Shark Tank-Mr.Todds Pies

He sells over 300 000 pies a day and people line up for pies and he made some bad desicions when he was younger and now is out on 3 bank loans and requires assistance to keep the buisness going. $460k for 10% of his company. $850 dollars in sale last year making 20% revenue. He cant keep up with the demand so he needs assistance. Sweet potatoe pie represents 94% of the Wholesale revenue generated.He says 300k will go towards output facilities so he can ship pies to companies that are demanding them and the other 100k will go towards Street teams as he says which will advertise pies more so to the community. Wholesale 50% Retail 50% . The first time he started to big and to fast and got in debt and spent 4 months living in his car. McDonalds wants to put little kiosks in their stores selling his pies. The sharks are offering his want but for half his company and he took the offer because it would save his buisness and then he would have what he wanted  along with expert advice and people who are in it to make money. I think it was a good idea because he now has experts that are there for him both as mentors and as finacial backups so sure he gave away half his buisness but it wasnt to people who arent looking to improve it. So the 2 sharks got 25% each of the company.

Arnold Schwarzenegger

Arnold is Austrian he came to America  with only a gym bag. He is from Tal Austria born in 1947 . He lived in a house with no heat or refridgerator. Arnold's dad was the chief of police and was a perfectionist and supported atheletic compitions and often he favoured Arnolds brother rather then Arnold. At the age 15 Arnold wanted to be the best body builder and in the start he had a low pain tolerence and he had to substatute pain for pleasure. He built body mass much faster then other people. After becoming a body builder champ he wanted to go into movies. Arnold went to the gym 6 times a week and even broke a window to work out on a sunday his father only let  him go to Gras to train 3 times a week so he built a gym at home. He always liked to laugh. from 15 to 18 he was content with the gym and then had to go into the army for a one year service but he went awal to go compete in a body building show were he got the best score 300 and then tryed to sneak back in but was thrown in jail for 7 days. After that his high ups made him a company hero and told him to continue training. He went to london in 1966 to compete in the Mr.Universe competion and took 2nd that year. Every time he did a rep he felt like he was getting a step closer to his goal. At the age of 20 he won the Mr. Universe he is the youngest man to  have won it and when he got on stage he brought a feeling to others like what were they doing there because he had so much confidence he would make them feel like they were losers. Once he got to America he tryed his first American Mr.Universe and got 2nd place which made him so sad but from there on he said he would never lose again.He went to Gold's Gym  and actually started his own mail order buisness. Joe Wheater was his mentor and helped Arnold with his first buisness and his body building techniques.Arnold told Joe that he had to have more Joy in his life other wise he wouldn't enjoy it. When Arnold worked at the gym he made everyone elses energy rise and made their workout better. Arnold won his first IFFB in new york then took 2nd in Mr.Olympia and then Arnold came back the next year and took first and held it for 6 years. Back in Austria his brother died in a car crash then his father died from a stroke.He started to fund the body building competions well Jim orginized it. At 28 he was the undisputed Body Bulding champion of the world. Arnold's first film was Hercules goes to New York which wasn't that good.He was told he would never make it because of his name accent and build but he didnt give up and kept trying and took acting lessons.He won a golden globe for best newcomer . He had a back up plan if the movie career didnt work out he wouldnt buy and sell realestate. Arnold married JFK's niece. Arnold's wife showed him the special olympics which her parents had founded and he gladly made apperances at many of them. He got his first lead role is as Conan and took acting roles. After Conan he was offered the role of the Terminator and he was contemplating to do it or not but in the end he took it and it made him extremely popular.He became more of a working class hero then a mythic movie god which was better for him. by 1985 he was named international star of the year.He married his wife Maria on a row boat on a little lake  in Austria well they were visiting his mother.After the honeymoon he flew down to Mexico to film Predator which got him the lead box office role again.He wanted a more challenging role that wasnt just shooting and grunting but actual acting which he eventually got. The best talent he has is to learn and he continues to learn all the time.He travelled to all 50 states to promote physical fitness in schools.Arnold hasn't been changed by mega sucess and is a very humble and down to earth person.

