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The Importance Of Selfless Service with Zayd Abdul-Karim
We’re going to talk about being happy. How many of you want to be happy? How many of you could use more happiness in your life? I have a gentleman here with me. He’s an expert in happiness. He knows all about that. Dr. Z is here with us. He’s a leader in transformational learning, personal development and organizational change. He’s an experienced business consultant who assesses, advises and mentors leaders and managers and provides customized personal and professional training and development programs. He’s an inspirational speaker, teacher and author of seven books on self-leadership and happiness. Dr. Z, welcome to the Game Changer Mentality podcast show. I’m glad to have you.
Thank you, Rodney. I’m glad to be here. I know you know me as Dr. Z., but my whole name is Zayd Abdul-Karim. Zayd means growing, increasing and being more productive and I am the doctor of these things. Abdul Karim means the servant of the most generous. I wanted to put that in there so you’ll have a sense of what I’m striving to be every day.
I purposely left that out because I knew there was something behind that. Thank you for clarifying that and bringing it out to the audience. How are you and what’s going on in your world today? How are you doing?
I’m good and life is great. When people ask me what’s happening, I always say, “Life, love, happiness and money.” I’m grateful to be alive and able to share and be in my purpose, to share my gifts. Thank you, Rodney, for allowing us to be on the Game Changer Mentality because you are the game changer.
Thank you, I appreciate it. It’s all for the audience. We all have things we want to achieve in life. There’s more than what meets the eye to all of us and a lot of times we allow our environment, circumstances and situations to dictate how we feel, whether we’re happy or not, how much money we make, things that we do and careers that we pursue. I want to change that. That’s what the Game Changer Mentality is all about. I know that you do some work in this field and I know you teach people how to perform, super performance, being more engaged, getting the best out of themselves. Talk to us a little bit about that. What is the concept of engagement and super performance?There's more than what meets the eye to all of us and a lot of times we allow our environment, circumstances and situations dictate how we feel. Click To Tweet
Engagement is about bringing passion, love, commitment and extra effort to everything that we do. I grew up not engaged, more or less disengaged and unhappy based on some of the conditioning from my family and social and cultural influences when I was a youngster. I see how that background prepared me for the work that I do because I had to go through some transformation. I had to go through a process that allowed me to get out of my own selfishness. We disengage mostly because of some fear, doubt or worry or selfish perspective, that can even go up to frustration and punishment and judgment. Being engaged is about being selfless in your service, about being more forgiving, merciful, loving and how you show up and what you do at work.
The reason that this is an issue is the Gallup poll tells us seven out of ten employees at work are disengaged to some extent. Deloitte did a study that showed that companies are spending $550 billion a year on unhappy employees. If we’re unhappy at work, because we’re creatures of habit, that means we’re going to be unhappy and less engaged in our home life, in our school life and in our civic responsibility. That’s why we have over a 50% divorce rate. Teenagers, half of them say that they’re engaged in school. Then in the last presidential election, 56% of the voting population didn’t even vote. This engagement thing is a big issue and the more engaged we are, the happier we can be, the more fulfillment we can have and peace of mind we can have in our lives.
That’s interesting because in the workplace, it’s definitely changing and there is some traditional mindset that still exists. One of the things, if we can get into it, is for a lot of people that still have that traditional mindset, they don’t believe in that philosophy. I want to talk to you about that because they believe that in a workplace, you come to work, you’ll be thankful for a job and you go and do your job. If you’re unhappy, then maybe you want to take a look at yourself and consider if you’re grateful for your job. I have heard this on the job and I have heard that a lot of these philosophical concepts that are coming of age, this new information. A lot of people feel that it’s phony or it’s not valuable and it’s not even needed in the workplace. What do you say to them?
That being engaged is not needed or happiness is not needed.
They think happiness is needed but going to the extreme to make sure that someone is happy. They have a job, they get paid every week and therefore that should be enough for them to be happy. That’s my thought.
For some, it was. If I think about my parents’ generation, my father and mother were teenagers during The Depression in 1930. For them to get any kind of job, it was limited opportunities for African-Americans back then. They had to be happy to have a job and stay there for 30 years, get to go watch and retire. With all the opportunities that are here, especially this current generation, that’s not the case. It’s not enough to have a job. I’m an NBA basketball fan and I was watching the Summer League and Isaiah Thomas, who was an executive with New York Knicks and the president of a team and basketball Hall of Fame and all that, he was talking about how this generation of NBA players, they’re not making decisions based on money and to get a job. What he was saying is that they want someplace where they feel respected, where they have a team that they can trust, and that they have good management. That drives the situations.
