both as nurturers and as role models for their kids.”

Kry continued, “Girls and women, in particular, are still behind in the number that occupy leadership and STEM roles. We believe the pipeline for future leadership will be much richer if we collaborate, join efforts and leverage our resources to lift us all up, and find a way to support – intellectually and emotionally – Together with the Silicon Valley office of Kilpatrick Townsend & Stockton LLP and tech incubator nestGSV’ s women-focused technology community nestHER, Girls Innovate! is thrilled to announce the second installment of “Girls Innovate! Empowering Girls for Entrepreneurship & Leadership,” a free, public gathering for women and girls on June 1, 2013, 12:30-5:00p.m., at the offices of nestGSV in Redwood City, CA.

The Girls Innovate! gathering is designed to be a platform for business leaders, industry professionals and women and parents in the community to get together and engage in discussion regarding best practices for nurturing girls and supporting women of all ages to become innovators, entrepreneurs and leaders. Girls ages 10-18 are invited to join and participate in workshops that occur simultaneously with, but separately from, the adults’ discussions. Mothers and daughters are particularly encouraged to attend.

Uyen Le Kry, Founder/Organizer of Girls Innovate!, said this second gathering will build on the first Girls Innovate! event from March of this year by continuing to focus on critical ideas and thought leadership around boosting the pipeline of women leaders and innovators, while offering many more workshop options for the girls and increased capacity for attendance. “Our first event struck a nerve, with about 100 attendees and close to 200 on the waitlist,” Kry said. “The excitement caught us by surprise and confirmed our conviction that there is intense need in the community for women to be supported, both as nurturers and as role models for their kids.”

Kry continued, “Girls and women, in particular, are still behind in the number that occupy leadership and STEM roles. We believe the pipeline for future leadership will be much richer if we collaborate, join efforts and leverage our resources to lift us all up, and find a way to support – intellectually and emotionally – women who desire yet struggle to fill the leadership needs both at home and in the workplace.”

The forum will feature Judy Estrin (JLabs) as keynote speaker and Heidi Roizen (Draper Fisher Jurvetson) as closing speaker. In addition, the following speakers will participate as either panelists and/or workshop leaders:

●    Andrea Lo (Piggybackr)

●    Angie Chang (Bay Area Girl Geek Dinner)

●    AnnaLise Hoopes (Technovation)

●    Carole Bellis (Kilpatrick Townsend)

●    Christie Ma (Ecographs)

●    David Epstein (WorkingXMLToday.com)

●    Dhana Pawar (Girls in Tech; Coupons.com)

●    Donna Novitsky (Yiftee)

●    Erika Geihe Stanzl (Innov8r Therapeutics)

●    Francine Gordon (F Gordon Group)

●    Grace Yang (Prevail Capital)

●    Johanna Wise (Keep Me Tax Free)

●    Julie Lutz (Tegu)

●    Julie Won (Thistle Finch Investments)

●    Kathleen Policy (nestHER)    

●    Kimi Hirotsu Ziemski (Energizing Enterprises)

●    Laura Yecies (Software & Internet Services Industry Leader)

●    Linda Alepin ( Global Women’s Leadership Network)

●    Macy McGinness (Dodocase)

●    Mia Dand (Digital & Social Media Leader)

●    Nancy Lin (Change Agent SF)

●    Nina Bhatti (Startup Founder)

●    Pam Owens (Clorox)

●    Rahima Mohammed (Intel)

●    Sudnya Shroff (Artist & Writer)

●    Sylvie Leotin (Artswell)

●    Uyen Nguyen (Kilpatrick Townsend)

●    Vidya Raman (Software Business Leader)

●    Vivian Wong (Ellie Mae)

To learn more, visit http://www.juneinnovate.eventbrite.com

About Girls Innovate!, Organizer

Founded and organized by Uyen Le Kry with an amazing team of volunteers from the Bay Area, Girls Innovate’s mission is to help develop greater community around and mainstream the idea that an innovative capacity and entrepreneurial spirit are essential components of leadership in today’s age. We do this through gatherings of women and girls for learning, inspiration and connection. To learn more, visit http://www.girlsinnovate.org.