The things i learned from Arnold are to never give up even when you are told you can't do it.Never let sucess go to your head and always try and be humble.Along with you can always keep learning no matter how old you are and when ever a new challenge presents itself you can do it you just need to make the challenge fit your personality and skills.Arnold is a very insparational person and a great role model.

Canada's Top 100

The First company i chose was Canadian Security Intelligence Service

Why They Were Chosen

offers relocation support services for employees on the move, from a guaranteed home sale program to language training for spouses

hires older workers and counts previous work experience toward their paid vacation allowance and provides a defined benefit pension plan when employees come in from the cold to enter their retirement years

offers excellent maternity and parental leave top-up payments for new mothers (to 93% of salary for 52 weeks) as well as parental leave top-up payments for new fathers and adoptive parents (to 93% of salary for 37 weeks)

in addition to tuition subsidies, employees can take advantage of an onsite training centre that offers a variety of unique training programs

employees can apply to take an unpaid leave of absence, extended unpaid education leaves of absence, and even a self-funded leave of absence so employee can enjoy additional time-off with pay

Employeer Background
CSIS is a goverment orginization that protects national security intrests it is like the Canadian verison of the FBI or CIA. Some of CSIS' activities include gathering and monitoring intelligence, investigating threats, managing security screening, overseeing counter-terrorism measures and conducting operations within Canada.

Physical Workplace

CSIS' physical workplace is rated as exceptional. CSIS office headquarters are located in suburban Ottawa, within nearby public transit and highway access. When designing the head office, employees were consulted about the building's amenities and were provided with opportunities to visit the site during its construction. CSIS is currently in the process of adding a new addition that is scheduled to open in 2011. Inside, the existing head office features an onsite conference centre; onsite fitness facility (with subsidized memberships, treadmills, stationary bikes, shower facilities, stairmasters, rowing machines, weights, information and training sessions on weight training for women, beginner running classes, and nutrition workshops as well as instructor-led fitness classes in yoga, pilates, core, cardio and stretching); employee lounge (with comfortable seating and television); onsite cafeteriaoutdoor patio with barbeque; secure bicycle parking; transit subsidies.

Work Atmosphere

CSIS' work atmosphere is rated as very good. On the job, head office employees at CSIS enjoy casual dress Fridays; employee sports teams. CSIS hosts a variety of social events for employees every year, including golf, softball and hockey tournaments, awards celebrations and special Christmas party for employees' children. To keep employees up-to-date, CSIS highlights agency news via a company newsletter.

Financial Benefits

CSIS' financial benefits are rated as above-average. Individual salaries are reviewed every 12 months. In addition to competitive compensation, CSIS also provides defined benefit pension plan; life & disability insurance; extensive relocation support services (from a guaranteed home sale program to language training for spouses); and a scholarship fund that awards two academic scholarships (to $1,000 each) to employees' children attending their first year of post-secondary studies

Health

CSIS' health and family benefits are rated as exceptional. CSIS' health benefits plan is managed by Sun Life Assurance Company of Canada (for basic health coverage) and PSDCP Canada (dental). As part of the health plan, the employer pays 100% of the premiums. The waiting period for new employees is 30 days. Employees receive full family coverage on the health benefits plan. The health plan also includes retiree coverage with no age limit. The basic plan includes routine dental; restorative dental; orthodontics; eyecare ($275 every 2 years); traditional medicine coverage; alternative medicine coverage; massage therapy; medical equipment and supplies; homecare; employee assistance (EAP) plan; travel insurance; healthclub subsidy (to $275 each year). The Agency's family-friendly benefits include: maternity top-up payments (to 93% of salary for 52 weeks); parental leave top-up for new fathers (to 93% of salary for 37 weeks); parental leave top-up for adoptive parents (to 93% of salary for 37 weeks); health benefits during maternity and parental leave. Additional family-friendly benefits include: flexible working hours; shortened work week (fewer hours with less pay); compressed work week; phased-in retirement.

