How to become successful with Bob Reina

Bob Reina serves at Talk Fusion where he is the founder and also the chief executive officer. He recently talked about how people can manage to survive in a society that is full of quitters. According to Bob, it is normal for people to fall back and get up when they are learning a new thing. He compares this learning experience to riding a bicycle for the first time. Bob Reina states that an individual may first require a mentor to help them get through the initial stages of learning a new thing. After the person starts to understand how to navigate by themselves, the mentors then let go.

 

Bob Reina states that there are, however, people who may not find the learning process appealing. The learning method is full of discouragement, discomfort and numerous roadblocks. To emerge victoriously, Bob Reina states that one should be able to endure all the obstacles that come with the learning process. According to Bob, people have over time evolved into quitters’ species. Altered schedules, bruised egos and also proneness to procrastination can shake the commitment of a person to achieve their goals. According to Bob, these reasons may at the end distance a person from their aspirations to accomplish something.

 

The process of achieving success or one’s goals is gradual and not as fast as many people hope. Bob Reina says that many people tend to give up easily for example in their marriages, diets, jobs and many others. Although instant gratification may seem the easy way out, Bob advice people to exercise patience and not to give up easily on their aspirations. One of the philosophy that the CEO of Talk Fusion uses is that “what comes easy will not last long.”

 

Talk Fusion, a firm that has its specialty in video marketing, was started by Bob Reina in 2007. The flagship product of the company was video email. Bob Reina has worked in the industry of direct selling and marketing for more than 20 years and has therefore acquired the needed skills and experience to thrive in that field. The responsibility of Bob Reina at Talk Fusion is to oversee the global success of the company through his exemplary leadership and innovative vision.

 

Bob Reina has over the years acquired a reputation as one of the most efficient and reliable leaders in the marketing industry. He attributes his success in life and career to hard work, discipline, commitment, passion and above all staying focused. Bob Reina is an active philanthropist who is involved in various charitable causes around the world. He also serves as a mentor and a role model to many upcoming entrepreneurs who would wish to become successful like him. Born in a family of humble beginnings, Bob Reina was able to work hard and climb up the ladder of success. Learn more: https://medium.com/@bobreinatalkfusion/dont-push-back-on-your-dreams-3e819343490f

 

 

 

 

 

 

RocketShip Is Changing The Way Schools Hire Teachers

Most parents have no clue whos going to be teaching their kids until just before the year of school starts. At Rocketship Education is revolutionizing the hiring proccess by letting parents help choose teachers who get accepted to teach before school begins in their charter schools.

A Washington Post, article by Perry Stein, explained the way parents are taking a role in the interview process allowing them to speak with aspiring teachers at RocketShips first school in Washington, D.C. set to open this fall.

Rocketship runs 13 schools so this isnt their first rodeo.

Co-founder and Chief Executive Preston Smith told Education Week participation of parents was always a staple of the company, which was founded in San Jose in 2007. The chain has mainly received naitoinwide attention for their personalized blended style of learning, but they have also touted parental involvement as a main feature of their strategy.

Smith stated, at each school, parents take some sort of role in the hiring proccess. Three – six parents will go through training before participating in panel interviews. Other times, the schools hold community sessions which allow parents to meet the teachers who are most likely to be offered positions.

A lot of times candidates may change their mind and walk away from the offer if htey feel it isnt the right fit. At one session, a candidate stood up in the middle of a parent involved interview. Smith noticed her leaving and asked her why she was leaving.

She said she wasnt prepared for that amount of involvement with parents, Smith shook her hand and she left. Smith stated “she made the right decision.”

Parents said to The Washington Post they enjoyed learning about candidates.

Jermaine Carter, a parent who was in an interview said “It’s a good idea to see and get a feel of who your child is going to be working with and what kind of personality they have”

While this method of vetting teachers is not common, it isnt the first time its been done. In the 1990s The Los Angeles Unified School District had parents involved in interviews for future staff members.

Why Mike Baur Left The Banking Industry And Shifted To Helping Tech Entrepreneurs

Mike Baur is a former private banker. He started in this industry while he was in his early 20s and over the course of his career he provided financial advice to some of Switzerland’s wealthiest individuals. Beginning in 2008 he worked as a top executive of one of Switzerland’s largest private banks, Clariden Leu. He says that the banking industry really changed as a result of the global financial crisis of 2007-2008. The industry became heavily regulated and doing even simple transactions sometimes resulted in a mountain of red tape. It was for these reasons that he chose to pursue opportunities in another industry.

He says that he finally left Clariden Leu in 2014. Not long after the parent company of it, Credit Suisse Group AG, shuttered its doors. Mike Baur says he misses the beautiful building he worked in while being a leader at Clariden Leu but he doesn’t miss what the banking industry has become. He is instead passionate about his new industry which is focused on helping tech companies in their earliest stages. He left behind a lavish salary, he says, but he couldn’t be happier helping fellow entrepreneurs create new business enterprises. He co-founded Swiss Startup Factory which puts entrepreneurs and their new companies through a three-month boot camp.

