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Wenn der Mensch, den du liebst, vor deinen Augen die Lebenskraft verliert, zählen keine Ausreden mehr, dann musst du handeln. Genau das habe ich erlebt: Der Film „More than Genes“ ist für mich kein gewöhnliches Filmprojekt, sondern eine der persönlichsten Geschichten meines Lebens. Über vier Jahre lang habe ich meine damalige Partnerin durch eine schwere chronische Erschöpfung begleitet. Ich habe ihr mit dem Wissen der funktionellen Medizin Schritt für Schritt zurück ins Leben verholfen. Dabei habe ich hautnah gesehen, woran unser aktuelles Gesundheitssystem scheitert. Trotz modernster Technik werden die Menschen immer kränker, viele Betroffene fühlen sich hilflos und vollkommen orientierungslos. Dieser Film ist das Ergebnis unseres harten Kampfes. Wir haben dafür die führenden Köpfe unserer Zeit zusammengebracht: Koryphäen aus der Epigenetik, der Neurobiologie, der Traumaforschung und der spirituellen Praxis. Die wichtigste Lektion aus dieser intensiven Zeit lautet: Deine Gene sind niemals dein Schicksal! Wahre Heilung beginnt in dem Moment, in dem du die passive Opferrolle ablegst. Wenn du unaufgelöste Emotionen anpackst und deine Lebensgewohnheiten optimierst, programmierst du deine Biologie aktiv neu. Wer von euch hat selbst schon erlebt, dass der unfassbar starke Wille zur Veränderung Berge versetzen kann? Den Link zum Film findest du in den Kommentaren. 🎬 #longevity #chronicfatigue #epigenetics

Warum Menschen mit „perfekten“ Blutwerten trotzdem chronisch erschöpft sind: Das erleben wir in der Praxis tagtäglich: Eine Patientin leidet unter extremer Müdigkeit, Brain Fog und Haarausfall. Der Arzt macht ein Standard-Blutbild, kontrolliert den TSH-Wert und sagt: „Alles im Normbereich.” Doch die Patientin fühlt sich alles andere als gesund. Sie geht nach Hause, mit Rezepten gegen Symptome, aber ohne Antworten auf das Warum. Verstehen Sie mich nicht falsch: Das ist kein Vorwurf an die Kolleginnen und Kollegen. Das Problem ist das System. Unsere konventionelle Medizin ist genial bei Akutfällen, aber bei chronischen Leiden ist sie limitiert. Sie ist darauf programmiert, Symptome perfekt zu verwalten, statt die tieferen Ursachen zu ergründen. Wir behandeln zu oft Laborwerte statt den Menschen. Wenn wir chronische Krankheiten im 21. Jahrhundert wirklich lösen wollen, müssen wir den Körper wieder als Gesamtsystem verstehen: Wo liegt die stille Entzündung? Was passiert im Darm? Wie sieht die zelluläre Energie aus? Wir brauchen eine Brücke zwischen moderner Wissenschaft und dem Gesundheitssystem der Zukunft: Weg von der reinen Symptombekämpfung, hin zum echten Systemverständnis. Genau das ist die Mission, die wir mit unserer HealVersity Community teilen! Wenn du als Arzt, Heilpraktiker oder Coach lernen willst, diese Zusammenhänge zu entschlüsseln, schau dir unsere Ausbildung zum Functional Medicine Practitioner an. 👉 Kleiner Hinweis: Da wir die Inhalte der Functional Medicine Practitioner Ausbildung kontinuierlich ausbauen, passen wir zum 15. Juni unsere Preise an. Bis zum 14. Juni gilt noch der aktuelle Preis - du sparst damit aktuell noch genau 600 Euro. 🔗 Mehr Infos dazu findest du hier: https://lnkd.in/dX3v2Rg4 #functionalmedicine #longevity #epigenetics

Congratulations to Greg Freeman on publishing The Data & AI Literacy Bible - a book that’s timely, important and truly insightful! I had the honor to review and endorse this book, and what I really love about it is the focus on human confidence, growth and actions - aspects that are often forgotten in conceptual and abstract conversations around literacy. This having said, I’ve had the chance to meet various Data Literacy Academy folks and they’re all awesome - you can talk to them and find out yourself 🙂 The book is now out on amazon, link in the comments! #dataliteracy #book #tiankaistuff