Employee Engagement

CSIS' employee engagement program is rated as very good. Employees receive individual performance reviews every 12 months. Managers receive training in how to conduct effective performance reviews. As part of the review program, employees have the opportunity to voice their feedback on their individual evaluations, helping to promote honest feedback between employees and their managers. To recognize exceptional employee performance, CSIS has a number of in-house programs, including long-service recognition awards, an 'instant' performance recognition award for individuals and groups (includes gift certificates), and a merit award program to recognize exceptional performance (includes cash awards up to $5,000). CSIS sponsors its own in-house employee satisfaction survey. (Surveys are conducted every 24 months).

Community Involvement

CSIS' community involvement program is rated as very good. CSIS participates in charitable initiatives through the Government of Canada's Workplace Charitable Giving Campaign, managed by the United Way / Centraide. Employees take part in the selection of charitable groups assisted each year. Employees receive paid time off to volunteer with their favourite charitable organizations. CSIS manages a "casual Friday" charitable giving program, in which 10 Fridays are used to raise funds for the Government of Canada's Workplace Charitable Giving Campaign, and nine Fridays are used to raise funds for a charitable organization nominated by an employee. Every year, CSIS also recognizes those employees who have made significant efforts volunteering in the community through a unique Humanitarian Award Program, which includes public recognition and a framed certificate to honour their efforts.

The next company i chose was located out of BC it is Deeley Harley-Davidson Canada

Why they were chosen

• helps employees prepare for retirement with retirement planning assistance, a transitional work program that allows employees to gradually leave the workforce, and matching RSP contributions (from 5% to 9% of salary)
• invests in employees' ongoing education with subsidies for professional accreditation and generous tuition subsidies for courses taken at outside institutions, with no annual maximum
• is an industry leader, providing maternity and parental leave top-up payments (to 75% for 52 weeks) for employees who are new mothers
• encourages employees to volunteer in the community by providing time-off for volunteer activities and matching donations to employees' favourite charities
• depending on their position, gives all employees three to four weeks paid vacation after only two years on the job

Employeer Background

Deeley Harley-Davidson Canada is the exclusive Canadian distributor for Harley-Davidson and Buell motorcycles, parts and accessories, branded products and related services. The company supplies merchandise to a wide network of more than 70 retailers across the country, from British Columbia to Newfoundland and Labrador. The company traces its roots back to Fred Deeley Ltd., the Vancouver motorcycle and bicycle business opened by Fred Sr. and Lizzy Deeley in 1914. Shortly after opening their doors, the founders agreed to carry the Harley-Davidson line -- making Deeley Harley-Davidson one of the oldest Harley-Davidson dealerships in the world. The company was re-branded as Deeley Harley-Davidson Canada in 2004

Physical Workplace

Deeley Harley-Davidson's physical workplace is rated as average. In addition to the Richmond head office, the company also has a state-of-the-art distribution centre and offices in Concord, Ontario (just north of Toronto). Back at the the head office, employees enjoy an employee lounge (with music, television and a Harley-Davidson decor); lunchroom areas; free coffee and tea; outdoor patio with barbecue; religious observance room; secure bicycle parking; free parking

Work Atmosphere

Deeley Harley-Davidson's work atmosphere is rated as above-average. On-the-job, employees enjoy casual dress daily; can listen to music while working; organized social events. The company-subsidized social committee organizes several social events every year (which mostly encompass a charitable fundraising component), including a golf tournament, an evening Christmas party for employees, a special Christmas party for employees children, Easter egg hunt, summer barbecues, Halloween costume lunch, and paintball and jousting matches. The company keeps employees up-to-date through a corporate intranet site

Financial Benefits

Deeley Harley-Davidson's financial benefits are rated as very good. To keep salaries competitive the company participates in outside salary surveys every 12 months. Individual salaries are reviewed every 12 months. Deeley Harley- Davidson provides employees with year-end bonuses for all employees; matching RSP contributions (up to 9% of salary); life & disability insurance; retirement planning assistance; subsidized home Internet access; clothing allowance; and discounted company products. (The company's matching RSP plan is self-directed with contribution rates ranging from 5% to 9% of salary, depending on the position).