About Kilpatrick Townsend & Stockton LLP, Sponsor

Kilpatrick Townsend & Stockton LLP is a full-service international law firm with more than 620 attorneys in 19 offices across the globe. Kilpatrick Townsend’s delivery of innovative business solutions provides results-oriented counsel for corporations, from the challenging demands of financial transactions and securities to the disciplines of intellectual property management. To learn more, visit http://www.kilpatricktownsend.com.

About nestHER, Sponsor

nestHER is an international community of experts focused on fostering female entrepreneurship and leadership in the tech space, with the ultimate goal of creating a global, social impact. nestHER strives to cultivate an environment where our entrepreneurs grow as a result of both our programs and our network.at nestHER provides the support it takes to succeed. By arming women with the tools and network they need, we hope to change the landscape of leadership – politically, economically and socially – across the globe. nestHER is run out of a leading ecobator, nestGSV in Silicon Valley, which provides both a location for community events and a stimulating environment for entrepreneurs to physically grow their businesses. For more information, visit. http://www.nesther.com

About nestGSV, Sponsor

nestGSV’s mission is to incubate and accelerate innovation in the startup ecosystem in Silicon Valley. We are utilizing a comprehensive, services-driven model to provide full life-cycle support for our startup companies, who work in our 70,000-square foot campus in Redwood City, CA. To drive this innovation, we have created strong partnerships with governments, top universities, leading technology companies, service providers, media companies, and other accelerators, and angel investors. Ultimately, we aim to create a network of campuses in selected major cities in the U.S. and internationally. GSV, after all, stands for Global Silicon Valley. To learn more, visit http://www.nestgsv.com.

# # #

Contact:

Girls Innovate, Uyen Le Kry, (617) 755-3848

uyen(at)girlsinnovate(dot)org

nestGSV, Global Media Strategy Communications, Jeff Lettes, (408) 406-1161

jlettes(at)globalmediastrategy(dot)com

Kilpatrick Townsend & Stockton LLP, John Page, (404) 815 6108

jpage(at)kilpatricktownsend(dot)com







Leadership Development – A Strategic Need?

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Leadership is vital for any organization’s sustained success. A great leader at top makes a big difference to his or her organization. Everyone will concur with these statements. Experts in human resources field mention the importance of leaders at all levels, and not just that of the leadership at the top. Rightly so. It is not without reason that companies like 3M, Proctor & Gamble, GE, Coca Cola, HSBC etc. have known to put in place processes for developing leaders continuously.

Mention this subject, however, to a line manager, or to a sales manager, or any executive in most organizations and you will probably deal with diffident responses.

Leadership development -a strategic need?

The subject of leadership is dealt with in a general way by many organizations. Leadership is usually understood in terms of personal attributes such as charisma, communication, inspiration, dynamism, toughness, instinct, etc., and not in terms what good leaders can do for their  organizations.  Developing leaders falls in HR domain. Budgets are framed and outlays are used with indicators like training hours per employee per year. Whether the good intentions behind the training budgets get translated into actions or not, is not monitored.

Such leadership development outlays, that are based on only good intentions and general ideas about leadership, get axed in bad times and get extravagant during good times. If having great or good leaders at all levels is a strategic need, as the above top companies demonstrate and as many leading management experts assert, why do we see such a stop and go approach?

Why is there skepticism about leadership development programs?

The first reason is that expectations from good (or great) leaders are not defined in operative terms and in ways in which the outcomes can be verified.

Leaders are expected to ‘achieve’ many things. They are expected to turn laggards into high performers, turn around companies, charm customers, and dazzle media. They are expected to perform miracles. These expectations remain just wishful thinking. These desired outcomes can not be used to provide any clues about gaps in leadership skills and development needs.

Absence of a comprehensive and generic (valid in diverse industries and conditions) framework for defining leadership means that leadership development efforts are scattered and inconsistent in nature. Inconsistency gives bad name to leadership development programs. This breeds cynicism (these fads come and go….) and resistance to every new initiative. This is the second reason why the objectives of leadership development are often not met.

