Written by: Manuel Giudice, Guest Writer Loyalty is a foundational human pillar that demonstrates both emotional maturity, and personal mastery. One of the greatest challenges of relationships in an interconnected world is lack of depth and surface level commitment. We frantically interact yet struggle to connect more deeply and develop more fulfilling relationships. By cultivating internal loyalty first, we create the conditions for detachment from any outcome. As a result, an inspired quality of being begins to emerge, and we attract more stable and mature relationships. A sound and necessary base to start from, for many of life's achievements. "Go deeper, not wider" Here are three ways you can begin to cultivate loyalty that grounds you and attract quality relationships into your life. Heart first, then the mind Gradually, our definitions of loyalty have become very transactional, and commercial. We aspire to achieve customer loyalty, employee loyalty or expect loyalty to a cause, a vision, or from a person only if they... …meet our needs… …conform to our expectations… …are willing to meet us where we are… The problem with this is that it presupposes loyalty as conditional. It is also an impossible task because there isn’t such a thing as a perfect relationship, business, or person, one that exactly matches our personal growth, evolution, and expectations. There is a better way Start with the heart first. Many of us fail to carve out time in our busy schedule to truly, and deeply, reconnect with our heart, and inner wisdom. Often, what frantically clutters our minds is a response to what is happening in our heart. For example, if we feel anxious, or stressed, our thoughts tend to turn against us, we create gloomy inner stories of job losses, isolation, and worst-case scenarios. True loyalty can’t flourish in an inner ambience that is wavering and unstable. When we are inspired and joyful, on the other hand, we begin to envision possibility, options we hadn’t considered before, and opportunity all around us. This energetic state radiates outwardly, makes us more reliable in our commitments, and draws to us people that are loyal in return, and share similar qualities. Action step Take the time to reconnect with your inner wisdom. Identify what activities rekindle your spirit. Some people prefer time alone in nature, others meditate, some dance or play an instrument, others travel. Whichever your medium, create the conditions to reconnect to your heart on a regular basis. Do not overcommit if you are not ready yet. Over time, the things, and people you commit to becoming loyal to, become loyal to you. Practice leading with loyalty Each of us comes from different life experiences and diverse backgrounds ‒ both challenging, and empowering ‒ and have learned to grow through them at our own pace and with our own methods. It comes to a point during this journey of personal evolution when we grow more deeply rooted in our personal power. Some will say, we gain confidence and experience with time. Others intuitively begin to sense our strenghts, presence, and care, and begin to lean on us as a result. Imagine a child looking up to you for guidance or support with a particular task. As far as they are concerned, you are the person that can guide them and with whom they can feel safe. Life will test your loyalty. It often happens when it is not well received, or when your personal needs are not catered for first. Although your intentions may be pure, you are being misunderstood, or even questioned for your actions, and you may have a hard time with it. If you are finding it difficult, it is because you have an expectation of reciprocation (the least they can do is being grateful for us trying, right?). It may hurt us or upset us however, it is a fantastic test of the soundness of our loyalty. And we pass the test as we inwardly grow more unwavering in our loyalty. Loyalty and boundaries A distinction is important though. Being loyal does not mean, not having boundaries, and unconditionally supporting someone even when they are acting unreasonably. It rather means that your inner state of loyal commitment to them is unscathed by their reaction. You are loyal, therefore you set clearer boundaries. For example, if something you said has caused offence because of your willingness to set healthier boundaries, it is simply a testimony of your strength of caring, self-respect, loyalty (to self), and others. Positive intention versus skilful delivery Another important distinction is that the stable ground from which loyalty can flourish is always characterised by positive intentions. Positive intention can be easily misunderstood (and often does) with skilful delivery. The latter is a competence you can hone over time (you may not be as skilled a communicator with your spouse for example, or an effective leader yet, or have not mastered the intrinsic clues in each social situation). The former (i.e., your intentions) should never be questioned, by you. They are what truly grounds you and allow you to roll up your sleeves and get better at it when your current skillsets are up to par. They give you the power and humility to apologise, and the courage to try again. Skilful delivery is a biproduct of our capabilities. Our intentions must remain unshaken. Your intentions might be misinterpreted, or unappreciated, however as far as your inner world is concerned, your integrity is untouched. Being loyal, is not something we do. It’s someone we can learn to become. Loyalty is a big deal. it connects us, it grounds us, and others can lean on it. You can be that person for the people, and causes, you care about. Action step Journal. Who, or what can you be loyal to? What tiny step can you take in the next 2/3 days to demonstrate loyalty to someone in your life? How can you do that by also setting healthy boundaries. Don’t worry about being perfect at it. Like a muscle, the more you exercise it, the stronger it gets. Go for consistency and regular reflection, over perfection. Protect your progress Life is non-linear, and the further we grow, the greater the challenges presented to us. Becoming a fully grounded and unconditionally loyal person is not an overnight event. It is rather the result of trials and errors. It requires learning to meet our needs first and designing a lifestyle and environment around us that is conducive of such a powerful process of inner transformation. Our physical, mental, and energetic health matter. Adequate amount of sleep, a balance diet, how you feed your mind through books and media, the quality of your habitual conversations, the strenght of your boundaries, time to reflect, nourish your mind and your spirit. Since your loyalty will be tested, it is easy (and normal) to fall back into negative patterns of actions or reaction. By learning to intentionally design a lifestyle, and set of habits, that uplift, encourage, and energise you, you create the space for experimentation, reflection, and recovery. Action step Energy audits. On a piece of paper (or digital equivalent), draw out a vertical line that divides up the page into two columns. Label one column as ‘Energisers’, the one as ‘Drainers’. From the following categories (places, projects, things, thoughts, people, activities) list out your energisers, and your drainers. Then rank them from the least impactful to the most impactful ones. What are the biggest drainers in your life right now? What are the greatest energisers? What small action can you take, over the next 2/3 days to begin shifting the way your environment supports your personal growth? And into a loyal and trusted person others can always count on? For more info follow me on Instagram, Twitter, LinkedIn and visit my website! Manuel Giudice, Brainz Magazine Guest Writer Manuel Giudice is a London-based Life and Executive Coach, known for his ability to transform the leadership potential within individuals and organisations. He grew up in a family of brick-and-mortar business owners in a small town in Southern Italy (Salento). The area was particularly challenging for business owners due to corruption and organised crime, very limited business support and education. These earlier experiences shaped his views about the power of the mind, resilience, and mental fitness. Graduated in Psychology and Coaching from three leading European Universities, during the last decade he built an award-winning consulting and coaching business, working with SMEs across 10 different industries and some of the planet's largest companies ‒ the likes of Shell, Oxford University Press and Verizon. Featured in Metro, the UK national newspaper, and the Business Transformation Network (BTN.tv), he is the author of weekly newsletter 'Human-centric' and has been invited to speak for JCI London (Chamber of Commerce), UCL (Save The Children), and the UA in UK Fashion and Beauty Community. His talks were described as '...very insightful and even necessary during such hard times".

Written by: Santarvis Brown, Senior Level Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. Today’s leaders face unprecedented challenges both in and outside of the office. With so much uncertainty, from the daily operations of a business as remote work becomes increasingly common to the fierce competition for talent, it is more important than ever to invest in people rather than job titles. That’s why I’m writing this article. I want you to understand how something as simple as truly seeing someone can change not only the way they see you, but also their perspective about their leadership, their coworkers, and the future of their career. Now is not the time to continue the same old, same old leadership style of years past. It is time to embrace your talent pool and invest in them as people, not just as a collective faceless workforce. Here are three leadership tips to help you focus on the individual behind the job title. Embrace Diverse Thinking In the past, business leaders strived to create a workforce full of people who thought just like they did. This practice might have led to the appearance of unity in the workforce, but really just forced people to ignore their own thoughts and ideas. Today’s leaders must embrace diverse thinking. Encourage your employees to leverage their “default settings” for the betterment of the company and understand how their thought process can help improve the way you do things. More importantly, make sure you place your employees in situations where their unique thought processes will become strengths rather than frustrations. Ask for Input Embracing diverse thinking is important, but so is putting those unique thought processes to work. Make it a point to ask your team for their suggestions, opinions, and feedback as you make decisions which stand to impact them. Make sure you actually act on that information, however, or else your employees might realize their efforts don’t change anything and stop giving honest opinions. Get to Know Your Team This might sound deceptively simple, but it’s something many leaders overlook. Take some time to get to know your team. You don’t have to spend hours talking to them about minute details of their lives, but getting a basic handle on at least their professional goals, as well as the challenges that they believe they’ll face along the way, should be a priority. Not only does this help your employees see you as a trustworthy leader while also helping you see your employees as people, but it also enables you to see growth opportunities. When you invest in your employees, the company reaps the profits of increased expertise. Understanding how your employees think and their main professional goals will also help you build smarter and more effective teams with shared visions and complementary skills. Building unified workplaces even in the midst of societal and technological change can be challenging. Understanding to see the people behind your organization can help improve morale and boost innovation dramatically. All you have to do is listen. Visit Santarvis on his LinkedIn, Twitter, Instagram, and Facebook for more information. Read more from Santarvis! Santarvis Brown, Senior Level Executive Contributor Brainz Magazine Dr. Santarvis Brown has spent 15+ years serving as a leader, innovator, and changemaker in education, showcasing in-depth insight as an administrator, educator, and program director. A noted speaker, researcher, and full professor, he has lent his speaking talent to many community and educational forums, serving as a keynote speaker. He has also penned several publications tackling issues in civic service, faith, leadership, and education.