Health

Deeley Harley-Davidson's health and family benefits are rated as above-average. The company's health benefits plan is a self-insured plan. As part of the health plan, the employer pays 100% of the premiums. Employees who work 30 hours per week receive coverage. The waiting period for new employees is 90 days. Employees receive full family coverage on the health benefits plan. The basic plan includes routine dental; restorative dental; orthodontics; eyecare ($600 every 2 years); traditional medicine coverage; alternative medicine coverage; massage therapy; medical equipment and supplies; employee assistance (EAP) plan; travel insurance. Deeley Harley-Davidson's family-friendly benefits include; fertility treatments; maternity top-up payments (to 70% of salary for 52 weeks); health benefits during maternity and parental leave. Additional family-friendly benefits include; phased-in retirement; and alternative work options (flexible and determined on a case-by-case basis as needed).

Employee Engagement

Deeley Harley-Davidson's employee engagement program is rated as very good. Employees receive individual performance reviews every 12 months. Managers receive training in how to conduct effective performance reviews. Performance feedback is also solicited from co-workers and other managers familiar with each employee's work. Exit interview provided for departing employees. In recognition of exception performance, the company operates an annual incentive program that includes four payout levels that are dependent on position. Deeley Harley-Davidson hires an outside consultant to conduct confidential employee satisfaction and engagement surveys. (These surveys are held every 12 months).

Community Involvment

Deeley Harley-Davidson's community involvement program is rated as exceptional. The company supports local, national and international charitable organizations, including the Kids with Cancer Society (Edmonton), and the Red Deer Food Bank. Deeley Harley-Davidson has also raised nearly $3 million dollars for musclar dystrophy research through their 19-year partnership with Muscular Dystrophy Canada. Employees take part in the selection of charitable groups assisted each year. Employees receive paid time off to volunteer with their favourite charitable organizations. Employees also receive 1 paid day off to volunteer; Approximately 23 charitable and community organizations were supported last year. Through the company's "Share the Care" program, employees at the Richmond office were recently provided with $100 each to donate to their favourite charity -- with an additional matching donation made by the company

The Last company i chose was Loblaw Companies Limited

Why They Were Chosen

• encourages employees' ongoing career development with online and in-house training programs, tuition subsidies for courses at outside institutions, subsidies for professional designations, mentoring and career planning services
• manages a fully-paid 18-month training program for recent graduates, where new graduates (approximately 100 each year) are hired with full pay and benefits and can go in to streams such as store management, supply chain, merchandising, marketing, finance, IT and human resources
• for salaried employees, provides maternity leave top-up benefits (to 75% of salary for 17 weeks), as well as parental leave top-up benefits for new fathers and adoptive parents (to 75% of salary for 10 weeks)
• offers a variety of generous financial benefits, including year-end bonuses, a share purchase plan and a pension plan

Employeer Background

Loblaw Companies Limited is Canada's largest food distributor as well as a leading provider of drugstore, general merchandise and financial products and services. A subsidiary of George Weston Limited, Loblaw is one of Canada's largest private-sector employers with over 138,000 full- and part-time employees working at over 1,000 corporate and franchised stores across the country. Through its portfolio of retail banners, the company manages some of the most recognized and successful private label programs in the country, including the President's Choice, no name, and Joe Fresh Style brands. The company also provides a complete range of banking services to customers through President's Choice Financial and offers its customers a PC points loyalty program.

Physical Workplace

Loblaw's physical workplace is rated as exceptional. Loblaw's modern suburban head office consists of two building modules that are connected by five-story glass atrium that serves as a gathering place for informal gatherings. Outside, the head office even has an extensive herb garden that supplies the state-of-the-art President's Choice Insider's Test Kitchen, where new food products are created year-round. In addition to the test kitchen, the building features an employee lounge (with comfortable seating and television); temporary "touch down" workstations for visiting employees; television production studio (for the creation of internal broadcasts); dry cleaning kiosk; PC banking ATM; convenience store; prescription pick-up service; video rental machine ($1.99 movies); religious observance room; concierge services available; onsite cafeteria (with subsidized, special diet and healthy menu items, including President's Choice Blue Menu items); latte bar; outdoor patio with barbeque; discounts at nearby restaurants; secure bicycle parking; free parking; car pool sign-up system.

