In the corporate environment, retail, advertising etc. the justification for the pleasure with a subliminal block from the sub emotion of guilt stemming from the absolute emotion of fear must be introduced via a ‘you deserve it’ trigger. “Chocolate is bad for you but you’ve worked all day and instead of shooting heroin you have an innocent chocolate bar while you watch American Idol instead of working on those reports for the office”.

Two things: first the severity of the action was off balanced by a similar vice but with far worse complications and side effects and second guilt was not taken away just places on the lack of follow through with the reports so we blame American Idol. Now, the action of eating chocolate while on a diet is justified and innocent compared to the distractions of the idea of heroin addiction and the guilt displacement of associating that to the ‘fear’ of not getting the reports done.

Obviously ‘heroin’ was a bit over the top but in an attempt to memetically anchor this concept into the reader’s day to day definition of guilt and pleasure an extreme example typically works. I’ll bet the next time you want to go out for a drink with friends you’ll tell your spouse, “I’m going out with friends to have an innocent drink and conversation. It’s not as if I’m going to a crack house to shoot heroin with thrice used syringes from a hepatitis infected pimp, HIV infected hooker and homeless man with slimy growths populating the space of his body”. They’ll be so shocked at this reality check that they’ll be thankful that all you’re doing is going down to the corner pub for a quick drink with friends.

One could use this process to persuade and/or justify telling an executive he/she needs to come on Saturday instead of going to little Johnny’s baseball game. First: what is more severe and where can the category emotion be placed? Maybe: “Its horrible that Ned was just let go. Did you hear about that? (let it settle in for a few seconds so that the target can visualize and feel how Ned must feel and just hope he’s not next. You’ll know the visualization and feeling is complete because the first mechanism of fear is ‘banter’ so just as you see him/her inhale for a breath before responding interrupt with…) Oh! By the way I’m going to need you to come in for a few hours on Saturday. I know it’s short notice but hey, it could be worse, you could be Ned and without a job. Besides, it’s because of his department that you need to come in and clean up this mess.” There, coming in on Saturday seems light in comparison to losing your job and you won’t take the blame because the emotion attached to the idea of coming in and missing Johnny’s game was displaced on a department where they are making cuts.

This concept has parallels in marketing, corporate environment and even the home front. Master this art and you’ll never need to argue or debate your point again.

The generalized concept of ‘strategy’ evolves as it is applied to various situations. Strategy is the application of a combination of tactics to act as the catalyst to alter a current reality with a predetermined end result within a particular environment. A tactic acts only as an ingredient to the collaborative formula and when applied to a unique environment it becomes a strategy. One place where corporate strategy is ultra-important yet almost completely absent is with board member or senior executive interviews. Many executives have great references with a solid resume but eventually have quirks that are not easy to define but negatively affect their duties. These quirks can be discovered early if the executive with the final recruiting decision has the proper skillset.

The following will give some insight into the collaboration of limited verbal and nonverbal response concepts that will yield optimal success in achieving the best recruit (The application parallel political genres as well). This example is from a European globalization and political relationship build that we did for a technology company seeking an expedited entry to the upper echelon of their industry. The first thing that needed to be done was a well pedigreed board that could bring a legion of turnkey contacts for distribution, diversified strategic alliances and legislative influencers for political inclusion to enhance contractibility.

We went through over 200 extremely qualified candidates and after a series of lower management interviews he was the client’s top choice for this board position. Our credit and criminal background check came up clean, his career positions checked out as advertised in his CV, his university and extracurricular activities during undergraduate and graduate school were documented properly and made it easy to check on in a thorough manner and his personality won him over with every manager within the client organization. With all this positivity around him, it was our firm’s job to uncover: weaknesses, overlooked inconsistencies, quirks that will come to a head down the road, insecurities, patterns in behavior that will contribute to hindering employee, partner, board and client relationships etc.

My goal in this case became a process of uncovering soft spots in the armor and their contributors by building a psychological profile based on nonverbal interruptions and involuntary primal brain rooted responses. In this report I’ll walk the reader through my thought pattern in a series of stages within a controlled environment to try to uncover any nonverbal contributors in a play by play format.