Brainz Magazine Exclusive Interview Rosalind Panda as a Thought leader, Visionary, and Changemaker is here to inspire and empower others to do what inspires them so that all of us together can make this world a better place. She lives a life with Purpose and optimism serving mankind and benefitting the World through the fundamental elements of life e.g. Art, Technology, Creative design thinking, and Innovation. She is the CEO of Rosalind IT Services Inc, Founder of Rosalind Arts, CEO of Rosalind Constructions, Founder of ROVA Token, and the Non-Profit organization called Rosalind Prasad Foundation Inc. She is a technology Innovator, fine art artist, Public Speaker, Author, and influencer. Additionally, she is on the board of members in the non-profit organization called River Art Works. She is the Influencer in the International Association of Women, the Technology Advisor in the Next Gen Leader group, and a member of the global woman club and International Society of female professionals Organization. She is the author of the book “LET SELF BECOME THE LEADER”. You are a serial entrepreneur who has founded and run several businesses - can you tell us a bit about your current businesses and what services you offer? Rosalind IT Services company provides top-notch IT consulting across the world, IT staffing, and Recruitment service across the United States of America. My company works with clients to identify the challenges they are facing to provide tailor-fitted IT solutions in every industry such as Hospitality, Restaurant, Healthcare, Sports, Federal, Financial, Logistics, Education, Tourism, Social Media, eCommerce, ERP Solutions, and Blockchain technologies, web 3.0 technologies, Web and Mobile Application development serving small to Enterprise level Clients. As the Founder of Rosalind Arts Gallery and a well-known global fine art artist living in New York, I’m a highly versatile creator with pieces in the realms of abstract, landscape, impressionistic and contemporary, modern. Each of my paintings speaks the language of love toward humanity, inner peace, world peace, Positivity, enthusiasm, and Optimism in life. ROVA is the World’s very first real-world utility-based crypto eco-system that pays back to humanity where it spends. ROVA is an ERC-20 crypto-token built on the polygon blockchain and focused to serve humanity by providing real-world utility through amazing apps and platforms such as a food application, a blog/news application, an NFT platform, and a highly secure trading platform. The ecosystem is built to connect the real world with the features of blockchain technology with Rosalind Constructions is a company that provides Steel Detailing, Architectural Design, Interior design, connection design, etc. that utilizes CAD-based 3D modeling technology to offer construction companies and architecture firms the designs and drawings to visualize complex projects. What does being a "fine art artist" mean? As a fine art artist, I turn my aesthetic visualization into reality by using mediums such as colors, textures, patterns, and unique ways of expressing and giving my imagination a physical form. Being a creator of my thoughts to impact others’ lives positively, I make sure I put wonderful energy and spirit into everything that I create. Why is creativity so important to you and why do you think everyone should focus on finding their creative side? I believe every human being is born with this gift of creativity. We as Human beings are filled with energy that circulates in our body, mind, and spirit. Making the best use of this creative energy to inspire, impact, and empower others while living my passion and purpose in life brings true joy, fulfillment, and happiness. When all of us as individuals bring out the best through creativity which is channelized to benefit mankind it creates a rippling effect to make this world a better place. How do we serve and empower other people around us? We serve humanity through our creativity, leadership, optimism, kindness, encouragement, empathy, and wisdom. Noble thoughts make a human being. When we hold the power to impact somebody’s thoughts to see self-worth and share kindness we are empowering. Tell us about your own cryptocurrency “Rova“, how did you come to create your own cryptocurrency? I’m the Founder of the World’s First real-world utility-based crypto ecosystem called “ROVA”. This ecosystem is the solution to the utility factor that the current cryptocurrency space is lacking. Technology and innovation play an integral role in everybody’s life and it is always there to benefit mankind and makes lives easier. ROVA is an ERC-20 crypto-token built on the polygon blockchain that does make a difference with others. The ecosystem is built to connect the real world with the features of blockchain technology. Every cryptocurrency facilitates people to use it as digital currency only and has no real-world applications. If they have, they are very limited to some groups of people who know the technology and sort of computer skills. ROVA aimed to remove those limitations and apply the amazing blockchain features to real-world utilities through the crypto ecosystem. What does "NFT-friendly" really mean? Evolution is inevitable and it is happening in the stages when it needs to happen. We were using web 2.0 and now, web 3.0 is here with its amazing features of security and decentralization. In the same trend, we are now giving value to art through NFT. The ROVA crypto ecosystem included an NFT platform that is going to solve the fungibleness of NFTs. In this, we encourage the creative humankind to stay more creative and at the same time use the wonderful blockchain technology. Hence, ROVA crypto ecosystem is NFT-Friendly. For more details visit https://www.rovatoken.com Tell us about your greatest achievement in your career so far! Ans: Being recognized as a Forbes personnel, global leader, international author of my book “Let self become the Leader”, being Founder of the World’s First real-world utility-based crypto ecosystem ROVA Token, renowned global fine art artist, and future endeavors. “A great leader’s achievements are endless” - Rosalind Panda For more info, follow Rosalind on Facebook, Instagram, LinkedIn, and visit her website!

Written by: Michele Lee Occhipinti, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. From The Great Resignation to The Great Inflation to Silent Quitting to Silent Hiring. Whether virtual, hybrid, or in person. Leaders need to constantly be innovating not only in their business but in ways to motivate their team's success. The many benefits of highly motivated employees include: Increased employee engagement. Higher productivity and performance. Greater levels of creativity and innovation. Better customer service. Positive company reputation. Lower company turnover. Greater company culture. Motivating staff is a question I get quite often when coaching my leadership clients. If you want to understand how to motivate your staff, first you need to understand what motivates them. There is not one size that fits all in many establishments but rather groups of people with similar motivators. It’s putting it together to formulate the right strategy to get your staff in line to show up at their best. Below are methods you can use to outline a strategy that works to motivate your employees to be their best for your team to succeed. Understanding what motivates individuals to work in your business can empower you to tailor the options. Cultivate a team's motivation by building on its culture with these steps: 1. Employee Incentives. Incentive programs offer an external reward for productivity, work quality and other factors. These can include monthly bonuses for the employee with the highest sales, extra time off for the department for reaching specific goals or giving commissions to the employee that goes above and beyond. 2. Provide Growth. Providing opportunities that are towards the employee's goal(s) is a great way to motivate your employees. Providing an opportunity to advance can motivate employees to work harder in their current positions. Give them a reason to stay with your company. Opportunities for leadership and growth can include paying for an employee to earn industry licensure or certifications, offering an employee a promotional position or giving your employees a specific project to see to completion. 3. Create Space that is Supporting and Welcoming. An office that’s inviting and supportive will keep your staff motivated. Consider creating an open, naturally lit and aesthetically pleasing space where it’s easy for your employees to work and interact together and be inspired to provide innovation. 4. Acknowledge, Appreciate & Celebrate. Acknowledge the hard work and talent each team member provided to keep them motivated. Employees want to know their hard work is an essential part of the mission. The recognition will show your employees that you noticed and care and encourage them to want to do more. When they internally feel good about the work, they provide they will continually seek to receive the internal dopamine raised when receiving acknowledgment of their hard work. Employee recognition is more than just a thank you for doing a good job. Our brains are hardwired and continually need recognition. In fact, the recognition results in the release of dopamine. Dopamine is a neurotransmitter produced in the brain. Dopamine stimulates the parts of the brain that processes rewards and creates positive emotions like satisfaction and enjoyment. Should you have correctional feedback, begin the meeting on a positive note, provide the area of correction and be sure to end the meeting positively to show that you encourage the employee to improve and believe in them in making the change. Celebrate the success! By taking the time to acknowledge the daily efforts of your employees, you can help them feel valued and inspire them to continue fulfilling their job duties above and beyond. 