Do you see a little of Maynard G. Krebs in yourself?

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach

Reinvent Your Career

“The secret to a resilient life in our kind of world is in knowing how to recycle yourself, over and over, letting go of what is no longer you, taking on new strengths, and shaping new chapters for your life, guided by your own emerging vision." - Frederich Hudson, Pamela McLean 

Job security has gone out the widow! The future is not the same anymore. Getting ahead in a volatile and unpredictable economy means engaging in a self-makeover with new social media and highly developed emotional intelligence skills. Don’t fear change – embrace it!

People in career transition in these continually volatile times are aware of the need for resilience, and reinventing themselves to thrive and flourish in the new economy. Now career changers must rebound and take the next steps for a sustainable future. They must refocus, get inspired and be creative to align their purpose and passion with the ever-changing needs of the marketplace.

You need the courage and reassurance that the right actions will help you reach your goals. Success awaits those who remain optimistic, and creatively pursue new and rewarding career directions.

Face Your Transition Fears

I was recently working with one of my San Francisco Bay Area executive coaching clients. We talked about his focusing on discovering a better sense of self, including his core values and identity. He was energized and motivated to ignite his entrepreneurial spirit.

Most importantly we focused on his overcoming fear, and discovering a sense of purpose...what was truly important to him. He pondered on the following powerful questions. Who am I and what are my core values? What is most meaningful in my life? What am I trying to do with my life? Do I feel fulfilled in my life? Do I use my talents to the fullest extent? Am I realizing my dreams? Positively reinventing yourself can bring happiness and career fulfillment.

Overcoming fear is one of the most difficult things we can do as part of our career development.  Worry is an unproductive human activity. Fear is a test of commitment and a way to focus your attention on answering the question: “Is this what I really want?”  For example, when we want to start something new, like a career change, we hesitate. Here’s how to move through it.

Courage is resistance to fear, mastery of fear – not absence of fear. – Mark Twain

The Comfort Zone

Facing our fears means stretching ourselves, and stepping outside our comfort zone. Begin by acknowledging the boundaries of your comfort zone. By moving in and out of your current comfort zone, you can grow and expand the size of it. Focus on doing something important to help break out of your comfort zone. You can then renew your emotional resources, and then prepare for another push forward. With persistence you can stretch your limits. 

Shift your attention to the positive and remember why you are doing what makes you uncomfortable. Think how facing your fears could be the best thing that ever happened to you. If you view it positively, fear is a gift. It’s an opportunity. It’s your body saying you’re about to step outside your comfort zone. Give yourself permission to grow, and to become a fully expressed human being. 

“Fear is adversity tested. The way to overcome fear is to train oneself to be emotionally and mentally fit. How do you approach adversity? Reflect on how you manage your emotions. Find your best emotional pattern and condition it to handle adversity. The way to deal with fear is to find a way to get outside yourself. This usually means living a life of gratitude.” - Tony Robbins

Visualize the End Goal

If you want to overcome your fear, focus on the end in mind. Visualize your ideal career. Visualize yourself in your new job. Visualize happiness and success. Expect a positive outcome. 

Focus on what you feel the most passionate about. Commit to your most important result. Concentrate on what you want. Don’t waste your emotional energy on what you don’t want!  Olympians practice Visual Motor Rehearsal (VMR). They preview their events in their mind which optimizes their body’s performance. Focusing on success creates success in business and life. 

Fail Well

If you have not failed at something, you’re not trying hard enough. If you want to be successful, you have to give yourself multiple chances to fail. It’s been said that success is the first attempt after failure. The biggest failure is to not try again. The more chances you take, the greater the chance for eventual success. Setbacks can help you make future strategic moves.

Take Risks

When you risk, you loosen your hold on what you’re certain of and you reach for something which you’re not sure of, but you believe is better than what you have. Without fear, there is no courage. Thing big and eliminate your career limiting beliefs. 

You have to give up something familiar in order to learn, grow and change. This can feel uncomfortable.  However, living a life in hesitation, avoidance and procrastination is no way to live. Just ask yourself, “What is the worst that can happen?” 

Self-confidence

Let fear energize you to face the challenges head-on.  Keeping your self-confidence and optimism high is critical. By revisiting past successes, strengths and accomplishments, you can move forward and conquer your fears. 

Developing a positive sense of self can help you take prudent risks. Peak performance requires confidence.  A positive attitude can overcome fear. Erase the tapes of negative self-talk. Avoid all self-doubting thoughts which turn into self-doubting language. 