First, when in a situation like this one must consider the collective racial, ethnic, nationality, sub regional, traceable familial, educational and current associated (at a minimum) contributors that played a part in the psychological makeup of the target and from this information you can initiate the necessary baseline from which to use textbook analysis. Here we go:

On the day of the interview my receptionist calls to tell me the candidate has arrived and I proceed to comb the CV one more time looking for ammunition to start my profile with special attention to his: surname, extracurricular activities, choice of major and minors, theses topic, motivation level (overachiever, find cause of this insecurity and contributors). I start out light so that my idea of him remains objective. I put the CV down and begin to walk to the lobby. On the way to the lobby I analyze the contributors that I’ve uncovered thus far: surname: German, CV states that he’s bilingual meaning he is most likely a first generation, because of his age I speculate his family immigrated in the 1960’s. What caused his family to move at this time (sub thought: religion: non-Jewish, most likely Christian, more specifically Lutheran.)? I recall researching the 1960’s economic slowdown of West Germany (sub thought: limited labor due to east/west division) brought new minister of economics, Karl Schiller, a strong proponent for legislation that would give the federal government and ministry stronger influence to guide economic policy. University Major: Political Science, University Minor: Asian History, GPA 4.0, Extracurricular activities: club crew (this particular school had an official crew team meaning he either didn’t make the team or he enjoyed the sport at his own terms without the pressure of organization). MBA from and Ivy League university with a focus on business management but with a laundry list of political and economic related associations that were reputed to be top notch, he was an overachiever (sub thought: overachievers are such due to a strong insecurity, insecurity from the feeling of fear of not being prepared, statistical evidence demonstrates overachievement stemming from guilt for hiding homosexual tendencies stemming from overzealous parents with a persuasion leaning to the right in political and religious ideology). I come to the turn in the hallway and as I pivot and turn left I assess the possible baseline established from the CV and the contributors thus far: Caucasian, German, late 40’s, statistical height 5’11 (general height statistic for males of European decent), religious conviction is Christian, immigration to the US was motivated by political shift and economics, exceptional education and high IQ, enjoys competition at his own terms, dislikes regiment discipline, interested in the political sphere with a noncommittal curiosity of the east, thrives in environment with unlimited access to intellectual stimulation, self-starter, overachiever with a currently undetermined insecurity.

Walking into the lobby I know that I need to find out what that insecurity(s) is as well as the catalyst that created it and the trigger that will set it off. As I walk in I go in body language mode. I need to study his walk pattern and overall posture. The lobby is large so as I enter I blurt out his name (fake name in this case) “Bill!”, I see a man in the far corner stand up, I stop to bring him to me, to slow him down I act like my cell phone got a text message, my head goes down to look at my phone, he automatically takes the trigger that he’s not rushed and slows down (sub thought: he’s indirectly impressionable). I slightly raise my head and focus partial peripheral vision on his walk and notice the following: left hand casually in pants pocket, right hand sways slightly then up to his face and his index finger forms a pulled trigger position and clears his nasal passage on the right, then the left, he’s wearing a traditional blue suit with a red tie, shoes are expensive, slightly worn but polished and black with a matching belt, his left foot slightly turns in as he walks, hair is thinning, blonde, no facial hair. When he is within arm’s length of me he reaches his right arm out to shake my hand, I give in (my giving in gave him a sense of dominance) he grabs my hand tight and holds it a few seconds longer than is comfortable (sub thought: he’s establishing position at the intro, his extended hand squeeze and gleaming eye contact force me to counter) and as he is about to let my hand go, I squeeze and place my left hand on top of the shake and pull back to release the hand and to counter this attempt to take control of this process, it works. As we walk back he initiates small talk, this is a prototypical subconscious response to stress so I know that whatever he says is garbage and I begin to assess the walk in the lobby: left hand in pocket, right hand is moving, he is right handed (doesn’t mean much now but maybe it will in our interview), right hand came up to clear the individual nasal passages (sub thought: it’s not flu season nor is it allergy season) I glance at his face as we are walking together and notice subtle hints of perspiration, the nasal flaps are pink, at this time I’m wondering if it could be the WASP executives drug of choice, the blue suit is expensive and well maintained (affluent financial earnings allow for costly garb and upkeep which supports his financial claims but I need to see the past two year tax returns for validation), the red tie is reputed to be a power color(sub thought: interesting choice of color. Western Christian associations with red are sin, sex, the devil and anger. Does he have a temper? What are the rage triggers?), left foot slightly turning in at the forward push of each step (I glance at his shoes) non corrective, it’s not a limp and there is a unique mark of wear on the portion of his foot that comes down first (sub thought: this is not a recent injury) with one more glance I see he’s severely flatfooted as indicated from the broken arch and slanted leather shoe heal (sub thought: he was brought up on a flat urban landscape as a strong, high arch is created when children walk barefoot and in various terrains, typically suburban, potential liberal persuasion introduced tolerance of many well off inner-city Caucasians) , matching black belt and shoes demonstrates attention to detail and fashion and in combination with the clean shave and perfectly combed blonde hair and magnetic personality I believe the root of the insecurity that perpetuates his overachievement mentality is becoming quite clear (sub thought: glance at his hand, no wedding band, combination of characteristics introduces a strong possibility of an alternative lifestyle which is not a problem if he’s out of the closet but could pose a major issue for longevity if he’s in denial do the statistical unpredictable and reckless lifestyle that comes from this combination of age and denial).

