Ted Tuesday: "You've Got To Find What You Love,"Jobs says

"Hands down the best career talk ever given. EVER! Jobs urged the Stanford graduating class of 2005 to courageously follow their heart and intuition, just as he did. He encouraged them to give their inner voice a chance and not suppress it by giving in to others' opinions."

Good Morning Folks,

Today we revisit one of the most memorable and classic speeches ever— one that Steve Jobs gave to a group of graduating young students from the University of Stanford beginning a new journey of their lives: How to Live Before You Die (& not spend your life hating what you do)

I believe this is hands down the best career talk ever given. Ever. I’ve watched it over a dozen times. Not originally a TED talk, but now one of their top videos. This commencement speech garnered over 8 million views in a single day on YouTube, the day after Jobs' death. As I write this post, the speech now has over 15 million views.

Drawing from some of the most pivotal points in his life, Steve Jobs, chief executive officer and co-founder of Apple Computer and of Pixar Animation Studios, urged graduates to pursue their dreams and see the opportunities in life's setbacks -- including death itself -- at the university's 114th Commencement on June 12, 2005.

"You've  got to find what you love," Jobs says

What was so special about Steve Jobs' words that day which made a lasting impression on many? It was straight from the man's heart. And secondly, there was much to reflect upon in terms of the embedded message encouraging youngsters even today to achieve their best.

In his three part speech, Jobs talked about how one's past can influence one's future, stumbling upon both love and loss and coming face-to-face with death. Jobs shared many personal moments from his life right from when he started as a college student till the day he discovered he had cancer. 

Jobs narrated his experiences when he had dropped out of college and so didn't have a dorm room. He slept on the floor of friends' rooms, returned coke bottles for 5 cent deposits to buy food and walked 7 miles across town every Sunday night to get one good meal a week at the Hare Krishna temple. He wanted to convey that the past had an important role to play in his present.

Jobs continued to talk about how he was fired from Apple, which was the biggest turning point of his career. Being jobless for a few months, Jobs thought it was all over until his perspective changed and he began to see this as an opportunity. He went on to start NeXT and Pixar, and during this time Jobs also fell in love with Laurene, whom he eventually married. In turn of events, Apple bought NeXt and Jobs returned to Apple, a move he never thought would've been possible.

Jobs urged the Stanford graduating class of 2005 to courageously follow their heart and intuition, just as he did. He encouraged them to give their inner voice a chance and not suppress it by giving in to others' opinions.

Here's Steve:

Full  of Steve Jobs' address

The sprit of Steve Jobs is very much alive today at FSO as we consistently strive to help our clients discover and (re)imagine new and better ways of doing business.

Every day, people search for something that motivates them. Things to get them out of bed, things to get them pumped up, things to help them make it through the day and so much more! What a great thing to be able to say about your job!

As in the locations that I am lucky enough to visit this week, each site employee, YOU, are the FSO difference! You're commitment to service, to exceed the client’s expectations, to notice that detail, to have that SKIP, FIRE, TWINKLE is uniquely FSO.  

The employee and client lovefest could not be stronger and I could not be more fired up!!

Thanks to NDTV for their inspiration putting this together and most of all to you for listening.


Have a GREAT day. Love LIFE!

Mitchell D. Weiner
Chief Happiness Officer

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"If you resist change, you fail. If you accept change, you survive. 
If you create change, you succeed" ~~Mike Schlappi
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==> InspireME Friday: Ask For A Reference, Not A Job

"And by letting them know that you hold them in high enough esteem to potentially use them as a reference, you're actually paying them a compliment."

Good Morning Folks,

I can say that FSO has taken the industry by storm! Literally and figuratively.

We made it through another week of the worst winter weather on record, and what troopers the team at FSO are. A client writes: 

"I just wanted to send you a quick note regarding the FSO Team. They have made every effort to get into the office regardless of the adverse weather conditions we have been experiencing this winter. Charles, Harun, Gene and Kathy have made my job easier as I know they will always be in the office when I cannot get there. Knowing that they are always there to support me to make the office run smoothly has been extremely helpful. I just wanted to take this opportunity to “sing their praises”.

That's what we call going the extra smile. It comes standard with every engagement!

With operations in 57 major US cities and a clear focus on concierge service, our goal remains the same - to help firms improve operations & SAVE MONEY.

Now some inspiration for those seeking a job or a better job— there's an easy way to turn dreaded employment networking into deadly effective bonding: 

When you're networking, ask for a reference, not a job. 