Fear can stem from a lack of confidence. This may be the result of a lack of experience of trying something new. For example, you may have been afraid of driving for the first time, but after you gained some experienced you gained confidence. Act strong until you feel brave. Let your fear energize you to action. 

"Respect yourself and others will respect you." - Confucius

Action Plan

Ask yourself, “If I want to make this change, what do I have to gain as a result? What’s on the other side?” Can I really stick it out in this job for another five years? If I don’t leave now, when will I leave?”  Focus on your past successes and achievements. They are sources of strength and encouragement. 

Make a list of some of your key accomplishments and then list the barriers to overcome. Write down specific action steps you need to take to overcome them, and then apply those lessons to your current situation. Set a deadline when you will stop analyzing the situation and begin to write an action plan. Determine which decision will lead you to achieving your goals. Take your action-plan and chunk it down into small steps so that there isn’t any room for failure. 

Concentrate on one step at a time. If necessary, pretend that you have the courage to overcome the anxiety with a “fake it ‘till you make it” approach. Say to yourself, “I’ll just do it.” 

Be careful with whom you share your fears and dreams. Make sure you choose people you trust, that can provide helpful advice and encouragement. Prayer and meditation can also be a tool to address fear, stress and anxiety. Muster the courage to feel your fear and do it anyway. The result will be increased self-confidence to tackle new challenges.

Summary

If you want success in your career, you need to build your confidence and overcome fears. Don't give up! Start with a thorough assessment of your values, skills, interests and abilities.

Focus your efforts on your areas of interests and abilities, and develop an action plan by specifying goals and objectives. It is only by focusing on your strengths that you can truly obtain fulfillment and success in your career. A professional career coach can provide objective feedback to help keep you motivated and on-track.

“Your work is to discover your work, and then, with all your heart, to give yourself to it.” - Buddha

Are you working in a professional services firm or other organization where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to reinvent themselves? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Do I have the confidence to reinvent myself and face my fears?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their transformational peak performance leadership development program.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you reinvent yourself. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

Subscribe to Working Resources FREE E-mail Newsletter:
http://www.workingresources.com
Visit Maynard’s Blog: http://www.workingresourcesblog.com
E-mail: mbrusman@workingresources.com
Voice: 415-546-1252

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach

Innovative Companies Reinvent

“Your work is to discover your work, and then, with all your heart, to give yourself to it.” - Buddha

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for the company CEO. She asked some very insightful questions to determine fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating changes in thinking and behavior.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior based on neuroscience and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation flourishes.

The VP of HR is interested in partnering with me in helping executives improve their emotional intelligence. We further discussed how high performing company executives can benefit by working with a seasoned executive coach.

Reinvention

When interviewing product managers at Google, hiring managers ranked candidates on four metrics: technical ability, communication skills, intellect and Googliness. A Googley person embodies the values of the company - a willingness to help others, an upbeat attitude, a passion for the company, and the most important, humility.

They asked two heads of engineering to identify the most important characteristic in new hires. Both responded, "humility". For one startup ascertaining humility is so important, it is the first filter in the interview process.

Disruptive companies reinvent. They don't copy and execute someone else's playbook. To be disruptive, a startup's team must cast aside preconceived notions and assumptions about doing things the "right way" and start inventing new ways.

The more time I spend working with creative and innovative companies, the better I understand that there are no templates or best practices. Agile teams face  unique market opportunities with distinct market dynamics, sales processes, competitive forces, assets and challenges.

In such circumstances, the best expeditionary force keeps open minds about the way forward. They learn from each other and the market. The first step to learning is an open mindset to new possibilities accepting you don't know everything. What got you here won’t get you to where you need to go.

Are you working in a company where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders? Sustainable leaders tap into their emotional intelligence and social intelligence skills to create a more compelling future.

One of the most powerful questions you can ask yourself is “Do we have an innovative company that reinvents itself staying true to our core values and purpose?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their leadership development programs.

Working with a seasoned cognitive executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help innovative leaders reinvent for a sustainable future. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach

Career Reinvention – Leading Yourself through Transition

The secret to a resilient life in our kind of world is in knowing how to recycle yourself, over and over, letting go of what is no longer you, taking on new strengths, and shaping new chapters for your life, guided by your own emerging vision." - Frederich Hudson, Pamela McLean

Job security has gone out the widow! The future is not the same anymore. Getting ahead in a volatile and unpredictable economy means engaging in a self- makeover with new social media and highly developed emotional intelligence skills. Don’t fear change – embrace it!

