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Today, together with my colleague Andrea Lombardi we delivered The New Leaders training to a group of really good business owners and managers from Miami. 

It was a really great experience with many discussions, contributions and insights. 

The slides of my presentation are attached.

Paolo Ruggeri 

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We're on a roll, two new editions of The New Leaders in a single week!

Now you can read your favorite leadership book in Albanian: UDHEHEQESIT E RINJ is available for download on iTunes, bringing our total of international language editions up to 7... with language number 8 in the works!

Click on the following link to download your copy now:



Due to the popularity of our Spanish translation of the first three chapters of The New Leaders, we decided to give our readers the opportunity to read the COMPLETE book in Spanish!

LOS NUEVOS LÍDERES is now available for download on Amazon, iTunes, and Google Play. We are excited to add this edition to our ever growing list of New Leader translations, and hope that spanish readers around the world enjoy this chance to read our #1 Best Seller.

Click on the following links to download your copy now:

Google Play

Attached you will find the new and improved list of services currently provided by our global company, OSM International Group.

This brochure was created with the goal of more clearly showing what it is that OSM International Group does, and exactly how we help our clients. 

With offices in Miami, Madrid, Sao Paulo, Rome, Sofia, and St. Petersburg, OSM International Group is reaching across the world to make sure that every business owner has access to the tools they need to achieve their goals and dreams.

Download the brochure now, and see for yourself how OSM International Group can take your company to the next level!

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We are happy to announce that The New Leaders has now been fully translated into Japanese!

The eBook edition, titled:


is currently available on Amazon, and is soon to arrive on iTunes as well. Click the links below to download your copy now!


This afternoon I delivered a Training in Sofia to a gorup of about 100 salespeople, salesmanager and business owners. 

I covered three aspects of sales that helped me sell successfully all over the world in different industries: 

1) Attitude 
2) The keys to the sale 
3) Time Management for the Salesperson. 

I had the luck of dealing with a great group and I greatly enjoied delivering this presentation. 

As I promised all the people who attended this presentation are invited to attend free of charge as our guests one of the sessions of our Southern Europe Business School that will be delivered in Bologna, Italy, in the course of the next five months (a value of 1.500 Euro's). 

You can find more information on our business school MBS at the following link: http://osmconsultgroup.com/mind-business-school/ 

The sessions will be delivered in the following dates, in Bologna Italy: 

March 15th and 16th 

April 19th and 20th 

May 17th and 18th 

June 21st and 22nd 

July 19th and 20th 

In order to reserve your partecipation, please write to info@paoloruggeri.net or directly to Georgi Georgiev. 

The slides of my presentation are attached. 

Thank you for attending 

Paolo Ruggeri 

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Today at the New Markets Convention in Sofia I delivered a presentation regarding the 10 rules to follow in order to build a small multinational company. 

I really enjoyed attending and interacting with many Bulgarian Business Owners and Managers. 

Slides of my presentation are attached. 

Paolo Ruggeri 

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Back by popular demand, starting tomorrow Paolo will be making another grand tour of the world to deliver his most requested seminars!

Sofia, Bulgaria
New Markets
February 25

Miami, FL, USA
Leadership Course
March 9 & April 7

Mind Business School MIAMI
March 10 & April 8

For more information about Miami courses and events, contact info@k2usa.info

Tenerife, Spain
Leadership Course
March 30-31

Milan, Italy
The New Leaders
April 12

Verona, Italy
The New Leaders
April 14

For more information about "The New Leaders" Seminar in Verona, visit our Event Page


On February 25th, in Sofia I will talk about New Markets and How to Internationalize Your Company and Your Brand. 

For more information http://new-markets.biz/ 

Paolo Ruggeri 

Today I delivered a leadership training in Miami for some local managers and business owners. 

Seven my tips for the people attending: 

1) You are the cause!
2) The emotional level you have today is the best predictor of tomorrow’s success
3) Soft motivation is the most important
4) If no change after 2 months of patient work on the individual, there is something wrong WITH THE PERSON
5) Find your "number two"
6) Do today what will make a difference tomorrow
7) A leader has a dream. 

The slides are attached 

Paolo Ruggeri 

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Paolo Ruggeri and the K2USA Team would like to invite you to our Miami Beach Office next week for two Seminars!

