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3 Reasons You Should Wear Pantone’s ‘Classic Blue’ to the Office in 2020 by Lauren A. Rothman – Styleauteur- INC.

Posted in Uncategorized, tagged , , on February 6, 2020| Leave a Comment »

3 Reasons You Should Wear Pantone’s ‘Classic Blue’ to the Office in 2020

Channel your inner royal and own the room.

By Lauren A. RothmanStylist and fashion expert
@styleauteur
Getty Images

Color plays an enormous role in our professional wardrobes. Some prefer to stock up on neutrals while others are always on the hunt for a pop of color to liven up their daily uniform. We wishfully search for just the right shade to match an eye color, to coordinate a lone separate hanging in the closet, or just to dazzle on a big day.

But we can sometimes be intimated by color and choose to never wear it for fear of choosing the wrong one. People can also overdo color and wear so much of it, one can’t help but say “great color” when they see you– even if they don’t mean it.

The power of color is impactful whether we organize our closets using it as a guiding principle or simply start our shopping sprees on the hunt for it.

Pantone knows the power of color, and it announces a new color every year to be its color of the year. This year the color they believe will make a global impact from fashion and design to consumer mindsets is “classic blue.”

This elegant color is easy to wear, unlike past chosen colors that feel too trendy, bold, or intimidating (like perky purple or vivid coral). Pantone color 19-4052 is finally a friendly, wearable, accessible color.

Blue is also one of the rare universal colors that is flattering on almost everyone. It’s softer than black but not as bold as red. It’s a heavyweight in the corporate world because of its versatility. Men wear some version of blue, often navy, almost every day to work. Women ask me about matching blue and black every season out of fear of making a fashion faux pas and wondering if black shoes can be worn with navy. (The answer is yes, by the way. Opt for black suede or patent leather for high style.)

Classic blue is similar to cobalt and makes a strong visual impact. Here are the top reasons you should be wearing this Pantone color in 2020.

Dress with Authority

Classic blue is the the color of leadership. You will frequently see world leaders, both female and male, wearing a suit in this shade of blue. It’s an engaging color that works well when my clients wear it on stage, on TV, on the campaign trail, in headshots, or leading a meeting. If sporting this color head-to-toe like a royal feels too bold, pop it in a shoe or a tie to reflect your confidence and welcome success with a nod to modern aesthetics.

Keep Your Audience Engaged

Help your audience stay tuned into your message with a powerful presence. As I often share with clients who work in media, viewers are drawn in by your personal packaging even before they’ve grasped your substance. Wearing classic blue is a subtle tool that helps put people at ease and isn’t aggressive enough to alienate those around you.

If only to show off your playful nature, consider a handbag, briefcase or luggage in this this cheerful hue. It is s a crowd pleaser and an effective color to wear to help differentiate yourself from the competition.

Inspire Change

Everyone wants to be valued at the office and shades of blue often convey a sense of trust. Harness the power of your presence to help achieve this. Be a beacon of hope during these long winter months at the office. Turn heads as you walk down the street in a brightly colored bold coat or dress. Change is inevitably on the horizon, and while fads will inevitably fizzle, classic blue will continue to be a reliable one-size-fits-all trend.

Color impacts our emotions and this one offers refuge from the daily grind of wearing dark neutrals or monochromatic black to the office. Stores will be stocking this shade of blue and soon it will available at every turn. Next time you get dressed, consider wearing this power color and be prepared to own the room.

Published on: Feb 6, 2020
The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

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If You Practice This 1 Rare Habit Now, You’re a Much Better Leader Than You Think – by Marcel Schwantes – INC

Posted in Uncategorized, tagged , , on January 1, 2020| Leave a Comment »

If You Practice This 1 Rare Habit Now, You’re a Much Better Leader Than You Think

It may be common sense, but not common practice

By Marcel SchwantesFounder and Chief Human Officer, Leadership From the Core
@MarcelSchwantes
Getty Images

Employee engagement is a top contributing factor to high-performance work cultures and productive employees. And yet people often confuse “engagement” with “satisfaction.”

The key difference between the two, it turns out, has little to do with free beer, pet-friendly policies, or on-site acupuncture leading to satisfaction.

It has everything to do with the work itself.

That said, engagement is also incredibly difficult to keep a pulse on. That’s why the very best leaders don’t just lead; they do something still considered rare by any corporate measure. They listen to their employees.