Enlightened career changers in these continually volatile times are aware of the need for resilience, and reinventing themselves to thrive and flourish in the new economy. Now career changers must rebound and take the next steps for a sustainable future. They must refocus, get inspired and be creative to align their purpose and passion with the ever-changing needs of the marketplace.

You need the courage and reassurance that the right actions will help you reach your goals. Success awaits those who remain optimistic and creatively pursue new and rewarding career directions.

I was recently working with one of my San Francisco Bay Area executive coaching clients. We talked about his focusing on discovering a better sense of self including his core values and identity. He was energized and motivated to ignite his entrepreneurial spirit.

Most importantly we focused on his discovering a sense of purpose...what was truly important to him. He pondered on the following powerful questions.  Who am I and what are my core values? What is most meaningful in my life? What am I trying to do with my life? .Do I feel fulfilled in my life? Do I use my talents to the fullest extent? Am I realizing my dreams?

My executive/career coaching client put the following powerful questions on a Post-it attached to his computer monitor. The questions served as a daily reminder to him that positively reinventing yourself can bring happiness and career fulfillment.

• If it was impossible to fail, what would be different in my career?
• What type of job/career would create meaning in my life?
• What type of company would be the best fit for me?
• What kind of company culture would ignite my passion?
• What type of boss/co-workers/team would I like to have?
• How would I create work/life balance?
• Would I be happier as an entrepreneur starting my own business?
• How much money is enough for me?

The case study that follows further elucidates the coaching process and my approach to help clients reinvent their careers.

Executive/Career Coaching Case Study

We are all trying to understand and cope with the enormous changes in our work and personal lives. Mostly we react in a positive and productive manner. However, many people are describing their lives as so busy, working so many hours, trying to balance work and personal lives that we often feel physically and emotionally exhausted.

I work as a consulting psychologist and executive/career coach specializing in helping leaders and lawyers with work- related problems. Let me tell you a brief story about a company leader I helped with a career transition.

Steve was the Chief Financial Officer (CFO) at a San Francisco Bay Area financial institution. He was seen as a high potential during his initial years at the company. Steve was referred by the Director of Human Resources for career coaching. Several employees had given 360 degree feedback that Steve was arrogant and often condescending to others contributing to a negative work climate.  Steve’s behavior was causing a morale program at work. They described the CFO as being critical and demanding. The culture of the company valued openness and collaboration. The company truly valued Steve and wanted him to be happy whether at this job or whatever he might choose to pursue.

At our first coaching meeting, Steve appeared to be fatigued, de-moralized, dispirited, sleep-deprived, and burned out.  He described himself poignantly… “My soul was asleep on the job”. As we explored his situation, Steve related how the company had been through two mergers. There was the imminent possibility of another downsizing (euphemism for firing people). Steve as well as the other “survivors” was overloaded with work.  He had resisted most of the changes, lacked motivation and his feelings were all “bottled up”. Steve was frankly not fully engaged. As I got to know Steve better, it became apparent that he had some good leadership skills, but was unhappy in his work resulting in making coworkers miserable.

Steve’s stated goal was to improve his emotional intelligence and discover work that he loved. The best way to build a healthy personality involves understanding yourself and your emotions. He wanted to become more engaged at work, but eventually to transition into a new career.

The client brainstormed various options on how he could achieve his goals. He asked if I could recommend an article on emotional intelligence and agreed to take the BarOn EQ-i emotional intelligence assessment. Steve scored low in self-awareness, happiness and stress tolerance. Our initial work focused on Steve discovering a better sense of self including his core values and identity.

Our career coaching work together transitioned into Steve learning how to delegate and collaborate with others as a way of building relationships and establishing trust. Considering the work overload, Steve felt it was important for him to learn to prioritize work based on what was truly important.  We began to talk about his values and interests and possible career options.

The client discussed the obstacles that might arise in terms of his resistance to change. We worked on Steve challenging his negative thinking about change which was the major obstacle getting in his way.

I coached Steve by role playing how the obstacles, in this case negative thinking could be managed. He learned to challenge his limiting belief by asking himself “Is it true that I am stuck and have no options”?  Steve learned to focus his energy on what he could control and to live in the present moment. I asked him what he would like to end (corporate job) and explored future possibilities.  Most importantly we focused on Steve discovering a sense of purpose...what was truly important to him. Who am I and what are my core values? What is most meaningful in my life? What am I trying to do with my life? .Do I feel fulfilled in my life? Do I use my talents to the fullest extent? Am I realizing my dreams?

