Imposter Syndrome: Friend or Foe?

Imposter Syndrome is the personal and internal perception that you are a fraud. It’s the self doubt that creeps up on even the most accomplished people. It can hold back individuals with high potential. It can provide an internal devil’s advocate. This fear is real, documented, researched, and manifests as anxiety. When is Imposter Syndrome […]

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You Fear Failure… So You Fail

Trying to boil the ocean? Stop! Every business needs a niche. Business start ups often result from unhappy employees going off to start their own venture. If most new businesses come with lessons from the businesses that came before them, why do most start-ups fail? The easiest way to start a business is to take […]

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How to Win An Argument — Be Wrong

You need to be wrong. We all have the unquenchable need to be right. Some of us need to be right more often and on more issues than others but the truth is we all like being right. In particular, when an issue is important to us it’s very hard for us to say, “You’re […]

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Anger and Anger Management

The Difference Between Anger and Anger Management Anger and anger management are two very different things. One is an emotion. The other is a tactic or strategy. There is a productive and effective way to manage anger but when anger gets the better of us, we often do things we regret. It doesn’t have to […]

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Google Engage Master Class

Today I am at the Google Engage Master Class. My marketing division at JTCina.com has partnered directly with Google to master Adwords for our clients. Google Adwords is all about finding a relevant audience for your product or service. Canadian Marketing agency Cardinal Path is speaking as I write this. First of all, I love […]

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Facebook profiles can predict job performance

According to a recent report published in the “Journal of Applied Social Psychology,” a person’s Facebook page might have a greater impact than previously thought on whether or not s/he is chosen for a job. Researchers found Facebook pages were better predictors of aptitude than traditional methods for screening candidates. Experts have long advised against posting too much

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