March 16, 2017 dovbaron

Make Achieving Your Goals A Certainty

I want to give you a gift … A Free Resolution Blueprint that Makes Achieving Your Goals and resolutions a Certainty.

Let me ask you: When the door opens will you be hiding in a corner afraid of what’s on the way? Will you be there with running shoes on ready to bolt into your future? Or will you step over the line, feeling your foot come down into the certainty of where you will ride because you have, in advance, taken the time to decide the direction of your future.

Almost everyone gets some level of excitement at the prospect of the future, (even if it’s just as a reprieve from the last one). However; entering into anything with merely “hope”, Is a lot less than a plan for success.

What are your goals?  Whether your goals are in the areas of finances, health, fitness, career, or relationships, the question worth asking yourself is: Do you actually want to keep yours? What if there was a simpler, effortless way to do that?  What if it were as easy as listening to some CDs and writing down your goals? Would you do it?

Before you say it could not possibly be that easy, know this:

You’re Right!

It doesn’t matter how many times you put my Resonating Riches CD program or for that matter any program into the CD player, just listening is not ever going to be enough!

But part of what gets in the way of people’s success is that they come to believe that accomplishing goals has to be hard. It has to hurt. However, as thousands have experienced before you, with the right guidance, nothing could be further from the truth.

Please keep reading to understand how and why…

I want to help you reach your goals and avoid the disillusion that comes from setting half-assed goals that don’t really matter, and in fact stand in the way of your complete authentic and joyous success.

It’s important to pay attention to our rituals. Much of what we do, we do ritualistically. We do things over and over again and we do them to invoke an outcome. Whether that outcome is a change in our mind state that leads to a hangover or one that leads to greater and greater levels of success, all rituals are about invoking a “preferred state change” either within ourselves or our reality.

There are personal and societal rituals that we make personal. One of those society rituals has been to set goals. The purpose of which has been to invoke a “preferred state change” either within ourselves or our reality.

Sadly, all too often many people think that their looks, talents and simply setting the goal will be enough to propel them to higher ground. All too often these are the people whose “wishful thinking” will have them do little more than splutter over the starter line.

The fact is: Nothing is more common than unsuccessful individuals brimming with talent.

If you have ever set a goal or you know people who have, you are probably wondering: Why do so many people fail when it comes to fulfilling their goals?

The #1Reason: First and foremost without even realizing it… Most people are setting goals that are not their own!

I can not make this more simple and I know it seems obvious: Whatever goals you set make sure they are your own!

Quite simply, take a minute or two and really question your goals… Are they really about you, who you really are?  Or are they the goals you are setting in order to be liked a little more by your brothers, sisters, friends, bosses, peers, or even mom and dad?

(By the way, to your ego mind approval is golden, so anyone’s will do).

The fact is, anyone can come up with a set of goals that sound right. But it’s worth checking with yourself to truly find out if they are goals aimed at getting approval rather than truly making you happy.

If you are unconsciously setting goals that are not in resonance with who you really are, you are likely to find a way to not reach them or at the very least sabotage the process of reaching them.

See for yourself..: A few years ago I was working with a guy we’ll call Paul. Paul at that time was a successful corporate Vice President, who had a goal to buy a particular model of a new Mercedes.

I helped him to get absolutely clear on the specifics of what he wanted: model, year, color of both the exterior and interior and many other details that would make it absolutely real for him. By the time we were done, he could describe the exact sound the air made as it left when the car door closed.

Paul’s ‘goal’ was to get the car by March 1st. This was something that was a stretch, but with everything in place, it was definitely doable. March 1st came and went, as did the entire month, and then April and May. When I asked him why he thought he had not manifested what he wanted, he gave me a long list of what he called ‘reasons’ and I called ‘excuses’.

My statement to him was that ‘it’ (the car), clearly didn’t matter enough to him. If it did, he would have done whatever it took to have gotten the car. Paul wanted to argue about it until I asked him the question I’m now asking you:

Who’s approval do you make up you will get by achieving this goal?