When we get down to engagements, we’ve got to have a culture where people are feeling respected, they’re feeling empowered. They know where the organization has gone, they know how they fit in and they want good relationships with the teammates and the managers. If they don’t get that, they’re going to walk, they’re not going to stay. We’re talking about turnover, which is very expensive for a company and the toxicity of people being unhappy. When you’re unhappy, people got an attitude, they’ve got a scowl on their face. They’re sending out all this negative energy all the time. Nobody wants to be around a dominant person who’s selfish. We want people that respect us and appreciate us.
There are three things that I learned that all people want to have. Number one, they want to be acknowledged. Number two, they want to be accepted for who they are and number three, they want to be appreciated. None of those things have to do with where you got a job or you don’t. People are not doing what they love to do. Sometimes I have had jobs I didn’t love, but I love doing that job, so I could get that extra money. I telesales at night so I could buy the baby shoes. I’m saying that the way we live now, people want to be happy. In fact, what I discovered is what we talk about as engagement in life and business is a function of our individual and collective happiness. When we reset that happiness button then you will become more fully engaged in life. That’s what we want. We want engagement, but we live in a world where there are so much judgment and hatred going on and being more engaged and happier can be a challenge.The more engaged we are, the happier we can be and the more fulfillment and peace of mind we can have in our lives. Click To Tweet
I couldn’t agree with you more. I am not an advocate of the question that I asked you at all. I believe that the money that’s being spent should be spent on increasing the happiness and providing a culture where there’s value, people can be heard and appreciated, and feel they’re a part of something. Sometimes especially in the past, companies are hiring on what this person can bring to the organization instead of what the organization can do for the person. When we talk about organizations and happiness, what is missing is caring enough for the person, what they want. The organization is looking at, “What can I get out of the person? What are you bringing to the table?” In the future, we have to start looking like an organization to what can I provide a person, because that’s what’s going to get you the talent. That’s what’s going to get you the loyalty. That’s what’s going to get you the productivity that you want for the organization to thrive. Then we have to start looking at organizations as just that. It’s an organization of cooperation. It’s a team, a community, a family.
I have to bring up Adam Markel here because he makes sense. He has this model about not leaving anyone behind. In the organizations, they only want to spot out the people that are performing well and they want to reward them, therefore leaving people behind. As a community and as a family, we can’t leave anyone behind. We will have to look at the organization as a whole, the corporation as a whole and what can we do to make sure that everyone is winning.
What the tipping point becomes or where the tipping point is in leadership and also managers. You said it very well because when you talk about culture, you want to hire people that fit your culture, not just those who have the certain skill set or knowledge. People being humble, people being hungry and people being smart are the three virtues of an ideal team player. When you get down to it, if people are not feeling like you appreciate them as a human being, that’s what they want. More so than the money or the organizational stuff, the title. Treat me like a human being, care about me as a person. There’s an old saying I learned many years ago that said, “People don’t care how much you know until they know how much you care,” and unfortunately, managers, many are being counters and tasks and they don’t necessarily focus on the individual.
To be a leader and to manage people, you get things done through people. If you don’t know your people and you don’t know what’s important to them, you don’t know what their aspirations are, how in the world can you serve them? How can you help them grow? You got to help them grow so that you can get more productivity, which leads to profitability. There’s got to be a new way that we manage, not counting numbers and managing skills, but letting people know that they’re not anonymous, that you see them, that you appreciate them. Acknowledgment, acceptance and appreciation. They need to also help them to figure out how what they do makes a difference in people’s lives and somebody’s life because people want to be needed and they want to make a difference. Those two things at the least are very important and also people want to know that their work is relevant. It is relevant that it makes a difference.
There are a couple of things that I want to bring to the table as well. I was reading an article about Magic Johnson and it talked about whenever he was setting up his empire, his organization, what he did was before he did anything before he opened up his first store, when he was doing his research, he went and he looked at the demographics of the area he was going to start. For example, where the Magic Johnson Theater is. What he focused on was what do the people where I’m going to start my organization want? What do they like? What do they want? How are they? He wanted to get intimate with these people to find out how he can serve them in a manner that is conducive to their current culture.