Leadership Seminar
December 2nd from 10 a.m. to 6 p.m.

Focusing on:
How to build and cultivate a group of responsible and effective managers.
How to implement successful time management practices.
How to influence your colleagues and employees.

I-Profile Seminar

December 7th from 10 a.m. to 6p.m.

Focusing on:
An in-depth explanation of the I-Profile Testing Tool and it's interpretation. Learn to "know your people" to boost your skills as a manager!

Paolo Ruggeri will be the keynote speaker at the Seminars, and both will be hosted at our Miami Beach Office:

1000 5th Street, Ste.207
Miami Beach, FL 33139


Please contact Vittoria Luchini at vittoria.luchini@gmail.com for more information and to reserve your spot.

We look forward to seeing you!


Today, together with Vittoria Luchini, I delivered a leadership training in Miami. 

It was an interesting day where we discussed many of the leadership issues that may develop in the hospitality industry with some of the best restaurant players in Southern Florida. 

The slides of my presentation are attached. 

Paolo Ruggeri 

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The last two days I have delivered a Leadership Training in Madrid.

It has been really an interesting experience.

During the presentation when we were talking about time management a customer commented: "Crisis are an excuse, we dont devote time to Quadrant II Activities (Prevention, Planning, Delegation, People Development) because we are afraid of those uncomfortable activities. 

Slides (in spanish) of my presentation are attached. 

Paolo Ruggeri 

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Yesterday I had a great time in Sofia delivering a Leadership Training to a large group of Bulgarian managers and business owners. 

As many people asked me the contacts of our representative in Sofia, here they are: 

George Naydenov
OSM I-Profile Bulgaria 
+359 88 840 2399 

The slides of my presentation are attached. 

Paolo Ruggeri 

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We’ve gotten in some serious frequent flier miles this past month! After another visit to Sao Paulo and the UK, Paolo had the opportunity to join GT Australia at their Sydney Convention, which was a great success.

We are also excited to announce the successful launch of I-Profile testing in India! We have already evaluated over 100 tests of programmers and IT specialists, making sure that international entrepreneurs get connected to the best technicians no matter the distance.

In books, the Japanese translation of The New Leaders is on its way to publication, and we are happy to present a new edition of our Spanish book La actitud ganadora en la gestión de los colaboradores.

Still to come, on October 22nd, Paolo will be visiting Sofia to give a Leadership seminar with ToTheTop Agencla actitud ganadora en la gestión de los colaboradoresy. Then he’ll be flying straight over to Spain (October 26-27) for another Leadership seminar, our first in Madrid!


A letter written by one of our clients, who is using our I-Profile Analysis, to the company he has been consulting with:

Good Morning,

I wanted to write you my nocturnal reflections about the work we did yesterday, to clear up any misunderstandings and to give, if possible, a further contribution to our goal of finding people for your company who can provide that extra something, of creating a united team that is focused on achieving business goals, of having a peaceful and productive environment that is in line with your expectations and those of your customers.

Perhaps you have had the same reflections, but I wanted to take this chance to remind you that for the task of staff selection that you entrusted me with, particularly with regards to the manager position though this also applies in general, the goal was not to find the "perfect" person for your company (after all, perfection does not exist, not in this world), with extensive experience in this specific sector, and with fully developed technical and managerial skills for this field (otherwise the hiring selection would have been handled differently, and there would be no need to do a personality assessment for their attitudes and behaviors).

What we were looking for, were people with certain specific technical requirements (sufficient language skills, schooling, and experience) but most importantly someone with great human capabilities and social skills, willing to question themselves and self-evaluate, willing to learn continuously, to fit in with those who already work in the company and help them to improve, to have a good relationship with customers, to create a real team where everybody gives their best, where people help each other, to be surrounded by motivated staff who push to achieve both personal and business goals, and don’t get lost in gossip, complaints or criticism etc ... etc ...

And once you made a choice based on these characteristics, the need to assess the candidate’s compatibility with the team you already have, the empathy that you yourself have with the candidate, the social chemistry that develops...

This is because the foundation of any company is its people. Not its buildings, equipment, or scenery. It is the people who make the difference.