5. Be Resilient. If you want your employees to take risks and be creative, you need to accept challenges. Understanding outcomes will not always go as planned. Create a culture that is resilient to challenges without judgement or criticism. The words you use is what the employee focuses on. Instead of using disempowering words use words that encourage open and honest feedback. Accept that taking risks comes with some failure. You have not failed until you stop trying. Be resilient with your staff and provide the confidence they need. Review and revise the plan. What can be done better next time? Use it as an opportunity to learn and improve, so employees feel comfortable taking risks in the future. 6. Accommodate Flexibility. Flexibility can motivate your employees. Allowing them to fulfill their work duties while also taking into consideration their personal lives. Employees want to feel appreciated and valued. Allow employees to work from home if feasible in your industry. Flexibility when something important comes up in their lives whether that be appointments for health and well-being. Babysitting issues or the like. What the employee needs to succeed. This can help an employee feel supported and valued within the workplace and motivate them to perform their job well. 7. Encourage Work-Life Balance. You want your employees to be efficient and productive, but when they are constantly overworking themselves or never taking time for what is needed such as vacation time can quickly lead to burnout. Be a leader that supports work-life balance in the workplace by encouraging your employees to take their vacation time. You can also support work-life balance by being accommodating when personal issues interfere with work. You might let an employee work from home temporarily to take care of a sick child or parent. Giving employees plenty of personal time for a death in the family or other situations can also help. 8. Support your Employees’ Mental Health and Well-being. You can boost motivation, engagement and work quality by providing what your employee needs. Having an employee assistance program that gives your staff easy access to wellness opportunities and counseling and other services that help them be at their best is a great beginning. Focus on creating a healthy work environment that supports mental health. Providing opportunities to decrease stress for your employees, which can have an impact on mental health and decrease motivation. 9. Fair Compensation. Money shouldn’t be the only motivator for workers, and generally is a temporary motivator. Once an employee obtains the money they seek, they will be looking for other motivators such as purpose. Assuring your employees are compensated fairly will drive your employees. Assure you review your current salaries and compare them to your competitors for each position within your area. Consider bumping up the pay when your business is below average. You want to meet or exceed the pay. 10. Clearly Communicate Goals and Expectations of Your Team. Create the vision. Outline the goals. Determine the Strategy. When determining the goal for your team to achieve assure you communicate clearly with your expectations of the outcome you wish to achieve. Setting clear goals and expectations for each team member will allow them to understand the important role they contribute to the mission and achieving your vision motivating them towards the success to be their best. Providing confidence in their abilities to get the goals accomplished. Understand and appreciate their world. Create a space for open and honest communication and opportunities to connect understanding where they are and what they need to succeed will build trust. A must for every leader. Assessments can help to understand what motivates your employees directly and is valuable tool to every leader. When coaching with Ack Professional we provide the essentials for you to connect and understand your employees’ direct motivators and tailor a strategy in the program towards their success. How can you tell if motivation is running low? When trust is not built with your team many may not tell you they’re feeling unmotivated, but that does not mean they are not giving signals. Pay close attention to some of the signs that indicate you need to work on improving workplace motivation: Watch for these signs that motivation is lacking in your employees: Higher rates of turnover and being absent. Employees showing up late and/or getting a slow start on their workday. Providing the bare minimum required for the job. Not contributing on project ideas or in team meetings. Withdrawing from team building and coworker activities. Mood changes and overall beliefs in the business and its mission. Not using time wisely, appearing bored and/or not caring about work outcomes. There are many additional opportunities to motivate your staff to do their best. Looking for more ways to understand and motivate your team to its success? Grow your vision as a leader by visiting our resources page. Our premier Leadership Development program provides the tools and assessments you need to formulate the right strategy to get your staff in line to show up at their best and be the leader you see in today’s world. Apply today. Space is limited. Be the best version of you. Michele Lee Occhipinti, Executive Contributor Brainz Magazine Founder of Ack Professional, Michele Lee Occhipinti is a world class peak performance leadership & life strategist, on a mission to empower individuals to preserve their integrity, raise their performance to become the best version of themselves. Michele brings decades of experience alongside executives, some at the most prestigious of Fortune 500 companies. As one of the worlds top 1% worldwide.Following her integrity, from a place that inspired her, Nantucket, passionate to empower and transform the lives and leadership to maximize full potential for ultimate success in today’s world.

Written by: Andrew David McDowell, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. I find it interesting when I hear people talk about their personal, business, and family lives as if they are inherently very different from each other. Nothing could be further from the truth. All Areas of our Life Involve Human Beings All of these categories of life have one thing in common…human beings. We each are human beings. Our work life involves human beings, whether they are bosses or work colleagues. Parents are in a relationship with another adult human being and bring up little human beings. Because of this, we are surrounded by the need for Leadership. The leadership of ourselves and the Leadership of our relationships. Leadership in all areas of our life starts with self-leadership To live out our purpose, we must lead ourselves in our life. To create the best of ourselves and create the life we intended to live. We must understand and live out our Why, How, and What? to the best of our ability. For to do so creates the joy and happiness in our life we all long for. Our Leadership is a reflection of our self-leadership To be the best parent we can be, we must model for our children how to lead their own life by showing them how we do it for ourselves. Even though your children were created by your spouse and yourself and you have a legal requirement to keep them safe, it does not mean you should project on them your own regrets, desires, and fears. They are separate human beings that have their own life journey to figure out their own Why, How, and What? To lead children means to influence them to own their life and live out their purpose as they were created to do and not control them beyond teaching them social norms and proper values to be productive members of society. Parenting is about modeling not controlling. The Number One Job of a Leader is to build self-leaders In your work life, you should find a company or create a company that has a Why, How, and What? that aligns with your own. If you desire to be a Leader in a company, be sure to understand each of your team members' Why, How, and What? to influence and align them in proper directions that will contribute to your Company’s Why, How, and What? If they are in the wrong place, talk to them about moving to a different job title, division, or company to get the alignment that will energize and engage them. Your job as a Leader is to influence and grow others to live out their Why, How, and What in such a way that you get their best efforts and engagement. To get the best out of them, you must present your best self in your efforts. Leadership is an inward journey not outward It starts with ourselves, understanding the Why, How, and What? of our life. This then allows us to be leaders of our own lives. We can’t lead and influence others until this is done. Regardless of the situation…Work, Family, Friends…it is all the same. Leading yourself allows you to lead others regardless of the type of relationships that are at play. We are all Leaders…Self Leaders. Follow me on Facebook, Instagram, LinkedIn, and visit my website for more info! Read more from Andrew! Andrew David McDowell, Executive Contributor Brainz Magazine Andy is an engineer by trade and a creative by nature. He spent 22 years with the Boeing Company, where he always felt more like a life coach than a boss. In 2002, he began his journey into entrepreneurship within a Corporation when he was asked to develop an Airspace Design Consulting business from scratch that would serve the global government market. Andy has a Bachelor’s Degree from Georgia Tech in Electrical Engineering and a Master’s Degree in Computer Information Systems from Georgia State. Naturally, his aviation work took him around the world and enabled him to work on high-profile projects ‒ such as preparing the Beijing and Sochi Airports for their respective Olympic Games.