As I got to know Steve better, I discovered that Steve’s real childhood love was art. And that he had gotten into finance in his 20’s as a way of making a living when he first moved to the Bay Area.

Steve created the following homework exercises that would help him develop his emotional intelligence and create the self-insight needed for a career transition. He agreed to begin the following week.

1.  Practice mindfulness meditation. 
2.  Write in my journal. 
3.  Read Victor Frankel's "Man's Search for Meaning", Po Bronson's "What Should I Do with My Life", and “Work With Passion” by Nancy Anderson.

After a few months of career coaching, the client had gained sufficient self-awareness and was more open to change.  Steve decided to do something pretty dramatic. Steve told me he was taking a vacation and going to Costa Rica to surf! I was surprised that he was passionate about surfing as it seemed out of character. Upon his return, he told me how he had come upon the idea of starting a business designing surfboards! What wonderful synergy of taking action, tapping into his essence - the love of art and creating an entrepreneurial business of his own. Finally, he was leveraging his considerable strengths of resourcefulness, love of adventure and creativity.

Steve continued to work for the company, but with a new sense of commitment. He was much more positive and happy. 360-degree feedback from co-workers indicated that he had developed more collaborative work relationships. He continued to work part-time on his decorating surfboards business with the goal to transition into his own business in a couple of years and move to Costa Rica.

Summary

If you want success in your career, you must have confidence in your ability to solve problems, practice independent thinking and decision-making and be determined to find the answers. Don't give up! Start with a thorough assessment of your values, skills, interests and abilities. Focus your efforts on your areas of interests and abilities, and develop an action plan by specifying goals and objectives. It is only by focusing on your strengths that you can truly obtain fulfillment and success in your career. A professional executive/ career coach can provide objective feedback to help keep you motivated and on-track.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to reinvent themselves? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Do I have the confidence to reinvent myself and grow?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their transformational peak performance leadership development program.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you reinvent yourself. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach

"Respect yourself and others will respect you." - Confucius

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for the company CEO. She asked some very insightful questions to determine fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating changes in thinking and behavior.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior based on neuroscience and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation and creativity flourishes.

The VP of HR is interested in partnering with me in helping create a collaborative and emotionally intelligent corporate culture based on openness and respect. We further discussed how company executives can benefit by working with a seasoned cognitive executive coach.

Brain Fitness for Leaders

It turns out that a lot of what we previously thought about the brain isn’t true.

We’ve discovered, for example, that the brain continues to grow well into our later years through a process called “neuroplasticity.” It accommodates learning by producing new neurons, cells that help transfer information.

With physical training, your body responds to demands by strengthening muscle groups. Similarly, the brain will expand (or not) depending on the challenges you tackle. That’s the good news.

The bad news? If you don’t use it, you’ll lose it.

Neurons need not die as we age. In fact, several regions of the brain that control motor behavior and memory can actually expand their complement of neurons as we age. This process, called neurogenesis, used to be unthinkable in mainstream neuroscience.

Neurogenesis is profoundly affected by your lifestyle. Your experiences and interactions can help strengthen your brain’s neural networks and cognitive abilities.

Brain-imaging studies indicate that acquired expertise in diverse areas—playing the cello or speaking a foreign language—helps expand our neural systems. In other words, you can physically change your brain by learning new skills.

On-the-Job Brain Fitness

In a November 2007 Harvard Business Review article, professors Roderick Gilkey and Clint Kilts describe the benefits of cognitive fitness for leaders:

The more cognitively fit you are, the better you will be able to make decisions, solve problems, and deal with stress and change. Cognitive fitness will allow you to be more open to new ideas and alternative perspectives. It will give you the capacity to change your behaviors and forecast their outcomes in order to realize your goals. You can become the kind of person your company values most. Perhaps more important, you can delay senescence for years.

The 11 following strategies can help you maintain an engaged, creative brain:

Expand your experiences. There are two parts to this step: First, learn more about your area of expertise. Second, learn more about outside areas. The brain stores knowledge through exposure to experiences. The more emotional the experience, the more you remember and retain.

Learn through observing. “Mirror neurons,” activated when we observe someone performing an action, help us learn new tasks and behaviors. Athletes often acquire skills by watching teammates drill, score and fumble.