Indeed this was all covered yesterday, with you and the candidates, and we even made examples about this point.

One more example: I can have the most beautiful computer program in the world, but if my staff don’t know how to use it and, more importantly, don’t understand its importance, if they don’t see how useful it can be, if the data isn’t given to the right people, if nobody reads the results from the statistical analysis, or reads them but doesn’t use them etc ... etc ... then this computer program is effectively worthless.

On the other hand, I can have people who know nothing about a sector, such as the candidate yesterday who had never had any experience with spas, but suddenly found himself having to manage the largest spa in Europe. And despite knowing absolutely nothing about spas, still managed to carry out his role optimally and with great results. How is that possible? What’s the secret to his success? Nothing but his will, his determination, his discipline, his motivation. In other words, his human qualities, his attitude and behavior.

That is exactly what you yourself did to create your own company: you threw yourself into the playing field, without all the experience you have today, without all the technical skills, without the tools we now have available, but with a strong will, motivation, discipline, and an ability to dream out of the box and maintain clear goals.

Once we have chosen and hired people according to their human characteristics and attitudes we can, therefore, have very ambitious goals because we know that the people we have will follow us and fight with us, for us, for our goals which, therefore, must be very clearly defined (note: I do not know if you noticed, but all the people yesterday said they are goal oriented and want to discuss the objectives).

On the contrary, people who may be very respectable from a technical point of view, with impressive studies, fancy titles, and a résumé as thick as a textbook, but that lack the human qualities required, not only don’t create anything for us, but can actually destroy all that is good.

The experience with Randy is a good example in this case. Randy had all the technical skills, school requirements, experience, etc ... etc ... however, if evaluated with our method, he wouldn’t even be invited to an interview, because his attitudinal and behavioral characteristics were shown to be unsuitable.

To conclude, my conviction is that every person hired, with or without me doesn’t matter, must have, beyond some obvious technical skills required for the role (obviously you wouldn’t ask a dishwasher who only speaks Finnish to immediately become the manager of a New York restaurant), the correct attitudes and behaviors suitable both personally and in relation to the group, or we may select people maybe even very good technically, otherwise we risk hiring people who may be qualified technically, but are missing the “human” characteristics that the company needs to grow well and profitably.

I apologize if I’ve gotten a little too in depth in this letter, but I think that this too is part of my role and, above all, I am confident in my ability to convey my thoughts to you.

Have a nice day,



I am a serial entrepreneur and I manage several different companies at the same time. Yesterday I posted the following request for help on my personal Facebook:


Cash in on a 160,000 profit by selling a start up (and get rid of many headache's) or continue?

What would you do? How would you decide?

I received several answers, all really interesting and I therefore decided to consolidate them in a single article.

It seems that in deciding whether to continue with a start up or not, the following are the factors that should be considered:

I can immediately say that headaches are part of any start up and, more: they are that thing you have to cross in order to be successful. One of the main reason why many people in society have a weak financial condition is that they tend to abandon jobs and projects as soon as the first headaches appear. Many headaches = a lot of money. Or even better “If you want a business or a profession headaches free, you’ll stay poor”.

Lets see the factors that were indicated and that I found interesting:

ARE YOU STILL PASSIONATE? Do you still like it? Are you passionate about it?

CAN ITS VALUE INCREASE IN THE FUTURE? What is the long term value of the business? Is it possible tha even if it is giving you a lot of headaches, tomorrow its value will increase even more?

DO YOU HAVE THE NEEDED EMOTIONAL ENERGY TO CARRY ON? Do you still have personal energy that you can invest in this project?

IS IT PROFITABLE? DOES IT GENERATE CASH? For how long it will still be profitable?

DELEGABLE? Can you delegate it? (Can somebody else take care of it, while you work at other stuff?)

Last but not least:

What does your instinct say?

To all the above I think I can add one more, very important:

DO YOU HAVE THE RIGHT PEOPLE TO MAKE IT? Do you have the right people (or is it realistic to find/hire the ones that will be able to carry the business past the headaches). If the answer to this question is “no”, in my opinion you should sell right away.

I have to say that this exercise helped me understand that a factor I used to take into consideration was wrong:

If you give up, would you disappoint someone?