The critical importance of continuous listening

As you may have heard, recent news reports are filled with accounts of employee protests and walkouts, and even a government mandate to give Google employees the right to speak out on their beliefs — demonstrating how important employee feedback is.

According to a survey of more than 1,000 workers by employee engagement company Achievers, just 20.8% consider themselves “very engaged.” That same survey suggested that a lack of listening was partially to blame. While 40% of workers ranked their manager and employer “okay” at soliciting feedback, a full 16.3% ranked them as “horrible.”

Many experts agree continuous listening is one of the best ways to improve the employee experience. Dr. Natalie Baumgartner, chief workforce scientist at Achievers, says, “Engagement is complex, but that doesn’t mean we need to make it complicated. Empowering leaders to talk with employees to understand more about what’s working and what’s not is the best place to start.”

Most companies, purposefully or by happenstance, practice some sort of listening. The majority, though, still fall into the trap of just hoping these sorts of conversations occur in manager one-on-one meetings or relying on yearly surveys.

Baumgartner warns, “Life doesn’t change once a year. Employee engagement is exceptionally fluid and dynamic, changing throughout the course of a single day. If a channel is not in place for continuous listening, employees simply don’t have a way to voice concerns or feedback as life happens, resulting in employers missing opportunities to address problems before they become systemic issues.”

Business leaders should systemize a method for gathering ongoing feedback, whether it’s using a surveying tool with an ongoing set of questions, making feedback a formalized part of meetings, or using a technology solution. 

What to listen for

Managers should try to understand how employees feel about their work and the organization to understand more about their overall engagement–and also why they feel that way.

Asking how someone is feeling is such a simple, human act, but too infrequently done. Just look at Meghan Markle’s reaction when asked by a reporter how she was doing as a new mom.

The response each employee provides will differ. How they feel could range from excited to burned out to uncertain. Why they feel that way could be due to a change in leadership, a new project, or something as simple as a tech issue preventing them from working efficiently.

As Baumgartner noted, employees’ engagement will constantly be in flux, making the act of asking ever more important.

Acting on feedback

Gathering feedback isn’t enough, and can even be detrimental if the feedback isn’t addressed. The Achievers survey found when it came to actually acting on feedback, workers ranked managers and employers even more negatively. A sizable amount (42.3%) said their managers and employers were “okay–they make a few changes based on it,” but over one in five (21.4%) rated them as “horrible–they never do anything with feedback.”

The purpose of collecting feedback is to achieve continual improvement. The changes needn’t be monumental. Sometimes simply acknowledging feedback can have a positive impact.

“One of the most impactful mechanisms a manager can have on their team is to both ask for and acknowledge feedback regarding the experiences of their employees. Leaders do not have to have all the answers. In most cases, including employees in identifying a solution results in an even more effective outcome,” continued Baumgartner.

As the New Year looms–a time when job-hopping spikes–making sure employees feel valued is a prerequisite of great managers. Showing empathy around their experience–by seeking feedback–is one of the critical steps to achieving that.

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Countdown: Holiday 2019 – Here’s What You Should Absolutely Avoid Wearing to Your Office Holiday Party by Lauren Rothman, Styleauteur – INC.

Posted in Uncategorized, tagged , , , on December 5, 2019| Leave a Comment »

Don’t make these embarrassing style mistakes at your company’s holiday party.

By Lauren A. RothmanStylist and fashion expert
@styleauteur
Getty Images

Tis the season for festive fashion faux pas at the office. Whether you’re attending your own company soiree or will be someone’s plus one, make sure to keep your holiday inspired ensembles on point. While dress codes have shifted to be more casual at some companies, holiday attire should still be appropriate.

Party invites are out for the season and champagne towers will be high. Consider these events a form of networking for the job you want, not just the one you have. While you mingle with both senior management as well as employees you oversee, avoid making these embarrassing style mistakes.

Don’t be a “Sexy Santa.”

Office holiday parties are not an opportunity to cut your hemline in half or reveal too much cleavage. Guys, this goes for you too. Keep your dress shirts buttoned and pants shouldn’t be overly fitted. Your boss and coworkers don’t need to see you in leather head to toe, baring your midriff, or in excessively platformed high heels.

Do dress like a regular work day, make sure your clothing fits well and is not too tight, sheer, revealing or inappropriate.