Walking into my corner office I walk behind my desk and leave him to choose from two different chairs in front of my desk, one is directly across from me as I sit in my chair and the other is slightly to the left which means I would have to adjust my position for a solid visual during our conversation, he chooses the left (sub thought: another unconscious attempt by a seasoned executive to take control of the meeting, as I sit I slightly move in the direction which makes it even more difficult for an easy eye to eye visual and I just start talking, he then moves to the other chair again demonstrative of an intelligent person that is voluntarily controlled with an indirect trigger. I make a mental note). He settles into the chair with a straight spine, shoulders back without flexing the latissimus dorsi or pectoralis muscle groups, hands gently placed on the knee of his top leg crossed over the other at the thigh. His seated position demonstrates an educated and confident senior executive, well bread, seasoned with cultural interests and there is nothing alarming about the position with the exception of the current position of his chin that doesn’t match the rest of his seated position as it is unnaturally lowered almost covering his throat (sub thought: natural primal brain triggered defense mechanism to guard the jugular when emotionally in defense mode, upon further examination the defense is harmless and executive is not in offensive reactionary mode which would display flexed latissimus dorsi and puffed out pectoralis muscles, another primal brain response prominent in less educated lower level managers with multiple insecurities and a reactionary fear trigger and as expected, as he relaxes the chin comes up and his seated position reflects the intellectual and emotionally evolved executive that is spelled out on the CV).

By now I’ve begun to establish a very solid baseline from which to construct a profile. As we start to talk I try to keep it relaxed with chit chat but during this small talk I’m sure to continue with the profile by finding out his ‘tells’. A combination of factual and creative trigger questions to cue eye movement patterns. With each response I’m looking at his eyes and their movement with each answer and I’m also paying close attention to the micro expressions that offer the involuntary and automatic response before the verbal response and a fraction of a second after the question is issued. Another thing I’m paying close attention to is his body position shift, hand movement, leg adjustments and also skin color and breathing shifts that come with each question. Even with the solid baseline his eye movement is very text book: looking up and to the left visualizing constructing or imagining visually and typically lying, eyes turned directly left shows auditory self-check ‘Does it sound right?”, and down and to the left is almost purely kinesthetic where he’s checking out feelings. Eyes turn up and to the right means visually remembering images, direct right recalling sounds and down and to the right kinesthetic and having internal dialogue. (Reader note: it is not typical for an individual to offer up such a standard eye tell. Last time I saw such a textbook display was with a corrupt political official that was familiar with the basic concepts of body language. In cases where the target has a command of this model it is important to go back to the original baseline and start over using customized methods based off of that specific baseline that does not use the traditional eye pattern chart).

Now it’s time to critique the strength of the critical faculty to gage his decisive nature and test for pressure points that trigger impressionability. The last thing a company in rapid growth mode needs is a highly paid, public entity board member that is controlled by the fickle nature of the emotions. The conscious mind must be strong and evolved to control the sway of flimsy decision making that comes with one ruled by the emotions. Emotionally charged people lack an analytical or intellectually evolved control over the primal brain, also referred to as the hypothalamus; this is the ancient part of the brain which stores natural instinct and is the part of the brain we share with animals. The primal brain is raw, survival driven, also conducts the drive behind sex, pleasure, fight or flight, instinctive nurturing and other basic animalistic, non-analytical segments of reactionary emotional rudiments that operate in the undercurrent of the subconscious. (Reader note: The term ‘Hypothalamus’ is Greek in origin which means under chamber (room) and contains multifunctional micro nuclei. The hypothalamus is located above the brain stem, below the thalamus and is responsible for the metabolic processes and other actions of the autonomic nervous system, secretes neurohormones (hypothalamic-releasing hormones stimulating pituitary hormone secretion. An important fact to consider with this entire process is that this portion of the brain controls temperature, hunger, thirst, fatigue, circadian cycles and sleep).

When triggering a reaction from the primal brain the questioning must be in line with its functions. The questions must be geared toward emotional triggers to stimulate the animal instinct in the target. When the primal brain outweighs the analytical, modern evolved boundaries of the brain common physical characteristics when negative emotions arise such as (but not limited to): red face, clenched jaw, chin to chest to cover the throat, forehead wrinkles, leg, hand and body shift and breathing patterns are interrupted. In this case, we were dealing with a well-intentioned candidate that pressed the full throttle button on his intellectual evolution with maximized scholastic study with extracurricular activity rooted in the arts (specifically in this case: poetry, theater, calligraphy and painting) . The combination of intellectual expansion of scholastic acceleration and the multifaceted emotional reflection that quiets and calms the raw instinct of the ancient brain is what sets men like this apart from mainstream executives who are stuck in the rat race.

