April 13, 2017 dovbaron

What if it’s easy to forget to remember to struggle?

I like to ask questions that help my clients expand their minds. Often the secret to our challenges and triumphs is a matter of perspective. Mind expansion changes perspectives allowing us to think clearly in ways we wouldn’t have previously imagined. To expand your mind today, I have a Jedi question I need you to answer in the comments.

Here’s the Jedi question for dealing with your ego-mind:

What if it’s easy to forget to remember to struggle?

Then what would you now choose to do with ease? Does the answer come easily to you or is this a Jedi question you’ll have to wrestle with?

(Want to go deeper? Scroll down to the P.P.S.)

P.S. It’s okay to share this with your friends just click on the share button.


What if you remembered to forget to struggle?

Wouldn’t it then be easy to remember to be with elegance and ease? While you ponder this mind-expanding question think about how it applies to your daily life and how you can use this new perspective to ignite change.


With gratitude,

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Comments (14)

  1. Diane

    Well, struggles can be helpful! I’ll be happier when my present struggle to get a new jobs ends, but then starting a new adventure with new co-workers, routines, fitting into place etc, this may mean more struggles. But if I call these challenges instead, turning around the negatives into positives, bringing past experience into the new work and learning from those around me I will be living a positive experience.
    I’m still waiting for my EFM box to arrive so have been working through the mine if wonderful information at BMU.
    I did log-on yesterday but the Lanzarote, Canary Island time was from 3:30am to 5:00am with my mind working through things until 6:00am! As I’ve had little sleep and a hectic day I’ll be working through everything from the live coaching tomorrow morning. It was a real buzz to know you were actually there live!! I don’t have Skype system but would love to speak to you next time.

    Love and gratitude

  2. Wendy


    The question is, what WOULDN’T I be doing if I forgot how to struggle!!!!

    Sign me up for any coursework in developing selective amnesia! 🙂

    Yesterday, I spontaneously wrote down a list of the things I want to do when I become financially abundant. After reading this blog, I counted the activities: 62. And that was just a spontaneous list.

    All kidding aside about selective amnesia, I know I need to get to the root(s) of my struggle.

    Yesterday, some deep stuff came up to the surface for me. A deep feeling (not a transitory emotion) from my formative years. And it is indeed a deep knarly root. I’m realizing how it has pervaded my life and even affected my biochemistry. This root is all intertwined with beliefs. Frankly I’m reeling in it and feeling like I’m lost without a roadmap. The main thing I know to do at this point is to work on collapsing the beliefs.


  3. Teri

    Hi Dov,

    This question reminds me very much of one of your questions from the live broadcast last evening. There’s one in particular that really struck me. A loud bell went off as I wrote down: “Am I more committed to struggle than I am abundance?” I heard a very distinct YES go off in my head. It’s not that I intend to be more committed to struggle; it’s more an automatic reaction from my past conditioning. Until I’m honest with myself about being aware of it, I won’t be able to interrupt it.

    As for your current question, What if it’s easy to forget to remember to struggle?” My Answer: Now that I have interrupted it for the first time, I can work on continuing to interrupt it so that it will be easier.

    Then what would I now choose to do with ease? My Answer: Everything I desire. Once this is accomplished, the tables will be turned. I would be conditioned to automatically focus on and expect abundance. Struggling would be a thing of the past. I would no longer impede the continuous current of abundance that naturally flows through me and everything else in the universe.

  4. Mary

    Pretty good post. I just came by your blog and wanted to say
    that I’ve really enjoyed reading your blog posts. In any case
    I’ll be subscribing to your blog and I hope you write again soon!

  5. DanX

    Then what would I now choose to do with ease?

    Thank you again Dov……… I love these questions because I find I am thinking beyond my usual thinking………..

    MY answer to this question, would be………… To Change, to DO something different………… with ease………….. maybe even to choose to become uncomfortable……….

  6. Nat

    Fuckin’ right on the money Dov with that question and the realizations that have been flippin’ around me like Matrix bullets

    I now choose to Master My Ego With Ease

    I just realized yesterday that it’s possible to use the EFM to manifest me mastering my Ego, which includes learning to get the way of the ego to work for the Obiwan side…. which I realized also, that I need to understand this part more deeply

    and that i’d been carrying around the limiting belief that it’s a difficult process, even tho’ I’ve accomplished so muchhhh!!! … kablamo!!! (light sabered)


  7. Rose

    That’s exactly what I was thinking!

    ‘Was’ is the optimal word here. ~Why? Because it connotes a sense of the past and the idea of the future has already come to ‘be’.

    What ‘was’ the choice? ~Freedom = Joy + Love… et cetera ad infinitum.
    ~The foundation of freedom facilitates action(s) to flow with ease.

    With Gratitude!

  8. Kim

    Wow, talk about a timely question. There’s an ongoing situation at work which I’ve been continously allowing to rob me of my power (unconsciously). I’ve looked at this for months now and dealt with it on so many levels and everytime I keep thinking I’ve figured what’s going on. Just before I opened your email saying there was a new blog I asked myself, “in the long run this situation is going to work out to my benefit and I know will turn out to be exactly what I want so why is it so hard for me to accept now?” Realizing that I”ve been more committed to struggle than abundance and ease just now allowed to deal with it and let go of it at an even deeper level.

