Why I Feel Confident Predicting the Next President (It’s Probably Not What You Think)

President Donald Trump, left, Democratic presidential candidate former Vice President Joe Biden, right, speaking during the first presidential debate with moderator Chris Wallace of Fox News, center, Tuesday, Sept. 29, 2020, at Case Western University and Cleveland Clinic, in Cleveland, Ohio. (AP Photo/Patrick Semansky)

A lot of political pundits have been making predictions about who they believe will win the White House in 2020. But like the average attorney who fights a case in court, they lose half the time. So, why on election day would I proclaim such a bold statement as foretelling the future leader of the Free World? Well, it’s not because of any campaign strategy on part of either candidate or a political agenda. It’s something else, much more basic, much more HUMAN.

In the interest of full disclosure, unlike so many on the web or in corporate media, I will admit to being a long-time Conservative. I feel it important to reveal that, since you are taking the time to read this post. We have all dealt too much with hidden agendas this year. I do not want to be yet another who makes a political point cloaked in “truth”. No one likes to be lectured and that’s just not my style. My assessment here though, is more one of human nature than of politics.

There are actually a fair amount of similarities between the two presidential nominees. Both Trump and Biden have been in the public eye for decades. Both have been accused of foreign scandals. Yet neither have been that forthcoming about their own political agenda for the next four years. We have to look at their previous record to guess what that is. And both are very different about their message to voters and it’s delivery. We seem to forget, it’s not the experts, but the people who make the ultimate decision. It really doesn’t matter what the Clinton’s, Bush’s or even Dr. Fauci say. And there is a great lesson to be learned here for all of us.

I have been speaking on leadership and management for years. Followers want a leader to do one chief thing; lead. I have long considered communication to be the foundation of leadership. With that, a leader must convey a message of hope, not despair. The Bible states, Where there is no hope, the people perish. Unfortunately, this cutesy Proverb is easily dismissed, though it is at the very center of how human beings process their reality. For this basic reason, I feel confident in my prediction.

The Ancient Greeks understood the three ingredients to winning over a crowd; ethos, logos and pathos. It is the credibility of the speaker, the rationale of his message and its emotional appeal. Often, I have heard people speak with disdain for President Trump. They say they do not like his “tone”. As an analytical left-brain thinker, this is completely irrelevant to me. As an interpersonal communication expert though, I knew he was in trouble. There are those who process emotions before the facts and vice versa. But not everyone understands BOTH are necessary to make a good decision.

However, I knew who would be the winner of the 2020 Presidential election at the end of the second debate, in my hometown of Nashville. Former Vice President Joe Biden spoke of going into a dark Winter. Americans do not want a dark Winter, or even a gray Summer for that matter. If you are going to sound an alarm of trouble to come, you had better follow it up with a real plan as to how voters are to get through that time. Otherwise, they give will up and defeated people don’t tend to vote.

Trump on the other hand stated “Success will bring us together”. How? He didn’t say, so we look to his past record before Covid hit us. There was economic growth, military success and an early reaction to the virus despite what Don Lemon says. The truth is neither man knows what will be in store for 2021, good or bad. In fact, there is not one person on the planet who knows. Anyone who claims to be an expert on the issue of a planetary epidemic is in the same pool of pundits, attorneys and economic forecasters. They are wrong half the time. The so-called experts use personal arrogance to trick us into thinking they know something we do not. No one knows exactly what lies ahead and how to deal with it… NO ONE.

But with the incumbent’s statement comes as something much needed by the masses; hope. 2020 has been a political, social and emotional hell for all of us. We are tired of being downtrodden and living in fear. Yes, there have been many charlatans in history who make undelivered promises. But they don’t tend to stick around, certainly not to seek permission for a second term. It is for the reason of optimism, President Trump will win.

The two messages of dealing with Covid are in stark contrast. Fear is only a good motivator for so long. People look toward the future, if not for themselves, than for their children. Should Trump lose, I will be forced to eat my own words, but it will be a signal of something much more. It will mean that for the first time in American history we have not gravitated toward a bright future. Not because of Mr. Biden but because we have become pessimists. I pray that is not the case.