What I found was that his instinctive response was intact and readily active but because of his reflective nature, a learned skill, his decisions had tremendous bearing throughout his career allowing him to contribute a unique ‘intellectual street smarts’ to the companies in which he was affiliated making him a double threat to the competition by injecting a social instinct that made him a networking machine and by default he grew a substantial contact base that catapulted him to the forefront and is a major player in the industry.

Our meeting when surprisingly well and he was certainly the man for the job and was eventually hired. I took my profile and sent it to the client with a background assessment including future deliverability hypothesis based on the track record and projected scalability of his negotiating and networking trend as well as the triggers that would help them cue the instinctive portion of the brain for those streetwise needs during they’re globalization process. As for the insecurities, their initiators and ongoing activators to drive the workaholic overachievement were rooted in a clash in cultural identity from his family immigrating to the US from Berlin at an impressionable age without a structured assimilation which led to loneliness, minimal male counterparts during development years triggering sexual confusion and initiating a bi-sexual curiosity. His parents, strong Lutherans, a mother without a spine, over dominating and ruthless father enhanced the potential genetic ready openness to homosexual tendencies but due to political, religious and social conservative convictions instilled on him by his parents he was unable to accept his sexual reality. The inability to come to terms with these tendencies left an emotional and spiritual void that was filled with constant personal reflection, obsessive need to bring order to the controllable aspects of his life and all in all his future employer would be a direct recipient of the ongoing need to fill this void. In this particular case the target’s weaknesses were of a nature that contributed to his ongoing development, dedication to that which he applied attention and a virtual 24/7 work schedule as he attempts to fill this unquenchable need with everything but that which could satisfy. The possibility of longevity at this pace is unlikely but we assess a minimum of a ten year timeframe for the employer to capitalize. Statistically, men like this will eventually come to terms with their inclinations which bring closure and extinguish the need to search for activity to fill the void as one’s acceptance of the self and it’s complications leads to harmony within and an immediate byproduct of this internal peace is the chasm closes and insecurity based workaholic characteristic simply fizzle out.

The expertise for the above assessment are not typical of traditional executives and companies are better off seeking the specialized skillset of a consultant with a background in: corporate globalization strategies, PSYOP-type research and facilitation fluency, legislative and corporate alliance building, body language fluency, subliminal and subconscious trigger identification with cue initiation comprehension and execution fluency, articulate verbal communication and a full comprehension of dominating and subservient concepts and counters. I found that when our client roster is too demanding to take on new clients I’ll refer some of this work to associates with a background in combative counter intelligence and interrogation that are retired from various governmental intelligence agencies but have assimilated and fully adapted the use of their processes to the civilian marketplace.

Finally, the above strategy is useful in large scale crisis management counter measures and can assist in identifying critical relationships for concept infusion to a niche within a populace with a ‘trickle down’ action specifically in media venues with a following that fits a general profile for information delivery. Finding the influential, establishing a baseline, uncovering insecurities, offering a temporary fulfillment to satisfy an emotional void and delivering content to hold the target up on a pedestal to enhance legitimacy and open the ears of their following can expedite crisis management response results as part of a collective collaboration.