I am not saying this is totally to discard but, in talking with you, I came to realize that in the past my big attention to the above point has constituted one of my weaknesses as a business owner or as a person. Actually, often the very same people that I tried not to disappoint, have been the ones who left me in trouble. Much better to use the parameters listed above.

I will think a bit about this and will let you know my decision.

Thank you very much for your precious help.

Paolo Ruggeri 



Some years ago the AARP (the organization that assists American retirees), asked several lawyers if they were willing to offer their services to retirees in difficulty at a special rate, about $ 30 per hour. None of the lawyers consulted accepted. At that point, the legal manager of the AARP had a brilliant idea: he asked the lawyers if they were willing to offer their services free of charge to retirees in need. In almost all cases the answer was yes.

What was going on? How was $0 more attractive than $30? The answer is that when money was mentioned, the lawyers measured the offer according to economic standards and thus determined that the offer was too low compared to market rates. When there was no mention of money however, they measured the offer according to their standards of social ethics, and were therefore willing to provide pro bono services for a good cause.

According to research by Dr. Dan Airely each individual lives in the middle of two universes that often end up colliding. One is "the Social Universe", where we cultivate relationships with others and which is governed by social/ethical standards ("I need to help him because he’s a friend of mine"; "I’ll do it because it’s the right thing to do"; "This is an important service for the community, so I should do it even if there’s no personal gain ... "). The other is "the Market Universe" which is characterized by the typical rules of economy ("my time is worth $50 an hour", or "if I have to work on Saturday, I want to be paid overtime").

According to Airely’s research, when these two worlds collide a very interesting phenomena occurs. First, there’s the fact that people are much more motivated to work for a “cause” than for money. When we begin to think with the rules of the market, social norms leave the discussion. Forever.

This tells us that when an entrepreneur abuses the use of economic incentives, by trying to monetize every single activity, this could lead employees who were previously willing to help the company for free (because they were dedicated to the company goals, because they felt they were part of a group ... ) to be guided solely by market rules, "if you don’t feed the jukebox another quarter, I won’t sing you another song ..."

This causes considerable damage.

Our own experience, which is further supported by Airely’s findings, shows us that a commitment to core values can be far more motivating than a cash prize at the end of the month. If you can make your employees understand the core values of the company, if you can give them a passion that needs more than just $ for fuel, you will unleash a power you didn’t even realize your company possessed.

You must also remember that the company shouldn’t be a purely commercial operation, but should also take care of the community around it and promote, both internally and externally, values such as friendship, mutual support, self improvement, etc. These priorities, if incorporated into the company’s core values, can be used to ignite the “social universe” reasoning in your employees.

So how do we reconcile the need for economic incentives with the importance of preserving the standards of relational ethics to motivate the people in our team?

Obviously financial rewards can be a useful tool, but you need to be careful with how you use them. Every so often reward people in an unstructured way, meaning without any standard system in place. Limit yourself to giving surprise bonuses, such as two or three hundred euro. Some studies show that awards like this, surprisingly, have a longer lasting effect on motivation than a monetary prize obtained on the basis of planned incentives.

Better yet, provide incentives that don’t have a clear price tag or that don’t single out individuals. Give away a vacation or leisure activities for the whole group (for example: take the whole company to the beach). Other studies show that awards like these have a deeper effect on staff motivation and promote greater team spirit.

Don’t turn your employees into jukeboxes. It’s obviously important that you help your employees earn money, and we essentially owe them that, but to allow them to become a simple jukebox could be fatal.

Paolo Ruggeri


Yesterday I had the pleasure of attending the Convention of GT Australia. I have been able to interact with some great franchisee's and business owners who have contributed to turn what at the time was a new company into a successful brand worldwide.  

The slide of my presentation are attached. 

For any additional information on how to take the I-Profile Analysis, feel free to write to info@paoloruggeri.net 

Paolo Ruggeri 

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Yesterday I attended a convention by a true group: I was with the staff and franchisee's of Rocksolid UK, a thriving kitchen and bath remodeling franchise. 

These people are great because they are growing big time and the management style of their leaders exemplify many of the things I teach.

I gave a presentation about how to transform a company through people.

The slides are attached


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