✨ Proud to celebrate a meaningful moment. CCO, ProCE, and PCE are now Decera Clinical Education (deh-SAIR-uh). Our new name represents 25+ years of growth in medical education, now connected within Decera Clinical (formerly CEA), The Scientific Activation™ Company. Together, we are part of a larger mission focused on decoding complex science and helping healthcare professionals move from evidence to action. As Decera Clinical Education, we’ll continue delivering the trusted, evidence-based CME/CE our learners rely on — supported by expert faculty, scientific rigor, purposeful partners, and a deep commitment to advancing patient care. Grateful to be part of a team that continues to elevate how science becomes learning that makes a difference in care. The work ahead is exciting, and I’m proud to help shape it. Explore more: https://lnkd.in/eMYJ7XDY

A full STRATEGY BOOK in one page 📌 Here's what's inside: - The One-Page Strategy Map - The SCALE Framework for Scaling Your Company - The McKinsey 7S Model - 5 Golden Rules for Scaling - The 4 Pillars of a Winning Strategy - The Wheel of Strategy: 20 Questions Every CEO Must Answer - The Strategy Loop: A Repeatable System to Scale - 7 Strategic Mindset Shifts (Founder Mode vs CEO Mode) - Strategic vs Tactical vs Operational Planning - Strategic storytelling, mindset shifts, scaling, and more 16 frameworks. One page. These 16 frameworks have been seen and shared by 1,000s of CEOs. Now they're all on one page. Want all 16 in one high-res download? Get them free here: https://lnkd.in/eweV5MV8 -- P.S. If you found this valuable and want to support my work: Repost to help a CEO in your network Leave a comment Drop a like Thank you!

A full CEO book in one page 📌 Here's what's inside: - The One-Page Strategy Map - 9 Leadership Styles of Top CEOs - Servant Leadership Cheat Sheet - 18 KPIs Every CEO Should Track - 6 Frameworks to Set Goals Like a CEO - 5 Layers of Operational Excellence - 12 Techniques to Master Your Time - How Elite CEOs Have Hard Conversations - The CEO Checklist - Culture, accountability, negotiation, finance, and more 16 frameworks. One page. These 16 frameworks have been seen and shared by thousands of CEOs. Now they're all on one page. Want all 16 in one high-res download? Get them free here: https://lnkd.in/ebF5A7F4 -- P.S. If you found this valuable and want to support my work: Repost to help a CEO in your network Leave a comment Drop a like Thank you!

Be tough on standards, and easy on people.

That knot in your stomach before a tough conversation? Totally normal. Here’s how to lean in without losing your composure (or your relationship).

A fidelização de talentos nem sempre está ligada aos maiores pacotes de benefícios. As empresas que mais retêm profissionais são, na verdade, aquelas que conseguem fazer as pessoas perceberem que estão evoluindo. O crescimento é um dos fatores que mais fortalece o vínculo entre o colaborador e a organização. Mas vale o alerta: desenvolvimento não significa apenas promover ou oferecer novos cargos. Significa criar caminhos reais para aprender, assumir desafios e ampliar competências que façam sentido para o futuro de cada profissional. É exatamente aqui que os programas de T&D se tornam estratégicos. Quando o aprendizado se conecta com a prática, ele deixa de ser percebido como um benefício "extra" e passa a ser o pilar central da experiência do colaborador (Employee Experience). O termômetro do sucesso dessa estratégia é claro: se o colaborador não consegue enxergar e medir o próprio progresso no dia a dia, a estrutura falhou. Quando isso acontece, o gargalo geralmente não está no salário ou na proposta de valor da empresa, mas na forma como o desenvolvimento está sendo comunicado e percebido. Profissionais de alta performance não procuram apenas estabilidade; eles procuram um ecossistema que os impulsione a crescer. Na sua experiência, o que mais contribui para a retenção e fidelização de talentos hoje: o pacote de benefícios tradicionais ou a garantia de um ambiente de crescimento real? Quero saber a sua opinião aqui nos comentários! 👇