Blaine Little is a corporate train and best-selling author, whose new book on management is now available on Amazon. https://www.amazon.com/Managerial-Mistakes-Missteps-Misunderstandings-Essential/dp/B08JDTP2FJ

Millennials; Nature vs. Nurture

When I mention the Millennial Generation, Baby Boomers and Gen X-ers alike conjure thoughts of “Village of the Damned” or worse, twenty-something’s living in their parents bonus rooms. It’s a strong stereotype; the need for instant gratification, hover parents and texting across a table. I for one, would have been mortified had my parents contested a grade I made to my college professor or be given an award for no more effort than than standing (or sitting) in the right place. Those and $5 coffees are exactly the true stories we hear about the younger generation.

But is it a stereotype that is completely founded? In order to better understand them, we have to take a closer look at the other generations and how our culture has shifted over the past century. Or, is it even important for the rest of us to understand them at all?  Considering Millennials are moving up the food chain, more and more of them each year will be the ones who interview us for our next job if not the boss himself. They will be the leaders, politicians, administrators and those who make decisions for the rest of us once we are out of power. In short, we have to learn to play nice.

First, let’s address the glaring cliché of what a millennial is; someone late to work, rude, expectant, lazy and self-absorbed. However, we can apply that image to ANY generation when it is in its youth. Many times, young people just haven’t found what motivates them and so we hear stories of kids leeching off their parents. This could be due to the lack of experience, a good role-model or belief in themselves. We can all think back to our college days or when we started working and had high school friends still living with mom and dad, not having a direction for their lives. Eventually, many of these people got it together and finally took responsibility for their lives. Sadly, some did not, but that shouldn’t label an entire class of people. We must separate the age from the generation if we are to better understand them.


So how did they get to where they are now? We first have to look at perhaps the best model of a “tough” society, the World War II Generation. Some call them the “silent generation”, Tom Brokaw called them the greatest generation and I tend to agree with him. These are people raised in the Depression and sent off to another continent to defeat the evils of Fascism and Imperialism. It fell to largely farm kids to fight the elite and defend Democracy. No doubt, their youth was vastly different from the experience of the average college student or young person today. When they returned home, they were grateful for a job and steady paycheck. So appreciative in fact, many worked forty years with the same company. Leaving one job for anther without just cause was viewed as a sort of betrayal. Being on the bottom rung of the company ladder, however, meant they could take pride in doing a good day’s work and putting food on the table for their families.

The Baby Boomers, however, wanted more than what their parents had. There is nothing wrong with that, it’s a natural progression. The bottom rung wouldn’t do for Boomers. At this time there was an explosion of college enrollment. Future employees wanted to be better equipped for their careers and ready for new, higher positions within the organization. As organization would typically promote from within, most of this generation would stay with a company for several decades.

Fast forward about twenty years, and Generation X came on the scene. They learned from the previous generation that loyalty to a company will not always be reciprocated. The good news was there were several other corporate ladders to climb within the same industry. If the young, upwardly mobile professionals wanted to get ahead, it meant they would have to make the leap every few years. There is nothing wrong with that, it’s a natural progression. This perhaps meant moving to another region of the country which led to a more integrated America.

That brings us to the young people of today we see in the workplace or who are perhaps still in college. The rungs of a Millennial corporate ladder look more like the slats of a of a roller coaster than anything upwardly mobile. They may work one place only for a few months and leave for a competitor that offers an industry certification with hands-on experience. A couple years later, intellectual tools in hand, move to an organization in a completely different field only to find everyone there is a “clone” of the company president. So, they join the Peace Corps or similar organization for a year in order to “give back to mankind”.  Then, still in their mid-twenties, they start work at their fourth corporation which is nothing at all like any of the previous jobs. They like it here and over time are promoted into management. Then a move is made to the original company because new leadership has changed the corporate culture there and it’s thought to be more rewarding work, even though it’s a pay cut. For most of us, it would be a wild ride! Again, there is nothing wrong with that, it’s a natural progression.


Through the ages, Beatniks, Hippies and Yuppies got strange looks when it came to their clothes, hairstyle and mannerisms as typecasts for their era. Now, it’s the Hipsters turn! They seem to always be on their Smartphone to keep informed about current affairs, friends they have never met and the latest gadgets. Millennials are not any smarter than the other generations, though. Nor are any of us any smarter than mankind several millennia ago. What makes them stand out, is the technology at their disposal. That technology is everywhere, though most of us never have use for the majority of it. When I was in my twenties, I would approach my boss with a new idea only to have him tell me, “We tried that before and it doesn’t work”. NOW, a low-level employee may have an idea and created an app that will MAKE it work! For this point alone, we need not be dismissive of young people’s enthusiasm and ideas. Just because we couldn’t figure it out, doesn’t mean they can’t.