He didn’t want to bring in anything that was going to change them or that was outside of what they were already doing. He wanted to start something there that was aligned with what these people were doing in a particular area. That’s what started the Magic Johnson Theater and his organization. I was reading farther along in his business and how he built the empire and that was a cornerstone. It was a fundamental thing that he still does today. He was talking about as we go forward in the future, it’s becoming even more relevant where you have to understand the people. It’s not so much the talent, it’s not so much the quality that they may bring, but it’s the demographics. I’m big into diversity and inclusion and to me, this is on the verge of inclusion, especially with the population change and the demographic change that’s occurring.
What we’re talking about is not so much the change. The change is relevant in terms of the different demographics, but it’s what’s going to make these people, as a result of this change, happy. That’s the new currency and if you can provide that in your organization, you’re going to be the ones whose doors are still open in the future. As a result of this culture change and the differences in the demographics now and the Millennials, and the wants and desires, the things that make people happy these days, if you’re not providing that, if you’re not in tune with those things, then I don’t think you’re going to get the quality people that you want to run your organization. That goes for the corporations and the corporate world, as well as businesses. The way it applies to businesses is focusing on your customer, what makes your customer happy. We all have our services and products that we feel will serve the world, but if you’re not taking a look at how that services or products are making someone happy or how it meets their needs at an intricate level, at a cultural level or individual or demographic level, then you’re missing the mark and it hinders your success.We live in a world where there's so much judgment and hatred going on and being more engaged and happier can be a challenge. Click To Tweet
We have to learn how to do that. That’s where I come in with our service. We have to get some baseline data to find out how healthy is our organization and how engaged are people in terms of the culture, in terms of the alignment with our strategies and as well as the relationships and accountability. We have to learn how to make that shift because if we don’t, it’s going to lead to deterioration, it leads to toxicity, and it leads to a turnover. You might get some very good people, but the big deal in HR is employee retention because people are going to leave if they’re not engaged, if they’re not happy. We can use these words as synonyms. What we do is to help identify where we need to be making some adjustments so that people can be happier, be more engaged, be more productive and their business can be profitable.
This is not a business thing because as I said, we’re creatures of habit. If we disengaged in one place, we’re going to be less engaged in someplace else. We need to be talking about relationships outside of work. There’s got to be engagement. There’s got to be this focus on serving. You hit the key point and one of the things that came through me some years ago is a book you mentioned. One of them is called 25 Days to Living Your Happiness and the first door, what it does is contrast this ego-based energy, and fear with what I call love energy. The disease ego part is selfishness, but selfless service is the antidote to our selfishness and fear and that’s the door that opens up to engagement and opens up to happiness.
Have you ever had an experience where you have done something for somebody and you know they couldn’t repay you? Whether it gives them directions because they were lost or you were able to give them some money you’ll never see them again. That’s the best feeling in the world. This attitude, this mindset, this heart set of service selflessly, not because you want to get something or you want some phrase but because you want to love. The thing about when you put service out there, that energy, that’s what’s going to come back to you. One of the things I worked with my clients is a simple question. The selfish question is what’s in it for me? The service question is how can I help? I’m working with clients to institute that into the culture. How can I make your job easier with colleagues?
If I’m always thinking, “How can I make your job easier and you get the benefit of that?” aren’t you going to want to make my job easier too? Because I’m an internal customer. Everybody you see is your customer. This idea of service then leads us to the idea of communication where I’m willing to ask you about your desires, your needs, your aspirations. I’m willing to serve those. We have a connection emotionally, spiritually, mentally, physically because I’m coming to the situation wanting to serve you, cooperate with you as you’re saying. I’m asking about what’s important to you and I’m serving those needs. That’s the new model for business. That’s the new model for enhancing your relationships. That’s the new model for making more money. Don’t focus on the money, focus on the service. You can only get back what it is that you give away in this life. You want love, give away love. You want money, give away money. You want engagement and happiness and passion and commitment, then you’ve got to give that away first.
Would you consider that the connection between engagement and happiness is selfless service? What is the connection between engagement and happiness?
That’s where it begins, but there are a lot of different connections. Love doesn’t have just one face. Engagement doesn’t have one face, it has multiple faces. It starts with selfless service. It goes to communication. We can talk about a common thing in the workforce is frustration. People that are disengaged, they’re frustrated and they’re in pain. They focus their energy on their frustration, but the opposite of that is patience. There are a lot of times people trying to punish people, passive aggressive and all those things. This is what I learned from my experience, when I tried to punish somebody else, you’re punishing yourself because we’re all one. We’re not isolated unless we’re in that negative energy. Instead of punishment, how about forgiveness? Instead of judging other people, how about mercy?