Whether you're doing catch-up drinks or grabbing lunch to reconnect (and, hopefully, staying out of this horrible heat!), your main goal is to get an ally, not a tally of job listings. Adding another helping hand to your search is your aim. 

So don't ask your college buddy if he knows of any jobs for people like you. How would he? 

And don't ask your boss from two jobs ago if she has the names of any people who are currently looking to hire somebody like you. It puts her on the spot. 

No, instead, ask for a reference. Mention that you're going to be moving on, or you're already looking, or that you're actively out on the street. Let them know the type of positions you are and are notsuited for, and what you're hoping to achieve in your next opportunity. 

And then ask them if — when it gets to that happy place in your search — it would be OK to use them as a reference. 

By not putting them on the spot about specific job openings, you reduce the awkwardness inherent in the networking conversation. 

And by letting them know that you hold them in high enough esteem to potentially use them as a reference, you're actually paying them a compliment. 

You're also making it easier for them to say "yes", and to feel good about themselves for being a good friend and helping you out with this little favor. 

All of which means that you have a new buddy in your search — one who's going to be thinking about keeping an eye out for new opportunities and an ear open for fresh possibilities for their reference-able friend: you. 

It's wins and grins all around. 

Now, this doesn't work for just any old person you meet on the street. There's probably a pretty good match between people you'd take to lunch and those you could ask to be a reference. So my advice would be to stick to asking those you know well enough. 

Being realistic, the widely offered and deeply wrong advice from the past decade that you should try to extract favors, concessions, names, jobs, and career assistance from people you've only met over the phone is not only useless, it can be counter-productive to your aims by antagonizing your broader network. 

By making your networking about compliments, you'll find it pays dividends. 

Never lose that skip in your step, fire in your belly or twinkle in your eye!

We're on fire and this company is doing amazing things to build for the future. 

From our wonderful FSO Family have a GREAT weekend, be happy and… Love Life!

Mitchell D. Weiner

Chief Happiness Officer  

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“ Genius is eternal patience” — Michelangelo
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Ted Tuesday: Rita Pierson— Every Kid Needs A Champion

"Simply outstanding and relevant to all those who dare to struggle and dare to win in the game of Education."

Good Morning Folks,

On this Ted Tuesday, I'm excited to share this inspiring talk from Rita Pierson.

Pierson, a teacher for over 40 years, has seen all sides of education. Both of Pierson’s parents and grandparents were teachers, and since 1972, Pierson has taught elementary school, junior high school and special education. According to Pierson, the most important component of learning – what keeps kids in school and passionate about reaching their goals – is simple: relationships. “Every child deserves a champion,” says Pierson,”an adult who will never give up on them, who understands the power of connection, and insists that they become the best that they can possibly be.”

Rita Pierson is one of the best educators i've ever seen! Her powerful voice is also inspiring me. I bet this talk is strong enough to stimulate the educators all over the world!!

She has such a passionate, compassionate, witty way of bringing her ideas through! She made me think about the teachers I had who were there for me and my class mates. Our champions...I will never forget them.

Rita Pierson, a teacher for 40 years, once heard a colleague say, "They don't pay me to like the kids." Her response: "Kids don't learn from people they don’t like.’” A rousing call to educators to believe in their students and actually connect with them on a real, human, personal level.

Indeed, it’s heroes just like Pierson and the educators we honor today that are these very champions. “Is this job tough? You betcha,” says Pierson. “But it is not impossible. We can do this. We are educators. We are born to make a difference.”

I hope you enjoy Pierson’s TED Talk as much as I did.


Have a GREAT day. Love LIFE!

Mitchell D. Weiner
Chief Happiness Officer

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"The question isn't who is going to let me; it's who is going to stop me."

~~Ayn Rand

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Ted Bonus: A Talk to Cheer You Up On Hump Day

"Take a moment this Wednesday to be thankful for all the wonderful things in your life. "

Good Afternoon Folks,

I thought that on hump day something to lift the spirits would be in order.
Louie Schwartzberg’s TEDxSanFrancisco talk “Nature. Beauty. Gratitude.” from June 2011 is an excellent mediation. 

Schwartzberg’s talk is a beautiful embodiment of these virtues, and while it’s not a typical presentation, there are certainly elements in it that we can use to better ours.

Most of the power in Schwartzberg’s presentation lies in his use of visuals. Arrestingly beautiful video plays in the background as an accompaniment to his words. Smartly, he avoids use slides riddled with bullet points and words, instead harnessing the power of the incredible photography and video he has collected over years. His visuals fit ideally with the topic at hand, and they do a great job of keeping the audience enthralled from start to finish.