Don’t overdress.

If you haven’t been hired to dress in costume, don’t. Leave your Hanukkah Harry and Santa gear at home. Festive inspired holiday wear is different than novelty style touches.

Do wear a red velvet tie or colored outfit like the one below and save your festive onesie to win best-dressed at your neighbor’s Ugly Sweater party.

Don’t be too wacky.

Office jokesters beware. Do not be the person who carries portable mistletoe or wears clothing that lights up like a christmas tree and jingles. Chances are high alcohol is free flowing, do not add to the mix with an obvious flask of eggnog or by wearing a drink guzzler helmet.

Do keep novelty fashion to a minimum and stick to a couple statement accessories. If you must, don a reindeer headband like the one below, or single light up holiday necklace.

Don’t be too flashy.

There is such a thing as too much sparkle. Have fun with the holiday spirit, but there’s no need to pair sequin shoes to a matching dress for an office luncheon. Feathers are fun on sleeves or even on a bowtie but leave the boa at home.

Do opt for fun shoes and jewelry for the ultimate icebreaker while you network your way around the buffet.

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5 Qualities All Great Leaders Have in Common by Heidi Zak – INC.

Posted in Uncategorized, tagged , , on November 29, 2019| Leave a Comment »

Real leadership goes well beyond skills.

By Heidi ZakCo-founder and co-CEO, ThirdLove
@heidizaks
Getty Images

Over the past seven years, I have learned that when it comes to leadership, nothing beats authenticity.

In the early days of building ThirdLove, I was so fixated on trying to be a “great leader” or a “great public speaker” that I realized I was trying to be someone I wasn’t. I would correct myself, be overly conscious of how often I moved my hands, or which words I used to describe certain situations, so that I ended up not channeling my most authentic self.  I came to learn that not only is it OK to speak with your hands, or speak more conversationally, but that those things make you more real, more engaging to the audience, and a more genuinely confident leader.

My perspective has changed about what a great leader looks like–and I believe there are five qualities all great leaders have in common:

1. All great leaders are dedicated to being themselves, rather than “fitting the mold” of what they (or others) believe a leader should look like.

There tend to be fewer female CEOs than male CEOs in the business world.

If you think about what used to be the idea of a CEO, the image that comes to mind is probably an older white male. He probably acts a certain way, does certain things, and over time has created the definition of what a “CEO leader” should look like.

But especially in today’s day and age, leadership is less about “fitting the mold” and more about being dynamic, relatable, and someone other people can genuinely connect with. The more you can put that energy out into the world, the more people you can and will attract.

2. All great leaders say what they mean, and mean what they say.

People have to know that what you say holds weight–and that if you make a promise, you will follow through on that promise. People have to know they can rely on you.

This is one of the qualities we value most in our management team at ThirdLove. I have 100 percent trust that when someone tells me they’re going to do something, they’re going to do it (and do it well). And I have to create that same level of trust with them, following through on my promises to them. Trust isn’t built simply because they or I say the words. It’s built through experience after experience of a promise being made, and then that promise being delivered on.

3. All great leaders can consistently make the right decisions in a timely fashion.

You don’t always have the luxury of thinking indefinitely about how to solve a problem. And most of the time we don’t have all the information we’d like to have but still have to move ahead.

Sometimes, decisions have to be made quickly. One of the things that can frustrate teams and other leaders within an organization is when someone is holding things up out of fear of making the wrong decision. It becomes very hard for people to respect a leader who either can’t make a definitive decision or ping-pongs back and forth between conflicting decisions.

4. All great leaders take the lion’s share of the responsibility.

When a decision goes awry, great leaders never throw someone else under the bus.

The worst type of potential leader is someone who blames other people for what is ultimately their responsibility. In our case at ThirdLove, the buck stops with me and my co-CEO. If one of our teammates or managers makes a mistake, that’s not just a reflection of them, but also a reflection of us–and it’s our responsibility to ask ourselves, and other leaders, what else we could have done to prevent the mistake and do better next time.

5. All great leaders inspire and empower the people around them.

Being a leader is not a right. It’s a privilege.

Every single day, your job is to excite your team, have them buy into the collective mission, and really understand what it is you’re trying to accomplish. And the more your organization grows, it’s not just about the founders or executives being able to inspire, but about your managers, your department heads, even your junior employees being able to do the same.