Mercy is going to feel much better than punishment, than judgment. Complaining and blaming about people, that’s not going to work nowadays. It doesn’t even work for your own self because it creates an emotional imbalance. You and I know that most people’s physical illnesses are a result of some emotional disease. That starts them on a check in their mind and then shows up in the physical. It’s a lot of different faces. Some people feel like they’re powerless, but the truth is you do have power. You have to accept the responsibility of that instead of saying, “I’m a victim.” Take responsibility for your life. Instead of feeling powerless, be hopeful that things can get better. The interesting thing is once we focus our attention from this negativity to that positive stuff we’re talking about, everything changes. It’s got to change inside before it’s going to change outside, and this is like a law.
Most of us don’t think about it this way, but if you look at it, God’s not going to change your condition or the condition of people until they change what’s in their souls first. Change is an inside-out process. Stop looking at the outside. Look at yourself inside, personal growth, self-leadership. That’s the key. When you’re feeling unhappy, you’re feeling upset and negative, that’s a sign that you in your disease ego, your disengagement energy, and if you can accept that reflection, which can be painful sometimes. If you can accept that and then have enough self-awareness to switch the vibration out of powerlessness into hopefulness, it will change, and you stay with it, it will change.You want to hire people that fit your culture, not just those who have a certain skill set or knowledge. Click To Tweet
Sometimes I know that the audience may find it difficult to switch out of that mindset and because you have to remember this is a trigger. I’m in my disease-based ego. Let’s talk about it from a preventive standpoint in an individual. What are some things you may suggest in order to maintain a non-disease-based ego or more positive, more powerful based mindset?
First, we have to recognize why we find it difficult to move out of that energy and that’s because they become a habit. The way we talk, the language that we use, the questions that we asked, they become habitual. If we’re always focusing on don’t and can’t, then we’re going to have negative outcomes because that becomes a habit of thinking, a habit of feeling, and a habit of behavior. The thing to do is to begin to ask yourself this question, “How do I feel?” Just because we talk here for five minutes doesn’t mean automatically you’re going to shift everything. Instead of worrying so much about what you think or what other people think about you, which is fear-based, if you start to ask yourself, “How do I feel?” That’s a shift right there. When you become aware of how you feel, if it’s negative, then identify with what that feeling is and then shift to the opposite feeling of that.
We talked about victim mentality. I’m a victim in this relationship, in this situation. If you’re feeling that way, try taking responsibility for your life, for the situation. We are creatures of habit, in our thoughts, in our heart and in our behaviors. The only way we’re going to be able to shift is to create new habits. Instead of conflict, think about being peaceful, and focus your attention on being peaceful for 30 days. Between 21 to 30 days, you can create a new habit. The first three days will be tough because you’re trying to do something new but if you keep with it, it will become easier and easier and easier.
How do we apply that same concept to organizations? I know you work with leaders and managers in different organizations, people who are leading teams that want to implement this philosophy. This is a game changer, all of you people have this mindset. Think about the conflicts that you can avoid. Conflicts cost money, unhappy people cost money. How can we implement this philosophy at the corporate level and in business?
There are a couple of things that come to my mind. One is there are certain dysfunctions that go along with teams like lack of trust and then avoidance of conflict. Lack of commitment, avoidance of accountability or lack of accountability and then inattention to results. The base fundamentally is trust. We have to cultivate trust. Then what is it that allows trust? You’ve got to get to know somebody in order to trust them. This gets back to identifying people as a person. What’s important to them outside of work? Then when you have trust, you can handle conflict because all conflicts are not bad. You need some healthy conflict in order to find the best solution. Any relationships begin with trust and aside from knowing people, the other piece of trust is integrity. We have to keep our word, be on time, do what it is that you say that you’re going to do. That’s one thing.
The main thing I’m finding is I have to work with the leaders, executives and the managers because the troops are going to do what the people in higher positions do. You could have a culture where the culture is unresponsive. People don’t acknowledge that they got emails and they don’t make phone calls back within 24, 48 hours. That’s how they treat the internal customers. That’s how some people treat their external customers. If the leaders will focus on being responsive themselves and modeling, because you’ve got to model what it is you want people to do, otherwise they don’t have any example.