    Thanks Dov! YOU’RE AWESOME!!! 🙂

  9. Ehab

    I deserve all the best spiritually, emotionally, mentally, physically and financially. I have a very very powerful self image and self worth. I love my self unconditionally. I am light and light is me. I love myself and have an absolute powerful unflinching unwavering unshakable hyper-hydrogen-ic divine self image and self worth through out the whole day. Twenty fours hours a day. Seven days a week. I have the absolute Godhood divine self image in my wakefulness and in my dreams. I shine as a superstar wherever I am whenever I am. I love myself and love myself and love myself unconditionally, unconditionally, unconditionally. I have the absolute self worth, and the absolute Godhood any enlightened ascended master had ever had and already have. I have it here on earth. Mother earth. I am God. God means I posses all the qualities of excellence, precision, beauty, grace, easiness, patience, love, curiosity Human God has. God of love and love and love. Thus I live life as a journey with grace, love and smoothness. I glide through every day life as if I am skiing on Mountain Tremblent. I enjoy the movements, the actions, the scenaries, the company, my partner, the fitness, the beauty, the abundance, the warmth of my heart, the smile on my face and on other people’s face, the chitchats, the jokes, the dreams, the perspectives, the innocence. I love ME. I love the world.

  10. Struggle is a word with desperate connotations. We only begin to struggle when we are in danger of losing something. Courage, Persitance, determination, expectation and belief are far more effective ways to continue forward on our journey of success manifestation.
    Struggle has a theme of panic and despair in it. but courage, and fight,and I can, I will, make ‘struggle redundant’ You dont have to remember to struggle you have to remember to pick yourself up and get back in the race, and apply a strong determined effort in your activities. remember ‘when you can’t you must when you must you can.’ this combination of determined effort will turn your pathetic struggles into a powerful force which, with help from the force in and all around us will see you through any adversity. peace to you all.
    and ‘Dont just sit there thinking get up and do something!!!’

  11. Olivia

    I think this is the answer to a previous question: “What have you forgotten to remember that you need to remember to forget?” Awesome, just be, forget struggle. It reminds me of another question I’ve been using: “Do you want to be happy, or you want to always be right?”
    If there is no struggle that means the ego is DEAD, and REAL LIFE begins.
    Thank you, thank you, thank you,…

  12. Teri

    Living every moment in the “now” would make everything easy. In the “now”, there is nothing to remember to forget….there is no struggle….there is only observation…there is only creative responding.

    This is where I want to be. How soon can I get there Dov?

  13. Geoffrey

    I am experiencing struggle, not willingly, but a necessity, u see i have cancer of the rectum. My struggle is not voluntarily given! If I WANT to struggle then i would be really blocking the strength, abundance etc. But un-willing struggle….yep, it’s just not wanted…

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Get in touch with Dov!

Video Introduction

Full Monty Leadership: Bring Dov In Today – Click to Book Now

The Top 3 Reasons “Leaders” are losing their Star Players!

The Top 3 Reasons
“Leaders” are losing their Star Players!

Unless you have been living under a rock for the past few years, you know that the recession has aggravated what already was a deteriorating relationship between employers and their employees. While things weren’t rosy before, now everyone knows someone (or has experienced it themselves!) who has been caught in layoffs, buyouts, downsizing, capsizing, and reductions in benefits, not to mention freezes on new hires, pay raises, and promotions.

And you also know the result: People are willing to abandon companies like the proverbial rats on a sinking ship because no one feels safe!

The reason isn’t rocket science. If you even suspect that the ship you are on could go down and something else comes along, there’s a good chance you’d jump ship too. Think about it.  The fear doesn’t have to be based on facts; a nasty corrosive rumour can have people racing toward the exits just as easily.

A Wharton School of Business article says that most companies can expect to lose anywhere between 20 and 50 percent of their employees in any given year. Few things are more disruptive and costly to your business than an unexpected exodus from your talent pool.

If you want loyalty, you must focus on culture over rhetoric!  Regardless of position, title, or even office size, employees who volitional walk away, generally do so because they perceive some type of disconnect with leadership and/or the values of the company. (This is best reflected in the corporate culture)

It’s no surprise to any of us, but employee loyalty is not what it used to be. In a recent survey of employee benefits, trends, and attitudes, MetLife found that employee loyalty is at a seven-year low.

So what are the Top 3 Reasons “Leaders” lose their Star Players?

Leaders must learn how to deal with conflict.

Be honest, I mean really honest. Are you comfortable with conflict?  By that I don’t mean that you are aggressively looking for some form of fight, but when conflict comes up, can you confront it with compassion and empathy? Do have the skills to resolve the issues?

If not, you can be certain that your team’s morale is going to tank faster than a preschooler who needs a nap because conflict is the nature of relationship.

You’ve got to understand that crappy moral is contagious!  Problems that don’t get addressed, be they feuds between departments (silos), interpersonal quarrels, or performance issues all negatively impact employee enthusiasm, motivation, and ultimately loyalty.