Work Atmosphere

Loblaw's work atmosphere is rated as exceptional. On-the-job employees enjoy business casual dress; casual dress Fridays; employee sports teams; organized social events. During the year, and across the company, employees gather for a variety of fun social events, including holiday parties during the Christmas season, a large children's Christmas party in Toronto (with 2,500 guests and 900 children) with activities and even a visit from Santa, summer barbeque to celebrate Canada Day, and new product launch events where employees get to sample and preview new creations from the President's kitchen.

Financial Benefits

Loblaw's financial benefits are rated as exceptional. To keep salaries competitive the company participates in outside salary surveys every 12 months. Individual salaries are reviewed every 12 months. In addition to ensuring its pay levels are competitive, the company also offers new employee referral bonuses (to $2,000 for some positions); year-end bonuses for all employees; share-purchase plan for all employees; defined benefit pension plan; defined contribution pension plan; matching RSP contributions; life & disability insurance; retirement planning assistance; profit-sharing plan for management personnel; discounts (to 40%) at restaurants, stores and services across Canada

Health

Loblaw's health and family benefits are rated as above-average. Loblaw's health benefits plan is managed by Blue Cross. As part of the health plan, the employer pays 80% of the premiums. The waiting period for new employees is 30 days. Employees receive full family coverage on the health benefits plan. The basic plan includes routine dental; restorative dental; orthodontics; eyecare ($150 every 2 years); traditional medicine coverage; alternative medicine coverage; massage therapy; medical equipment and supplies; homecare; employee assistance (EAP) plan; travel insurance. Loblaw's family-friendly benefits include; fertility treatments; maternity top-up payments (to 75% of salary for 17 weeks); parental leave top-up for new fathers (to 75% of salary for 10 weeks); parental leave top-up for adoptive parents (to 75% of salary for 10 weeks); health benefits during maternity and parental leave; extended unpaid parental leave option (beyond the first year). Additional family-friendly benefits include; post-secondary academic scholarships for children of employees; (academic scholarship to $5,000); flexible working hours; telecommuting; 35-hour work week (with full pay); reduced summer hours program; compressed work week; additional paid days off for reaching service milestones (after 10 years of service).

Employee Engagement

Loblaw's employee engagement program is rated as very good. Employees receive individual performance reviews every 12 months. Managers receive training in how to conduct effective performance reviews. Performance feedback is also solicited from co-workers and other managers familiar with each employee's work. Exit interview provided for departing employees. Loblaw rewards exceptional job performance with cash bonuses, additional paid days off and through public recognition awards. Loblaw sponsors its own in-house employee satisfaction survey. (Surveys are conducted every 6 months); Loblaw hires an outside consultant to conduct confidential employee satisfaction and engagement surveys. (These surveys are held every 6 months).

Community Involvement

Loblaw's community involvement program is rated as exceptional. Loblaw supports a variety of local and national charitable and community initiatives. Employees take part in the selection of charitable groups assisted each year. Every year, Loblaw raises millions of dollars for families with disabled children through the President's Choice Children's Charity, which is also one of the country's largest corporate charities. To ensure that every cent of money donated goes directly to charity recipients, Loblaw covers all of the charity's administrative and operational costs in their entirety. In addition, the company has donated money to local community agencies through their "Store Community Investment" program and recently partnered with Food Banks Canada, becoming one of the first national grocers to participate in a food drive campaign at the national level. Loblaw also encourages its employees to volunteer in their communities by providing a $500 donation to those initiatives where employees volunteer for more than 40 hours per year.