Written by: Kosta Telegadas, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. High-volume resistance training has been widely adopted in the athletic world as a means to increase athletic performance, reduce the risk of injury, and improve recovery. Higher Volume resistance training refers to a workout regimen that involves multiple sets and repetitions at low intensities, as opposed to low-volume resistance training which involves fewer sets and reps at significantly higher intensities. In this, we will explore four main reasons why athletes need high-volume training and their overall development. Reason No.1 One of the most significant benefits of high-volume training is improved muscle endurance and strength. When athletes engage in such workouts, their muscles undergo significant stress, leading to microscopic damage to the muscle fibers. This damage triggers the body's natural response, leading to the growth and repair of the damaged fibers. Over time, this results in stronger, larger, and more resilient muscles that can handle the rigors of athletic performance. Additionally, HVSC workouts help to increase the number of muscle fibers recruited during physical activity, leading to improved endurance and reduced fatigue. Reason No. 2 The second benefit of higher volume training is improved flexibility and range of motion. This is because these workouts typically involve a wide range of exercises that target multiple muscle groups and joints. By stretching and contracting these muscle groups and joints in a full range of motion, athletes can increase their flexibility and range of motion under the proper intensity, reducing the risk of injury. Additionally, these workouts and training methodologies can help to improve posture and assist in removing muscular imbalances, thus reducing the risk of injury. Reason No. 3 The third benefit of higher volume training plays a crucial role in reducing the risk of injury. By strengthening the muscles and connective tissues, athletes are better equipped to handle the demands of their sport, reducing the risk of overuse injuries. Furthermore, increasing flexibility and range of motion makes athletes less likely to suffer from strains, sprains, and other common athletic injuries. Reason No. 4 Finally, higher volume training is beneficial in the recovery process following injury. After an injury, the affected muscles and connective tissues are typically weak, stiff, and prone to re-injury. These workouts/volume can help to rebuild and strengthen these areas, reducing the risk of re-injury and improving overall recovery time. Additionally, HVSC workouts can help to improve circulation, allowing for more efficient delivery of oxygen and nutrients to the affected area, which is essential for healing and recovery. This also in turn helps the athlete build a massive base to increase the overall health of the athlete to recover from higher intensity sessions later in the off-season or the demands of in-season sports performance How Much Is Too Much/Too Little? See the table below that details higher volume rep ranges, sets & intensities so you can apply this training to your workouts! Conclusion: High-volume strength and conditioning methodologies are valuable tools for athletes looking to improve their performance, reduce the risk of injury, and recover from injury. By providing a range of benefits, including increased muscle endurance and strength, improved flexibility and range of motion, reduced risk of injury, and improved recovery time, high-volume training is a crucial component of any athlete's training regimen. Follow me on Instagram, LinkedIn, and visit my website for more info! Read more from Kosta! Kosta Telegadas, Executive Contributor Brainz Magazine Kosta Telegadas is a leader in the strength and conditioning for tactical athletes and martial artists all over the world. He found physical training as a necessity to grow up playing sports, help prevent injury & give back to the country that gave his family so much over the generations. Coach Telegadas has a Master's Degree from the University of Miami (FL) and over 7 years of coaching experience with both professional, college, high school & tactical athletes. He is currently the Head Coach/CEO of Telegadas Performance Training and dedicates his time to make physical training programs & remote coaching accessible to all. His mission: If you stay ready, you never have to get ready! References: Biagioli, B. (2015). Advanced Concepts of Strength and Conditioning Bondarchuk, A. (2007). Transfer of Training in Sports Lascek, J. (2012, May 8). Prilipen's Chart. 70sbig.com. Retrieved February 8, 2023, from https://70sbig.com/blog/2012/05/prilepins-chart/ Verkoshansky, Y. (2003). Supertrainin Zatsiorsky, V. Kraemer, W. (2006). Science and Practice of Strength Training

Karen Cappello is a brilliant Business Strategist and Master Certified Coach (MCC); a gold-standard coaching accreditation that puts her in an exclusive group of the top 4% of coaches in the world. She is the Founder of Karen Cappello LLC and has spent the last 20+ years catering to a global clientele of Business and Executive Coaches from North America to South Africa (and everything in between!). With her magnetic energy and a truly gifted mind for business, Karen draws from her expansive business background to help her clients double and even triple their quarterly revenue earnings. Her motto? Success with ease and joy! Karen Cappello, CEO of Karen Cappello, LLC You have a very impressive resume in the business world. What was the turning point that got you into the coaching business? In a word: Burnout! I was working 60 to 70 hours a week in the corporate world, and even though I was really successful, I knew it was not sustainable. Every single day, I envisioned three things for myself. First of all, I wanted to work fewer hours, which wasn't going to be hard because I was already working so many. Secondly, I wanted to have my 'comfy clothes work days' because I was tired of wearing suits and heels. And thirdly, I wanted to wake up without a blaring alarm clock. And I wanted to do all this and maintain the lifestyle I was accustomed to. When I started my own business, I got all these things and that transformation was just phenomenal. The turning point though was on September 11th, 2001. I was at a socially responsible investment conference at a Tucson resort. Once the news hit, I went home that night and reflected on how fleeting life could be. Three days later, I handed in my resignation and it's been one of the best decisions I've ever made! What was your early career like? Were you always entrepreneurially inclined? Yes. I would say I was. My first job was as a Residence Hall Director when I was 21 years old, I was in charge of Centennial Hall at Northeast Missouri State University. We had 750 students and 13 staff members. Being that young, I'm not even sure why they put me in charge, yet there you are! I did the job and was very successful. And even though I was part of a big university organization as a Hall Director, it was an entrepreneurial job because I was in charge of this hall with all these people that took all my entrepreneurial expertise. Another job I recall is when my father owned a semiconductor manufacturing business that he had built from the ground up. I helped him on my holidays and got paid to do side jobs for the business. I went on to become President of that company and that taught me even more about being an entrepreneurial leader. Today, I have this mantra of “success with ease and joy,” and it comes out of having to work hard for all the success I had in those early days. What motivates you to show up for your clients each day? Do you have a role model or mentor? Well, I would say my father is definitely a role model for me, especially in starting my own business. He would always say to me, "Look, you can do anything you set your mind to." To this day, he remains my biggest inspiration. My father's work ethic inspired me to work really, really hard and it was a success formula for me. That's why I decided to find out if it was possible to merge the two ‒ Success with ease and joy! That said, I definitely have some days of hard work, but they are few and far between. What motivates me each day to show up for my clients is something my mentor and coach Caitlyn Doemner said: "Sales is an act of love and service — it requires deep empathy, swift intelligence, and the highest forms of communication. We have to show up ready to give our prospective clients the opportunity to change their lives forever.” This is what my mission is – to change lives forever – for the better. Post-COVID, what are the opportunities out there for aspiring Business and Executive coaches? Is it too late to enter the game? Well, the market is very saturated. However, post-COVID, the challenges for business leaders have just increased exponentially. Prior to COVID, even 'command and control' leaders and leaders who were not as good with people, were able to get by, especially if they were employed in big companies. Now with things like the Great Resignation, quiet quitting, and employee disengagement, these leaders need coaching more than ever ‒ much more than ever! That's why I think that while the number of coaches has increased, the need for coaches has completely outpaced the increase in coaches. There are so many opportunities out there. Do you believe that every coach needs a coach? I believe in the value of coaching. If you are a coach who's getting your business going or even years into it, you want to have somebody you can talk to about what's going on. You want to achieve a level of excellence and achieve the highest version of yourself that you can possibly be. I once did a coaching engagement that was a $12,000 investment. And guess what? That one investment has created millions of dollars in my business! The return on investment of coaching is phenomenal. The other part of this is energy. When you as a coach are asking people to invest in coaching with you, if you have not invested in your own coach, there's going be an energetic mismatch. And your prospective client won’t hire you. It won't come out like, "Oh I'm not going to hire you because it's an energetic mismatch." They're going to say things like, "I'm not ready or I can't afford it." So as a coach, consider making an investment that's a bit of a financial stretch for you ‒ just outside your comfort zone. You're more likely to find clients who would do the same with you. There are many good reasons to get coached! You have a book called 'The Clients You Are Seeking Are Also Seeking You'. Could you explain your philosophy behind this? There is a philosophy that we're all connected by a red thread, all of us. I believe if I have a thought to offer something, there is somebody out there in the world who has a thought that they are looking for it. There are all these thoughts that intersect in time and space. When coaches start their own businesses, they're at their desks in their offices by themselves. They start to feel like, "Where are all the clients? Does anybody really want to coach with me?" So, the idea that The Clients You Are Seeking Are Also Seeking You is based on the Rumi quote, "What you seek is seeking you.” It reminds us that there are people out there who are looking for our skills and talents at the same time that we are wanting to offer them. You couldn't have a thought without having a corresponding thought of somebody wanting to hire you. The idea is very soothing especially when you're starting out. If you feel a lull in your business (everyone does), it will help you feel hopeful and anticipatory to know that there are people looking for you! What is your greatest client achievement so far? My proudest coaching story is with my client Rachel. At 80 years old, she made a million dollars during her very first year coaching! She is leading the way to show other coaches what’s possible – a true inspiration. And it’s not only about income, but also about impact. That's what fuels me. I want to help my clients get the lake house that they've always dreamed about, or their home in the mountains, or put together trust funds for their grandkids. I mean, it's so exciting to see them thriving like that! What does the future hold for Karen Cappello? Do you have any exciting business ideas in the pipeline? In 2023 and beyond, I am really looking forward to stepping more into the role of CEO in my business. I've created programs and opportunities for others to deliver some of my services so that I can be the face of the business. I'd still like to be involved in marketing and sales and leave the delivery to other coaches who have achieved excellence in my programs. I'm also on my way to my seven-figure year, which I wasn't sure I was going to go for, as I didn't want more "work". But I've just started with a new coach and I feel that now I can do that seven-figure year with ease and joy! Stay tuned to see what happens. How can people get in touch with you? Karen will be hosting a 3-day workshop, the Quarterly Business Boost starting on March 7th. You’ll discover how to use your experience and expertise to attract your ideal clients and become the go-to coach in your niche! You can learn more here. There is also a VIP option which includes an extended Q&A Session with Karen, along with a chance to win a full sponsorship to the next Quick-Start Intensive ($7,000 value). You can also follow Karen on her LinkedIn and Facebook profiles for more great insights on building your coaching business with ease and joy. And visit her website for more info! Read more from Karen!