Quantum theory, 1900 brainchild of German physicist Max Planck, is the hypothetical basis of contemporary physics that explicates the nature and behavior of matter and energy at the atomic and subatomic level. Planck was awarded the Nobel Prize in Physics for this theory in 1918 but over three decades multiple scientists contributed to today’s concept of quantum theory.
Quantum Theory has spawned alternative reasoning that steps outside the restraints of the traditional scientific method where the end result must be replicated and predictable as we are finding that the idea of result anticipation and intention affects the experiments at the subatomic level.
Intention and anticipation affect the end result due to the individual’s action of ‘focus’ on the atomic structure that materializes and creates the individual’s reality in that very moment.
Today in economics and the corporate strategy sector of economy development we can look at this intention and anticipation as an opportunity to create the reality for others.
Consider the following psychological stimulants that are traditionally overlooked by interior decorators and marketing strategists. We are stepping outside of the prototypical ‘advertisement’ and call to action to emotionally entice and lure the customer into the illusion of reality without buyer’s remorse or the hard close or frivolous spending on promotional dollars:
i. The psychological properties of color are most obvious and a must when critiquing the buying energy of a retail location. Remember cloth on tables, wall art, wall color should all cater to the induction. What mood are you trying to create? Red caters to physical and in a positive setting subconsciously attaches to emotions relevant to physical courage, strength, warmth, energy, stimulation and excitement but can have the negative affect of aggression, strain and defiance. Yellow caters to the emotional part of the mind and if prompted negatively can stimulate fear, emotional fragility, anxiety and even suicidal tendencies but via positive prompt yellow trigger creativity, friendliness, emotional strength, optimism and extraversion. The list of colors and the psychological components attached to this visual stimulant are endless.
ii. Soothing background music with target directed speakers using auditory healing codes from the Solfeggio Frequencies: 01 = 174 Hz, 02 = 285 Hz, Ut = 396 Hz, Re = 417 Hz, Mi = 528 Hz, Fa = 639 Hz, Sol = 741 Hz, La = 852 Hz and 09 = 963 Hz. Obviously these frequencies work best when applied via stereo headphones but when played beneath a layer of comforting music you’d be surprised how quickly this concept can ease the critical making faculty and turn a ‘potential’ customer into a ‘buying’ customer.
iii. Sales associates should be trained to use basic neural linguistic programing as the art of suggestion can go a long way when creating revenue. Associates should be trained to use terms like: “I would like to suggest that _________.”, “It’s good that_______.”, “I wouldn’t advise you to ______ until ________.” Or “I wonder whether you are aware of ______.” Just to name a few.
iv. Know how to read eye patterns of your potential client to measure their level of suggestibility or response. Eyes up to the right is visual recall, eyes direct right is auditory recall, eyes down to the right is auditory playback, eyes down and to the left is feeling (in simplest terms), a client’s eyes direct left is auditory construction and up and to the left is visual construction.
v. Mirroring the client is typically a rapid rapport builder, don’t be obvious or this method is counterproductive but subtle mirroring is a rapid way to harmoniously mesh with a client and in a short period of time they will be subconsciously mirroring you, then guide them to the purchase. Mirroring is a form of P.W.A or Perception Without Awareness. A fun way to demonstrate the power of P.W.A is to go to a friend or stranger and just say, “I would like you to think of two simple geometric shapes like a square but it’s your choice” (more than 80% of people will not even consider a square after this statement). Now put your hands to your chin to make your hand formation look like you’re praying, make sure one hand’s fingers are in a sloping horizontal position and the other in a circle shape. You want them to see this but don’t make it obvious or it loses it’s effect; they will see it passively and it will register in their subconscious mind. Then give them a couple more seconds as you keep your hands in that position as if you are concentrating. Then say, ‘You were thinking of a circle and a triangle, correct?” You are going to be right 90% of the time.
vi. Texture and feel of a product is crucial and for the relevance of this one should research Harry Harlow’s, Wire Mother Experiment where young rhesus monkeys chose the soft terrycloth pg the surrogate mother without the ability to render food over a wire surrogate mother with a sustainable, automated feeding mechanism. The monkey’s innate response was to seek out the comfort of texture over sustenance.
We have not even scratched the surface of the subconscious triggers that contribute to optimizing the buying brain but hopefully this opens up a new element to your individualized economic stimulus plan. Stay tuned for more strategies derived from the out of the box philosophy inspired by Quantum Theory.

Corporate strategy is an amalgamation of ambitious yet responsible creativity drawing from academic calculation and tried and tested knowhow that is applicable to the industry and current environment in which the entity exists. For public companies longevity begins with the innovation, vision and alliances brought to the table by the CEO. Founders should rarely be considered as viable ‘C’ level candidates as a professional executive with extensive ‘in the trenches’ pedigree, battle wounds and emotional callouses are a necessity to absorb the swings of the public market place. Tactful response to the drama and negativity that will almost certainly interrupt steady progress is a must and a calm demeanor with a crisis management strategy ready for instant implementation will demonstrate to shareholders that a solid command is at the helm of the company to minimize stock dump or overly emotional liquidation based off of hype rather than fact.

Public companies will function within the business model of their particular industry category but this will only, at best, temporarily stabilize the structure while the realities of global economic uncertainty will hold its globalization, scalability and market share hostage to mediocrity. The existence of a corporation under the delusional philosophy that a company can prosper via net revenues generated by the fickle nature of in-house sales alone will quickly be stamped out by a strategically managed competing entity poised for optimal globalization and diversified profit centers that are not exclusive to one singular target market or geography.

(Note: With public mergers or shell mergers, asset injection in the form of outside equities and hard assets minus encumbered hindrances must be within the initial 6 to 12 month window initiated at the onset of the takeover. If you are the new majority equity holder in a public entity with the goal of turning the organization around a ‘dividend’ strategy will assist in pre-merger investor retention and support.)