Before we go any further, I want to set something straight…small problems do not go away. Small problems that are ignored develop into resentment, and will develop into bigger problems. (Don’t believe me? Ask the person you live with…Go on, I dare you.)

A leader who does not–or cannot–deal with conflict will immediately start to lose the trust and respect of her/his employees. And you and I both know that you can’t lead without trust and respect.

That being said, a leader who is a master of conflict resolution knows that healthy conflict creates a deepening bond. (Again, if you don’t believe me, ask the person you live with if, after you have actually stopped avoiding the conflict and got it all out on the table, they inevitably feel closer to you.)

Leaders must become masterful at dealing with generational diversity.

Generational bias has always been an issue, however, now more than ever in a global economy, it can be a crippling one.  As a discerning leader, I am going to ask you an important question. Do you believe that a Baby Boomer (people born between 1946 and 1964), Generation Xer (people born between mid 1960s to the early 1980s), Millennial (people born between 1982 and 2000) are all treated equally in the climb to the top?

Here’s an example from way back in the last century. I can remember when I first started speaking to individuals and organizations of influence back in the 80s. At that time, I came across research that said it took a rookie over 100 hours to learn the skills to become a fighter pilot.

It was estimated that that same level of training could be completed to competence in around 20 hours by a GenXer because of their much higher exposure to technology. Then came the Millennials. These latest members of the work force have grown up with even more electronic interface than the generation X group, and as a result their TQ (technical intelligence) far exceeds those of the last two generations.

The challenge can be that as a leader you are likely to be either a Boomer or an Xer, have likely climbed through the ranks and invested a considerable amount of time in getting where you are today. Now you are likely to find yourself leading Millennials, while having an empathetic bias towards your own generation.

You see, part of the challenge is that we often (even unconsciously) use the time we’ve put in, rather than effectiveness, as a standard of measure. Furthermore, even if we are measuring the effectiveness of our top players, our leaders, it’s important that we examine whether our criteria for measurement may also be outdated.

The challenge is that if the criteria by which we measure authentic leadership remain the same as it was for old school leadership, we won’t be able to recognise the value that is in front of us.


Leaders must learn how to lead in new ways.

The most important of the Top 3 Reasons “Leaders” are losing their Star Players is because of Inauthentic Leadership!

There was a time when a leader could lead through image, reputation, experience, force or any combination thereof…However, hold on to your seats. Ladies and Gentlemen, because that train has already left the station!

Today, if you want to keep your star players, you had better find out who they are, what they care about, what “really” motivates them, and how they want to be rewarded for great work. (Check out my special report called: The Full Monty Fierce Loyalty Generator http://FMLoyalty.com)

What this means is that if you want to generate fierce loyalty in your team (and ultimately in your customer and supplier base,) you have to show up and let them see you…warts and all.

I realize that this flies in the face of what you originally learned about being a leader and elevating yourself away from your “underlings.” Although that might have worked at some point in time, that outdated model will have your Star Players deserting you and your company so fast it will make your head spin!

Of course, there are far more than three reasons Leaders are losing their Star Players. I have just focused on the top three so that you can begin incorporating change right away.

In summary, if you want to keep your Star Players you must become a master of dealing with conflict in a healthy way. You will also need to seek to understand the other generations you are working with, remembering they likely have different values and priorities than you). And finally, you must be willing to let your people in, let them see that you are more than your title, or even your experience. Let them see you as a person!

Despite what you’ve been told, the truth is that Vulnerability is Power in the new global economy!


For opportunities to have Dõv Baron speak for your organization, Call:

+1 (778) 379-7517

or contact admin@fullmontyleadership.com

Business Growth What’s Your Business Doing?
I need to ask you an important question. What’s your business doing?  Is it growing, staying about the same or losing ground?  Now let’s be brutally honest—and I suspect if you are like most business owners, you may be tempted to deny this–but if your business isn’t growing, it’s dying!

Now that you’ve caught your breath, let’s get clear about what I mean by growing. Growing in this context is NOT about experiencing 1%-3% growthdue to the fact that you laid off a bunch of people or radically cut cost and potentially the quality of what you do/produce. That’s not growing. That’s slowing the dying process.

Real growth is more than temporarily increasing the profit margin. If we are going to talk growth in business, one of the key areas we have to discuss is the quality of the leadership.

It could be argued that leadership is the most important quality for any business professional to have. With quality leadership, nearly any and every task can be accomplished.  Think about a leader you have known in the past.  This could be a boss, a teacher, a pastor, a congressman. Did this person inspire you? Did they make you angry, or did they not affect you at all?

If you said they didn’t affect you, you’d be wrong. Despite what you may believe, there is a powerful and somewhat destructive impact of having leaders who don’t inspire us.  And the main reason leaders don’t inspire is because they are disengaged.

We know from a 2011 Gallup Poll that 71% of American workers are “not engaged” or are “actively disengaged” in their work. But don’t be fooled into thinking it’s just the worker bees who are disengaged. Many top level C-suite executives are just as disengaged.  These leaders close their office doors and distance themselves from the group they are supposed to be leading.