The third reason is in the methods used for leadership development. Leadership development programs rely upon a combination of lectures (e.g. on subjects like team building, communications), case studies, and group exercises (problem solving), and some inspirational talks by top business leaders or management gurus.

Sometimes the programs consist of outdoor or adventure activities for helping people bond better with each other and build better teams. These program generate ‘feel good’ effect and in some cases participants ‘return’ with their personal action plans. But in majority of cases they fail to capitalize on the efforts that have gone in. I must mention leadership coaching in the passing. In the hands of an expert coach a willing executive can improve his leadership skills dramatically. But leadership coaching is too expensive and inaccessible for most executives and their organizations.

Leadership -a competitive advantage

During my work as a business leader and later as a leadership coach, I found that it is useful to define leadership in operative terms. When leadership is defined in terms of what it does and in terms of capabilities of a person, it is easier to assess and develop it.

When leadership skills defined in the above manner are present at all levels, they impart a distinct capability to an organization. This capability gives a competitive advantage to the organization. Organizations with a pipeline of good leaders have competitive advantages over other organizations, even those with great leaders only at the top. The competitive advantages are:

1. They (the organizations) are able to solve problems quickly and can recover from mistakes fast.

2. They have excellent horizontal communications. Things (processes) move faster.

3. They tend to be less busy with themselves . Therefore they have ‘time’ for outside people. (Over 70% of internal communications are about reminders, error corrections etc . They are wasteful)

4. Their staff (indirects) productivity is high. This is one of the toughest management challenges.

5. They are good at heeding to signals related to quality, customer complaints, shifts in market conditions and customer preferences. This leads to good and useful bottom-up communication. Top leaders tend to have less number of blind spots in such organizations.

6. It is easier to roll out programs for strategic shift and also for improving business processes (using six sigma, TQM, etc.). Good bottom-up communications improve top-down communications too.

7. They require less ‘supervision’, since they are strongly rooted in values.

8. They are better at preventing catastrophic failures.

Expectations from good and effective leaders should be set out clearly. The leadership development programs should be selected to develop leadership skills that can be verified in operative terms. Since leadership development is a strategic need, there is a need for clarity about the above aspects.

Hemant Karandikar advises companies on business & brand strategy, on business transformation, and for achieving breakthroughs in business processes. He leverages this expertise in product creation projects for companies along with his design associates. He coaches business leaders and executives for developing leadership skills. Hemant founded Exponient Consulting and Learning Leadership.

Where To Find Executive Leadership Programs

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There are some executive leadership programs that are now available for anyone that needs some guidance on how to operate their business. Finding much needed advice on how to keep things in working order in ones business is hard to come by. With websites now providing ways to keep people in the loop, this is changing. The Internet is now a very powerful tool that helps businesses grow. Of course, much like growing everything else is concerned, nothing will grow if the seeds arent planted properly.

There are indeed executive leadership programs all over the internet that are waiting to be discovered. Back in the day, the only kind of leadership training programs that were available were scheduled seminars. This, of course, was an inconvenience for many people because not everybody had the time or funding to attend such things. Today, with the power of evolving technology, the Internet is providing ways to access the same kind of training events. This happens once a month and it is an all day affair. It only involves ones selected group of mentors and peers. Therefore, focusing on just a particular kind of business or demographic really helps with the input.

With hard working professionals from all corners of the planet tuning in with these programs, there truly is a lot to learn. There are indeed several ways to solve a single problem. Through these programs, one can pick with kind of method sounds the most effective and put it to the test the very next day. Executive leadership programs exist for the purpose to help make business owners lives easier. Running a business can be a jarring experience and finding support when things go awry is necessary. Just take the things that were discussed within the forums and meetings and see what sticks. One method for a business may not be effective or practical for another business. It is all about experimenting with different kinds of advice that is handed out and seeing what happens.

There can be many reasons as to why someone would want to attend a training program. The main reason, more so than others, is that they provide a way to grow. Expanding a business is key for many corporations and being provided with convenient information on how to do it is precious. Listen with open ears and execute what is learned with an open mind. This is the only way that executive leadership programs are going to have any positive effect in ones working life.