First, we’ve got to diagnose what the problem is and it’s not just we guess what we guessed it is. This is why we do surveys, engagement surveys and get some baseline data, focus groups and things to find out where the issues are. Then we want to do something that touches everybody in the organization. What I’m learning is that guy work, closely mentoring executives and working with senior managers, modeling for them, and giving them tools and techniques to use as they assimilate that into their way of thinking and feeling and being and modeling those behaviors, other people are going to pick it up. That’s a formula for driving the data into your organization. It’s not just a training program. People go to training, you get some knowledge, you get some skills, but two weeks later you’re doing the same thing that you used to do because of your habits.Selfless service is the antidote to selfishness and fear. Click To Tweet
What we’re saying is there’s got to be a development process where you got to follow up and there’s repetition and there’s accountability and there are adjustments that people have to make in order to grow. That’s the only way that we grow. We’ve got to get feedback. We talk about our friend, Adam Markel, and the feedback loop where we can get feedback that’s not judgmental and we can learn. Learning, development growth and change are all synonyms, but it starts with people in the position of leadership. Even more importantly than that, it starts with the foundation of self-leadership because if a person can’t lead themselves, they’re not going to be put in a position to lead other people. You start looking at other people and blaming them, blaming your manager for why your life is not better.
Take the responsibility to lead yourself to make your life better. You can ask yourself, “How do I make a difference? How does what I do make a difference? Who does it make a difference for?” Appreciate the opportunity that you have in front of you because you made the choices to be there, and even if it’s undesirable, there’s something there for you to learn. If you missed the lesson now, it’s only going to come back again later on. Look for the lesson and you’ll find it and then you can grow.
Based on what you said, I feel like I have come to a revelation, just to summarize all of these. A couple of things that I’m getting out of this is that we talked about happiness and being happy. When we talk about people that are unhappy and how to be happy, there’s a lot of techniques, a lot of gurus out there, and experts that can tell you how to be happy. It’s all about implementing certain processes and you have given some good things that we can do, but self-leadership sticks out to me because I feel like the reason why I’m going back to the source of unhappiness is a lack of fulfillment in self.
How I relate that to organizations and the managers wanting to create a culture of productive, happy people, it makes me want to teach on creating a culture that cultivates self-leadership. We have leadership programs, but those programs are based on leading people, leading organizations, leading teams, things like that. I have not seen at the corporate level any type of implementation of self-leadership development and perhaps that could be the golden key to having fulfillment on the job. I have seen some corporations, they implement leadership development programs sparingly. It’s not widespread. It’s only to the best, the ones that they feel are most qualified for that, which is a big mistake because as you have stated, everyone is a leader.
We can look at how do I make someone happy do all the things in terms of appreciation of value and things like that, but when you can cultivate self-leadership and everyone is on board with these concepts that you have talked about in terms of the accountability, all the things that you have mentioned thus far, we can create a culture of value, employee appreciation at the individual level as well as self-leadership. You’ll find that you’ll get more fulfilled people, more happy people because people will have a say, though like they have a say in the organization, they feel like they are part of management because as you know, it’s always us against them type of mentality. “This is what management says and I’m not a part of that group. I’m just a worker.” That’s the mentality of a lot of employees and so having that come down from the top where you implement self-leadership development programs at the management level and then you float that down to the employee or the worker level, you will be a completely different organization with that philosophy. It comes from listening to the words that you were speaking.If we disengaged in one place, we're going to be less engaged in someplace else. Click To Tweet
I want to give you one other thing here because I don’t say that everybody is a leader in the sense that there’s only going to be one CEO. There’s only going to be one position as the director, but what I do say is that everybody can exert leadership toward themselves first. It’s the person that has the self-leadership, which is key to that is taking responsibility. Then they will be promoted up into positions. People will give them the authority to lead them because they can demonstrate self-leadership. Also, people that think happiness is soft. You notice how many commercials are promoting happiness. Everybody’s doing it because it’s the thing. In a business language, I talk about the engagement because happiness and engagement are the same things. Nobody wants to be unhappy.
When I talk about this, some people will say, “I don’t need you, Dr. Z, because I’m already happy.” My question to you that are already happy, wouldn’t you be happier? Then those of you who are already happier, would you be happiest? Could you help somebody else be happier and happiest? Because it’s not always about people are unhappy, but there are gradations. We are here to serve each of those gradations. When you master being engaged and happy, happier, happiest and your responsibility is to help somebody else to grow, then you get the reward of helping them grow and them also helping other people grow. This thing is a wonderful way to live life and we only got one shot at this. Why I’d be miserable? Why I’d be in a job that’s miserable, when you can make that job happier, just by looking at yourself, seeing the relevance, seeing how you are making a difference to someone, even if it’s your manager, if you do a good job, you’re helping your manager look better.