Entrepreneurial Seminar

Entrepreneurial Basics

Sense of Mission

Customer/Product Vision

High Speed Innovation

Self Inspired Beahviour

"The inclination of my life has been to do things and make things which will give pleasure to people in new and amazing ways. By doing that i please and satisfy myself"
Walt Disney

"The managers knew how to manage ---- but they couldnt do anything"
Steve Jobs- Apple Computer

Sense of Mission : Leaving foot prints in the sand

Be Excited Love your business this is importnant stuff

"Fall in love with your business"(George Tidball Keg Restaurants founder)

What and How

Creating high purpose and high standards

"Our duty as industrialists is to produce goods for the public and to enrich and make happier all those who use them."

 Konosuke Matsushita (panasonic)

Creating Entreperneurial buisness plans

what do i like
wat am i good at doing
what does the market need
what competitive position would i have
wat capabilities and cash must i have

A matter of survival
its not a project
focus on customers
focus on products
the criteria that count

Consider the things you are good at and the things you like when picking a buisness

What Went Wrong
33% of the excellent Comp's (62-84) are gone
84% of the 100 biggest Comp's (1900-2000) gone
70% of the fortune 500 ( 1955-2006) are gone

Bigger is NOT better

Started out
entrepreneurial....
became
managerial....

Life Cycle of an orginazation
 the first part of the cycle is called Entrepreneurial
Start up
to....
High Growth
Top of the cycle
then it goes to....
Decline
then to....
Survival
this is the manergerial side of the Life cycle

Seven Deadly Sins

"Everything that can be invented has been invented"
Charles Duell Director US Patent Office -1899

First Sin
Im Okay-Your Okay
This produces terminal inaction
We are not okay... we are NEVER okay
Crisis....and a sense of urgency are necessary for orginiazations to grow
Let's be excellent....Carpe Diem

Second Sin
One Best Way
Silences workers for ever
Kills innovation

Third Sin
Out of Touch with Competitors and Customers
Your next great idea comes from competitiors and customers

Fourth Sin
Centralize Everything
This is all about controlling things...is bigger actually better?
When in doubt decentralize
Branson;When he sold Virgin Records...it was made up of 50 different record companies
with no more than 60 employees in each.

Fith Sin
Lab in the Woods(Scientists Take Over)
Idea of having an innovation team out in the woods away from the hustle and bustle of buisness allowed for creativity
Best ideas come from the factory floor lunch brainstorming with salesman and face to face meeting with unhappy customers (McD)

Sixth Sin
Marketing Takes Over ( Salesmen Take Over)
Opposite to Lab in the woods
Not product speacialist...you need both Scientists(project specialists)
and salesman (customer specialists) working together

Seventh Sin
Senior Managament Disconnected
MBA Syndrome...sit in the corner office and make decisions... disconnect from the factory flood
and customers
Sear was the largest retailer then it built the worlds tallest building in Chicago...lost connection to customers In come Wal-Mart

John.D.Rockeffeller

He wrote down what he spent and saved everyday which resulted in helping him become wealthy .This will make you a millionaire if you do this properly. John.D.Rockeffeller became the world's first billionaire he was an oil mogul and was pretty ruthless around buisness.John has always wanted to be different then his father and liked order and to try and control uncontrollable things. He recorded everything he spent because recording it makes you realize how valueable money actually is. ( this was called Ledger A)
Rockeffeller thought it was better to refine oil then mine it because oil drys out but some one always needs their oil refiined.After awhile of running the oil refining buisness he tryed to cut out middle men and save money where ever possible even with making their own barrels the workers started using 40 drops of sodder then Rockeffeller got them to try 38 but it didnt work then he said 39 it worked then later on in life he said he saved a fortune.
     He would offer other smaller companies stock instead of just buying them out but if they didnt except he would just pressure them out of the oil game.He told them that they would make more money with him then by themselves which was true. John.D.Rockeffeller established a college  for black women in the late 1800's which was quite amazing and he did it because he thought it was the right thing.He felt a sense of resposibility to use is money for good.Standard Oil got spilt into a bunch of smaller companies and he owned a portion of 34 different companies which were still all very powerful in the oil buisness.He handed out dimes to people which if some one got one of these dimes it was classified a collectible item. John.D.Rockeffeller Jr also had a ledger which he started at a young age.  He was also frugal just like his father and you are more likely much more successful if you are frugal.Rockeffeller Jr. stopped working at the firm and started to spend money on good things like education and juvinielle deliquancy.    After the miners started to rebel in Colarado the federale troops were brought in and 75 miners died in the massacre of Ludlow so Jr went there and spent time with the miners and their families to show them that they are important to him. After the death of Rockeffeller Sr. , Jr wanted to make the Rockeffeller name to be a good symbol so he gave money to many different orginaztions and he helped keep and preserve nature by funding national parks and protecting them. This made him and the Rockeffeller name much more popular with the public. Jr's wife started the Museum of Modern art with some other wealthy women and eventually Jr donated millions into it. When he died he was remebered as the great philanthropest and a great man not a tyrant or a bad public person which was what he strived for to be known as a good man. The family's net worth is estimated to be 5.5 billion dollars.