Written by: Maria Olon Tsaroucha , Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. Why the science of acting is flirting with the "equation" of consciousness. "Who am I?" or "What constitutes 'existence'? Supra conscious You – The innovative breakthrough research and study of human experience. The Breakthrough What does acting mean? Acting is becoming. Acting is moving beyond the module of survival into wholeness. In acting, there is just one thing. Being present in the moment. That is the actors' basic training. Actors become the characters they synchronize to be, diving in and out of different identities that live in different worlds. Actors become anything and everything they need to be for the sake of the character. That is multiple transformations of infinite possibilities of who we are. Acting is not our Ego desire, our societal imprint, religion, or miseducation, it is not of becoming more, it is of becoming whole. Actors need to be human beings to act in a humanlike fashion and to act in a humanlike fashion to be human beings, but no one can teach anyone else how to be a human being. The way of simply being human is a given. There has never been an answer to the primary question that human beings have forever been eager to have answered, "Who am I?" or "What constitutes 'existence'?" The same questions are posed unconsciously repeatedly, which are and have always been Who am I? Unconsciously, this question haunts the human/actor. In every new show, the same process of questing unconsciously starts again, in repeat. Every performance adds a little bit of self-knowledge in the disclosure of WHO AM I, since it unfolds new aspects, the latest information about the possibility of finally succeeding in synchronizing with a new frame of your own, on a new role. Through the transformations, the cognitive and yet unconscious leaps the actor does to synchronize with the character make him unconsciously aware of the infinity of his/her nature beyond the three-dimensional understanding. The Mystic The actor is a mystic. He experiences the union of the mind and the psyche. Then life meets theater, the place where the space of the spirit joins with the space of dreams, where you know that you are the creator of your world and your character's world is also your creation. At that moment on stage, the actor experiences a parallel universe . He/she is synchronized with it and lifts the audience to that energy. As, in the space of dreams, all the dream characters are you and your projections, the significant others, and the stories you want to tell, in an intermediate and transitional space. Many of the Method acting elements are what I m ay be allowed to call the quantum process of understanding human beings through acting, which is to say, the attempt to interpret quantum physics in relation to humans for the sake of the art of acting and for offering the scientific world new interpretations for studying human experience. To live is to act and vs. Actors are working on being alert with emotional memories, the five senses, and beyond, expanding consciousness to the universal truth of nonlinear perception of what it means to be human since actors "live and die" every moment as the characters that are synchronized to be in each play. An excellent example of personal psychic reality is the well-known story of Daniel Day-Lewis, one of the most talented actors of his generation, who, in 1989, decided to retire from the stage when, while playing Hamlet, he saw the spirit of his dead father. If he had tried to think through the part of Hamlet, he would not have managed to experience the unconscious part of the character, which contains the information of the fifth wall, as a new form of the actor's cellular memory. Daniel Day-Lewis through method acting manages to synchronize completely with the frames he chooses so that the fifth wall emerges before him without strain, which in this case was his father's spirit. He characteristically said "Where do the roles go when they finish? They retreat inside of me, I hold onto them, and sometimes I see them in my dreams." What does this experience just have proven? Might there be a mathematical equation that would reveal human experience? And if there is a mathematical equation that would reveal human experience, could it ever adequately explain consciousness? Pure Consciousness The fourth wall in Method acting is a theatrical convention according to which an invisible, imaginary wall separates the actors from the audience. While the audience can see through this wall, the convention dictates that the actors act as if they cannot. The fourth wall is a theatrical convention, not a matter of design. The actors focus their attention exclusively on the dramatic universe, and remain absorbed in its fiction, in a state that the theatrical gatekeeper Stanislavski named "public isolation." With the repetition of the performances, something is revealed of its own accord, a revelation for the sake of solving the equation of what human experience is. That is the experience of a sensation of sinking into the fourth wall. The actor is losing space and time, losing his material substance, has no weight or bulk but only a notional shape, larger in outline than the actual size, so large that it could expand and become one with the universe and simultaneously, with the other version/soul frame, the character with whom the actor is synchronizing. The actor can exist simultaneously as matter but also as the observer, as if the mind were existing independently, outside the body, and could communicate and share information effortlessly. The fifth wall is not something that the actor creates with imagination. It is revealed during the performances. It is an inner intuition that takes form while the actor is on stage, synchronizing with the character's frame. It is the energy space where his soul coexists, synchronized with other possibilities of his existence. It is pure consciousness. Who Am I The ancient Greeks very wisely had placed in the middle of the theater stage the "Thymeli", the spot which the actor was never to step on, which according to the ancients, was the place of the psyche itself. It is the place where there are no roles; it is where the unconscious resides, the total of things, the truth, the whole. It is the point where every human being exists apart from his physical state and form, social identity, the roles assumed on and, especially, off stage, the departure point of all passionate questing after identity, the search for an answer to the question of "Who am I?" as part of the drive for completion. Searching for that which we already know, the book "SUPRACONSCIOUS ‒ The genius within You" deepens and enriches the theory of parallel universes of the quantum interrelation between observer and observed, adapting it to the actor's scale, introducing the theory of frames as the actor's synchronicity with the characters waiting to emerge through proper synchronization. The theory addressed in the book comes to bridge the theories of quantum psychology and mindfulness and the method of the famous Actors' Studio in new harmony. It lays no new foundations but builds new levels of understanding beyond "analyze and meditate" to "experience and exist. Art and science, spirit and psyche, logic and imagination, proof and lived experience—these are two sides of the same coin. Those sacred moments on stage, when you experience something, you had no idea was there with you and that something is you, leave you unable to put into words what you just lived through and make you, for hours after the performance, feel an elation, a strange calmness, a fulfillment, and an ecstatic void. Those are the times when something follows you, lives with you, and connects you through an invisible thread to your divine being. That realization was what made me understand that art is our path to a multidimensional existence. I am asking the reader to view the world through the lenses of the actor you are and consider how you are a vital part of the following quote. We are all actors in a play that is called Life. After all, acting – beyond being a profession – is an energetic verb we all put into action in our everyday life. Follow me on Facebook , Instagram , LinkedIn , and visit my website for more info! Read more from Maria! Maria Olon Tsaroucha, Executive Contributor Brainz Magazine Maria Olon Tsaroucha, is a pioneer in researching philosophical systems that study human nature, personal development and consciousness. She is the originator of Supraconscious You theory, which explores answers to the pananthropic quest “Who am I” and Perceptual Acting and Directing theory and method, a self actualization breakthrough for actors. Her programs introduce the use of quantum physics, new trends of psychology, neurolinguistics programming, meditation, empathy, Ethos value system based on Homer, and method acting as tools for a substantial difference and evolution in human consciousness. During her years as an artist and researcher she developed her philosophical and practical approach to a new interpretation of what it means to be an actor in life and on stage. She is prolific in original creative processes of human thought. She wrote her first book at the age of thirteen and is acclaimed to be the youngest Greek author ever. She participated in TEDXAUEB, presenting her work through the performance “Knowing Thyself: The Eternal Process.” She works on helping the vulnerable groups of women and children at war. She is a founding member of the Actor’s Society of the American Academy of Dramatic Arts, an honorary member of the Hellenic Physics Association, member of the International Society of Female Professional Women, member of the board of Green Eyes Productions, member of the Advisory Futurist Media and Arts Board of Lifeboat foundation. Her research and study on the supraconscious human began eighteen years ago and is in progress. She gives master classes and workshops globally to university students, parents, CEO’s and educators for the Supraconscious You concept based on Amazon’s best seller “Supraconscious, the Genius within you”. www.supraconscious.co