Tenho percebido algo recorrente nas conversas com profissionais de RH e gestores de pessoas: a escolha de um programa de inglês muitas vezes começa pela comparação de propostas que, à primeira vista, parecem praticamente iguais. Todos falam em fluência, metodologia, flexibilidade e resultados. Quando os diferenciais não ficam claros, é natural que o menor preço acabe se tornando o principal critério de decisão. E é aí que o programa começa perdendo valor antes mesmo de começar. Porque o sucesso de uma iniciativa de idiomas não depende apenas do valor investido, mas da capacidade do parceiro de conectar o aprendizado aos objetivos da empresa e às necessidades reais das pessoas. Isso envolve gerar engajamento ao longo de toda a jornada, acompanhar a evolução dos participantes, agir quando alguém perde o ritmo e criar oportunidades para que o inglês seja aplicado no dia a dia de trabalho. Minha atuação no B2B me ensinou que os programas mais consistentes começam antes da primeira aula. Eles começam com uma análise cuidadosa de pontos como: ➡️ A forma como a evolução será acompanhada e demonstrada. ➡️ As estratégias utilizadas para recuperar o engajamento. ➡️ A conexão entre o conteúdo e a rotina profissional. ➡️ O suporte oferecido à empresa durante todo o programa. No fim, escolher um parceiro de idiomas não é apenas comparar quanto cada proposta custa. É entender qual delas tem estrutura para transformar investimento em desenvolvimento real, adesão e impacto para o negócio. Porque um programa de inglês só começa gerando valor quando a estratégia vem antes do preço.

𝗪𝗲'𝗿𝗲 𝗯𝗿𝗶𝗻𝗴𝗶𝗻𝗴 𝗗𝗮𝘁𝗮 𝗠𝗮𝘀𝘁𝗲𝗿𝗰𝗹𝗮𝘀𝘀 𝘁𝗼 𝘆𝗼𝘂𝗿 𝗰𝗶𝘁𝘆 — 𝗮𝗻𝗱 𝘄𝗲'𝗿𝗲 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗹𝗼𝗰𝗮𝗹 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝗶𝘁 𝘄𝗶𝘁𝗵. Our annual three-day event in Berlin has become something special. People come for the material and the methodology, but they stay for the connections, the energy, the room full of people navigating with the same data and AI questions they are. Every year it's a blast! And every year we hear the same thing afterward: "𝘾𝙖𝙣 𝙮𝙤𝙪 𝙙𝙤 𝙩𝙝𝙞𝙨 𝙘𝙡𝙤𝙨𝙚𝙧 𝙩𝙤 𝙪𝙨? 𝘾𝙖𝙣 𝙮𝙤𝙪 𝙙𝙤 𝙞𝙩 𝙢𝙤𝙧𝙚 𝙤𝙛𝙩𝙚𝙣?" Fair. Berlin once a year isn't enough. Not when the industry moves this fast and people want a place to connect, compare notes, exchange ideas and keep up with where data and AI are heading. So we're doing something about it. We're launching 𝗗𝗮𝘁𝗮 𝗠𝗮𝘀𝘁𝗲𝗿𝗰𝗹𝗮𝘀𝘀 𝗖𝗵𝗮𝗽𝘁𝗲𝗿𝘀 — half-day and full-day events run city by city, together with a local partner in each one. The lineup is already taking shape: 📍 Frankfurt — September 8th 📍 Prague — September 16th 📍 Netherlands — November 3rd 📍 Munich — December 15th 📍 Vienna, Copenhagen, Switzerland — in planning, with more to come Here's the idea. Each chapter pairs a local organizer's community and on-the-ground knowledge with Data Masterclass's methodology and proven experience. You bring the room and the local community; we bring the content clarity, the vibe and the brand reputation. Together it's a force multiplier — a genuinely local event that carries real substance, co-branded and built around a method that works. 𝗦𝗼 — 𝘁𝘄𝗼 𝗶𝗻𝘃𝗶𝘁𝗮𝘁𝗶𝗼𝗻𝘀: If you want to 𝘢𝘵𝘵𝘦𝘯𝘥, watch this space. Cities are being announced as they lock in, and your geography may be next. If you want to 𝘣𝘳𝘪𝘯𝘨 𝘰𝘯𝘦 𝘵𝘰 𝘺𝘰𝘶𝘳 𝘤𝘪𝘵𝘺 — this is aimed at you. We're looking for local community organizers who want to put a real data and AI event on the map where they are. You'd get co-branded content, a proven format, and exposure to our wider network and audience. 𝗖𝗧𝗔: 𝗽𝗶𝗻𝗴 𝗺𝗲 𝗱𝗶𝗿𝗲𝗰𝘁𝗹𝘆 𝗮𝗻𝗱 𝗹𝗲𝘁'𝘀 𝘁𝗮𝗹𝗸. Where should the next chapter be? Data Masterclass Photo: Yanina Isla