Obviously, this sort of leadership is not the kind you desire in your organization.  But I hate to break it to you, but there’s a very good chance that you have leaders like that in your own organization. These “leaders” have positions of authority and you may even be assuming that they are leading in the direction of growth. However, where they are really leading is in the direction of keeping their position, title, status and or lifestyle. They are not mission, purpose or growth driven. They are not actively engaged in the corporate value system. They are, however, tremendously engaged in increasing their own personal bottom lines.

They are disengaged leaders!

Now you may still want to argue that it’s not the leadership that is the problem with lack of growth in your company, but with employees who don’t care.

Let me let you in on a dirty little secret. Employees disengage for one of three reasons:

  1. 1. They are being led by a disengaged leader.
  2. 2. They are at odds with the organization’s mission/purpose and or values.
  3. 3. They are a bad fit for your corporate culture. (Assuming your company actually has a corporate culture that’s more than a concept.)

Here’s the hard line truth behind all three of these reasons: employees disengage because leaders are disengaged at some level and therefore not authentically leading!

Let’s take a closer look at those three reasons.

First, if employees have a disengaged leader, you can pretty much guarantee they will become lazy themselves.  This is not necessarily because employees are inherently lazy, but rather, because employees (like children) do not do what they are told; they simply model the behaviour of their superiors.  If the leader doesn’t care about the growth of the company, neither will the employees.

When a team is led by a disengaged leader, there’s a good chance that team members will simply just do what they have to do in order to meet their job description, and not do anything to grow themselves or your organization.

Second, when employees are at odds with the organization’s mission/purpose and or values this again indicates poor leadership, because your leaders need to be crystal clear that every person who enters your employ fully understands the organization’s mission/purpose and or values. This is not possible if the leaders themselves do not understand it.

Let me give you an example. In 2006 a multinational company brought us to Europe to work with their leadership team. This was a dramatically impactful training that clearly rattled a lot of cages. Instead of my just coming in and doing the usual rah-rah, look how great you folks are, now let’s just pat each other on the back, I challenged the heck out of them.

Why did I do this? In my pre-interview with the individuals on the team, it became obvious that they were relationally disconnected from each other. This told me they were likely disconnected from the company as a whole and were therefore in all likelihood working in a silo mentality.

After a lengthy discussion with the global CEO about the need to break these silos and get the team to genuinely not only connect but bond, we went back into session.

I began by asking a single pointed question that they were required to answer out loud in fort of their peers and without the assistance of their peers. This simple question clearly caused the blood pressure of the CEO to rise. The question was:  “Would you please state out loud the mission statement of this company?” Each answer clearly demonstrated a challenge at the core of the company because no one (with exception of the Global CEO) actually knew the answer.

No wonder they were disengaged. You cannot expect your team to be fully engaged in the growth of a company when their only connection is a paycheck. Everyone in your organization must be aligned with the mission, purpose and vision of the company if it is to experience true growth.

Finally, if an employee is a bad fit for your culture, this again falls on leadership.  If the corporate culture isn’t lived by the leaders, it indicates to employees that the culture doesn’t matter and therefore it doesn’t matter if a person fits or not.  In a “momentum culture” there is congruence at every level from janitor to the C-suite.

It all comes down to this… For your company to grow you have to have all the obvious things like a rock-solid business plan, great procedural implementation and everything else we all know is the back bone of a business. However, for growth to have momentum, it must have legs. The three legs on which your company must be built in order to continue to grow are authentic, inspiring, and transparent leadership.  In other words, A Full Monty Leader.

Now, don’t get the wrong idea. The Full Monty Leader is not a rah-rah leader.  Absolutely not!  A Full Monty Leader will occasionally anger their team, not because they are being adversarial but rather because a Full Monty Leader is required to hold a greater vision of each of the individuals of the team than the members hold for themselves. Only then can team members begin to adopt the vision for themselves. This is an essential principle that will deeply inspire the people who are in your organization for more than a paycheck.

Full Monty Leadership is about developing a culture of authentic, engaged leaders at every level of your organization.  Leaders who feel deeply emotionally connected to the mission purpose and values of the company.

When you have that kind of leadership, you not only generate fierce loyalty but develop a company that is actively growing.

So let me ask you again– What’s Your Business Doing?

For opportunities to have Dõv Baron speak for your organization, Call:

+1 (778) 379-7517

or contact admin@fullmontyleadership.com

Transparency THE Key to Successful Leadership
I have a question for you. What is the single most important key to successful leadership in today’s economy?

If you answered anything except being an authentic leader, you’d be wrong.

Being an authentic leader today is no longer a preference or an option. It is crucial!

Now let me be clear.  We are not talking about the idea of being authentic. We aren’t talking about the faux authenticity of sharing something that you think will impress someone.  No, we are talking about being real and genuine, being true to who you are and what you stand for.

An authentic leader is willing to embrace that they will not be everyone’s cup of tea, and what’s more, they are good with that realization. The leaders who are blazing the trail of new leadership are dedicated to developing deeper and deeper authenticity not only in themselves, their teams, but also in all their relationships on an ongoing basis.

They are willing to be who they really are.