Rob is a highly respected coach and consultant who inspires self-care, healing and building meaningful lives. He is the founder of Life After Trauma which focuses on finding the balance between mental, physical, and spiritual health to alleviate the adverse effects of trauma-related events. Rob is a retired combat veteran turned transformative coach using the Three Principles, also known as the inside-out understanding, as his guide to help clients overcome traumatic experiences. Rob is an engaging and passionate speaker and consultant who works with start-ups, non-profits, and Fortune 500 companies. Rob Cook, Coach & Consultant Introduce yourself! Please tell us about you and your life, so we can get to know you better. Hi, I’m Rob, and there are a few things I’d love for you to know about me that sum up who I am. One — I once lived with a stress disorder that made me very insecure. At times, I was even arrogant, and for decades, I lived with a massive misunderstanding of my life’s purpose. Two —That’s no longer my truth. I’ve healed my heart, body, and mind. Although the transformation from that point to now was painful, I wouldn’t trade that experience for anything because I received a new life. One full of freedom I’ve never known was possible. Three — My service to humanity is helping others overcome traumatic experiences, and I absolutely love it. Lastly, a considerable disclaimer my following statement is said with extreme bias, but I think my three dogs, Hazel, Mocha Bean & Cocoa, also known as @thechonkettes, are the most adorable fur babies ever. Tell us about a pivotal moment in your life that brought you to where you are today. Before 2018, I lived similarly to most, suffering from extreme pressures and anxiety that produced many fears, angry behaviors, and depressive thinking. Until then, I’d lived believing I was broken. It was the most significant misunderstanding of my life and became the launchpad of my darkest times. I’d searched for years for answers but to no avail. I’d look to others for qualifiers and validation, only to fall short. Being introduced to the Inside/Out Understanding of life called the Three Principles (3Ps) changed my life forever. To my delight, insights revealed that the thoughts of being broken weren’t true, and I didn’t have to continue life suffering throughout my life. Seeing the truth about how my mind worked was an absolute game-changer. From there, life became so much easier. Don’t get me wrong, I still experienced insecure thoughts and had habitual thoughts of anger, fear, and depression but with significantly less intensity. Its powers over me weren’t as strong anymore. I could breathe; I was free. I had a new opportunity or a second chance at living my life. What is your work inspired by? The Inside-Out Understanding, also known as “The Three Principles,” is at the heart of my work. I believe it’s the “missing link” of life. And when seen, it allows us to balance our spiritual nature and our psychology as human beings beautifully. The Three Principles are Mind, Consciousness, and Thought. Mind is the formless universal intelligence behind all living things and is the creative power source for ALL living things. Mind is the source of the love we get to experience. Consciousness is my awareness of my humanity. It highlights my state of mind at the given moment. Consciousness is the gift that lets me see the difference between real danger and fear from what I think is real. Thought is the creative energy of life. Thought is formless and the “missing link” between the universal intelligence of life and our awareness of being human. Everything we experience comes from the power of Thought. Thought derives directly from the Mind and then filters through your Consciousness to create reality. What makes us unique is not “what we think”; the power is in “that we think.” These principles are the best articulation of how our minds work. Understanding the principles will maximize your opportunity for success and reclaiming life after traumatic experiences. It often feels like a second chance. What is your business name and how do you help your clients? Life After Trauma is a brand founded by Rob Cook & Associates, LLC, and focuses mainly on providing safe spaces for clients to prioritize self-care, heal their hearts, and reclaim their lives. As a transformative coach and someone who understands the impacts of trauma all too well, I get the opportunity to speak and consult all over the globe on this topic. I use my storytelling acumen to create deeper connections for more authentic dialogue. That allows us to explore and engage in new ways of moving past the PTSD and sticking points of trauma-related experiences. As part of a larger community, the principles are shared by many practitioners, therapists, coaches, counselors, community social workers, activists, authors, speakers, and artists worldwide. Tell us about your greatest career achievement so far. Two clients come to mind when I think of my most significant achievements in business. For privacy reasons, we'll call my first client Jane. She had experienced multiple traumatic events in her past, including a difficult childhood and the loss of a close family member. Since our time together, she's been able to achieve new heights in her business and relationships when she noticed how she was allowing her unresolved trauma to hurt her chances of being successful. Next was Jacob. He had recently retired from active duty after combat experiences left him with severe symptoms of PTSD, such as anxiety, depression, and emotional numbness. He wanted a coach to understand his experiences and help him work through this trauma. With a shift in his negative thought patterns, he became better at coping with his symptoms. He improved his two closest relationships and regained control of his life. What would you like to achieve for yourself and your business in the future? What I’m attempting to achieve is simple. I’d love for my business and those I collaborate with to be known as “safe spaces” for people to receive help with healing and overcoming traumatic experiences. Follow me on Facebook, Instagram, LinkedIn, and Youtube, or visit my website for more info! Read more from Rob!

Written by: Oren M. Levin-Waldman, Political Consultant, Labor Economist and Data Analyst, PoliticalVIP The 2022 midterm election will go down as historical because the President’s party did not lose a large number of seats in Congress. The red wave that pollsters and pundits promised never really materialized. The Republicans eked out a narrow victory in the House of Representatives, but did not gain control of the Senate. This can be explained by a couple of forces that professionals in the field missed. First of all, pollsters got this election wrong, as they have been wrong on the last few dating at least to the 2016 election. Asking respondents how they feel about inflation and rising energy costs, is not the same as serious data about underlying transformations of which inflation and rising energy costs are merely symptoms. Democrats no doubt overplayed their hand on the narrative of how MAGA Republicans threaten our democracy, especially when they weren’t addressing the major policy concerns of the electorate. Similarly, Republicans underestimated the impact of the Supreme Court’s decision overturning Roe v. Wade. Although they focused on rising prices and rising crime, they offered little to counteract the Democrat claim that they opposed “our democracy.” Economic transformations that have left many ordinary workers, especially blue-collar in manufacturing, displaced and feeling neglected by political elites were not addressed. And yet, data shows that it is because of these voters’ concerns that Donald Trump was elected president in 2016. In this article, I argue that traditional polling data is limited and that campaign managers who fail to do a deep dive into data on demographics, i.e., educational attainment, industry and occupational composition, etc. and which identify changing economic trends, may not be providing sufficient information to their candidates so that they can adequately identify and articulate the issues. Although public opinion polling may be useful, it could be fine tuned on the basis of information from demographic profiles. I argue that it is the inattention to this information that is precisely why the Democrats lost the 2016 presidential election, and ultimately why Republicans didn’t do as well as they were projected to. At the same time, the data suggest that the polarization plaguing the country is really a tale of two economies. Data It has been customary to divide the country into blue states and red states. Red states are primarily Republican and tend to be more conservative while blue states are primarily Democrat and tend to be more liberal. This would, of course, suggest that the divisions in the country are ideological, and peripherally this may be so. The data, however, suggest serious economic differences between them. It has been commonplace to break down demographics along gender, race and ethnic lines, as well as educational attainment and age. For the purposes of this analysis, the critical demographics are those of the labor markets, i.e., industrial and occupational, along with educational attainment. Data for this part is drawn from the IPUMS Current Population Survey (CPS) for the years 2008, and 2016. I specifically look at those workers between the ages of 18 and 65 who are working full-time. When states are divided along these lines, we can see some clear differences between them in their respective labor markets. Because the focus is on those full-time workers working for wages, I am only looking at wage inequality, rather than the larger category of household wealth and income inequality. Table 1 shows levels of wage inequality according to 90/10, 90/50 and 50/10 percentile ratios and the top-to-bottom quintile ratios. Wage inequality decreases in both blue and red states, but the decrease is greater in red states than in blue states, which also means that in 1990 there was greater inequality in red states. In 1990 and 2008, there is greater wage inequality in red states on all measures except the 90/50 percentile measure in 1990. But in 2000 and 2016, there is greater wage inequality in the blue states on all measures except the 90/50 percentile than in red states. On all measures, except the 90/50 measure, wage inequality decreased in both blue states and red states, but more so in red states between 1990 and 2016. On the 90/50 percentile measure, wage inequality increased 4.8 percent more in red states than in blue states between 1990 and 2016. On the top-to-bottom quintile ratio, wage inequality in red states decreased by 26.3 percent whereas it only decreased by 8.5 percent in blue states, a difference of 209.4 percent. That wage inequality decreases more in red states that in blue states between 1990 and 2016, may be suggestive of a widening gap between the top and the bottom particularly in blue states. The question that needs to be addressed is whether there is a difference in industrial and occupational composition between red states and blue states, as well as educational attainment, that might account for less of a decrease in wage inequality in blue states than in red states. Michael Lind (2020) has suggested that American society could best be divided into the managerial elites who are well educated and employed in higher paying occupations, and everybody else. Everybody else would be considered ordinary workers, many of whom do not possess an abundance of skills. The managerial elites, which he sometimes refers to as the managerial overclass, are technocrats who also believe in a global economy. Most of this group are highly educated workers armed with university educations, and many are doing quite well in the financial and high-tech sectors, which also include information technology. This is the group that has discretionary income to spend on luxury goods, and this is the group that exercises considerable influence over the political leadership. That is, these are affluent voters that the political class tends to be more responsive to (Bartels 2008). It would be useful here to group workers on the basis of occupational groups that approximate Lind’s classification: Professional/Manager, Skilled, Unskilled, and Other. Both skilled and unskilled refer primarily blue-collar workers. By this grouping, we can see some interesting differences in inequality. But also grouping the Professionals and Managers into the Professional/Manager group, we may have a demographic that approximates the money-manager. Professional/Managers would include those in the professions; those working in Finance and Real Estate; Management executives; and those working in Information and Technology. Those working in Skilled blue-collar jobs would include those working as Craftsmen and Operatives while those working as Unskilled blue-collar would include those classified as Laborers. In 1990, there was still greater wage inequality in red states than in blue states. On the basis of this grouping, we can see that there have been greater decreases in wage inequality in red states than in blue. Despite declines in wage inequality income inequality has nonetheless increased, which can be accounted for by the fact that the two really aren’t the same. Wages are the income