An out-of-the-box LMS can host plenty of courses, but it can’t make people care, and the problem is actually simple… These platforms are built to deliver content, not capture attention. - Learners face long modules, irrelevant material, and little opportunity to apply what they’ve learned. - So notifications get ignored, progress bars skipped, and completion rates become just another vanity metric. - And that means engagement drops when learning feels like a box to tick instead of a tool to grow skills. A thoughtful, customisable LMS changes that. + It makes learning meaningful, encourages participation, and connects training to real-world outcomes. + When people are engaged, learning stops being a chore. + It becomes part of the culture and something people actually want to do. The LMS handles the content, and then you handle the impact. Learning is no longer about completion. It’s about transformation ✨ If you want to see it in action, I’ve shared a link in the comments to our customisable LMS. 👇🏼

Totara isn’t just an LMS, it’s the people and partners behind it that make the difference. Choosing a learning platform is one thing. Getting it to actually work for your organisation is something else entirely. A lot of LMS providers set it up and then disappear…like Homer Simpson into a hedge. You’re left wondering why something isn’t working, or how to actually use the features you’ve paid for. That’s not how we do things at BuildEmpire. Our clients don’t just get a platform, they get a partner. From setup to day to day guidance, we make sure Totara is working for them, not the other way around. Because when support actually supports, it’s not just helpful, it’s what makes the whole thing work.

I'm my own BeUpNext story. When we launched the first BeUpNext cohort, I decided to walk the journey myself. Not as the founder watching from the corner. As an actual mentee. I wanted to see if this thing I built actually works or if I was just fooling myself. Turns out, I had no idea what I didn't know. My mentor helped me to notice things about how I think, how I make decisions. Stuff I never even noticed. Like how I'd sabotage myself before anyone else could. How I'd avoid certain conversations. But the real game changer? The introductions. My mentor would say "you need to meet this person" and suddenly I'm in rooms I never would have gotten into. Having conversations that changed everything. Not because I got smarter overnight, but because someone vouched for me. That’s when it dawned on me! This is what we're missing. It's not just advice. It's someone who genuinely cares about your success and has the network to do something about it. Look, maybe you're like I was. Thinking you can figure it all out alone. Working twice as hard because you don't know the shortcuts. Exhausted from pushing doors that won't budge. Our February 2026 cohort applications are open. We keep it small because I'm not trying to scale a business here. I'm trying to change lives, one person at a time. So here's what I'm asking. Are you tired of doing this alone? #Networking #Mentorship #CareerGrowth #ProfessionalDevelopment #Leadership #BeUpNext #AfricanExcellence #NetworkCapital #AccessMatters

Great mentors don’t give you the answers. They ask the right questions. I’ve seen it time and time again. The most transformative mentorship moments are not when a mentor says, “Here’s what you should do.” It’s when a mentor asks, “What do you think you should do?” Or, “What’s the one thing you’re avoiding right now?” Or, “What would you do if you knew you couldn’t fail?” These questions do something powerful. They shift the focus from the mentor’s wisdom to the mentee’s own inner wisdom. They build self-reliance, not dependence. Our goal at BeUpNext is not to create mentees who need us forever. It’s to create leaders who have the confidence and clarity to guide themselves. We select mentors who understand this distinction. They are not just advisors. They are activators of potential. They don’t just open doors. They give you the keys. That’s the difference between good mentorship and great mentorship. #Leadership #Mentorship #Coaching #PersonalGrowth #BeUpNext