Read the signs. Mirror neurons can also pick up on facial expressions, gestures and signals. You develop empathy by learning how to read other people’s body language.

Learn through mentoring. Observing your mentors helps you acquire some of their knowledge and experience. When you value their expertise, your mirror neurons are highly sensitized and responsive. Conversely, you fortify your own learning when you teach others.

Use case studies. When you read a case study that describes real customers and their experiences, you activate your mirror neurons to raise your level of understanding. The human brain is social, finely tuned to seek opportunities to connect and understand.

Take advantage of direct experience. One of the most powerful ways to gain direct experience, while also flexing your cognitive muscles, is taking a “walkabout” (also known as “management by walking around”). Taking time to talk with staff is one of the smartest leadership practices and well worth the invested time. When you share experiences, you gain a more comprehensive understanding of what happens at other organizational levels.

Use both sides of the brain. Leadership involves both brain hemispheres. The left hemisphere is the primary source of neural information for routine tasks. The right deals with novelty and innovation, including experiences and data that are less structured. The right hemisphere is more image-based and operates in the realm of metaphors. Think of this division as big-picture vs. small-picture thinking. You’ll need to master both hemispheres to successfully navigate complex business systems, even if you prefer one way of thinking over the other.

Use pattern recognition. Your brain scans your environment for patterns, discerns order and creates meaning from large amounts of data. Your organization depends on you to sift through this data quickly and assess the situation so you can determine appropriate actions. Superior pattern recognition is a major competitive advantage for consolidating learning and  simplifying information (without being simplistic).

Play as hard as you work. If you’re not enjoying yourself, you won’t stay with a task long enough to master it. Find ways to bring enjoyment to your work. Studies show that being in a good mood sets the stage for enhanced creativity and decision-making. Play improves your ability to reason and make sense of the world.

Seek out novelty. The right brain is dedicated to discovery, exploration and processing of new experiences. Newly acquired knowledge is transferred to the left hemisphere, where it is organized, encoded and made available for routine use. The more you actively engage in new experiences, the more proficient you become at learning, thus preserving cognitive fitness. When you’re receptive to novelty and innovation, you tend to be better in a crisis because you spot opportunities for growth.

Develop a beginner’s mind. Buddhists advocate developing a “beginner’s mind,” in which you step back from current thinking and conventions to cultivate new solutions. When you don’t feel compelled to have all the answers and allow for doubt, you encourage fresh perspectives.

The Brain Advantage

Make an ongoing commitment to immersing your management teams in new systems and new ways of thinking. Cognitive fitness can prove to be your most sustainable competitive advantage.

Promote a rich working environment where healthy brains thrive and your people can achieve their full potential.

Are you working in a company where executive coaches provide leadership development for emotionally intelligent leaders? Does your organization provide executive coaching for leaders? Sustainable leaders tap into their emotional intelligence and social intelligence skills to create a more compelling future.

One of the most powerful questions you can ask yourself is “Am I cognitively fit?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their leadership development programs.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders develop brain fitness. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

“Your foremost job as a leader is to take charge of your own energy, and then orchestrate the energy of others”. – Peter Drucker

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for the company CEO. She asked some very insightful questions to determine fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating change in thinking and behavior.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior based on neuroscience and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation, creativity and learnin gagility flourishes.

The VP of HR is interested in collaborating with me in helping create a healthy corporate culture based on openness and respect. We further discussed how company executives can increase their self-knowledge and emotional intelligence tapping into their intrinsic self-motivation by working with a seasoned cognitive executive coach. Executives recognize their patterns, uplift people and achieve success through significance.

Executive Coaching

“No one has to change; everyone has to have the conversation.” —David Whyte, Poet

I believe coaching is a collaborative process of providing people with the resources and opportunities they need to self-manage, develop change resiliency and become more effective. Self-knowledge is the foundation for leaders inspiring committed followers.

My clients learn how to have coaching conversations at work that inspire and engage others.
They are introspective and reflective creating a corporate culture that ignites innovation and everyone's best work. Collaboration is essential to helping people achieve their dreams, and align with the company purpose and vision.

Emotional intelligence based executive coaching helps leaders integrate cognition and emotion to make optimal decisions at work. Emotions drive people. People drive performance. Objective self-knowledge gleaned through the process of self-discovery changes our mental models and aligns them more close to reality.

Utilizing online instrumented assessments - clients set clear goals, make optimal use of their strengths, and take action to create desired changes aligned with their personal values and mission. I utilize a wide variety of assessments in my work with senior executives and am adept at helping clients develop higher levels of emotional intelligence and achieve breakthrough business results.