Authentic leaders are dedicated to knowing themselves at deeper and deeper levels.  They embrace their own imperfections and they don’t pretend to have it all together.  They are transparent and they are honest about their imperfections, their inadequacies and the challenges they face. Where the old school leader would disown their failures or weaknesses, the authentic leader allows those things to propel them forward, because they understand thatVulnerability is Power.

As counter as it may seem to your original training as a leader, you need to know this at the depth of your being, so let me say it again:  Vulnerability is Power. Vulnerability is the power that will bond your star players to you and your organization. It will also bond your customers and providers to you with fierce loyalty.

I know what some of you are thinking. If you look and act confident that should be enough.  Let me tell you, if you think wearing your mask of confidence is going to work, you are dreaming! People can smell a fake a mile away.  That mask is screaming your insecurities so you might as well hang it up and become transparent.

So what is transparency?

Yes, transparency is about admitting your imperfections, your inadequacies and your challenges. However, it’s also about sharing your values, your mission, your vision and the meaning of why you do what you do. Transparency means opening up and sharing ideas, thoughts, goals, aspirations, values, worries, concerns and even downfalls.

Today’s workplace places high demands on both leaders and employees.More and more employees are now insisting on clearly stated reality and truth.  Apart from the need of a secure job and opportunities for career advancement, present workers desire to be part of a firm that prioritizes truth, trust and transparency. They desire to have proactive leaders who share with them the direction of the organization and are forthright about the future. They want transparency in order to plan for their lives.

Instead of just being content with having a job, today’s employee will often quickly jump ship if the leader they are supposed to follow is unwilling to demonstrate clarity of the future and transparent leadership.  (I go into detail about this in my special report on Becoming a Fierce Loyalty Generator. You can find it here: http://FMLoyalty.com)

Because many companies lack awareness regarding the needs of employees, they struggle to hold on to their star players. As stated in that special report–few things are more disruptive and costly to your business than an unexpected exodus from your talent pool. Despite the initial discomfort of removing the mask, in organizations where transparent, authentic leadership is made a priority, massive losses are prevented.

None of us can be authentic unless we are willing to admit our frustrations, insecurities and weaknesses. This is not to suggest that you should sit around moaning, complaining and whining about your problems—that would be a very poor career move.  However, in both our personal and professional lives, it is crucial that we open ourselves up to a close circle of people we can trust.

All that being said, transparent leadership starts with something few leaders have the cojones to do:  self-examination.

As leaders we can get carried away with knowing all the answers foreverything else outside ourselves and rarely do we take the time to know more about what’s inside ourselves.  In addition, all of us have a spot of denial about our own foibles.

Let’s face it, denial is far easier than facing the harsh truth that we may have some dysfunctional behaviors that we need to deal with. But if we are to become an authentic leader, we need to take off the self viewing rose-colored glasses, increase our self-awareness and uncover our blind spots. In short, you need to know your strengths so that you can capitalize on them. At the same time, you need to know your weaknesses so that you can delegate and deal with them.

Being an authentic leader means having an awareness of the true emotions behind what you feel. In Full Monty Leadership we say, “We are never just mad about what we are mad about.” What this means is your anger may be a cover up, a way to mask your disappointment, fear, shame, jealousy, embarrassment, shame or guilt.  Because authentic leaders are will to always go deeper into self-examination, they can recognize the root of an emotional reaction, and by doing so, gain the power to manage it. (This gives the Full Monty Leader exceptional relationship skills)

Can you honestly (not rhetorically) say why you do what you do in your position? Do you know what irritates you and what soothes you? Are you aware of your own dark side (we all have one) and how to deal with it? In order to be authentic and genuine in all your communications you must know yourself very well and be committed to remaining truly authentic even when it’s uncomfortable.

Because nothing generates fierce loyalty faster that an authentic leader.

Do you have the cojones to become one?

For opportunities to have Dõv Baron speak for your organization, Call:

+1 (778) 379-7517

or contact admin@fullmontyleadership.com

Our story

Dõv Baron


Dõv Baron
Leading Expert

Meet Dõv Baron

One of Inc. Magazine’s Top 100 Leadership Speakers to hire, Dov Baron is a leadership advisor to the United Nations (UN), a bestselling author, the world’s only Corporate Cultural Momentum Strategist, and a top-ranking podcast host. He is also the leading authority on Authentic Leadership, and Leadership Succession or, as he prefers to call it, “Full Monty Leadership.”

Dov is the bestselling author of several books, including “Don’t Read This…Unless You Want More Money!” and his latest, “Fiercely Loyal: How High Performing Companies Develop and Retain Top Talent.” (In-Phase Publishing, 2015 ©)

He also writes for and has been featured in many industry magazines including CNN, CBS Small Business Pulse, SHRM, Yahoo Finance, Boston Globe, Business in Vancouver, USA today, CEO, Entrepreneur and many more.

Dõv’s international Leadership & Loyalty podcast is ranked the number one podcast for Fortune 500 Executives.

Life-Changing Story:

In June 1990, while free rock climbing, Dõv Baron fell approximately 120 feet and landed on his face. The impact shattered most of the bone structure of his face, disintegrating some of his upper jaw and fracturing his lower jaw in four places. After nine reconstructive surgeries, no external evidence remains of the damage; however, this experience was life-changing.