Sunt 3 verigi care impacteaza adoptia AI in organizatii. Cumva stiam de ele dar acum le-am vazut si scrise negru pe alb intr-un research global al carui raport l-am publicat saptamana trecuta (link in comentarii) 1. Prima veriga: claritatea strategica: - 64% din organizatii nu au obiective clare pentru AI. Stiu ca vor sa faca ceva, dar nu stiu ce anume vor sa rezolve, cine e responsabil si cum masoara daca a functionat. Rezulta ca investitia in tool-uri devine un experiment continuu fara concluzie (as intinde coarda un pic sa zic ca pe modelul nou cu ruperea conturilor cu tokens, AI-ul se bucura 😈) 2. A doua veriga: oamenii si procesele. - 70% din provocarile unui proiect AI vin din oameni si procese si nu din faptul ca nu avem tehnologia potrivita. Doar 1% din organizatii au prioritizat change management in rollout-urile de AI. Nu pare ca avem cea mai buna comunicare despre ce urmeaza sa se intample in organizatii si cum vom face lucrurile, astfel ca, oamenii incearca de capul lor si apoi revin la ce stiau. Pentru ca nu avem un proces care sa stabilizeze noul status quo. 3. A treia veriga: competentele potrivite, la nivelul potrivit. - Skills gap-ul nu se rezolva odata cu adoptia — se transforma si adanceste. Pe masura ce organizatia avanseaza, apar cerinte noi de competente. Un angajat din linia intai are nevoie de altceva decat un manager, care are nevoie de altceva decat un tech lead. Acelasi curs pentru toti nu rezolva nimic. In ultimii 3 ani am lucrat alaturi de colegi si de cei care ne sunt clienti tocmai pe aceste 3 verigi. A mai venit si nebunia cu AI Act si cu atat mai mult, am incercat sa dam o ratiune proceselor de learning din organizatii, nu doar pentru ca trebuie. Ci sa cautam sa le conectam real la obiectivele de business. Si ne cam iese. Astfel ca stim de unde trebuie sa pleci, ca sa ajungi unde te vezi peste 2 ani. Am publicat raportul aici si il poti descarca oricand: https://lnkd.in/drQKFifA. Are super date si perspective. Si daca vrei sa povestim despre organizatia ta si cum o putem face AI Ready, da-mi de veste!

Training isn’t just an HR initiative; it’s a strategic business function. In my early 20s, I realised that training was the key to helping college students transition smoothly into the business world and align with organisational goals to drive results. As I grew in my journey, this belief became the foundation for launching Be.artsy in 2010—a venture dedicated to delivering impactful training programs. What started as an initiative to create safer workplaces through POSH training soon expanded as more training opportunities came our way. Quietly, in the background, something profound was taking shape—I was witnessing firsthand the deep connection between training and revenue generation. Now, after 15 years of running Be.artsy and conducting impact measurements on what HR teams have been approving for over a decade, I am more convinced than ever. Training isn’t just an HR initiative; it’s a strategic business function. Be.artsy is now fully prepared to help organisations bridge the gap between learning and ROI—by aligning training outcomes with business objectives, tracking meaningful metrics, and demonstrating real, measurable impact on Revenue. Book and appointment with Team Be.artsy: Awareness Experts to know more! #Trainings #LearningDevelopment #HumanResource #Learning #Inclusion #Leaders #CEO #Business #Revenue #ROI #ManagingDirector #Sales #Train #HR #BusinessGoals #Targets #Deadlines #Profits #People Harsh agarwal Harsh Mittal Adarsh Singh Abhiruchi Atri @Vijeta Vishal Singh sanjeev srivastava Neeta Mathur Shilpa Dhere Ayesha Chikte Sayantan Dasgupta Stéphanie BOKO AGBO (PhD)

If I asked, "What does your company believe about how people develop?" — could you answer that question? 🕺🏻 I bought this super festive shirt in Madrid this summer. Then wore it while talking Learning Philosophies & Culture with Hannah Beaver 😅 Earlier this year, I joined Big Think+ on their 'How To Make A Leader' podcast and shared that most L&D teams are building programs, yet the best ones are also building philosophies. A brand's Learning Philosophy is a North Star. It's a shared belief system about how people grow. And it repositions your L&D team from content creators to Cultural Amplifiers. 🚀 ⌚️ Worth 22 minutes if you're in L&D and ready for your work to land with intention. Or if you're leading a team and know there's a gap between training completed and culture lived. We covered: ➤ Learning Culture vs. Learning Philosophy ➤ The three realms every L&D program ideally serves ➤ The SPARK framework (from my time leading L&D at On ☁️🏃➡️) ➤ How to get leadership buy-in 🔗 I'll link to the full episode in the comments. P.S. — 🎶 My first career as a professional artist comes up. If you’re curious, next week I'll share how that shapes the work I do now.