Competencies

Many of the companies I work with have a competency model. If not, I can help them create one that is aligned with their corporate culture and strategic goals.

Executive coaching and leadership development focuses on improving requisite competencies. The competency-based approach is research-supported, and based on the primary goal of defining the critical behaviors needed for effective and superior individual and organizational performance. Leader’s influence is critical for team climate and overall productivity

Simply defined, a competency is a set of related behaviors that (1) impact job performance; (2) can be measured against established standards; and (3) can be improved through training and development. Competencies provide an internal GPS for leaders who model requisite workplace behaviors.

Are you working in a company where executive coaches provide leadership development for emotionally intelligent leaders? Does your organization provide executive coaching for leaders? Sustainable leaders tap into their emotional intelligence and social intelligence skills to create a more compelling future.

One of the most powerful questions you can ask yourself is “Which competencies do I consider emotional intelligence strengths?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their leadership development programs.

“If your actions inspire others to dream more, learn more, do more, and become more you are a leader”. – John Quincy Adams

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders develop requisite emotional intelligence competencies. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders. 

Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

“Your foremost job as a leader is to take charge of your own energy, and then orchestrate the energy of others”. – Peter Drucker

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for the company CEO. She asked some very insightful questions to determine fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating change in thinking and behavior.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior based on neuroscience and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation and creativity flourishes.

The VP of HR is interested in partnering with me in helping create a collaborative and emotionally intelligent corporate culture based on openness and respect. We further discussed how company executives can increase their self-knowledge and emotional intelligence tapping into their intrinsic self-motivation by working with a seasoned executive coach. Executives recognize their patterns, uplift people and achieve success through significance.

Executive Coaching

“No one has to change; everyone has to have the conversation.” —David Whyte, Poet

I believe coaching is a collaborative process of providing people with the resources and opportunities they need to self-manage, develop change resiliency and become more effective. Self-knowledge is the foundation for leaders inspiring committed followers.

My clients learn how to have coaching conversations at work that inspire and engage others.
They are introspective and reflective creating a corporate culture that ignites innovation and everyone's best work. Collaboration is essential to helping people achieve their dreams, and align with the company purpose and vision.

Emotional intelligence based executive coaching helps leaders integrate cognition and emotion to make optimal decisions at work. Emotions drive people. People drive performance. Objective self-knowledge gleaned through the process of self-discovery changes our mental models and aligns them more close to reality.

Utilizing online instrumented assessments - clients set clear goals, make optimal use of their strengths, and take action to create desired changes aligned with their personal values and mission. I utilize a wide variety of assessments in my work with senior executives and am adept at helping clients develop higher levels of emotional intelligence and achieve breakthrough business results.

Competencies

Many of the companies I work with have a competency model. If not, I can help them create one that is aligned with their corporate culture and strategic goals.

Executive coaching and leadership development focuses on improving requisite competencies. The competency-based approach is research-supported, and based on the primary goal of defining the critical behaviors needed for effective and superior individual and organizational performance. Leader’s influence is critical for team climate and overall productivity

Simply defined, a competency is a set of related behaviors that (1) impact job performance; (2) can be measured against established standards; and (3) can be improved through training and development. Competencies provide an internal GPS for leaders who model requisite workplace behaviors.

Are you working in a company where executive coaches provide leadership development for emotionally intelligent leaders? Does your organization provide executive coaching for leaders? Sustainable leaders tap into their emotional intelligence and social intelligence skills to create a more compelling future.

One of the most powerful questions you can ask yourself is “Which competencies do I consider a strength?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their leadership development programs.

“If your actions inspire others to dream more, learn more, do more, and become more you are a leader”. – John Quincy Adams

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders develop requisite emotional intelligence competencies. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders. 

Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach

Executive Coaching

“No one has to change; everyone has to have the conversation.” —David Whyte, Poet

I believe coaching is a collaborative process of providing people with the resources and opportunities they need to self-manage, develop change resiliency and become more effective. Self-knowledge is key to leaders inspiring committed followers.

My clients learn how to have coaching conversations at work that inspire and engage others.
They are introspective and reflective creating a corporate culture that ignites innovation and everyone's best work.

Utilizing online instrumented assessments - clients set clear goals, make optimal use of their strengths, and take action to create desired changes aligned with their personal values and mission.  I utilize a wide variety of assessments in my work with senior executives and am adept at helping clients develop higher levels of emotional intelligence and achieve breakthrough business results.