workers receive from work. Income, however, includes wages, plus dividend income and interest for those at the top, and in-kind assistance and other social supports for those at the bottom. Greater wage inequality in blue states, however, may have something to do with more skilled workers at the top in blue states and more unskilled workers at the bottom, whereas in red states there may be more of a middle, although it too appears to be dwindling. The question, then, is whether workers with certain demographic characteristics, labor market and otherwise, are more likely to be in blue states than in red states. A logistical regression analysis can help sort that out. Because the CPS data is individual level data, it will only tell us that individual workers with certain characteristics are either more or less likely to be in either a blue or red state. Therefore, two regressions are done, with being a blue state as the dependent variable in the first regression, and being a red state as the dependent variable in the second regression. The objective is to present a contrast between blue and red states. The logistical regression involves dichotomous variables set at either 0 or 1. By setting variables to either 0 or 1 we should see that whatever the effects of the independent variables are on the dependent variable of being in a blue state will be the opposite of the effects of the same independent variables on the dependent variable of being in a red state. As the coefficients show this is mostly true, but they are not exactly opposites. By showing two regressions, the objective is to demonstrate just how different blue states are from red states. It makes sense, then, to look at skilled blue-collar workers as an independent variable. Skilled workers combine the occupational categories of craftsmen and operatives, and are most likely among the higher paying blue collar jobs. Manufacturing and Mining are also independent variables because they are better paying industries and may well speak to significant differences between red states and blue states. Finance and Real Estate is an important variables because that is where we are more likely to find those who can be classified as money managers; it too is an independent variable. Educational attainment is important because it speaks to a degree of skills to the extent that it serves as a proxy for skills. It is also important because members of the managerial class are more likely to have advanced degrees. Therefore, it is an independent variable too. But a High School Degree as the highest level of educational attainment is also an independent variable because it speaks to a more blue-collar economy. Business and Repair services is an important variable as well as Services are important because they both speak to a more service-oriented economy. In some cases more skills will be required, and in other cases their absence, or less of a presence, may speak to a more traditional industrial production economy. Lastly, as we have already observed, blue states have greater wage inequality, whether one lives in a state where there is greater wage inequality than in the U.S. as a whole becomes an important independent variable as well. Regression coefficients and their statistical significance can be seen in Table 4 and 5. We find that in 1990 and 2016, those living in states where wage inequality is higher than the nation as a whole are also more likely to be in blue states. That is, they are less likely to be in red states, which is suggestive that there is less wage inequality in red states than in blue states., which is to say that there is also less wage inequality in red states. This may speak to blue states having more workers at the top and bottom of the distribution, with fewer in between. This may account for why wage inequality is higher in blue states, and would support the proposition that wage inequality has been about the top pulling away from everybody else (Stiglitz 2012; Pikkety 2014). The ranks of the top appear to be greater in blue states than in red states. Moreover, because there is less dispersion in red states, red states may not see inequality as the problem that blue states do. The regression coefficients would appear to confirm a tale of two economies. For the exception of 2008, those with advanced degrees are more likely to be found in blue states, and less likely to be found in red states. This is an important variable for a couple of reasons. First, it is a proxy for skills, albeit it isn’t a perfect one. Second, advanced university awarded degrees speak to the presence of a managerial/professional class. And that the coefficient becomes stronger over time may speak to the growth of this managerial/professional class of which money managers are members. At the same time, having a high school diploma as the highest level of educational attainment is not statistically significant in blue states in 2000 and 2008, and the effects are small in the other years, almost as though it is a given that most people have a minimum of a High School degree. And yet, a High School degree as the highest level of educational attainment appears to be more significant in red states, which might be suggestive that workers have more opportunities with only a high school education in red states than they do in blue states. The change of the coefficient in blue states and its decrease in size in red states may reflect what Goldin and Katz (2008) refer to as the decline of the high school premium as a contributing factor to rising inequality. Working as a Professional/Manager has positive effects for being in a blue state, but is either not statistically significant or negative in red states. Working in Finance and Real Estate has strong positive effects in 1990 and 2000 but either has little effect or a negative effect in 2008 and 2016 in blue states; so its effect weakens by 2016. In red states it is negative, but begins to have a slight effect by 2008 and 2016 Working in services, which would include information technology, however, has little effect for being in a blue state but by2016 it does have a relatively stronger effect, whereas in the red state it has little effect in 1990 and 2000 but becomes negative by 2008 and 2016. For the exception of 2008, being a blue-collar skilled worker has negative effects for being in a blue state. Also for the exception of 2008, being an unskilled worker has a small positive effect for being in a blue state. In red states, however, it is positive beginning in 1990, but its effect does weaken by 2016. Working in Manufacturing has a positive effect for being in a blue state beginning in 1990, but becomes negative in 2016, which may speak to a greater decline in manufacturing in blue states than in red states, whereas its effects for being a red state are small, and even negative in 2008. It does become positive by 2016, which may suggest that despite its overall decline in the country it is still more of a presence in red states than in blue states. What has a positive effect, for the exception of 2008, is working in Business and Repair Services in blue states. In red states, however, it is negative throughout. This too may represent an industry where more skilled workers are needed. Or here are where there are opportunities for skilled blue-collar workers. We have already noted demographic differences along with differences in wage inequality. But differences in inequality will most likely have something to do with differences in their respective wage structures. Historically the overall wage structure was always lower in the South than it was in the North (Schulman 1990). Median and mean wages are also considerably higher in blue states than in red states. Of course, this will have something to do with the higher cost of living in those states. Still, differences in wage structure can create a prism through which workers in particular states view a wide range of issues. Conclusion Demographic profiles of these states confirmed that in these three states in particular that there had been a tremendous loss in the manufacturing base. Generally, states that flipped from blue to red in the 2016 election did so because of the changes in the economy. That is, the loss of manufacturing effectively left behind large numbers of workers who felt the global economy, and by extension decades of economic policymaking, left them behind. There was little statistical support for the idea that voters were responding to an increase in undocumented workers. On the contrary, the presence of Mexican workers in red states appeared to have absolutely no significance. Of course, the other issue that received little discussion in the last election was rising inequality, which continues to be an issue today. Rising inequality, of course, isn’t responsible for the changing base of the economy. Rather the changing base of the economy is reflected in rising income inequality. The two are very much interrelated. If the changing base of the economy can be said to be responsible for greater polarization, as data from the CPS suggests, then by extension we can conclude that increased polarization in the U.S. is also a function of rising income inequality. Of course, none of this fits the convenient narrative that those who voted for Trump did so because they are racist. Rather they voted for him because they felt all but neglected by the other party advocating that they get used to working in new industries And yet, since the Democratic party has had no answers for the economic transformations responsible for the displacement of many workers, if not for the disappearance of the middle class, it has opted for the politics of diversion or what has come to be known as identity politics. Ultimately, this should lead to the conclusion that serious campaign strategy requires more analysis along the lines presented in this article. Although public opinion polling has its place, much of what they really need to know in order to craft a message is already contained in the demographics of respective labor markets. If labor market profiles tell us that the economy has changed and how it has changed, can we draw implications for serious policy proposals? Surely this would be more meaningful than simply proposals based on simply opinion polling. Written by: Oren M. Levin-Waldman, Political Consultant, Labor Economist and Data Analyst Oren M. Levin-Waldman is a VIP Specialist at PoliticalVIP. As a Labor Economist and Former Professor, Levin-Waldman has served at prestigious universities like Rutgers University, Newark and New School University in New York. Levin-Waldman’s expertise includes demographic and economic data analytics, labor economics, voting behavior statistics and researching. Just a few publications authored by Levin-Waldman are listed here: Restoring the Middle Class Through Wage Policy: Arguments for a Minimum Wage (London & New York, Palgrave Macmillan, 2018) “Is Wage Inequality Designed or Preordained?” Journal of Workplace Rights/Sage Open (April-June 2017):1-16. “How Inequality Undermines Democracy,” E-International Relations (December 10, 2016) References: Goldin, Claudia and Lawrence F. Katz. 2008. The Race Between Education and Technology. Cambridge, MA: Belknap Press of Harvard University Press. Levin-Waldman, Oren M. Restoring the Middle Class Through Wage Policy: Arguments for a Minimum Wage. London and New York: Palgrave Macmillan. Meltzer, Alan H. and Scott F. Richard. 1981. “A Rational Theory of the Size of Government.” Journal of Political Economy. 89,5: 914-927. Ruggles, Steven, Sarah Flood, Ronald Goeken, Josiah Grover, Erin Meyer, Jose Pacas and Matthew Sobek. 2019. IPUMS USA: Version 9.0 [dataset]. Minneapolis, MN: IPUMS,. https://doi.org/10.18128/D010.V9.0. Files for 2008 and 2016.