With that said, take a moment this Wednesday to be thankful for all the wonderful things in your life. As Brother Steindel-Rast points out: we so rarely take time to look at the sky and at the faces of other people. Spend a few moments this upcoming holiday season letting gratefulness wash over you, and allow yourself to fall in love with nature’s enduring beauty.

For I am deeply thankful and grateful for all of you reading this right now!

Have a GREAT day. Love LIFE!

Mitchell D. Weiner
Chief Happiness Officer

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"The key is to keep company only with people who uplift you, 
whose presence calls forth your best." - Epictetus 
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Ted Tuesday: Dan Pink— What Motivates People

"You should watch this because it is influencing the conversation about what makes a great workplace. It can help you do a better job as a boss" 

Good Morning Folks,

On today's show, career analyst and author of the best-selling business book Drive, Dan Pink, examines the puzzle of motivation, starting with a fact that social scientists know but most managers don't: Traditional rewards aren't always as effective as we think. Listen for illuminating stories -- and maybe, a way forward. 

The talk contains the substance of this book. If you're a boss or concerned about leadership, you need to become familiar with that message. The ideas are important. Pink's rendering of them, for good or ill, will define and influence the discussion of motivation in business for quite a while. He does get the big picture right. He says that people would prefer activities where they can pursue three things.

==> Autonomy: People want to have control over their work. 

===> Mastery: People want to get better at what they do. 

==> Purpose: People want to be part of something that is bigger than they are. 


Pink delivers many key ideas that matter. 

Key Idea: There is a difference between extrinsic and intrinsic motivation. 

Key Idea: Intrinsic motivators are more powerful. 

Key Idea: If you use monetary rewards to get people to perform the way you want, those rewards may have the opposite effect. These are important things for a boss to know. 

Bottom line: "You should watch this because, it is influencing the conversation about what makes a great workplace. It can help help you do a better job as a boss."

Now let's join Dan Pink for "The Puzzle of Motivation."

Have a GREAT day. Love LIFE!

Mitchell D. Weiner
Chief Happiness Officer

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“People may not always remember what you said, 
but they will always remember how you made them feel."
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TED Tuesday: Forget Mindfulness.Try Nevermindfulness: Bruce Turkel at TEDx

"At FSO we strive to surprise, delight and WOW you every day. Our brand is not about what we do, but built on what we can do for you."

Good Morning Folks,

My friend Bruce Turkel, whom we featured here recently, makes brands more valuable. He's worked with Bacardi, Discovery, Philips, MetCare, Miami, spoken at MIT and Harvard, and discusses branding on FOX Business.

In his TED talk "Forget mindfulness.Try nevermindfulness" he helps us understand that a brand is more than just a logo or a sign; that it is the entire experience of interacting with a company at every touchpoint. He argues that great brands make themselves all about you whereas less successful brands lose touch with the customer by having it backwards.

At FSO we strive to surprise, delight and WOW you every day. Our brand is not about what we do, but built on what we can do for you.

Have a listen to Bruce's brief talk. It can change how you approach your job and how your leaders can better understand their challenges.


In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)

Want to read more from Bruce? Visit his blog at TurkelTalks.com

Have a GREAT day as I look forward to seeing all of you soon.

Mitchell D. Weiner
Chief Happiness Officer

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 "“Customers are hard to build and easy to loose”

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"TO DO"

"At FSO, we want our employee's "to do" lists a short as 3 words 

"Make Clients Happy." 

Good Morning Folks,

Those of you who follow me on LinkedIn and Twitter know that I am a big fan of J.T. O'Donnell and her CAREEREALISM.com blog.

Today J.T. offers some suggestions on making daily "to do" lists and proffers what they should include. Sometimes writing the little things down to follow up with are the only way I can get them done.

Of course at FSO, we want our employee's "to do" lists a short as 3 words "Make Clients Happy." 

My Top 10 daily involves quite a bit to do with calling clients, making marketing calls, following companies that are making the news in my industry and making calls to them, identifying and speaking to top candidates and (since I work in recruitment) sending top candidates to clients. At the end of the day I give myself a minute to clear my thoughts.

From a sales guy's perspective:

1. Sell Something Every Day  

2. Create a new Customer or Grow an Existing Client every Day 

3. Set Appointments 

4. Conduct Appointments 

5. Follow Up from Appointments 

6. Target New Opportunities  

7. Inspect that your team is doing the same things 

8. Monitor 

9. Manage 1

10. Measure (3M's)

But J.T.'s list that follows has real practical implications to a wide group of workers (and job seekers too)as it fits your present needs. Others might have different priorities for the day. That might relate both to industry as well as to career stage. But I think the primary "common factor" here is that we should create for ourselves a daily routine of tasks to complete to remain sharp and satisfied.