So, how do we keep Millennials in the organization? Well, just like any other generation, they seek satisfaction in their careers, though the focus of that satisfaction may be different. It will be NATURAL for them to set their sights on other opportunities elsewhere. For that, companies may need to NURTURE these growing corporate members in order to keep them around. Understand, I did not say coddle them. However, they do need to grow. This doesn’t necessarily mean UP. Millennials seek new tools such as accreditation and certifications or membership to an industry association. They also want to fully understand WHERE the company is going and how they fit into the overall plan. For this, leadership (that means the C- Suite, not middle management) will have to do a better job of telling their subordinates what the plans are for the immediate and long-range future. They also want to know the organization of which they are a part has a sense of community. If a charity event is corporately sponsored, Millennials will more than often volunteer their own time to help. So give them opportunities to really make a difference. For them, being part of a diverse crew where they regularly interact with others from different backgrounds is paramount.

Oddly, this sounds a lot like… teamwork. They want to be involved, so let them be. Add them to project management teams, ask their opinion of prototype products and new services. Let them know the specifics of their contribution to the business and you will keep them around longer and get more effort out of them. They will feel good (which is what they want) about coming to work. I still don’t know what an “emotional safe space” is, though.


A Little Encouragement Goes a Long Way

The need to feel unique starts in grade school or even earlier if we have siblings. With so many people in the world, we want to stand out and be noticed for our talents and ideas. That is not something that goes away when we graduate from high school, however.  It carries on to adulthood and in to business, where even if we do not work for praise. it is still nice to be recognized for the effort we put in.

A good manager will have the emotional intelligence to realize a paycheck doesn’t get people to go the extra mile. Even if our leaders miss the mark, any member of the team can increase morale by letting others know they are appreciated. This is where honest, positive reinforcement comes in to play. And many in the American workforce are starving for professional validation.

All human beings need to feel appreciated by others we respect. Simple, sincere words can be inspiring to those who may have no inspiration otherwise;


This phrase, when sincere, can touch someone at the core of who they are. However, in some work environments, it may be too familiar. A more professional comment may be;


Of course, both mean pretty much the same thing. The idea is to recognize those teammates around us who may not get the much needed recognition they deserve or even crave.

Developing the Team

Much like a corporation is considered its own entity, teams will take on a life of their own. This is a good thing when you have the right bunch of people and can lead to better productivity. Micromanaging is counterproductive in the long run and not a growing trend for leadership in the 21st century. The conundrum is how to let go of control and signal to the staff it’s alright to pick up the slack. In an organization where all plans and decisions are centralized, that transformation will not take place overnight. This is where the boss must be willing to let go of a certain amount of control and begin to encourage employees to take more initiative. But, the proper relationship between team and team leader needs to be in place.

Workers need to have a certain amount of trust before they are willing to take on greater responsibilities. A common fear is someone might make a mistake (and they will) and be blamed for a bad decision. People need to know it is alright to occasionally go out on a limb because management will offer the safety net below. This begins with a sense of belonging.

When team members know they are legitimately valued as a part of the organization, they tend to take ownership. Ownership of the department, ownership of decisions, and themselves ownership of their own mistakes. Empower people and give them access to more resources and decisions. Allow them to speak freely about concerns they may have about a specific task. This will not only lead to better morale but less stress for management.

Several articles and business text books have been written of the extreme measures the five-star hotel chain Ritz-Carlton will undergo to satisfy their guests. In fact, each employee has a budget of up to $2000, per incident, to ensure guests will come back again. If a valet or maid can fix an issue, they do so, even without managerial approval. This level of trust in turn, spurs greater loyalty from company employees. With the average patron paying a quarter-million dollars over a lifetime, it’s a wise investment.





Silence is Golden

The Holidays are here, and some of us will spend more time with our extended families than we spent in the first eleven months. Hey, it’s family, what could go wrong, right? Well, you all know the answer to that! Nonetheless, this is the time of glad tidings, and good cheer. So, why not give them the gift that may ultimately reward us in the long run; silence.