Written by: Martin Cunningham, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. Most students entering the job market today will soon be working in roles that haven’t been invented yet. The pace of change is faster than ever before, and education needs to get ahead of the curve in order to make sure people have the capabilities they will need for the future workplace. The ability to use AI in education is undeniably profound and incredibly powerful; it has the potential to drastically improve the way we learn and teach, which can have a positive impact on generations to come. However, of course, this heralded a new age of big data and technology comes with its own sana so fine they're not brilliant pictures but challenges. Implementing AI involves ensuring that students’ data and privacy are protected—not to mention hiring the right engineers with advanced technical skills to bring the concept to fruition. But even before addressing these challenges, there needs to be an ethical approach taken by educators, parents and other stakeholders to ensure that this technology is used responsibly and constructively—especially as it could play quite a vital role in our future learning outcomes. Ultimately, embracing artificial intelligence in education could open up vistas for investigating what could be achieved for current and future generations ‒ making education truly world-class. Opportunities 1. Personalised Learning AI-driven personalised learning offers a powerful opportunity to revolutionise education. By harnessing the power of data, AI tools can quickly identify a student’s individual learning needs, allowing teachers to develop customised plans tailored specifically to them. Students will be able to learn at their own pace and in formats that suit their individual preferences, leading to greater engagement and, ultimately, improved educational outcomes. 2. Automation of Repetitive Tasks With advances in AI technology, the opportunities for educators are endless! Teaching is no longer confined to the traditional model of just delivering a lecture - automation of repetitive tasks can open up possibilities of more efficient use of time and resources, ultimately allowing teachers to do more meaningful work. By taking mundane tasks like grading assignments off their hands, they can focus on activities that garner greater academic outcomes and higher levels of student engagement. 3. Access to Information AI-powered tools like ChatGPT and Jasper offer a revolutionary new way to access information in an incredibly convenient manner. Instead of having to manually search through articles or learning materials, these technologies allow us to ask questions and receive back the answers we need directly, all with natural language! This opens up incredible opportunities ‒ students now have the capacity to learn more efficiently and quickly. In this constantly changing digitally connected world, AI technology is making it easier, faster, and more enjoyable for everyone to expand their knowledge base. Challenges 1. Ensuring Quality and Relevance of Information The challenge of using AI in education to its full potential is making sure that the data and information it provides is of the highest quality and relevance. It's not enough to merely get a large quantity of information – it must also be trustworthy and tailored specifically towards the student. Ensuring this involves careful research and extensive testing, both of which are essential in order for AI-based educational tools to bring true value to its users. 2. Developing Critical Thinking Skills Developing strong critical thinking skills is an essential challenge facing students today. Having access to limitless amounts of information through AI-powered tools can be overwhelming, so teaching students how to assess and use that information constructively is a must. We should strive to ensure our pupils have a firm grasp of how to evaluate data and make calculated decisions based on the facts presented before them to achieve long-lasting success. To do this, we must nurture their understanding of not only what they’ve learned but also how to apply it effectively. 3. Ethical Considerations Navigating the ethical implications of AI technology in education can be daunting. Issues like the responsible usage of student data must be addressed and taken seriously by educators; a breach in privacy could have long-lasting and hazardous repercussions. It's incumbent upon teachers, administrators, parents, and policymakers to work together to ensure that data is collected thoughtfully and safely, such that students' privacy is protected equally across all channels. This requires attention not only throughout implementation but also since AI technology is constantly advancing, and so should our data privacy measures. Conclusion AI is a remarkable technology that is revolutionizing the world of education! It is opening possibilities for unprecedented, personalised learning and allowing access to more information than ever before. Moreover, it can automate mundane tasks so students are freer to engage in meaningful activities. Despite the exciting opportunities, there are still challenges that need to be addressed with this new technology. It’s essential to make sure any information used is accurate and relevant, so students gain valuable knowledge. In addition, AI may not yet be able to develop critical thinking skills as humans do; we must address these concerns as well. Finally, ethical considerations are an important part of using AI responsibly. At the end of the day, one thing is certain: as AI continues to evolve and expand its influence, we must stay informed and proactive when it comes to harnessing this technology’s unmatched potential in education. As with any new technology, it is important to stay ahead of the curve and be prepared to adapt to the changes that AI brings. I interacted and edited at each gateway, and it took my AI partners and me 30 minutes from start to finish. Follow me on LinkedIn and visit my website for more info! Read more from Martin! Martin Cunningham, Executive Contributor Brainz Magazine From policing roots to a 20-year Senior Management career, with over 30 years of coaching and mentoring, Martin has seen at first hand the triumph of high achievement and felt the pain and disappointment of getting it wrong and being unsuccessful. As a senior manager in security and justice sector reform in Afghanistan and the Western Balkans, he coached at General Director and Ministerial level in politically charged situations. Martin understands what it's like to want more from your challenging career in an uncertain world. He's learnt the lessons and has the skills to help you make a lasting impact in a fulfilling career while making the world a safer place. Martin knows that until we fully embrace the voices of women we will not achieve the sustainable peace and freedoms we all deserve, it is why he is on a mission to increase the meaningful participation of women and men who share this mission who are working in Security and Justice Sector Reform countries in or emerging from conflict.

Written by: Marc de Bruin, Executive Contributor Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise. When it comes to counselling and therapeutic modalities, I am a fervent supporter of Acceptance and Commitment Therapy (ACT). ACT has been developed since 1986 by American Psychology Professor Steven Hayes (and others). The principal idea behind ACT is that “it is ok not to be ok”, and that it is also ok to ‒ despite not being ok ‒ keep committing to actions that enrich our lives. So, on the one hand, ACT is about Acceptance of “what is”, while it on the other hand also is about Commitment to what seems to be more effective, what serves us better, and makes life richer. Pain and suffering seem to be unavoidable parts of our lives. We all go through times and events when we are not doing well at all. Despite that, ACT says, we can still remain focused on creating a rich, meaningful existence. You may not feel good, but at least you will keep heading in the right direction. ACT is a very practical, here-and-now-focused modality that looks at how we live our lives in the different contexts of our lives: work, relationships, money, health, spirituality, etc. I will be discussing ACT more often in my articles because it seems such a “simple” approach (and I like simple!). Yet, that seeming simplicity can have profound results. To start off our discussion, let’s look at some of the reasons why we could find ourselves “stuck”, according to ACT. ACT states that six “core yearnings” – deep-seated reasons that motivate us to do things and to behave in certain ways ‒ can both lead us to our greatest triumphs, and to our deepest pits of misery. These yearnings are so basic that we all share them. When the yearnings are met, we generally feel good; when the core yearnings are not met, not so much! I’ll discuss three of these desires, these yearnings, in this article; the remaining three will be discussed in my next contribution. Yearning for Belonging This is probably the first and foremost important desire we have: we want to belong. It’s built into our DNA, our survival-neurology. If we are left behind, are alone and isolated, there is a chance we will ‒ literally! ‒ not survive. In olden times, being all by yourself without protection from the group, would mean death, in many cases. And that fear is built into our DNA. When we are part of a group, we feel protected and safe. It is when we think our group is rejecting us; when we don’t feel accepted; when we run the risk of being pushed out and alone, then we suffer. “I don’t belong; I am alone”, or “I am not good enough” can trigger deep suffering in people. Yearning for Coherence We all want life to make sense, somehow. As long as things, experiences and people are predictable, as long as we can trust them to be consistent, we are generally doing ok. We can then “rely” on them. As soon as our sense of coherence is blown to pieces (look at the COVID-era, for instance; the dobbing in of people who do the “wrong thing”; the “new world order”, etc.), we tend to suffer. “How could this have happened?” “This is not right.” “Why did this happen to me?” “What is going on with that person?” are questions that come up. Traumatic experiences, for instance, severely impact our yearning for coherence. Yearning for Orientation There is an inner drive in us to “know ourselves” in relation to our past, our present, and future. When we know what direction life has taken and will be taking; where we came from; where we are, and where we think we are going, life is ok. When things are not “as they were/are supposed to be”, or we don’t know “how to get back” or “how to move forward”, we nearly literally become dis-oriented in time and space, which can cause major problems. Mid-life crises are an example of this; the uncertain “post-COVID” world is another. Do you recognise one (or all) of these three deep drivers in your life? When we feel alone, when life doesn’t seem to make sense, and when we have no idea where we’re going from here, life can get tricky. This has definitely been my experience, and the experience my clients reported over the 2020-2022 period, or so. The three yearnings I will cover in my next article (Feeling; Self-directed meaning and Competence) add their own flavour to this, and the end result can feel quite uncomfortable. The good news is that we, despite feeling that way, can keep heading in more promising directions. And research results show that, usually, engaging in that process will lead to better outcomes in the medium to long-term. Follow me on Facebook, LinkedIn, and visit my website for more info! Read more from Marc! Marc de Bruin, Executive Contributor Brainz Magazine Marc is a Registered International Counsellor, Supervisor and Educator "with a twist". If you're looking for a run-of-the-mill mental health professional, feel free to contact one of his very capable colleagues. Marc looks at life through a different lens, with a transpersonal, even "spiritual" filter. Expect to discuss your life from a bigger perspective, while still being very practical (Marc is an ex-litigation lawyer, too, so very solution-focused); and expect to work from the inside out: YOU will change before your circumstances will. In order for things to change, you'll be the one to change some things. If that sounds like something you are up for, Marc is ready for you.