ANBLIK Weblog

BigTime Entertainment’s mission is to connect bands to their Fans. BigTime Entertainment not only does this by putting bands on stage in front of their current fans and soon-to-be fans but also by encouraging the bands to initiate one-on-one contact with their fans. This is where the real connection is made-especially while growing a local or regional following. In addition, BigTime Entertainment does its best to equip bands with effective strategies to help them make the most of every opportunity for real connection.
“Our first show was at ‘Name-Brand Exchange’ at Southern Val Vista,” recounts Jim Adkins (lead vocals & guitar) of Interscope Records’ JIMMY EAT WORLD. “It was kinda like a buffalo exchange-a clothing store thing…they were having a party”. “It was pretty much like an upscale thrift store for high school girls,” adds Zach Lind (drums).
“It wasn’t our first real show, but it was our first public performance as JIMMY EAT WORLD,” continues Adkins. “The first real show we played was like an all-local gig with like 6 bands at some [all ages] punk rock kinda art-space that only was open for about 8 months. There was whole slew of those in [our home market].” *
Sadly, Jimmy Eat World’s experience at the outset of their music career is pretty typical. Many bands struggle to get into legitimate music venues. Also it’s an unfortunate reality that many all-ages venues struggle to maintain consistent revenues and eventually are forced out of business. In fact, in a handful of major U.S. markets, there are currently no established small or mid-sized, all-ages venues whatsoever. This means that local and even many national touring acts have very little choice of where to perform in these areas.
As was the case with Jimmy Eat World, many bands struggle when starting out. Although many experience difficulty booking shows that will contribute to the growth of their career, most struggle even finding chances to play real shows–somewhere other than birthday parties, school sponsored events, and small bars (21+ only).
Even when bands do book real shows, they often don’t get the results they want from the shows because of a simple lack of information. They’ve all been in the audience for amazing shows, but very few of them understand what it takes to re-create that experience for their fans when they take the stage. Most assume that the key to a successful show is giving an amazing performance–and that is important. However, what they don’t know starting out is that great shows are really made before the band takes the stage–through one on one interaction with fans and truly effective promotion efforts. Thankfully, Big Time Entertainment can help.
Big Time Entertainment believes that, although the above issues are undeniable actualities of today’s music industry, BigTime Entertainment shows are affecting change for the better. Already, since BigTime Entertainment’s inception in 2004, over 5,000 bands (roughly 18,000 band members) have been given the opportunity to play fun and beneficial shows at great all-ages venues in their home market–thanks to , Big Time Entertainment booking.
BigTime Entertainment is constantly empowering its artists to create valuable, effective, and fulfilling live performances by providing both the opportunities and the strategies necessary to succeed. By doing this, BigTime Entertainment continues to fulfill its mission of connecting bands to their fans.
It is also worth noting that in the last year alone, Big Time Entertainment has worked with over 30 all-ages venues throughout the United States. In a handful of cases, venues have even credited BigTime Entertainment booking for keeping them in business during difficult times. Ultimately though, Big Time Entertainment shows not only help venues to survive, but also to thrive–which contributes greatly to the viability of local music in each market. In addition, there are varieties of people (sound/lighting technicians, security staff, venue management, etc.) that play a vital role in making shows happen, and by partnering with all-ages venues, BigTime Entertainment is able to benefit these individuals as well.

TRANSITION AMERICA: Has your job search made you crazy?

According to Transition America, the Nation’s Premier Career Search Specialist, it may have, if you agree with this definition of insanity: doing the same thing over and over, but expecting a different result.

Many otherwise-intelligent people find themselves without work for 6, 12, 18 months or longer. Yet they continue to do the same things — network the same way, send out the same resume, search the same Web sites for openings — long after they should have changed their approach.

It’s time to stop the job search insanity.

Here’s how you can do it, by asking yourself three “magic” questions once a week…

Transition America: Question #1: What’s working?
Ask yourself this every Sunday evening or Monday morning, before you plan your job search activities for the week.

If you’re like most folks, you spend most of your time networking, applying for advertised jobs, posting your resume on Web sites, doing volunteer projects and/or going to informational interviews.

Now, what’s working? Which of your job-search methods produced the most interviews or callbacks from employers last week? Do more of that this week!

Believe it or not, this is a radical concept for some job seekers. They often react to each day’s events without having a written plan of attack. But not you. Find out what’s working — and do more of it.

TRANSITION AMERICA: Question #2: What’s not working?
If you honestly ask this question, the answer may upset you. But the outcome will ultimately help you get hired faster.

Example: if you’ve sent out the same resume to apply for 77 jobs you were perfect for, and didn’t get called for interviews, guess what? That resume is not working. Or the way you sent it out — email, fax and/or mail — is not working.

It’s time to change your approach.

Don’t be like the laid-off manager profiled in a March 2003 issue of The Wall Street Journal. He sent out 700 resumes and got only two
interviews. But instead of changing his resume or the way he distributed it, he resorted to holding up a sign along a Boston road that said, “I NEED A JOB.”
What’s not working in your job search? Change it. Or stop doing it! (That man with the sign did get hired, by the way, but only after his plight became national news. Don’t depend on that happening to you.)