Competencies

Many of the companies I work with have a competency model. If not, I can help them create one that is aligned with their corporate culture and strategic goals.

Executive coaching and leadership development focuses on improving requisite competencies. The competency-based approach is research-supported, and based on the primary goal of defining the critical behaviors needed for effective and superior individual and organizational performance.

Simply defined, a competency is a set of related behaviors that (1) impact job performance; (2) can be measured against established standards; and (3) can be improved through training and development. Competencies provide an internal gyroscope for leaders who model requisite workplace behaviors.

Are you working in a company where executive coaches provide leadership development for emotionally intelligent leaders? Does your organization provide executive coaching for leaders? Sustainable leaders tap into their emotional intelligence and social intelligence skills to create a more compelling future.

One of the most powerful questions you can ask yourself is “Which competencies are a strength for me?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their leadership development programs.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders end unethical gossip in the workplace. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders. 

Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for the company CEO. She asked some very insightful questions to determine fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating changes in thinking and behavior.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior based on neuroscience and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation and creativity flourishes.

The VP of HR is interested in partnering with me in helping create a collaborative and emotionally intelligent corporate culture based on openness, trust and respect. We further discussed how company executives can benefit by working with a seasoned executive coach.

Leadership Trust Deficit

Employees want consistency between their leaders’ words and actions. But only 11 percent strongly agree that their managers “walk the talk,” a 2011 Maritz poll reveals.

Fairly or unfairly, leaders’ behaviors are magnified and weighted, including their values, work ethics, integrity and perceived honesty. Employees have high moral expectations for those they choose to follow.

3 Types of Trust

There are three different forms of trust, according to “The Enemies of Trust,” a February 2002 Harvard Business Review article by leadership experts Robert Galford and Anne Seibold Drapeau:

1. Strategic trust—the trust employees have in the people running the show to make the right strategic decisions. Do top managers have the vision and competence to set the right course, intelligently allocate resources, fulfill the mission and help the company succeed?
2. Personal trust—the trust employees have in their managers. Do managers treat employees fairly? Do they consider employees’ needs when making decisions about the business and put the company’s needs ahead of their own?
3. Organizational trust—the trust people have in the company itself. Are processes well designed, consistent and fair? Does the company make good on its promises?

Clearly, these three types of trust are distinct, but they’re linked in important ways. For example, every time a manager violates her direct reports’ personal trust, organizational trust is shaken.

The Trinity of Trust

While many factors contribute to our perceptions of trustworthiness, three vital traits comprise “the trinity of trust,” writes management consultant James Robbins in Nine Minutes on Monday:

Character: What do your employees see when they look at you? How do they perceive your values, work ethic, integrity and honesty?

Competence: Employees place more trust in you when they believe you’re capable of effective leadership. This does not mean you’re the smartest one in the room—a position of superiority that, in fact, undermines perceived competency.

Caring: The most neglected ingredient in the trust trinity is the ability to show you care. Employees want to feel that they matter.

Repair the Trust Deficit

Business professors Lynn Offermann and Lisa Rosh urge leaders to do a better job of opening up to people in a June 2012 Harvard Business Review article.

 “Studies indicate that senior leaders who reveal something about their lives outside the office do so without undermining their authority,” they write, while cautioning against excessively intimate disclosures.

Offermann and Rosh offer the following tips for a balanced approach to “skillful self-disclosure”:

• Open up. During the course of your workday, squeeze in an occasional impromptu conversation with a subordinate about interests other than work, such as children’s activities, restaurants, sports, movies and the like. Share a glimpse into your personal life while taking time to listen.
• Empathize. Offer brief, personal acknowledgments of significant events in employees’ lives, such as additions to family, marriage, family death and serious illness. Share how a similar event impacted your life without overshadowing the employee’s circumstance.
• Remain professional. Share information that enhances the work relationship, yet doesn’t harm your reputation. Exercise discretion; avoid oversharing.