J.T. Blogs, "I’ve never shared this list with anyone until now. It’s the list of ten things I try to do every workday. Yes, there are days when I don’t get them all done, but I do my best to deliver. It has proven very effective for me. They are:

• Read something related to my industry.
• Read something related to business development.
• Send two emails to touch base with old colleagues.
• Empty my private client inbox by responding to all career coaching questions within one business day.
• Check in with each team member on their progress.
• Have a short non-work related conversation with every employee.
• Review my top three goals for my company that are focused on it's growth.
• Identify and execute one task to support each of my top three goals.
• Post five valuable pieces of content on all my major social media accounts.
• Take a full minute to appreciate what I have and how far I’ve come.

Very interesting list, not only does it focus on staying updated with your industry but encourages networking with old associates which becomes a lesser priority to many individuals. It also reminds you to connect with your employees on a personal level that will encourage a friendlier atmosphere.

We often become too busy with what happens in our life that we forget to take time to thank those that help us. We should put this into practice more often and see how this small gesture makes our day.

I would add a few extras to J.T.'s list

1. Compliment someone. 
2. Do a favor without being asked. 
3. Listen before thinking. 
4. Think before speaking. 
5. Encourage someone. 
6. Remember there is life outside work.

When done with todo list: Breathe deep, put on some music or not, go outside, get a breathe of fresh air, sit by lake or serene location, look at the stars, give thanks, think or pray for those that are gone, you miss or are less fortunate than you and count your blessings.

These simple efforts leads to great results.

Have a GREAT day as I look forward to seeing all of you soon.

Mitchell D. Weiner
Chief Happiness Officer

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"You have two hands. One to help yourself, the second to help others."
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Ted Tuesday: The Science of Stage Fright (and how to overcome it)

Interviewing for a job? First day in a management position addressing your team? In the military and standing up in front of dozens of soldiers and trying to maintain your composer while trying to keep trying to keep their attention and respect? How scared do you get before speaking in public?

Good Morning Folks,

One thing can strike fear into the heart of the fiercest warrior, the most powerful CEO and the smartest person in any given room: having to speak in public. The thought of it makes the palms sweat, the heart beat faster and the limbs start to shake. An estimated 75% of people have a fear of speaking in public, and it’s something that nearly everyone who takes the TED stage must work hard to overcome.

 Mikael Cho

Heart racing, palms sweating, labored breathing? No, you're not having a heart attack -- it's stage fright! If speaking in public makes you feel like you're fighting for your life, you're not alone. But the better you understand your body's reaction, the more likely you are to overcome it. Mikael Cho advises how to trick your brain and steal the show.



This TED-Ed lesson, the science of stage fright, just might help. In the lesson — which is taught by educator Mikael Cho and directed by animator Robertino Zambrano of KAPWA Studioworks — looks at stage fright not as an emotion, but as a physiological response. In other words, it’s not so much something to be overcome as to be adapted to.

“Humans are wired to worry about reputation. Public speaking can threaten it,” says Cho in the lesson. “It’s the fight-or-flight response, a self-protective process seen in a range of species.”

The lesson explains exactly what happens in the body before speaking in public and, of course, gives suggestions on how to calm stage fright. The obvious: practice, practice, practice. The not-so-obvious: stretch your arms above your head before you go on to trigger a relaxation response in the hypothalamus. (Yeah, it kind of reminded us of Amy Cuddy’s idea of power posing too.)

The best way to not get stage fright is to not care what people think about you to begin with. The easiest way to do that is to simply run through the worst possible scenario that's outside of your control, then ask yourself "So what if this happens? Is it THAT bad?".

Now, of course, you may end up in a loop by imagining worse and worse scenarios as consequence, but remember that we're talking about stuff you can't control. The moment you reach something that you DO control, imagine you make it!

Have a GREAT day as I look forward to seeing all of you soon.

Love Life!

Mitchell D. Weiner
Chief Happiness Officer

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“Truth alone will endure. All the rest will be swept away before the tide of time.” ~~Ghandi.

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Inspire ME Friday: Be A Rock Star

 “Every employer is out to find the 'achiever' - 'the one who can get the job done', 'the superstar who can make a difference'.

Good Morning Folks,

Hiring people and evaluating talent is one my most challenging responsibilities as a leader. Finding rock stars among them is even trickier.