If you are in management, education, or sales, you are taught to talk, and talk a lot. Talk every chance you get. We talk to establish who we are, what we do and hopefully build a relationship. But, when grandpa starts describing his latest stomach ailment in graphic detail, or when little sis goes on nonstop about her fifth boyfriend this year, it may be time to pause, and spend some time on the OTHER half of communication; listening. You don’t have to have a degree in psychology to know there may be a greater reason for our loved ones to “dump” all their problems on us.

Perhaps they think WE are the only ones who will actually listen to them. Think about that, just remaining quiet could be very important to those we care about. This is not to say the project should be attempted without a good stiff eggnog, but it is an exercise in your own level of compassion. By remaining quiet, and hearing them out, we remove ourselves as active participants in their latest challenge, dilemma, or scheme. When we are just with them in a nonjudgmental way, we allow them to vent, and remove what they have been carrying around with them all year long. Don’t attack them, defend them, or try to “fix” the problem. Instead, just hold your tongue. They may finally move off the point of their own issues, and ask about you! Nonetheless, they will be convinced, it was one of the best “conversations” they ever had with you. So this year, give the gift that is worth its weight in gold, just be quiet, and LISTEN.

SHOW Them You Mean Business!

Sales can be a fickle thing. Fickle because professional salesperson has to deal with other human beings. With that, comes all the thoughts, feelings, miscommunication and paranoia of those prospective clients. Throw a new home in the mix and you have a recipe for disaster!

In any industry, the onus to explain the process of how a customer can take advantage of a product or service falls to the sales professional. Ethically, this should include all the caveats of finalizing the agreement and disclosures any unforeseen liabilities. In real estate, this is a part of an agent’s fiduciary (financial) responsibility. A Realtor may market well and give sound advice when an offer comes in, but what about the period in between?

This is the time where clients, especially sellers, have the most anxiety and need a little bit of hand-holding. Yes, dealing with someone else’s emotions and frustrations is part of the job.  If one becomes a real estate agent because he loves beautiful homes, but dislikes dealing with people and their problems, then he is in exactly the WRONG industry. At the risk of sounding cliche, it really IS a people business. The best way take the temperature of your client and avoid a potential melt down is with good communication. That means preparing them from the very beginning.

People want to be led through the real estate process. They want to know what to expect. There are hundreds of things that may go wrong, and many of them are out of the Realtor’s control. What is in the control of the pro is how hard he or she will work on behalf of their clients. Over a decade ago, I developed a marketing plan detailing what I will do in the first 30 days I have a home listed. It was a way of actually showing what I would do. This is a small part of what I share in my Improved Communications for Real Estate Professionals” seminars. However, it is an important one. If I am going head-to-head against another professional for a client’s business yet they do not have a marketing plan, who do you think the prospect will choose?

Marketing Plan

Note, this 30 Day New Listing Marketing Plan does NOT guarantee I will SELL their home in 30 days. It simply reiterates what I am doing to get the home sold while I have it listed. Part of which, is good communication.  Having a frank conversation about what you will… or will not do to represent the client is not only sound business, but it will prevent miscommunication down the road. There is nothing new here. In truth, this is a culmination of several ideas I gathered along the way. A Realtor… or any other industry professional should have an explanation of serviced they can readily share with their prospects.

Keep watching for my latest “Improved Communications for Sales” workshop.


Four Conflict Styles of Communication

Most people hate conflict and will do what they can to avoid it. However, when we interact with others, there will be disagreements from time to time. Our words are our weapons of choice. Use them sparingly and we may be taken advantage by other coworkers. Use them too quick or often and we run the chance of being viewed as a workplace bully. We have the right to defend ourselves but it’s a delicate balance between ignoring a rude remark and speaking up.

Assertive Communication

Assertive communicators think win-win. They will pursue what is due them but not at the exclusion of anyone else. The assertive individual understands all co-workers have rights and are to be treated with respect. They are generally easy to get along with, yet will maintain organizational policies and standards. This type of positive communication style is good for the overall morale of the group and is generally expected of those in leadership positions.

Aggressive Communication

In short, an aggressive communicator is a bully. They consider their wants above the needs of others and look for those to exploit. However, their tactics may not be overt and more manipulative in nature. They are fine to take advantage of others if it will make their own jobs easier.