In the organization, whatever you do, you’re very important. Let’s maximize this thing. Go out with the gusto and go out with the blast and have done the best that we can with what we have been given and you will find that your life will be happier, will be more engaged. You get the best out of yourself to other people. That’s what life is all about. Your spirit in a body, this physical existence. Once that spirit that breath of life has gone, then you’re gone. Let’s make the best out of this thing.Instead of saying, I'm a victim, take responsibility for your life. Click To Tweet
Where can people find you, Dr. Z? If they wanted to connect with you, check out your program or anything like that, how can they get in touch with you?
My website is UniversalSelfLeadership.com. You can go there to find me. You can email me at DrZ@UniversalSelfLeadership.com. I also have a Facebook page at Engagement and Happiness. You can find me on LinkedIn also Zayd Abdul-Karim. If you want to call me, you can call me. I’d put my number out there because maybe somebody is looking for this. You can call me at 571-3574-774. Check us out. We’ve got to ease up, warm up to this relationship. I’d like to find out how can I help you. What is it that you want to accomplish right now? I’ll be happy to have a conversation with you. Maybe I can help, maybe I can’t, but we will never know unless we explore.
You’re going to want to check out Dr. Z. What a wealth of information this brother has provided to us. I am so grateful for him being here, for sharing his knowledge and if you’re looking for more happiness in your life and everyone can use more happiness and there are ways to get it. Let’s not settle for less. Let’s not walk around feeling like I’ve got enough. I love the concept of giving from your saucer. When you give from your saucer, that means your cup is running over. You have much that you can give away and you’re not giving away anything that you need. You’re giving away from the saucer because you have much happiness that is running over. Dr. Z is a gentleman that can help you fill your cup, whether it’s in the workplace, whether it’s individually. We all can practice self-leadership and that’s something that we don’t practice enough and maybe that’s the missing link.
There are the development programs for leading people, leading teams and leading organizations, but if the blind is leading the blind, we ended up in the ditch. We have to be able to lead our selves. That’s where it starts. Go get you some self-leadership tips, strategies, and concepts from Dr. Z. Find out how you can experience more fulfillment in your life because that is the key to happiness. I want to thank Dr. Z for joining us on the show. This has been fabulous. Thank you for stopping by to share with us, to be with us, to impart your knowledge upon us. This has been great. Do you have any last words you’d like to share with the audience?
If you had a feeling that there’s something greater, is lying dormant in your soul and it wants to come out then ask some different questions. I would say get in touch with me but ask some different questions because that will guide you to where you need to be in order to get what you need to fulfill your life from the inside out. I thank you. I love you. God bless you.
Thank you to Dr. Z. Thank you for stopping by once again. We love you. For the audience, thank you. Don’t forget to check us out on Facebook. Join our Facebook community, The Game Changer Transformation Community. We would love to have you. It is a team of individuals networking together to change the game in their lives and in their community. We would love to have you there. There you have it. Another episode of the Game Changer Mentality podcast. We love you and as we sign off, you’d know what we say, we want you to remember that greatness is your birthright. Thank you and we’ll see you next time.
- Zayd Abdul-Karim
- Adam Markel
- 25 Days to Living Your Happiness
- Engagement and Happiness on Facebook
- Zayd Abdul-Karim on LinkedIn
- The Game Changer Transformation Community on Facebook
- Is Life Knocking You Down? Read Rodney’s inspiring story – Get Up! I Can’t. I Will. I Did… Here’s How! http://rodneyflowers.com/get-up-book/
- Recognize Your Positive Potential – Essential Assertions by Rodney Flowers http://rodneyflowers.com/essential-assertions-book/
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About Dr. Zayd Abdul-Karim
Dr. Zayd Abdul-Karim is a leader in transformational learning and self-leadership. Affectionately called “Dr. Z,” he is an Inspirational Speaker, Writer, Mentor, and Professional Trainer. Zayd is a Catalyst for Growth and Inner Peace and serves to help individuals, teams, and organizations transform their lives and businesses through more engagement, which means living with more passion, commitment, and extra effort.
Dr. Z is the Chief Learning Officer of Universal Self-Leadership Institute (U.S.L.I.), a world-class provider of employee engagement and customized leadership development services. He finds unique solutions to help individuals and teams deal with their dysfunctions that cause mental, physical and emotional stress which lowers productivity and profitability. His message of positivity, happiness, peace of mind, and self-leadership inspires individuals to feel better, do better and increase their lives and businesses. His tools and techniques are empowering and support a growth mindset.
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