People always present their best selves in an interview and resume. Often times, I've found someone may look great on paper but if they lack the intangibles, they will be doomed for failure. I like people who can communicate, can verbalize or put to paper their thoughts, and see things from the customer's perspective.

That in mind, to inspire you this Friday and to usher in the weekend on a high note, I am sharing Lou Adler’s excellent performance / leadership article “12 Ways to Spot a High Achiever” that should be a litmus test for "employees you should keep".

Every employer is out to find the 'achiever' - 'the one who can get the job done', 'the superstar who can make a difference'. 

Rock stars in their discipline will float to the top and create their own opportunities by their capacities and their drive. Amazing people like rock stars always look to improve, streamline and make things better and more efficient. That's what gives organizations efficient, building competitive advantage and market share.

But, you can be a high achiever until the cows come home. However, if you work for a company that doesn't recognize high achievement and is unable/unwilling to allow a high achiever to progress and move up, it doesn't matter. At that point, the high achiever moves on.  

And that’s exactly how FSO is finding rock stars and building teams that will forever shine above the rest. Because here we DO care about the training and motivation that’s required to offer an employee a sustainable, fulfilling career. Where going to work is fun whereas previously employed by our competitors, it has been the other way around.

Now over to Lou:

As part of my day job, I run a company that trains recruiters and hiring managers on how to attract, assess and hire top performers using Performance-based Hiring. 

Being pretty cynical and somewhat analytical, the following is how I go about spotting a high achiever. (Note: job-seekers can use this information to make sure the Achiever Pattern is easy to spot on both your resume and LinkedIn profile if you have it. If you’re not quite there yet, use these tips to find a job that offers you the chance to get into this elite 25%. See point 6 below for the importance of this.)

==>They've been assigned difficult challenges ahead of their peers. 

The best people, including engineers, accountants, and sales reps, plus everyone else, are typically assigned tasks, clients and projects that are normally given to more senior people. If it happens regularly, especially during the first year of each new job, you’ve found tangible evidence of the Achiever Pattern.

==>They volunteer or ask to be assigned to projects over their heads. 

A person needs a lot of confidence to take on a task where they have little or no experience. If they’re successful at it multiple times, the person deserves double bonus points.

==>They’re put on important multifunctional teams. 

Managers assign their strongest staff members to critical team projects. Look for a consistent pattern, including teams growing in size, importance and impact over time. This is great evidence of strong team skills, as well as the Achiever Pattern.

==>They get a chance to demonstrate their abilities to more senior executives. 

Managers put their subordinates in front of a company exec to both demonstrate the manager’s good judgment, and to help the subordinate get more exposure.

==>They get promoted more rapidly. 

Look for promotions due to exceptional performance. More proof: a consistent track record of increasing responsibility at different companies.

==>The reason they change jobs is long-term career focused. 

For each job change, ask the person how they got their new job, why they changed jobs, and if these objectives were met. Changing and accepting jobs is one of the most important decisions a person can make. Make sure you hire people who have made them wisely.

==>They’ve established and achieved major goals. 

Rather than asking about a person's goals, ask first about the biggest goal they’ve already achieved. Then ask how they’re going about achieving their next one.

==>They’ve been rehired by a former manager. 

Top managers tend to rehire their best subordinates from previous companies.

==>They rehire their former subordinates. 

Ask more seasoned managers if they’ve ever hired someone they’ve worked with in the past. Top people follow other top people.

==>They’re the “go to” person inside their department. 

Find out where the person has been recognized for outstanding work and where they’ve coached others. Map this to what you need done.

==>They’ve received formal recognition outside of their department. 

The best people have reputations beyond their department and function. It could be a company award, a white paper, a fellowship, speaking at a conference, or assigned for special training.

==>They were mentored and /or mentored others. 

Just ask, and look for a continuous pattern. Then find out why, and the results.

Many times candidates overlook these important factors, so it’s up to the interviewer to seek them out. Once you hire a few top people this way, you’ll realize it’s worth the extra effort.

Love Life!

Have a Happy, Healthy and COOLER Weekend,





Mitchell D. Weiner
Chief Happiness Officer  


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"Success is getting what you want. Happiness is wanting what you get."
-- Dale Carnegie
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Lou Adler (@LouA) is the creator of Performance-based Hiring and the author of the Amazon Top 10 business best-seller, Hire With Your Head (Wiley, 2007). His new book, The Essential Guide for Hiring & Getting Hired, (Workbench, 2013) has just been published.