A bully only respects one thing: strength. If you are correct and have a right to something, be willing to confront them. Address their behavior as unacceptable. This

Angry Woman Bezel Case Office Secretariat

may seem obvious but on a deeper level it is a show of strength. Of course, it is always necessary to assess the total damage of kicking over the euphemistic beehive in the workplace. What will be the repercussions of standing up to an aggressive communicator if that person is your boss? Once they know you will stand up to them, bullies will generally leave you for other prey elsewhere.

Passive Communication

The passive communicator is a perpetual people-pleaser. They get along by going along, never wanting to upset the apple cart. Though they view themselves as the salt of the earth, others will see them as weak and mark them for exploitation. They are often made a victim because they will not voice their opinions stand up for themselves.

Passives generally have issues with setting priorities. They are often busy putting out other people’s fires because they can never say “no”. They need encouragement. The positive words you give them may be the only confidence builders in their lives. Ask them for opinions and solutions on team matters. However, it is important to ensure they understand job requirements and how their part affects the team. If in management, set the priorities for them.

Passive-Aggressive Communication

business_man_beautiful_man_business_business_men_man_young_male_businessman-625568.jpg!dYes, there are those who manage to be both passive AND aggressive at the same time. They will stand up to others… but behind their backs. They have an “I’ll show you” mentality and will carry a grudge. They love to play the victim, yelling one minute and then crying the next if yelling doesn’t work.

Understand the game the passive-aggressive plays but do not play it yourself. To do so would only enable them. Stay focused on what is fact and relevant. Once they realize emotional outbursts do not work, they might come to their senses. When dealing with this personality, ensure everyone is in agreement and there won’t be any “misunderstandings” later. It may be prudent to write a summary in and email to them after a conversation.

In one of my workshops, we go deep into what makes a person behave in such ways. Find out more at: http://MomentumSeminars.com

The 8 Most Common Mistakes of New Managers

Recently, I was speaking to a group of business owners. It was a luncheon, and I was brought in as the guest speaker. The topic that day was on turning new managers into effective ones. It was a portion of my one day management seminar I conducted the month before. Entrepreneurs want to know how to get their management team up and running as quick as possible.

Almost as important as what to do, it to know what NOT to do. With so many people, procedures and other considerations in any organization, mistakes are sometimes made.  It is not enough for a leader to continue to develop his or her skills. The boss must also be mindful to avoid potential obstacles that could derail an otherwise positive environment.

1) Leading all members of a team in the same manner.

One size does not fit all when it comes to dealing with human beings. And if you’re in management, THAT is the job; dealing with human beings. Everyone responds different to the chief motivators of pain or pleasure. To uncover what motivates a person, a manager must first have an individual relationship with all members of the team.

2) Offensive, obnoxious, rude or abusive behavior.

Being offensive simply isn’t acceptable in the 21st century workplace. Truth is, it wasn’t acceptable in the 20th century or any other. Being loud or issuing threats will simply repel good employees. For those who are motivated by achieving pleasure and reward, this tactic provides neither.

3) Failing to show appreciation when it is deserved.

One thing that keeps good employees in place for years when perhaps the title wasn’t as glamorous or money wasn’t as good compared to somewhere else, is a sense of satisfaction. Simply Receiving a paycheck isn’t enough for someone to take pride in their work. Employees need validation from the boss.

4) An inability to gather or give information due to poor communication  skills.

If you don’t have a TEAM, you are not really a manager. You are a specialist. A siloed technician can get away with not speaking much or constructing emails in bullet points devoid of adjectives, a manger cannot. Issuing edicts like a monarch doesn’t work in the American culture. People need to know what, how and even why.

5) Not being a role model or leading by example.

It is not necessary for managers to DO everything alongside the rest of the team every day. However, it is necessary illustrate that the manager CAN. This is not only good for esprit de corps but it also allows the boss an opportunity to exhibit what the standard of work is to be.

6) Blurring the lines of management and being too friendly.

Managing friends and former co-workers is always tough. But if the position has shifted, so should the relationship. Notice, I did not say there is no relationship, it has simply transformed. Those who will call on the loyalties of “friends” in their new corporate rung will always fail. It better to establish what the new relationship is on the front end.

7) Being absent or otherwise detached from the organization.