Organic growth is no longer a reality for microcap or international commerce figureheads as growth through acquisition and subsidiary merger is the surest way to appropriately expand a company with properly implemented diversification as a protectorate against major industry dips or competitor roll up making a global giant out of a collection of similar corporate concept organizations beneath the umbrella of one unified super-corporation that will ensure the demise of any unprepared entity.

A publicly traded company, for stock price and volume volatility control, outside of the obvious focus on product/services/brand development, should by default automatically evolve as a holdings company within its particular industry subsector and stand out as a corporation that is on the bleeding edge of development with special attention to promoting unity within their industry beneath the beacon of their leadership. A merger/incubation program for solid, profitable yet management lacking organizations is a minimal prerequisite for a public company with the goal of transparency and longevity. A strategy of this nature can easily expand into an automatic investor dividend solution using a spinout model.

The basic ‘rule of thumb’ formula for a public company will start with the basics below:
- Solid leadership (C level, board, advisory, legal, third party accounting oversight for spot audit and accounting principles etc.)
- Multipronged crisis management and publicity strategies for proper information distribution
- Investor relations both in-house and outside consultancy for proper investor communication and reputation management from the company to the marketplace
- Business broker relationships for M and A identification, negotiation assistance and legwork (industry standard commissions will typically minimize salary overhead)
- Strategic alliances to help shoulder the burden of cost associated with expedited expansion
- Scalability templates and processes should be customized to achieve new market entry at a more rapid while simultaneously streamlined manner
- At the forefront of the corporate leader’s mind one must respect the day trader and long-term investment buyer as this is the individual that will make your growth and vision a reality, therefore at the end of the day quarterly and annual reports must be handled with the utmost integrity and white gloves as the unforgiving mob mentality of shareholders will lose patience with a management team that takes their support for granted “the shareholder is king”.

Attention New CEO: “There will always be the continuously negative and the bias naysayer but a true corporate leader will see the value in this and take the opportunity to create an environment that contributes to the comfort ability of niche buyers that assist in overall daily trade volume and stock price rebound. Shareholders will love you, they will hate you, they will blame you, praise you and when you get positive press they will most likely say you wrote it yourself or the information is tainted but a business model seasoned with the above will enable haters to vent while the stock price grows and strengthens. Don’t fall for the emotionally draining ups and downs of public opinion. Do your job. Keep your nose to the grindstone, manage your strategy, make use of proper counsel and communicate via transparency with shareholders and in combination with the starting point strategy above growth will be an automatic byproduct of your business model.”

One of the most critical realities that a CEO of a public organization must face is the process of and decision to die; death not in a physical sense, rather a snuffing out of the ego. Ego driven entities always fail and those who lead organizations under the false pretense of arrogance soon find out that this arrogance is nothing more than a temporary ‘fix’ to filling an emotional void within themselves with rapidly evaporating gravel. Emotionally led people lack stability due to the swings generated by the primal brain, a reactionary pleasure seeking portion of the mind offering the fight or flight, animalistic yet un-evolved action center.

One who leads with the ego distracts those he manages through the blindness of the emotions. Staring through a decision making lens corroded with the decay and grime of ongoing emotional inhibitors disallows the visual clarity that comes with a more evolved analytical perspective that ‘responds’ rather than ‘reacts’. A ‘response’ takes into consideration timing, tact, concept evolution, perception and has, at all times an eye towards the future. A ‘reactionary’ expression is fueled by all areas of the un-evolved ego: pride, insecurity, pure emotion, fight or flight and other regrettable and consistently damning actions no longer relevant yet still genetically present today from prehistoric man.

With the evolution and intellectual development of man comes the development of the analytical skills that allow one to dissect information and critique various responses before an idea can crash through the minds recently evolved critical faculty and plunge into the reactionary, animalistic primal brain which will spew forth an ocean of emotion driven reactions with universally negative outcomes.

Decision making via calculated and analytical processes minus the emotional cancer causing agents that cloud and stunt a corporation’s longevity and prosperity will attract strategic alliances, create comfort zones for much needed investors and streamline expansion strategies due to tactical templates designed by a C level executive that can think objectively without the collateral damage stemming from emotional reaction.

Nothing is more important to entity stabilization, globalization and investor confidence than the reputation of the corporation. Reputation drives the collective progression of the above as this is the corporate divine trinity that will make or break the efforts of those seeking domination within their industry niche.

There are two kinds of response to crisis management when the character of a company becomes the target of defamation: direct and indirect. The direct is the ‘face’ response issued to the media, press releases, blog posts, twitter and other social media venues and so on. The response must be calm and controlled without finger pointing or victim mentality response. The indirect response goes much deeper and will seek out the root defamer and issue a different kind of response.
Intelligence gathering must be both active and automated by in house and outsourced initiatives.

