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Branden Condy Is Here to Leave a Legacy

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Branden Condy is a true innovator. He has made a fortune from scratch, and his influence keeps growing. Apart from amassing hundreds of thousands of loyal supporters who he is happy to mentor, the entrepreneur wants to leave a legacy that will serve as a powerful inspiration for those who choose to follow in his footsteps.

Condy’s story is a classic rags-to-riches saga. He grew up with almost nothing. He did several odd jobs, such as cleaning cars, bartending, and working as a boat boy. “I did what I had to do to make ends meet. I didn’t particularly enjoy doing those jobs, but I had to eat,” he says. Soon enough, Branden realized that he needed to completely reject the status quo and pave his own way to financial freedom.

He began studying the online space and eventually founded his online store on Amazon. “Amazon Automation was huge for me. It works on a drop-shipping principle, and it allows you to sell thousands of products to billions of people around the globe. Once you gain traction and your store takes off, the sky’s the limit. You are literally making money while you sleep, and I can’t think of anything better than that,” Condy says.

He went from a bartender to an Instagram influencer and a business owner in just 45 days. While his story is surreal, it is definitely something that can realistically be accomplished with the right mindset. This is why Branden wants to leave a legacy of motivation and knowledge to aspiring entrepreneurs who can dramatically transform their lives, much like he did.

“I want to be remembered as someone worthy of respect. And the best way to be respected is to provide value. Life is a two-way street, and if you want people to follow you, you have to give them a good reason to,” he shares.

For Condy, everything starts with confidence. He firmly believes that every new entrepreneur, or every person for that matter, needs to believe in themselves first. Then, they need to formulate a strategy that would take them where they need to go. Finally, they have to assemble a skilled team around themselves. “I can’t stress this enough: having a team around you is key. I could never grow my business as fast as I am if I didn’t have a team of dedicated and motivated people around me,” says Branden.

“I’m focused on helping people reach their full potential. I see countless Millennials on Instagram, for example, who complain about the economy. Yes, the economy is unpredictable, but you need to learn the basic principles that will help you withstand any and all changes. I want to motivate people in different areas. Working out and taking care of their health, building a business, developing their own personal style, and helping them feel more confident, this is what I’m trying to leave behind as my legacy,” he says.

His tips have been received exceptionally well. He has over 250,000 followers on Instagram alone, and that number keeps growing. People identify with Branden’s authenticity. He is someone who has been through the struggle and overcame it. Each piece of content that he shares is focused on spreading this message. If he had to choose one simple message to share with the world, the entrepreneur would go for “bet on yourself,” as he wants people to step into their power and realize their potential.

For more news, updates, tips, and motivation from Branden Condy, follow him on Instagram.

The idea of Bigtime Daily landed this engineer cum journalist from a multi-national company to the digital avenue. Matthew brought life to this idea and rendered all that was necessary to create an interactive and attractive platform for the readers. Apart from managing the platform, he also contributes his expertise in business niche.

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Business

The Ultimate Guide to the Essential Social Skills in Business

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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.

References:

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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