Before the accident, Dõv had spent years building a reputation as a dynamic speaker and teacher in the field of personal and professional development but it wasn’t until sometime after the fall that he began to see the beauty and elegance of what had really happened – the return to his own CORE –what he calls his ‘Authentic Self’. He was also the host and executive producer of the increasingly popular radio show, “Full Monty Leadership Show,” where Authentic Leaders Let it ALL hang out about loyalty, culture and growth, which broadcast out of Seattle, Chicago, Colorado and globally via the internet.


Today, Dõv has been sharing his wisdom and expertise privately and on international stages with professional leaders for more than 30 years, and has a massive social media platform with over 200,000 followers via Face book, Twitter, LinkedIn, Podomatic, iTunes etc. He has interviewed and worked with leaders featured on: Oprah, Ellen, CNN, Fox, MSNBC, CBS, Huffington Post, Larry King, New York Times, Washington Post, Forbes, the Wall Street Journal and many other top rated media.

His “KIllTheKeynote” campaign to change the speaking industry went viral to over 5 million people on social media. He is now speaking for some of Europe’s wealthiest families at Scone Palace, NextGen leaders with UnleashWD and the Legacy Show, and top American c-suite leaders for The #CSuite Network.

In addition to being an author and a radio host, Dõv is also the leading expert on Developing Authentic Leadership and he is the world’s only Corporate Cultural Momentum Strategist, serving top performance individuals, corporations and organizations to generate both exponential growth and fierce loyalty.

His passion mixed with humour and ‘get to the point’ no BS style are contagious. Within moments, you will feel a genuine connection with a man who authentically walks his talk. Dõv believes that the world needs more leaders who are Authentically committed to standing in their truth, sharing their inner genius, and empowering others to do the same.

Dõv’s commitment is to take you by the hand and show you why tapping into your Authentic Self is the MOST important key to finding, developing, and retaining your top talent.

He is currently available for media interviews.


Leaders today are living in what is arguably the most disruptive time since the beginning of the industrial revolution. The leaders that emerge at the top of their game will be the ones who not only adapt but disrupt the very industries they wish to lead. However, disruption for the sake of disruption is a waste of time, effort and resources and downright damaging! 

According to the research of Richard Foster, Yale University:

“The average life span of a company listed on the S&P 500 has decreased from 67 years (without disruption) in the 1920’s to 15 years today”.

Looking forward, the questions we must boldly face today are: 

  • Do you as a leader know how to tap into the single most important factor that will determine whether your organization stays at the top of their game or fade off into irrelevance?
  • Do you and your organization know what will be the differentiating principles of those that will not only reach the top but also stay there? 
  • Do you know what the number one determining factor of loyalty in both today’s highly skilled workforce and customer base is?

In this presentation Dov Baron will share with you:

  • How you can precisely discover what it takes to tap into the psychological motivations and drivers of your most talented team members and your best customers.
  • You’ll discover why so many leaders fail to follow through on their decisions.
  • You will discover how to precisely how to have them take dynamic action right away.  
  • Discover why working more diligently on your technical skills could put you out of business.
  • Discover what’s transforming current business leaders in the new global market place

This is an exciting and innovative presentation designed for those who are committed to being true industry leaders who thrive in this and the next generation of business and leadership!


The Alchemy Of Turning Leadership Deficits Into Gold (Perfect For Multi-Generational Family Business)

Simply being born into a position of authority no longer guarantees that people will willingly follow you (if it ever did!) Today there is a deep-rooted and ever-growing dissatisfaction with leaders who appear to be entitled and who act self-serving. While no one can change the circumstances of family roots, it is possible and necessary to evolve the culture into a new model of leadership. A model that not only stewards the family legacy, but also integrates it into the necessities of being a contemporary leader. Leadership that include being grounded, empathetic, compassionate, passionate, purpose driven and sincerely authentic.

Such an evolution is no longer just an option. Business today exists within a global realm and requires a new kind of greatness that both embraces and fully utilizes that global aspect. But how do leaders find, embrace, and develop that greatness so that they can become the eminent business “monarchs” the world needs?

In this interactive presentation Dov walks each of the participants through the internal journey of “From Knight to King” that demonstrates the integration of authentic leadership by giving penetrating insight into the four types of knights who are on the path to becoming king (or queen). Each of the knights demonstrates an aspect of a leader that can become dominant and overpowering. The key to effective leadership evolution is to recognize and integrate each of these Knights into the King (or queen).

Here is an overview of the elements required to become a monarch:

In this training Dov Baron takes apart the structure of knighthood and lays it out in a contemporize understanding of leadership.

Everyone who has elevated to the position of leader has in some way shown some natural ability to lead. Nevertheless, we tend to lead in the way that is most familiar, or natural to us. However, we find that those who rise to the top are those who have the ability to grow outside of their natural bound by collecting and coalescing all of the leadership archetypes skills and uses them when and where its most appropriate.  