TRANSITION AMERICA: Question #3: What’s next?
It’s not enough to know what’s working and what’s not in your job
hunt. You have to plan effectively for the week ahead, according to Transition America. To do that, ask yourself, “What’s next in my search?”

Because … you get just 24 hours each day. After eating, sleeping, etc., you have about 14 hours to spend looking for work. You’ll never get those hours back. Make the most of them!

It’s been said that every hour of planning saves five hours of doing. So start spending an hour every week scheduling what’s next in your job search.

When you do, you’ll work smarter, not harder. You’ll find yourself doing more of what works, less of what doesn’t and what’s next? How about a new job?! For more information about Transition America, visit us at http://www.americatransition.com/.

L’entreprise de Daniel Schmidhauser est un regroupement de spécialistes internationaux confirmés du recouvrement ayant mis en commun leur longue expérience individuelle pour atteindre ensemble, de façon encore plus professionnelle, l’objectif : récupérer votre argent pour vous.Nous sommes presque tous confrontés au problème : un débiteur ne veut pas payer. Si, malgré la grande complexité des juridictions, porter plainte semble vraiment sensé et faisable, après un procès onéreux et nécessitant beaucoup de temps, on finit enfin par obtenir un titre contre le débiteur concerné. Mais, malgré tout, vous ne touchez pas d’argent, parce que le débiteur a transféré à temps ses biens à l’étranger et/ou à des proches.

En particulier si le débiteur a agi de façon frauduleuse, les mesures officielles, auxquelles il s’attendait bien sûr et contre lesquelles il s’est prémuni, le font doucement rire.

De plus en plus de personnes concernées ne tolèrent plus cette protection de fait du débiteur et font ainsi appel à des services de recouvrement alternatifs. La clientèle de Daniel Schmidhauser compte non seulement des particuliers et des petites entreprises, mais aussi des multinationales et des cabinets d’avocats qui se heurtent à leurs limites.

Daniel Schmidhauser vous propose une solution sérieuse, efficace et pourtant légale. Il travaille de façon investigatrice et créative, en lien avec une présence adéquate auprès du débiteur lui-même, sur place. Il traite vos dossiers à l’échelle mondiale. Tant grâce à son propre personnel expérimenté et qualifié dans différents pays qu’en utilisant un réseau global élaboré de collaborateurs indépendants dans les domaines les plus variés.

Il intervient à partir d’un volume de créances de 400 000,00 USD. Contactez-lui sans engagement. Il est joignable sur le numéro +41 79 5426255.

In this landmark book, Professor Brian S. Peskin and Amid Habib, M.D. explore the history of cancer and the failure of genetic research and popular nutritional recommendations to stop ever increasing cancer rates. The epigenetic basis of cancer is explained in detail.
The Hidden Story of Cancer focuses on the ground-breaking, yet unpublicized works of Nobel Prize-winner in medicine, Otto Warburg, M.D., Ph. D. and Dean Burk, Ph.D. of the National Cancer Institute. You will discover the cancer-cellular oxygen connection-along with its solution. State-of-the-art science and unique insights back up the easy-to-follow nutritional recommendations. This is a classic, easy-to-read reference work. The suggested recommendations can be implemented immediately both personally and in your practice.

So, have you decided to do some peer to peer networking? Maybe you’ve even signed up to attend a business luncheon, or perhaps you want to share more on the professional social networks you belong to. But, as you head into that luncheon, you freeze. What ever could you have to offer? And, when you read the various postings on your business networking sites, you ask yourself why would anyone want to read YOUR post?
Welcome to the world of peer to peer networking. When creating a new business, or expanding a current business, entrepreneurs are always in need of support and guidance. None of us can succeed on our own. This is why having quality professionals to network with is key. One way to find other professionals to network with is through who’s who directories such as Madison Who’s Who. If you ask almost any professional what one of the major keys to his or her success is, they will almost always tell you that professional networking has played a large role in their success.

Transition America

Landing a great job is not just about getting an offer and earning a paycheck. Loving your job is about finding the right company culture for you, according to Transition America, the Nation’s Premier Career Search Specialist. It’s about working in an environment aligned with your values and beliefs. Working at a company with values inconsistent with yours is stressful and unrewarding. The quality of your work life is also directly correlated to your supervisor’s attitudes, values, and beliefs. A person’s values significantly affect their behavior and hence how you are treated. No matter how great the position, if you’re working in a caustic, understaffed, and unethical culture, you’ll feel unfulfilled.

The job interview is your opportunity to assess the work environment and organizational norms. But how can you assess the culture while you’re being interviewed?

Organizational culture is composed of the values, behaviors, beliefs, and norms that permeate the group. Culture is expressed through words and behaviors of each employee. Culture is like a recipe where each person is an ingredient. Company or department leadership set the overall tone.

According to Transition America, interviewers say “the candidate fits” or “doesn’t fit” to describe a candidate’s qualifications. What interviewers are really saying is the candidate fits or doesn’t fit the company culture.