Mike Baur often refers to Swiss Startup Factory as a manufacturing company. He says that he helps create new companies which is a form of manufacturing. He has now worked with a lot of young entrepreneurs on whom he always impresses that they have to work really hard if they want their company to succeed. He said that while he was in the banking industry he often worked with wealthy individuals and he found that those who inherited wealth often did work very hard. They found little success, he says, because they just weren’t willing to work for it.

He also says that starting a new company is much easier than it used to be in the past, even though a lot of hard work is still needed. He points out that it’s very easy to reach consumers nowadays. A website can be up and running in no time and you can use apps like WhatsApp to easily put together a test group of whatever size you need. Mike Baur says people can access all of this for free and makes communication about what your product or service easily available.

 

Sheldon Lavin Drives OSI Group To Become a Successful Meat Processing Industry.

Sheldon Lavin is the Chief Executive Officer and the Chairman of OSI Group LLC, a food, and meat processing industry. He is also the OSI International Foods LTD president, and more so an active participant in all the company’s operations.

Sheldon has been involved with the meat industry since 1970 when the company sourced for him to finance the expansion of the meat processing facility to meet the McDonald’s need for supply. By then, the company was known as Otto & Sons and they had Sheldon as their consultant.

Sheldon became a partner of the company in 1975, approximately 43 years ago. He took part in the expansion of the company beyond the United States to places like Asia, Europe, and South America. Being impressed with the strategies and business culture of the company, Sheldon accepted to join the firm fully.

The company went on with its expansion journey in the 1980’s opening companies in Taiwan, Japan, South Africa, China, Australia, and the Philippines. It was during that time that Sheldon bought the company’s controlling interest making him the owner. Today, OSI Group has over 80 facilities operating in 17 countries.

Worldwide the company has over 20,000 employees, all working together and treated like a global family, a unique culture that Sheldon has motivated. This culture has promoted limited employees turnover, and employees work on the company for several years. By delegating responsibilities to his strong, reliable executive team, Sheldon has been able to see the company overcome the odds through making informed decisions.

Other than being a financial consultant, and a great leader, Sheldon is also a philanthropist. He is an active donor to several charities which include the Ronald McDonald House Charities, Jewish United Fund, United Negra College Fund, Boys and Girls Clubs of Chicago, National Multiple Sclerosis Society, and Inner City Foundation of Chicago, among others. OSI’s Sheldon Lavin Receives Global Visionary Award

Additionally, Sheldon has received a number of awards including India’s Vision World Academy award, the Global Visionary Award, which he received on 29th February 2016. This is an award honored to visionaries who make their dreams a reality despite the challenges. At the same time, OSI Group has acquired several awards under Sheldon’s leadership. In 2016, OSI Fodd Solutions UK received Globe Honour Award from the British Safety Council, for safe environment management. Sheldon Lavin, Chairman And CEO Of OSI Group, LLC

Sheldon is a board member of Goodman Theater and Rush University Medical Center as well as a Trustee for McDonald House Charities. OSI Group also owns Amick Farms, a producer of premium chicken products, since August 2006. The acquisition is for the purposes of enlarging the meat processing portfolio for the company. Sheldon Lavin Continues Global Expansion of OSI Group With Commitment To Green Innovations

RocketShip Is Changing The Way Schools Hire Teachers

Most parents have no clue whos going to be teaching their kids until just before the year of school starts. At Rocketship Education is revolutionizing the hiring proccess by letting parents help choose teachers who get accepted to teach before school begins in their charter schools.

A Washington Post, article by Perry Stein, explained the way parents are taking a role in the interview process allowing them to speak with aspiring teachers at RocketShips first school in Washington, D.C. set to open this fall.

Rocketship runs 13 schools so this isnt their first rodeo.

Co-founder and Chief Executive Preston Smith told Education Week participation of parents was always a staple of the company, which was founded in San Jose in 2007. The chain has mainly received naitoinwide attention for their personalized blended style of learning, but they have also touted parental involvement as a main feature of their strategy.

Smith stated, at each school, parents take some sort of role in the hiring proccess. Three – six parents will go through training before participating in panel interviews. Other times, the schools hold community sessions which allow parents to meet the teachers who are most likely to be offered positions.

A lot of times candidates may change their mind and walk away from the offer if htey feel it isnt the right fit. At one session, a candidate stood up in the middle of a parent involved interview. Smith noticed her leaving and asked her why she was leaving.

She said she wasnt prepared for that amount of involvement with parents, Smith shook her hand and she left. Smith stated “she made the right decision.”

Parents said to The Washington Post they enjoyed learning about candidates.

Jermaine Carter, a parent who was in an interview said “It’s a good idea to see and get a feel of who your child is going to be working with and what kind of personality they have”

While this method of vetting teachers is not common, it isnt the first time its been done. In the 1990s The Los Angeles Unified School District had parents involved in interviews for future staff members.