The process of an indirect response is issued via third party sources which carries more of a psychological element that will collapse defaming organizations from within as this is a well-balanced, calculated, tactical while strategic issuance of consequence and warning.

The process begins with the paralyzation of targeted senses: visual, touch and hearing. The first is to enter an organization and corrupt from within. This is done beneath the radar of site. The first lesson taught to women in self-defense situations that center around rape is to off-balance the opposition by eliminating the sense of site. In a self-defense situation this is done by placing both hands on opposite sides of the attackers face and pressing the thumbs into the eye sockets of the perpetrator, when enough pressure is applied the eyeballs pop. This is applied in a corporate situation with a series of management distractions while other sources enter the organization. For example: you find out that the CEO of the company that is spreading rumors about you has a pesky cocaine habit and he’s stealing money from the company’s coffers to feed this addiction. The first thing would be to engage bloggers and start the rumor mill. When management is scurrying to respond the next step would be to research and initiate contact with the CFO, COO and the sales manager and sales force. Initiate rapport and then make an aggressive recruiting effort to pick the cream of the crop from the company. Losing the C level management will damage their stock price if publicized properly, the rumor that C level management could be leaving will distract the corporation even more making entry into the organization that much easier and once you’ve begun to inject poison into the sales force the house of cards will begin to collapse and you simply step back and let it happen.

The sales force is an important target because sales are the lifeblood to an organization. Take away sales and you take away the capital position of a competitor. Another important detail that comes with a sales force is the globalization potential done via strategic alliances (another good target if you can’t get to the sales force), diminishing alliances and distribution channels is another crippling process that needs to be the next step in responding to the initiator of defamation.

Next, the sense of touch will be easy to take away once site is depleted. The process is a matter of putting present and future opportunities for stabilization and expansion out of reach for the entity targeting you. taking away confidence in their capabilities by planning the seeds of cancer in the minds of the distributors and alliances pertinent to their growth is the best tactics. Once confidence is lost, move in and take over the alliances for your own expansion.
Hearing is the final sensory mechanism to engage in an opponent that has taken it upon themselves to target your reputation. By completing the first two actions they will, by default, no longer be in the ‘know’. Tidbits of information that are crucial to market preparation and market lowdown will no longer be available to them once trust is lost. When a company loses its position as an insider, it’s just another corporation in the rat race trying to make it and fight for distribution and investor confidence. The organization will fall into the ‘last to know’ position by default of affective application of the above tactics.

No one asks to be the center of controversy or to be the target of defamation. Having a response on deck will enable your company to engage the individual/company head on with a strategy that will work to recoup your reputation while sending a message to the other vultures waiting to take you out of your position.

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Tuesday, 18, 2011 (Manhattan, New York) Princeton Corporate Solutions Inc. announced their $0 fee IPO facilitation program to eager corporations ready for a big 2011 at their 11 Penn Plaza location in New York City. PCS Inc. will be offering multiple IPO and public offering services to qualified companies in the United States and abroad that will allow solid entities to enter into the public market place to raise capital and globalize their concepts and distribution.

“We will be offering an all-encompassing S1 filing solution which includes the PCAOB audit by a qualified third party, board of directors recruitment and elections, strategic alliance identification and facilitation, market maker attachment and even post public investor relations”, says company CEO, James Scott, “we will also stay onboard to help the company realize optimal expansion and expedited growth with mergers and acquisitions.”

With a $0 down price tag, what’s the catch? “We will only be accepting profitable companies, no startups, in rapid growth industries with a portfolio of assets. The companies need substance.” explains Mr. Scott, “Our compensation will be paid with a reasonable amount of equity”.

Public offering solutions that will be offered in addition to the direct S1 filing services will be: reverse mergers into public shells and an innovative ‘incubator’ program that will assist companies with virtually instant trading symbols to raise capital while under the watchful and protective eye of PCS Inc. and their legal and financial team. “Our incubator program is extremely unique as it allows companies to raise capital almost immediately and operates within the same perimeters of traditional M & A” says James Scott, “companies get the instant gratification of being able to raise capital in the public markets with all the exposure of a custom tailored investor relations and publicity program and while in the incubator we will fine tune their company so that they can eventually step out from underneath our umbrella and prosper internationally”.