  What i learnt from the Rockefffellers is the value of money is better realized when you record how much you make and being frugal can help you end up a millionaire . Along with Richard Branson being good to the people who work for you and donating money can make you a better person in peoples eyes and its always a good thing to use extensive wealth for good.

Buisness Guidlines

Here  are some guidelines that can be used for a buisness
"First to know , first to handle." So first person in a buisness to hear about it should try and solve it first rather then handing it off
a stat that is helpfull is : an unhappy customer will tell 10 people about a problem while a satisfied customer will tell only four people about a good experience.
These are some guidelines Richard Branson owner of Virgin mobile companies etc. uses to run his many buisnesses

Richard Branson

Richard Branson is the owner of the chain of Virgin companies he has about 40 plus companies which is insane for one man to have created and started all of these companies. The comapanies he owns varies from Virgin Vodka to Virgin Cosmetics which is quite a big difference. He says that if you can run one company you can run any company and he said that life is one long learning process and enjoys taking risks. He sold the 4th biggest record company in the world to keep his airlines alive and protect the jobs of the people in Virgin Airlines. The total revenue of the Virgin companies is 25 billion and the amount of employes is 55,000

He was knighted for help producing the sex pistols song god save the queen 25 years later. He also is the first man to produce a public space program where people can fly up into space on a Virgin space ship this new companies name is called Virgin Gallactic.He was very bad at school and didnt even complete school he left at 15 years old. He learnt the difference between Net income and Gross when he was 50 years old.His mother made him find his own way to his grandmas house 5 miles away when he was a young age around 4.He has been to jail once or twice for what he said were ancient laws one which involves saying something about diseases and the other time he nearly went to jail was for saying bullock on the Sex Pistols album.He thinks the best way to deal with people is fairly and nicely.He also likes to upset status quo's so taking on challenges. Family is extremly important to him and spends 3 months with them  minimum.
Some things he has said and put money into are :
Extreme Wealth = Extreme Responsibility
Prize : for extracting carbon out of the atmosphere and methane out of the atmosphere.
WarRoom:Sovle African problems and social problems.
It's important that people with wealth use it for good things and it wouldn't be good if they used it for bad things

In summary this man is successful because he has learnt how to overcome adversity and solve problems his own way . He knows how to treat people with respect and then people respect him.
Small is beautiful all of his companies that he has invested in are small companies of only 400 people or he has started small companies then let someone else run them

So from Richard i learnt how treating people better will make your buissness experience much better and that it leads to success to always try new things and take risks (leap in to the unknown) and live life at its fullest.

24 Hour Rule

The 24 hour rule is a way to lead your life by to some extent . The concept of this rule is if you confront someone during the day and you have a problem with something they said or did you have 24 hours to confront them otherwise you dont have an opinion on that subject after 24 hours. This is the 24 hour rule and i am excited to try this out myself :)

Stock Tracking

Today i started tracking a company of my choice. I have picked General Electric because they make microwaves and without mircowaves cooking would be a longer and more difficult task and they also were the creators of the minigun. They create many household appliances such as stoves and microwaves and their market cap (which is how much money the comapny is worth) is 221.23 billion dollars.I think General Electric's stocks will increase over time slowly because there is a constant need for household appliances like microwaves etc.