To learn more about Executive Leadership Programs, please visit our website.

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Leadership pipeline: HUL, Tata, Vodafone, HCL & others groom internal talent …

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Leadership pipeline: HUL, Tata, Vodafone, HCL & others groom internal talent …
For a good number of years, organisations across sectors have neglected this process, either due to a poor tradition of succession planning or insecurity in the senior leadership. Nearly a fourth of organisations have filled less than 25% of critical …
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Building a Better Pipeline
Yet somewhat surprisingly, the growing consensus within the C-suite on the importance of succession planning hasn't always resulted in a process that gets positive results — or one that either HR leaders or their bosses are happy with. In the CEB …
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The Real Cost Of The R&D Tax Credit Expiration
No one – least of all the IRS, SEC or investors – likes to see wild volatility in these monthly numbers, which are used to inform everything from quarterly earnings projections to HR planning. Now, imagine trying to reconcile these numbers without …
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TIM Participacoes SA (ADR) (TSU) news: TIM Participacoes S.A. Management …
The quality plan was implemented in a war room approach, as I have mentioned at the beginning of the year, and it continues to be a key project for us, while we focus now on the second batch of critical cities for us in improving the quality metrics …
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Managers Leadership Training

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A great company has great expectations of their associates, especially the management team. No organization will be successful without a strong leadership team that ensures company expectations are consistently met.

Managers are the foundation and support base for every business, results will typically indicate how strong or weak a management team is. We are not talking about profit and loss statements only; everyone isn’t going to profitable everyday regardless of how strong the managers are.

Managers should be afforded training concerning all expectations, policies and procedures. If managers are ill trained then expect marginal results and employee discipline. Think about it, should your associates be provided with greater training than your managers? It is impossible to meet all expectations when they haven’t received professional training on what is expected of them.

Managers should be trained separately from associates as manager’s expectations should be detailed and in depth. Managers should be true professionals, highly competent and confident that they have received appropriate training to do an outstanding job.

True Example: Customer service calls for the duty manager, one of the cash registers has run out of receipt paper. The manager has never been taught how to change the paper. Customers and associates are watching him, talk about embarrassment. This is a very simple situation and the reason I am using it is to make the point that managers have to be thoroughly trained. I have seen managers that have never been trained to run a register, this obviously isn’t a typical manager duty but what happens when a new associate was poorly trained and you are the one expected to fix the problem.

Personally ensure your managers are given the proper training and tools to meet all expectations.

The results will be well worth your time and effort and they in their own minds will thank you everyday.

Ron Kirby is a world traveled educational and motivational speaker that has over 37 years of Leadership experiences in Corporate America and the Marine Corps. His passion is speaking on Leadership concerning Business Growth, Personal Development, Innovation, and Educational Experiences. Sergeant Major Kirby served 32 years in the United States Marine Corps deploying to over 40 countries and having the privilege of providing Leadership training in a myriad of cultures. Ron takes great pride in the fact he has contributed to the Leadership and promotion success for countless individuals during both his military and corporate career. Invite Ron to make your next event a smashing success! Contact him by phone at (843) 304-6111 or by email at RBKSR51@HOTMAIL.COM. Read more about his background at http://www.egSebastian.com/RonK

EarlyShares Names Two to Executive Leadership Team

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EarlyShares Names Two to Executive Leadership Team
By leveraging technology and social media, EarlyShares connects entrepreneurs and small business owners to smart investors in support of great ideas. To register and gain access to equity investment offerings and crowdfunding campaigns on EarlyShares, …
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Advisors' top priority in 2014: practice growth
Growing a book of business by acquiring new clients is judged a primary area of focus in 2014 by 70 percent of financial advisors, according new research. Russell Investments discloses this finding in its latest edition of its “Financial Professional …
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Gun owner claims self-defense in TV crew shooting
A gun owner has told a jury that he feared two crew members with the reality TV show "Repo Games" were going to attack him before he fired his handgun outside his North Las Vegas home in 2011. Carlos Enrique Barron testified Thursday in his defense, …
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