A good boss has to be present in mind and body. Yes the mice will play, so it is imperative they physically see a manager. Though it is not just a matter of work ethic, but teams need to know they have the support of management. Support given from a distance may not be perceived as support at all. Morale, whether good or bad, stems from leadership.

8) Micro-managing; not delegating responsibilities or trusting the team.

I could go deep here, but the bottom line is: nobody likes a control freak! If the boss is hovering over the collective shoulder of the team, the team will essentially give up. Why should they try so hard if everything is to be critiqued and modified later? It also teaches employees to not engage their own ingenuity.

The relationship between employer and employee is just that, a relationship. As such, it must be cultivated by both parties. Proper interaction is a must to achieving organizational goals.


Can We Talk?

I have long said “Real estate is a people business”. Yes, I know it sounds cliché, and I guess it is, but don’t let that deter you from the truth, and simplicity of the statement. I personally have nothing to sell you other than myself and the services I provide. When it comes to selling, a “widget” is something much easier to retail than is the concept of home. The buyer wants to have the pride and security of owning a three-, or four-bedroom house. Convincing them that we have the knowledge, and years (or months) of experience to make their dreams come true, is a much more delicate sales pitch.

So with that in mind, why would we not grasp the importance of good communication with our clients throughout the entire process? Whether they are buyers or sellers, they need the reassurances we give them. Reassurances that technology in and of itself simply does not provide. As an instructor, I teach a two-hour continuing education class entitled Professional Courtesy; Etiquette and Consideration in the Real Estate Industry. In it, one of the concepts I briefly convey the importance of remaining “high touch” in a high-tech world. Today, we have so many modes of communication at our disposal, but is it one size fits all?  Be it good news, or bad, from time to time (and many times), we simply have to look our clients in the eye and give a status report. But how is it best done to convey a message or update in a way that is still personable?

My personal preference is; in person. Though the restrictions of time and distance dictate many of these occasions are over the phone. As of yet, I have never taken on a client without first meeting them, or having an in-depth dialogue, so I just assume they expect a certain amount of face, or talk time throughout the entire experience. For the first home buyer or seller, real estate can be pretty intimidating. Yes, even in the 21st century, a certain amount of “hand-holding” still has to take place. As Realtors, perhaps that’s our most important skill; assuring people we didn’t forget about them, and that everything is going to be O.K.

Much communication in the past few years, whether business or personal, has taken place through short message service (SMS) or “text messages”.  These are short, one-way electronic notes. We have seen instances where teens, college students, and many of us may send texts back and forth a dozen times or more. So, the question begs to be asked; why not just make a phone call?

Texting has two distinct advantages by its very nature. A text is fast and convenient. But does every communiqué have to be fast and convenient? Should it be? Some of its downfalls are that it does not provide the details of an email, nor is it a true conversation. Perhaps the biggest disadvantage to SMS is you cannot see the face of the person reading your words.

I have often been overheard stating that “texts are of the devil”, but I’m not going to say that here. You can’t see it right now, but I promise you I’m giving the “winky face”.  So, when to text, and when not to text? Consider your expected outcome of the communication. Is it to update a minor point, or to impart important details for your customer or client which with to make a decision?

There is a place, time and subject matter for everything and that includes texting. Some acceptable texts, provided you are not driving, mountain climbing or delivering a baby, could include…

“I’m running a few minutes behind”

“I had your flyers made, and will place them in the box this afternoon.”

“I updated your online photos” 

These messages are routine, almost mundane in nature. At no point does it require the client to make a decision or otherwise stop what they are doing. However, on the other hand…

“Your loan was denied”

 “The house has termites”

“The contract fell through,… I’ll call you Monday afternoon”

…should probably never be texted. And no, a smiley face does NOT make your clients feel better after any of these quips.

After all how would you feel to realize your dreams were potentially shattered in a note that was limited to fewer than 150 characters? We’ve all heard of the boy who breaks up with his girlfriend through a text message. It’s just considered… well, inconsiderate. So many times, we truly don’t know what our clients think or feel. Though we can get a sense if we see how they react or at least hear the inflections in their voice.

So, before you fire off that short electronic note or private message someone through a social media site, consider the receiving side might not read it exactly as you thought you wrote it.  At least with an email, you have the length to better clarify your message.