Frontline workers don’t chase corporate KPIs. They show up for one another. Community is everything in the deskless workplace. It drives retention, engagement, and performance. ✅ Relationships foster trust. ✅ Trust fosters teamwork. ✅ Teamwork drives results. But community doesn’t just happen. It must be built intentionally, with frontline managers leading the way and HQ backing them up. My new Big Think+ article explores how frontline managers tip the balance between a thriving community and a burned-out team. Read 👉 https://lnkd.in/e5eMqSig Thanks to Big Think+ for the opportunity to share my perspective on frontline work! 👏

If you’re a Trainer or Facilitator working in India, this post is for you. Learning & Development in India is evolving at the speed of light and you are well aware that the future of training belongs to humans - not algorithms. AI can create faster modules, generate flawless slides, and even quiz participants but it still can’t read a room, sense discomfort, or inspire change through empathy. That’s where you come in. At Be.artsy: Awareness Experts, we’re inviting trainers who move hearts as well as minds; facilitators who can help workplaces not just learn, but transform. Our upcoming Train-the-Trainer (TTT) programs in: 1. POSH (Prevention of Sexual Harassment) 2. DEI (Diversity, Equity & Inclusion) 3. Financial Literacy – BYOL (Be Your Own Lakshmi) …are designed to equip passionate professionals with experiential, art-based learning tools that create lasting impact. Because we believe: - Theatre teaches empathy better than theory. - Stories create safer workplaces faster than slides. - Conversations change cultures not compliance checklists. If you’re a trainer, facilitator, psychologist, HR professional, or simply someone who believes learning must go beyond PowerPoint, this is your moment to lead the change. 📩 Apply to join the Be.artsy TTT cohort today: [mail [email protected] to join the waitlist] 📅 Batch Starts in December 2025 | Limited Seats | Certification + Real client facilitation opportunities #LearningAndDevelopment #TrainTheTrainer #Beartsy #POSH #DEI #HRBP #FinancialLiteracy #ExperientialLearning #WorkplaceCulture #TTT #CHRO #HumanLearning #TrainingExperts #AwarenessExperts #Learning #HRHead #HR #Development #Cohort1/25 #Trainers #Facilitators #LearningPartners

Excited to be hosting the upcoming CHART - Council of Hotel and Restaurant Trainers webinar to talk about a topic I’m really passionate about — helping hospitality teams grow through smarter learning experiences. Attensi lives in the world of advanced technology but AI has created a noisy world. The key to 'Training Time Travel', and delivering 25years of experience and mastery in a matter of days is deeper than just adopting AI or any new technology. It requires being able to discern signal from noise and starting with some fundamentals. Love coming together with industry peers for lively discussion and sharing. Hope to see you there. Link to sign up in the comments 👇 #advancedhospitalitytraining #AI #trainingtimetravel #hospitality

"I signed a coding franchise last year. It hasn't worked. Where did I go wrong?" In 9 cases out of 10, the answer isn't execution. It's the 5 questions people didn't ask before signing. Here they are 👇 1. A ready-made curriculum and methodology You shouldn't just get "brand access", you need a tangible product: course structure, materials, minute-by-minute teacher guides, a proprietary IT platform, a proven teaching methodology, and comprehensive teacher training. The quality of the product dictates whether kids stay and parents recommend you. 🔍 How to check: Ask to see the actual curriculum and test-drive the platform from both the student's and the teacher's perspectives. 2. Brand recognition and reputation The name should be backed by a real track record: results, massive case studies, and thriving hubs in other cities or countries. Parents are much more willing to enroll their kids in a brand they already know - this drastically lowers your customer acquisition cost and boosts conversions. 🔍 How to check: Ask about active franchise partners, their timelines, and their results. Do your own research on their reviews. 3. The franchisor runs schools themselves The strongest franchisors don't just sell the model - they operate their own centers and make money doing it. If they only earn from selling franchises, your success is optional to them. If they run their own profitable hubs, their incentives are aligned with yours. 🔍 How to check: Ask about company-owned centers they operate and how those perform. A franchisor with skin in the game improves the product because they live with it too. 4. Launch support A top-tier franchise doesn't leave you stranded with sales. They provide a marketing kit, train your team on sales scripts, and give you every possible tool to activate your existing parent base. 🔍 How to check: Ask exactly what you get at launch (marketing assets, sales training) and how they will help you cross-sell to your current families. 5. Support and business integration Launching a new educational track is a major operational project. You need a step-by-step strategic plan, not just a PDF manual. 🔍 How to check: Ask to see a launch roadmap (week by week) and ask about progress syncs. Run any franchise you are considering through these five points. If they hit all five, keep talking. If they hit one or two and try to "paint over" the rest with a fancy pitch deck, it's better not to rush. Which of these 5 points would you rank as your absolute # 1 priority? #franchising #businessowner #edupreneur #franchiseopportunity #edtech