Being able to communicate why you are all going on the journey together is how you build a team. And the more effectively you can communicate your mission, the more effectively you will be able to hire, scale, and all grow as one.

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Gerbsman Partners Sept 12, 2019 Update to the Update Bidding Process — “Date Certain M&A Process” for the Sale of Assets and Intellectual Property of AirXpanders, Inc.

Posted in Uncategorized, tagged , , , , , on September 12, 2019| Leave a Comment »

The Bidding Process, Procedures for the Sale of certain Assets and Intellectual Property of AirXpanders, Inc.

Further to Gerbsman Partners sales letter of September 4, 2019 and “Update to Bidding Process” on September 9, 2019, regarding the sale of certain assets of AirXpanders, Inc. (“AirXpanders”), I am attaching an Asset Purchase Agreement (“APA”), Fixed Asset List, Trademark List, US Patent List, AirXpanders’s Data Room due diligence information list and Inventory list provided by the company.  Also, interested parties who would like to speak with Shalon Ventures regarding the potential go forward License relationship should email Barry Cheskin at bcheskin@sumadvisory.comand he will respond to you.

Please also be advised that the Bid Date for all interested parties has been moved up to Friday, September 27, 2019 from Wednesday, October 2, 2019.   The reason for this is that the fixed assets must be removed from the premises no later than September 30, 2019.

It is recommended that when potential interested parties bid, they should submit their bid on:

  1. Fixed Assets Only
  2. Inventory Only
  3. Intellectual Property – including Patents, Trademarks, Clinical Trials, etc. Only
  4. A combination of all of the above

Prior to the bid date of September 27, 2019, I would encourage and recommend that all interested parties have their counsel speak with Jonathan Bell, Esq., counsel to Oxford Finance LLC and AirXpanders Assest Liquidation Company LLC, to discuss any questions or comments of a legal nature relating to the transaction.  Jonathan is available at 617 310 6038 and bellj@gtlaw.com

Please review the “Important Legal Notice” below in that potential purchasers should not rely on any information contained provided by Gerbsman Partners (or their respective staff, agents, and attorneys) in connection herewith, whether transmitted orally or in writing as a statement, opinion, or representation of fact.  Interested parties should satisfy themselves through independent investigations as they or their legal and financial advisors see fit.  

Ken, Jim and I will be following up to review the updated Bidding Process, schedule due diligence meetings and answer any questions regarding the “Date Certain M&A Process”.

Any and all the assets of AirXpanders will be sold on an “as is, where is” basis and will be subject to “The Bidding Process for Interested Buyers”, outlined below.

 

Gerbsman Partners (www.gerbsmanpartners.com) has been retained by AirXpanders Assets Liquidation Company, LLC (“Seller”) to solicit interest for the acquisition of all, or substantially all of, AirXpanders’ assets (the “AirXpanders Assets”).  Seller recently stepped into a loan (the “AirXpanders Loan”) originally made by Oxford Finance LLC (“Oxford”) to AirXpanders, Inc. (“AirXpanders”), the repayment of which was secured by a pledge of substantially all of AirXpanders’ Assets.  Subsequent to the acquisition of the AirXpanders Loan, Seller is completing a UCC foreclosure with respect to the AirXpanders Assets in order to sell the AirXpanders Assets, free and clear of all liens, claims and interests, in accordance with the sale process outlined herein. 

 

IMPORTANT LEGAL NOTICE

The information in this memorandum does not constitute the whole or any part of an offer or a contract.

The information contained in this memorandum relating to AirXpanders’ Assets has been supplied by former employees of AirXpanders who are now engaged as consultants to AirXpanders Assets Liquidation Company, L.L.C. (the “Seller”).  Nothing contained herein has been independently investigated or verified by Seller, Gerbsman Partners, Oxford Finance, or their respective agents.

Potential purchasers should not rely on any information contained in this memorandum or provided by Seller or Gerbsman Partners (or their respective staff, agents, and attorneys) in connection herewith, whether transmitted orally or in writing as a statement, opinion, or representation of fact.  Interested parties should satisfy themselves through independent investigations as they or their legal and financial advisors see fit.