It was like I’d slapped Paul in the face with a wet cod. He was stunned by the list of names that fell out of his mouth. There was a guy at work who had made a snide comment about how he thought Paul was doing better than to be driving what he was presently driving. There was his dad, who had always wanted a Mercedes but had never been able to afford one. There was even some woman he had the hots for ten years ago; she thought Mercedes were sexy.

Do you get it?

Sure, Paul ‘liked’ Mercedes and he certainly wouldn’t mind driving one. But, in truth, there was no genuine passion there ; it was not something that mattered enough to him. The reason Paul didn’t manifest what he ‘desired’ was there was no personal juice to fuel what it would take to bring that thing into his life.

Paul, like most people, had unconsciously set a goal that was more about ‘what other people would think’ than it was about what he truly, soulfully wanted.

If you’re on a few “Self-Help” lists, you’re probably getting a lot of input on how to ‘properly’ set goals. I am sure they are all full of great stuff, but here are the basics: It is important to have a goal written down. Goals in your head tend to mutate into things that, A) we will never reach or B) we’ll just settle for.

In the words of Mark Victor Hansen (co-author of the “Chicken Soup for the Soul” series)

“Don’t Just Think It, Ink It!”

It is important to make your goals totally and absolutely have deep personal meaning. When you make that goal, be specific!

Go into the details, get all your senses involved … What would it look like, sound like, smell like, taste like, feel like to touch, and most important of all what would it feel like, to have ‘it’ in your life?

Whether it’s a goal or a resolution, ask yourself:
• What would my life look like having met this goal/resolution?
• Having met this goal/resolution what do I hear around me?
• What do I smell?
• What is the taste in my mouth?
• What am I touching now that lets me know I have fulfilled my resolution?
• What does it feel like to know I have become what I have resolved to become?

Now that I’ve given you some of the reasons why so many people fail at achieving their goals let’s get into the next powerful tip that makes achieving your goals and resolutions a certainty:

Take out a sheet of paper, (I find there is a deeper emotional connection when we write by hand).

Write down as many reasons as you can about “why” you deeply want this specific goal or resolution.

What is it that makes having this in your life so important to you?

If you can’t get emotionally charged by what it is you are going for, chances are you will find a way to NOT get it!

It is this directed emotion that sets up the quantum resonance wave that draws to you every opportunity to fulfill your desire. The drive to keep going, to accomplish your goal or resolution is not in the thing itself, it’s the “reasons why” that will power you through the obstacles, (and there will be obstacles, make no mistake).

So, whether it’s personal, business, health, or relationship related make the goal specific, and emotionally charged , because that’s what creates compelling goals that pull you towards what you want and what you want towards you!

So having gone through this Resolution Blueprint let me ask you to remember:

Whatever you dream of having in life… more money, more romantic and fun relationships, a booming business or fulfilling career… whatever it is… start your journey today toward making your goals a reality.

Start now!

Take out your pen and paper and begin applying what I’ve given you in this blueprint that Makes Achieving Your Goals a Certainty.

I trust that you found this article and video advice valuable. If so feel free to send this to your friends. I eagerly anticipate your feedback and comments. Please share, like and comment below!

With gratitude,


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My Authentic Leadership Matrix is free this link! Why? Because one of the questions I’m most often asked is; What authentic leadership is and how do we define it? As a result, with years of experience and extensive requests, I created Authentic Leadership Matrix. It’s designed to give you a clear process of how to perform in each of the five main areas that are required for you to become a world class authentic leader. Start your yes and no evaluation to discover your leadership traits here:

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Comments (10)

  1. I’ve got my simple resolutions out since early December 2008. As far as I’m concern, it’s achievable to me and I’ve already started on them since then.
    These resolutions are:

    Decided by me = Must meet my own expectations!
    For me = For my own sanity!
    To me = For a better ME!

    HAPPY NEW YEAR 2009!