Below are the four primary leadership archetypes you will need to become a monarch:

  • The Power of the Red Knight:The Red Knight is a leader who symbolizes passion and drive. A lead that has the ability to move things forward and make them happen.
  • The Power of the White Knight:The White Knight is a leader who symbolizes deep empathetic and compassionate care for those they lead. This leader has the ability and the drive to see their people as individuals. The white knight sees trees when others can only see a forest.
  • The Power of the Green Knight:The Green Knight is a leader who symbolizes driven by the desire to have purpose and create legacy. The green knight leader has the ability to see the forest when others only see trees.
  • The Power of the Black Knight:the Black Knight is a leader who symbolizes driven by a desire for an ever-deepening self-knowledge and wisdom. The black knight has a rare ability to remain on task without the insatiable pull for approval. Because of this Black knights are the trailblazers. 

As you read through the overview of each knight there’s a good chance that you felt a certain affinity to one as a dominant and maybe even another on had a secondary pull. That being said, it is crucial is that as much as you are pulled to one, you are not just one of them. Leaders have to take their strengths and expand them to integrate all four archetypes.

If a leader fails to integrate all four or does so in a haphazard or isolated manner such a lead can be extremely detrimental and destructive. Potentially destroying companies, tearing apart teams and effectively chasing away an organizations top talent 

So how do heritage leaders become not just worthy, but truly ready to own the worthiness of their position? By embracing the journey from Knight to Monarch in a way that enables them to assess where they are now, where they would ideally like to be and to create the path that will get them there, both in and outside of the family business and legacy.

FIERCELY LOYAL EMPLOYEES… Finding And Keeping Your Talent

The world has changed, and so has everything we know about becoming—and remaining—an effective leader when it comes to retaining employees – especially Millennials. In a 2014 Global research study the number one issue facing CEO’s was that of retaining top talent.

Many leaders today are left scratching their heads in confusion as to why many of their very best people simply pick up and walk away… particularly when they seem to be offering great salaries and upward mobility. As you’ll find out in this presentation what we’ve offered in the past and what motivated people to be fiercely loyal no longer works. 

Successful Leadership today requires not just loyalty but FIERCE loyalty. So why is Fiercely Loyal so important? Because it’s the difference between someone waking up inspirited to work for you, thinking of your company as a place for their future, verses being in a place where they want to use the skills and abilities they got from you to take them away form you and on to ‘something better’. The fiercely loyal employee has a deep sense of connection to your organization because it becomes something bigger than them.  As such they become evangelical about the organization making them a top recruiting resource.  

We are in the biggest workforce demographic change of all time, which means that in the immediate future, corporate winners will be decided by the Millennial generation. Those who fail to attract and retain Millennial talent will lose. It’s as simple as that.

Loyalty has become the single most essential ingredient in every successful organization especially with the average cost of turnover to an organization is between 1.5 – 2X the annual salary of that employee. Therefore, the question becomes: How do you develop the kind of leadership and culture that will have your people become not just loyal but Fiercely loyal?

In this Live Interactive Strategy Session, Dov shares how to develop Fiercely Loyal Employees by focusing on:

  • What Creates Loyalty today?
  • The Characteristics of a Notable Leader
  • Creating a culture the generates fierce loyalty
  • Why Purpose Matters More Than Profit in creating a stronger bottom line
  • The 4 C’s: Cooperation, Collaboration, Contribution, Community.
  • The Power of Story Telling
FIERCELY LOYAL CUSTOMERS… Getting Your Customers To Fall In Love With Your Products. Services And Brand.

Keeping customers loyal has become one of the biggest challenge organizations face today because the values of your customers have changed. The research shows that today’s buyers have far less brand loyalty than the previous generations. Today’s customers, especially Millennials (now approaching 40 at their eldest) want to look good, feel good and do good.

The old rule of business was that a company had to create a professional image. As you will see in this presentation if that is your focus today, when dealing with Millennials you will actually be pushing them away.

Today’s leading businesses understand the number one priority is to create a genuine connection with their customer. This of course is not new, connection has always worked in creating customer loyalty. However, the major difference is the Millennial consumer, doesn’t simply want it they demand it!

Today’s customers are no longer willing to simply buy from you; you have to get them to buy into you. They want to do business with transparent organizations that are purpose driven.

64 percent of consumers point to shared values as their main reason for working with a brand, and 90 percent expect companies to operate responsibly to address social and environmental issues. 64 percent of consumers say they purchase socially responsible products whenever possible.

The companies that are not purpose driven, transparent and socially responsible are already experiencing their customer’s dropping them like a bad date. 

The cutting edge companies who will dominate have a simple yet profound burning question on their minds: What has to happen in order for us to have our customers fall in love with us?

So how do you create a deep connection with your customers and have them fall in love with and become Fiercely Loyal to your organization?  

In this Live Strategy Session, Dov shares how to develop Fiercely Loyal Customers by focusing on:

  • Find out why your organization has been unable to build the authentic leadership needed to create a fiercely loyal customer base.
  • You will have a direct experience how your business can stand the test of time in the disruptive customer dominant environment.
  • Discover why knowing how to share your organizations story is the magnet that will pull your ideal client to you.
  • Uncover the specific strategies and brain science to have your customers think of your brand with love
  • Solve the mystery of why your customer base are already eyeing up your competition.
  • Discover why “Community” is killing retail outlets, and what you can do to have your customers see you as a centre of a community they deeply desire to be part of.