To find out if your company qualifies for Princeton Corporate Solutions Inc.’s $0 fee, all inclusive public offering solutions visit their website at www.princetoncorporatesolutions.com or call them at 267-233-0183

Princeton Corporate Solutions Inc. announced their $0 fee IPO facilitation program to eager corporations ready for a big 2011 at their 11 Penn Plaza location in New York City. PCS Inc. will be offering multiple IPO and public offering services to qualified companies in the United States and abroad that will allow solid entities to enter into the public market place to raise capital and globalize their concepts and distribution.

“We will be offering an all-encompassing S1 filing solution which includes the PCAOB audit by a qualified third party, board of directors recruitment and elections, strategic alliance identification and facilitation, market maker attachment and even post public investor relations,” says company CEO, James Scott. “We will also stay onboard to help the company realize optimal expansion and expedited growth with mergers and acquisitions.”

With a $0 down price tag, what’s the catch? “We will only be accepting profitable companies, no startups, in rapid growth industries with a portfolio of assets. The companies need substance,” explains Mr. Scott. “Our compensation will be paid with a reasonable amount of equity.”

Public offering solutions that will be offered in addition to the direct S1 filing services will be: reverse mergers into public shells and an innovative ‘incubator’ program that will assist companies with virtually instant trading symbols to raise capital while under the watchful and protective eye of PCS Inc. and their legal and financial team. “Our incubator program is extremely unique as it allows companies to raise capital almost immediately and operates within the same perimeters of traditional M & A,” says James Scott. “Companies get the instant gratification of being able to raise capital in the public markets with all the exposure of a custom tailored investor relations and publicity program and while in the incubator we will fine tune their company so that they can eventually step out from underneath our umbrella and prosper internationally.”

To find out if your company qualifies for Princeton Corporate Solutions Inc.’s $0 fee, all inclusive public offering solutions visit their website at www.princetoncorporatesolutions.com or call them at 267-233-0183

Oddly enough, to understand the mind of an executive, CEO, CFO or qualified company founder one must first look at the reality of death. Until the executive faces this mandatory prerequisite for entre into a legitimate process of going public, globalizing a concept or merging into or acquiring an organization one must look into the mirror and ponder the necessity of death.

I don’t mean death in a physical sense I mean death to the egoistic mind that is innate in man, death to self-centered nature that has allowed you to get to where you are now but will stunt your abilities to go any further, death to the belief that your high IQ will open doors (McDonald’s employs more Johns Hopkins certified geniuses than any other employer on the planet, without street-smarts, a staggering ‘emotional’ IQ and a portfolio of contacts that can gag a horse you’re nothing but a cast skin that will shrivel beneath the rays from the sun and your ashes will be blown into infinity where no one will even remember your name), death to the emotional triggers that cause you to ‘react’ rather than deliver a calculated and strategic response, death to fear of unbridled leadership and accountability (put up or shut up and get out of the way), death to the escape of using amateur terms such as ‘I didn’t know’, ‘I never got the documents’, etc. (you’re now the end all and be all, are you up to the task and the responsibilities of being held accountable by global alliances, a board of directors or shareholders?), death to the misconception that you can create, grow and fund a powerhouse entity on your own (the roadside to success is littered with the rotting carcasses of self-proclaimed ‘lone wolves’ and other mind midget wannabe’s, don’t be another cautionary tale, retain the services of professionals and employ qualified help).

Once the executive has considered and executed the above they will be better suited to assemble a qualified team to journey into the darkness of the rabbit hole. The ability to adapt is strengthened when one dies to that which restricts him. The smart executive will depend less on his strengths as a facilitator of services once qualified people are in place giving him the opportunity to hone his skills by memorizing tactics and executing these strategies in a way that customized to each individual situation, dilemma and obstacle, the execution of tactics is strategy. Tactical memorization allows one to use these processes as templates in which one can apply diversified obstacles to formulate strategic solutions. It is important to realize that the case law and theories learned at the university level offer a decent (not exceptional) platform in which to begin research into how to go about using these theoretic processes in order to come up with qualified plans/strategies that deliver optimal results any time, any place.

A successful executive will use more ‘emotional IQ’ than the 1904 Alfred Binet version of intelligence. I have yet to see a successful adult that has come out of a junior high gifted educational program. Emotional intelligence encompasses everything that is needed in order to succeed in both business and life. It’s the a ability to bring in a right brain communicative/creative mentality into a left brain analytical environment with the ability to speak a left brain language while bringing the solutions that can only be formulated with a creative mind.

Death, in this case, means closure. It is the zen moment of clarity that allows one to see their strengths and weaknesses in a new light which allows them to move forward in a manner that is true and honest first to the self and then to those on the outside. Death means to be in a constant state of self-awareness and intellectual/social development that will absolutely make you a force to be reckoned with and one whose consultation and advice will be sought out by those who see the empirical successes that litter your path.