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Anyone Can Become A Real Estate Investor




Many feel that an investment in real estate is something that can only be done by other people. That it’s enough to rent an apartment and get by, as anything more is too difficult. But Michelle Vega has spent a lot of her career proving that all have equal opportunities and possibilities when beginning a real estate journey, and not just to own a new house, but also to turn that house into a form of income.

Hailing from the heart of New Jersey, Michelle always had dreams of making it big. She started into the world of employment at the young age of 13, when she began helping her grandmother manage her flower shop. The experience she gained in this fast paced environment enabled her to create career goals for her future at an age when many people don’t yet understand what it means to hold down a job. Michelle Vega used her skills to take on two, part time jobs during high school, and was set on working in a life of sales afterward. After graduating, she moved to North Carolina on a hunt for bigger and better opportunities. Despite deterrents and roadblocks, Michelle never slowed down, and used every hurdle as a way to learn something new, or otherwise better herself. Experiences working for other companies eventually brought her to the realization that the only way to realize her full potential would be to eliminate ceilings created by other employers. She set out to get her real estate license, and, very soon, began a career as an entrepreneur.

But Michelle Vega’s motivation for making it big in the real estate field wasn’t just so that she could become a successful entrepreneur. During the journey that had led her into her new life, she’d seen that there was an untapped market of home buyers. Buyers that reminded her a lot of herself. In her search for employment and opportunity, she had found herself held back many times due to the simple fact that not everyone would make time to assist those just starting out. It meant more work and guidance, and many people were not willing to put in that extra effort.

Later in her life, when Michelle Vega entered the real estate field, she vowed to attend to this portion of the market that she felt was being neglected. She realized that there were people everywhere that had the same questions she’d had, and were being largely ignored because of this extra attention they would need. She didn’t plan, however to simply sell these people houses. She wanted to help them make decisions that could give them a new life. Personally, Michelle had begun purchasing homes with the intent of using them as investment properties, and it hadn’t taken long for her to see the long term benefit in this strategy. She wanted to help others who had been in her position to do the same. With this goal in mind, she began focusing on the groups of people who needed the most help. People who hadn’t had the chance to develop a high credit score, people with student loans, people with pending immigration statuses…she invested the same amount of dedication into these lives as she’d put into her own, and immediately began to see results. In 2019 alone, Michelle Vega sold 130 houses. Shortly after, she began creating her own team of Realtors, and, in 2020, they sold 230 houses. With the numbers still rising, this team has surpassed 300 homes in 2021. But she didn’t just sell these people houses, she provided guidance and mentorship to them so that they could use their properties as investments rather than just homes. In fact, this is what Michelle Vega loves the most about her job.

“I love the ability to change lives. If I help a single mom today, making $13/hr buy her own house, even if it’s not the dream home, she can make an investment in her family’s future. In a year (the way the market is trending), she can sell that house for a profit, and buy another. Or start buying rental properties with the equity she has acquired.”

Over 90% of these homes have been bought by first time home buyers and those immigrating from other countries. Many of these people may struggle to find employment that will get them ahead in life, but Michelle is proud of the fact that she is able to help these families set themselves up for a better future by guiding them through the process of real estate investment.

Rosario is from New York and has worked with leading companies like Microsoft as a copy-writer in the past. Now he spends his time writing for readers of

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The Ultimate Guide to the Essential Social Skills in Business




Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).

Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.

In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.

According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.

There are several key components of EQ that are particularly important for success in the workplace. These include: 

Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.

Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.

Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.

Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.

Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.

A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.

Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.

And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.

In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.


Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.

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