  2. Hi Dov,

    At the moment I am in a slight quandary with goals as goals seem to me now to be like a fruit on a tree. Once I attain a goal there is forever more goals to attain and for me its like being on a roundabout.
    I am not speaking against goals as its great to achieve what I set out to do, but I am finding that if I have a true purpose then whatever goal is on track with my purpose then I will never give up no matter how much egg I get on my face. or how many times I fall down.
    My purpose is to `see` which means facing and knowing my shadow, the parts of me which I don`t want to see. In other words its making my unconscience, conscious, and I agree with Jung on this when he said that until we make our unconscious , conscious, it will be the driver and although we think we have choice we really have none as we are being unconsciously driven by unseen forces.
    I know his words have truth in them as I have experienced both my personal and the collective shadow and still am. But to claim back some of the power which has been given over to these shadow parts is exhiliarating and joyful. (Its not wanting power over anything, but just reclaiming what I have given away)
    This is why I decided to start a blog but since putting it up I haven`t done anything with it. I think it`s time I did because I now need to face `Who do you think you are` in more ways than one. I was adopted so `who I am` is important to me on more than one level. I is also an aid where `conditioning`is concerned but it doesn`t make it easier.

    I am looking forward to my Resonating Riches` CD`s to arrive. Where paper money is concerned It would be truly wonderful to make oodles of money and give half of it away, but that is not why I am look forward to the tapes arriving.

    HAPPY NEW YEAR TO YOU AND YOUR FAMILY and I think you did something really worthwhile with your 24 hour marathon.

  3. Thanks for the post Dov. I have not considered the source of my motivation for my goals deeply enough in the past and this came at a perfect time for me to ensure I truly desire the goals I make for 2009.
    Warmest regards,
    Rosemary Heenan

  4. Bri


    As you say there are many voices out there to listen to as far as making resolutions for the new year. I have read some of them myself. What you have to say on the subject cuts through all the crap (as usual), and gets down to what’s important.
    It’s vital that whatever it is for me has an emotional connection for me and that I can resonate with it using all my senses. If I can’t do that, then it’s not mine, it’s someone else’s idea of me that I’ve bought into, and I’m looking for their approval of me.
    I am committed to being true to myself in 2009.

    Thank you for speaking your truth.


  5. Rea Plaka

    Thank you Dov!!!! Im really grateful to you for what you are doing!!!
    My best wishes to you and your beloved ones!!! Happy New Year!!!

  6. Thanks Dov,

    That really strikes a cord… Most of our goals
    ARE approval seeking.

    Looking forward to a GREAT new year


  7. Good work! Thank you very much!
    I always wanted to write in my site something like that. Can I take part of your post to my site?
    Of course, I will add backlink?

    Sincerely, Timur Alhimenkov

  8. Zachary Croxen

    Great work. The words you write and the way you speak are always direct
    and wise. When I listen to you speak I realize the fear I hold inside to be
    who I know I want to be. I will begin living life with courage. Seeing you
    this week was not happenstance I truly needed to. As always Thank You.

  9. Jonathen

    Dear Dov,

    You are of the very few faithful, industrious and magnificent self help people that I have ever come across. Actually I am growing weary and leery every day from any mass thinking “guru” or “idea” or “belief.” I am more into that this dream landscape is my own creation. If I create something, I also have the power to de-create it. Simple.

    I also must mention here that I don’t dwell in this weariness too much. I just smell it, snuff it, recognize it, discard it, design what has to be there instead.

    Thank you for being the honest person you are. I am happy to have you as a soul partner in my own universe..


    Dear Dov
    After checking 50 websites of Mentors saying about the law of attaction you on top there is nobody who stood 24 hours like you do answer everybodys question like you do getting down to the basics of the Manifestion of 1970
    when i was I boy i saw people not happy I mean everybody around me like the news on tv the newspapers some one got shot or gas prices keep going up or we dont like Monday when i say good morning they not happy intil Friday getting paid then broke complaining never happy or being being in that attitude of Graditude tthis is the way our Parents conditioned us MONEY DOES NOT GROW ON TREES/ YOU NEED TO TO GO TO COLLEGETO MAKE IT IN THIS WORLD/
    YOU HAVE TO STUGGLE TO MAKE IT and on and on I Kevin could not define what i really wanted because my funnel was blocked from my Subconcus mind to the Unververse. Thanks to you Dov you helping a lot of people like me teaching about the law of attraction. Last word About the News on Tv Or Tv period
    and News papersCONDITION CONTROL right there
    Thank you

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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

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

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

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:

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

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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.



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