If you are in a business that recognizes how people buy has dramatically changed, and you want to make sure that you are at the leading edge of having them not only buy from you, but into you and your organization make sure you bring Dov Baron in right away.

FULL MONTY (AUTHENTIC) LEADERSHIP… How Authenticity Increases Loyalty. Productivity And Profit.

The new generation of high performing leaders understand the value and importance of business and success being people-driven.  Not only are they using the latest technologies and strategies to disrupt their industries, they also recognize something old-school leaders never truly grasped: Soft skills (like Emotional Intelligence and being Purpose Driven) have the greatest impact on your bottom-line.

In this interactive presentation Dov walks each of the participants through developing leaders who can lead themselves, their teams, and whole organizations more effectively… Because You Can’t Outsource Authenticity!

We all know the Hans Christian Anderson story of “The Emperor’s New Clothes.” Tailors manipulate an Emperor’s grand sense of self to have him believe he’s wearing the finest fabric ever made. Rather than admit that he can’t see the fabric he denies the truth. Furthermore, when he goes out in a parade with his “new cloths” everyone goes along with the hoax because they too don’t want to look foolish or challenge the powers that be. The hoax is only revealed when a little boy who only knows how to tell the truth gives others the power to do the same.

What this means for your business is this when your leader (like the boy in the story) stands up and reveals the truth s/he empowers others to do the same. The leader becomes “one of us” and we (human beings) are driven to bond with those who speak a truth we have feared to speak. Think Dr Martin Luther King Jr.

Full Monty leadership is about removing the masks of who we appear to be and revealing who we really are to ourselves and to our people. This in turn removes the barriers the block loyalty, productivity, engagement and ultimately profit.

Make sure that you catch this presentation to find out:

  • How companies with leaders who embrace vulnerability outperform competitors with bigger and better resources
  • How vulnerability truly has the power to Generates Fierce Loyalty
  • How the current and prevalent leadership style maybe plaguing your company and negativity impacting your bottom line.
  • Three sentences guaranteed to generate fierce loyalty
  • How to make sure your top-tier talent doesn’t go to your competitor
  • Why being a Full Monty Leader automatically generates leaders inside your organization
  • How vulnerability is the ultimate charismatic trait

Dõv Baron’s “Full Monty Leadership” is inspired by such leaders as Richard Branson, the Dali Lama, Martin Luther King Jr, John F. Kennedy, Jack Welch, and Larry Winget.


What‘s Next For The Lead Who Is Ready To Step Away From The Top.

Who we see ourselves as is so often defined by what we do, but what happens when it’s time to step down?
Stepping down from a position of authority and power can feel a lot like a loss of identity.

When the sun goes down on our career, it’s easy to think that our moment, our hour, our day in the sun has passed…It has not!

There comes a time when we all must ask ourselves what is likely the most difficult question we will ever ask ourselves, “Who am I”. This question is particularly challenging when who we had seen ourselves as is no longer apparent.

The critical moment for many of us comes when we have to make the shift from being able to answer that question with ease to suddenly feeling that instant cold sweat of knowing that to say who we ‘were’ is not the truth of who we ‘are’.

Having made your mark in the world and having received the accolades and recognition that goes along with doing so is a pretty wonderful achievement, and an exhilarating feeling. However, when we are no longer in that position it’s easy to feel like we have somehow lost ourselves.

One of the greatest challenges of being a “champion”, whether in sports, business, on the screen, or anywhere else, is that when we no longer stand in the spot light, it’s easy to feel like we have somehow become invisible.

How we see ourselves has a profound effect on how effective we are in the world. Make no mistake, when our identity is no longer as solid as it once was the impact can be devastating to our self esteem, self worth, our finances, and our relationships.

One of the most important things to do is to change the game so that you can still win past your previous career and status, because you are greater than your last achievements. The fact that next-gen leaders can reinvent and change careers as often as every four years is a great example, because our body of knowledge and experience can actually do that with even more ease than them.

In this interactive event Dov Baron will show you… 

  • Why even the most accomplished leader can feel lost at the thought of stepping down
  • Why contrary to what you may have been told; your best is Not behind you but ahead of you
  • How to tap into the full and mostly untouched potential of who you are (beyond your past accolades)
  • How to take the worst thing that happened to you and make it into the springboard that will propel you too new and greater heights
  • Why stepping away is your golden ticket for future success
  • How to discover and leverage these untouched resources so that you can make an even greater impact, become a hero again and create a powerful legacy!


If you are at that stage of life where you are expected to step down, but you know you’re not done…  If you are ready to discover who you ‘are’ beyond the identity of who you ‘were’… If you suspect that your story, your experience could have tremendous value to those coming up, then this is the presentation for you. Because learning how to tell your story from this place will likely be the most powerful and empowering experience of your life, it is your legacy!



Sign Up Today and Receive This Special Report at No Charge (a $47.00 Value) The three sentences you, as a leader, can start using today to have your team hanging on your every word and happily go the extra mile for you and your organization to generate fierce loyalty.