You think parents enroll because of the lesson. Or price. It's actually 20 things they'll never tell you. Most of it happens in the first five minutes - at the door, in the hallway, in how you greet them. Price is the last thing on the list. 👇 Here's what parents are quietly checking: 1. Parking - can they actually stop the car? 2. The street - safe enough for the kid to walk alone? 3. The door - sticks and fights you? Then learning already feels hard. 4. The entrance zone - tea/coffee and a place to sit, or dark and damp? 5. Who greets them - a person, or no one? (No one is an instant no. Even solo, be there or set a time.) 6. Cleanliness - the obvious one half of centers still get wrong. 7. The bathroom - parents check it. Kids use it. 8. The smell - fresh air, or stuffy basement? 9. The classroom - no loud clutter, full attention on the subject. 10. A play zone - our partners build spaces where kids hang out and want to come back. 11. The teacher - a professor with degrees, or a young IT mind who speaks the kid's language? (Depends on your market.) 12. Group size - how many kids share one teacher's attention? 13. A clear subject plan - they see exactly what the course covers. 14. Their kid's face - 30 minutes in, hooked or bored? 15. Who runs the trial - we put a sales-trained teacher, so the kid feels at ease, not tested. 16. The certificate after the trial lesson - something the kid walks out holding. 17. Kids' real projects on display - the game they made, not stock posters. 18. Payment - installments and real options, not one take-it-or-leave-it price. 19. How fast you answered their first message - speed reads as care. 20. The follow-up - a message after the trial, or silence? None of this is about being the cheapest. It's about a parent feeling their kid is already in good hands - before they pay a cent. I stopped at 20. What's the one you'd add? #EdTech #EducationBusiness #SchoolOwners #FranchiseOpportunity

Existem dois problemas recorrentes que têm aparecido nas minhas conversas com os CEOs, que eu entrevisto aqui na Academia CEO, nas minhas mentorias em grupo em diversas empresas e até nos Conselhos em que eu participo: turnover alto e apagão de talentos. São dois fantasmas interligados, com custos invisíveis, de alto valor. Os nossos estudos mostram que esses fenômenos estão acontecendo no mundo todo e a discussão das causas desses problemas mostra fatos concretos e, também, muitos mitos. Já colecionei diversos exemplos inovadores e muito positivos de empresas que estão enfrentando essa situação de forma muito competente e eu gostaria de pedir para vocês relatos de casos práticos nessa direção. Vocês irão colaborar muito comigo, respondendo às seguintes perguntas: - Quais iniciativas vocês viram funcionar para reduzir o turnover? - Quais práticas têm ajudado a atrair e reter talentos? Nós acabamos de criar uma comunidade da Academia CEO, no WhatsApp, para trocarmos ideias sobre esses dois assuntos. Se você tem respostas para uma ou para as duas perguntas acima, ou se você se interessa por esses temas, mande uma mensagem no número do WhatsApp da Academia CEO, abaixo, ou no e-mail da Vanuza A., que trabalha aqui comigo na Academia CEO, informado na arte abaixo. Nós incluiremos você nessa comunidade. Em breve, eu postarei na comunidade as conclusões que temos até agora, além de uma série interessante de informações, artigos e opiniões sobre esses dois temas: TURNOVER ALTO e APAGÃO DE TALENTOS. Já adianto que o papel do líder é fundamental, afinal, na maioria dos casos, a pessoa pede demissão do chefe e não da empresa. Conto com a sua participação.