Seller, Oxford Finance, and Gerbsman Partners, and their respective staff, agents, and attorneys, (i) disclaim any and all implied warranties concerning the truth, accuracy, and completeness of any information provided in connection herewith and (ii) do not accept liability for the information, including that contained in this memorandum, whether that liability arises by reasons of Seller’s or Gerbsman Partners’ negligence or otherwise. Consultants, and their respective staff, agents, and attorneys, (i) disclaim any and all implied warranties concerning the truth, accuracy, and completeness of any information provided in connection herewith and (ii) do not accept liability for the information, including that contained in this memorandum, whether that liability arises by reasons of Seller’s, Consultants’ or Gerbsman Partners’ negligence or otherwise. 

Any sale of the AirXpanders Assets will be made on an “as-is,” “where-is,” and “with all faults” basis, without any warranties, representations, or guarantees, either expressed or implied, of any kind, nature, or type whatsoever from, or on behalf of Seller, Consultants and Gerbsman Partners. Without limiting the generality of the foregoing, Seller, Consultants and Gerbsman Partners and their respective staff, agents, and attorneys, hereby expressly disclaim any and all implied warranties concerning the condition of the AirXpanders Assets and any portions thereof, including, but not limited to, environmental conditions, compliance with any government regulations or requirements, the implied warranties of habitability, merchantability, or fitness for a particular purpose.

This memorandum contains confidential information and is not to be supplied to any person without Gerbsman Partners’ prior consent. This memorandum and the information contained herein are subject to the Non-Disclosure Agreement attached hereto as Appendix A.

 

The Bidding Process for Interested Buyers

Interested and qualified parties will be expected to sign the Non-Disclosure Agreement (attached hereto as Appendix A) to have access to the due diligence data room documentation (“Due Diligence Access”), and the AirXpanders Video. Each interested party, as a consequence of the Due Diligence Access granted to it, shall be deemed to acknowledge and represent (i) that it is bound by the bidding procedures described herein; (ii) that it has had an opportunity to inspect and examine the AirXpanders Assets and to review all pertinent documents and information with respect thereto; (iii) that it is not relying upon any written or oral statements, representations, or warranties of Seller or Gerbsman Partners, or their respective staff, agents, or attorneys; and (iv) all such documents and reports have been provided solely for the convenience of the interested party, and Seller and Gerbsman Partners (and their respective staff, agents, or attorneys) do not make any representations as to the accuracy or completeness of the same.  

Following an initial round of due diligence, interested parties will be invited to participate with a sealed bid, for the acquisition of the AirXpanders Assets. Each sealed bid must be submitted so that it is received by Gerbsman Partners no later than  Friday, September 27, 2019 at 2:00pm Pacific Daylight Time (the “Bid Deadline”) at Gerbsman Partners office, located at 211 Laurel Grove Avenue, Kentfield, CA 94904.  Please also email steve@gerbsmanpartners.com with any bid.

Bids should identify those assets being tendered for in a specific and identifiable way. In particular, please identify separately certain equipment or other fixed assets.  The attached AirXpanders fixed asset list may not be complete and bidders interested in the AirXpanders equipment must submit a separate bid for such assets. 

Any person or other entity making a bid must be prepared to provide independent confirmation that they possess the financial resources to complete the purchase.  All bids must be accompanied by a refundable deposit in the amount of $200,000 payable to AirXpanders Liquidation Company, LLC.  Refundable deposit wiring instructions will be provided at a later date. The winning bidder will be notified within three (3) business days of the Bid Deadline.   Unsuccessful bidders will have their deposit returned to them within three (3) business days of notification that they are an unsuccessful bidder. 

Seller reserves the right to, in its sole discretion, accept or reject any bid, or withdraw any or all assets from sale.  Interested parties should understand that it is expected that the highest and best bid submitted will be chosen as the winning bidder and bidders may not have the opportunity to improve their bids after submission.   

Seller will require the successful bidder to close within seven (7) days following acceptance of such party’s bid. Any or all of the AirXpanders Assets will be sold on an “as is, where is” basis, with no representation or warranties whatsoever.

All sales, transfer, and recording taxes, stamp taxes, or similar taxes, if any, relating to the sale of the AirXpanders Assets shall be the sole responsibility of the successful bidder and shall be paid to Seller at the closing of each transaction. 

For additional information, please see below and/or contact:

 

Steven R. Gerbsman                                                   

Gerbsman Partners                

steve@gerbsmanpartners.com                                 

 

Kenneth Hardesty                                                      

Gerbsman Partners                                                    

ken@gerbsmanpartners.com

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