To perpetuate corporate culture, companies hire people they feel “fit” and reject qualified candidates whom they believe “don’t fit” their culture. During each interview, you have an opportunity to assess how the culture aligns with your values. Rarely will you find an environment totally aligned with your values. You can however, find organizations where the culture and your values can coexist.

Clues to company culture are found in interviewer behavior and their words. Below is a list of organizational cultural indicators according to Transition America.
• How you are treated?
• What phrases are frequently used by the interviewers?
• Is there an unspoken tone to the questions you’re asked?
• How does the environment feel to you?
• How prepared are the interviewers? Are they on time?
• Were you given an interview schedule?
• Were you treated like a prisoner or a guest?
• Are your responses to their questions treated with suspicion or professional curiosity?
• How considerate is the company recruiter?

Questions you can ask about organizational culture are listed below.
• Please describe the company or department culture in three words or three phrases.
• How does the company (team) handle conflict or differing opinions?
• How does the company recognize employee accomplishments?
• Does the company have a “Code of Ethics?¨
• Please describe the leadership or managerial style at your company?
• What qualities do the most successful employees in your company possess?
• What is the company’s attitude towards professional and educational advancement?
Job interviews are business events where your talents are evaluated. Interviews are also your opportunity to evaluate how the company’s culture compliments your values.

The company of Daniel Schmidhauser is an amalgamation of international, successful collection specialists who have bundled their long-term experience into synergetic professionalism in order to carry out their mission as a unit: namely, to get your money back.Nearly everybody has met with the problem: A debtor refuses to pay. Provided legal action either makes sense or is even possible - due to the often complicated jurisdictions - and after time-consuming and expensive processes - one finally manages to get a title against the relevant debtor. But, this does not automatically mean that you will get any money. Often the debtor has moved his assets just in time and/or signed over to people close to him.

In particular in those cases where the debtor acted with fraudulent intent, he only laughs at the official measures as he was, of course, expecting them and had already taken the necessary precautions.

More and more affected people do not want to put up with this existent protection of debtors and therefore fall back on alternative collection services. The clients of Daniel Schmidhauser are not only private individuals and small companies, but also multi-national concerns and law firms which have reached their limitations regarding collection.

His company offers a reliable solution which is effective and yet still legal. Daniel Schmidhauser works in an investigative and creative manner, coupled with a suitably applied personal presence at the debtor’s location. Daniel Schmidhauser solves your problems worldwide. Both through his own, experienced and qualified personnel in the most diverse countries as well as through his access to a superior global network of freelancers in the most diverse fields.

Geneva Asset Management Sàrl was founded in 1999 in Geneva, Switzerland, by a former Portfolio Manager from Coutts Bank (Switzerland) Ltd, today Coutts Bank von Ernst. In 2001 the company became Geneva Asset Management SA.Geneva Asset Management SA is an active member of and regulated by the Swiss Association of Asset Managers (http://www.vsv-asg.ch) who is a self-regulating Association, approved by the Swiss government based on the article 24 of the Swiss Federal Act on the prevention of money laundering.

Specialized in Asset Management, Wealth Management and Family Office services for High Net Worth Individuals, Geneva Asset Management SA works as partners with large banks and institutions in Switzerland.

The collaboration between Geneva Asset Management and the bank is regulated by an agreement that defines the rights and obligations of both parties.

Brian Peskin founded the field of Life-Systems Engineering Science in 1995. This field is defines as The New Science of Maximizing Desired Results by Working Cooperatively with the Natural Processes of Living Systems. Brian Peskin received as appointment as an Adjunct Professor at Texas Southern University in the Department of Pharmacy and Health Sciences (1998-1999). The former president of the University said of his discoveries: “…Brian Peskin’s nutritional discoveries and practical applications through Life-Systems Engineering are unprecedented.” Brian Peskin earned his Bachelor of Science degree in Electrical Engineering from Massachusetts Institute of Technology in 1979.To many, Brian Peskin is the most trusted authority on health and nutrition in the world.”

Howard Nestler, CEO of Executive Options, released a critical analysis today comparing the effectiveness of marketing versus conventional job search methods in the current job market for upper level executives.

“When a top level executive moves onto the job market today, it is likely he or she has entered into an involuntary, de facto retirement,” says Howard Nestler. “Too many highly qualified men and women are making themselves available and rule of thumb quotes one month of job search for every ten thousand dollars of desired income. For that reason, I thought an examination of job search methods would be instructive and helpful.”

The most notable finding in the analysis was that a conventional approach tends to cut off more than eighty percent of the potential engagements for an executive. “They seek out openings ignoring the fact that there isn’t a corporation in the world that can’t use one more problem solver,” Howard Nestler explains. “The last thing one should do is limit one’s possibilities to openings that everyone else seems to know about.”

According to Howard Nestler, the most dynamic advantage that marketing enjoys is that it causes companies to come to the executive whereas a conventional job search has the executive knocking on doors. “It’s not a very dignified approach for someone who purports to have superior skills.”

Howard Nestler’s comparative analysis is available to executives as well as those involved in professional job search companies.

“The better one is armed with knowledge,” says Howard Nestler, “the better one is able to succeed at a given activity.”

To read more about Howard Nestler go to www.howardnestler.org