5 Steps Toward a Culture of Trust

Improve your connection to people and build trust with these techniques:

1.  Go on a walkabout: Walk around the office each day to touch base with individual contributors to your company’s success. While email and group meetings are important, one-on-one “face time” is critical.
2. Capture vital statistics: Learn about each employee’s life: spouse’s name, children’s names and ages, major hobbies. Use questions to elicit meaningful information: “Where are you from?” or “What do you do on your days off?”
3. Find similarities: Instead of focusing on differences, find mutual interests (hobbies, desires, career goals).
4. Ask for ideas and feedback: Trust must already be established for people to be honest with you. Ask what they need to perform their jobs better. Acknowledge that you hear their opinions and will think about what they’ve said. Don’t dismiss or argue the merits of their input; offer a simple and genuine “thanks for sharing that.” 
5. Acknowledge progress and milestones: In many organizations, problems are solved, barriers are surmounted, tasks are completed… and nothing is noted. People crave acknowledgment and recognition, so seize these opportunities to build trust.

When Trust Is Broken      

When trust is broken, take immediate steps to fix the problem instead of ignoring or downplaying it. Employees will be skeptical and/or suspicious, so choose your words carefully. 

You needn’t have all the answers or a detailed plan. There can even be a lag between naming the problem and describing what you’ll do. Just let people know that you’re aware of the issue and its impact on them, and that you’re committed to setting things right.

Identify the problem as precisely as possible. Is there an adversarial relationship between people in the sales offices and those at headquarters? Are people doing end runs around a department that has a reputation for arrogance?

Imagine what success will look like in practice. You may, for example, establish clear roles and responsibilities, an exceptions policy, a dispute resolution process, and submission and response protocols. In meetings, you can spend less time assigning blame and more time on what the staff is doing right.

With greater trust, managers and leaders can reap tangible business benefits: increased productivity, improved performance and genuine employee engagement.

Are you working in a company where executive coaches provide leadership development for emotionally intelligent leaders? Does your organization provide executive coaching for leaders? Sustainable leaders tap into their emotional intelligence and social intelligence skills to create a more compelling future.

One of the most powerful questions you can ask yourself is “How do our leaders build trust at work?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their leadership development programs.

Working with a seasoned cognitive executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders develop a culture of trust. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

Subscribe to Working Resources FREE E-mail Newsletter:
http://www.workingresources.com
Visit Maynard’s Blog: http://www.workingresourcesblog.com
E-mail: mbrusman@workingresources.com
Voice: 415-546-1252

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach

Rumors in the Workplace

Always aim at complete harmony of thought and word and deed. Always aim at purifying your thoughts and everything will be well – Mahatma Gandhi

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for the company CEO. She asked some very insightful questions to determine fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating changes in thinking and behavior.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior based on neuroscience and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation and creativity flourishes.

The VP of HR is interested in partnering with me in helping create a collaborative and emotionally intelligent corporate culture based on openness and respect. We further discussed how company executives can benefit by working with a seasoned executive coach.

Ethical Behavior

Every day all of us face ethical dilemmas. Ethics has to do with our conduct and character. Some people call character the collection of our daily habits, the things we do without thinking. But ethics really has to do with making conscious behavior choices. In any situation, we have to decide what the best action to take is.

We must ask ourselves, "What is the right thing to do?" How we make that decision determines what kind of person we are. If you operate under the “Ethics of Care” system, and you care about human beings, gossip is unethical, gossip hurts people.

Gossip

In today's world, individuals can make a single decision that can have a profoundly positive or negative effect on their family, their employer, coworkers, a nation, and even on the entire world. The life we lead reflects the strength of a single trait: our personal character. Personal ethics are different for each person but for the most part, people want to be known as a good person, someone who can be trusted. Most people are concerned about their relationships and personal reputations."

When a person hears gossip about someone else, whether they personally know that person or not, they form an image of the person in their mind. This damages the talked about person’s reputation. If the listener were to hear something else about the person or meet them, the gossip almost always comes back to mind.

Gossip consumes society. Just think about all the stories that you read on the internet.  Many of the stories are simply not true. Society balances itself through the honest exchange of ideas, but when exaggeration, misrepresentation, slander, and misuse of the internet come into play, gossip becomes a malicious exchange.

Is there a time in your life when someone had gossiped or spread rumors about you? How did you feel when that happened? After that, would you then gossip or talk about someone else? As a society we need to end unethical gossip. None of us need or deserve judgment.

Are you working in a company where executive coaches provide leadership development for emotionally intelligent leaders? Does your organization provide executive coaching for leaders? Sustainable leaders tap into their emotional intelligence and social intelligence skills to create a more compelling future.

One of the most powerful questions you can ask yourself is “What should be done about gossip and spreading rumors at work?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their leadership development programs.

Working with a seasoned cognitive executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders end unethical gossip in the workplace. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman