How Charles Mok Is Changing Healthcare One Practice At A Time

How Charles Mok Is Changing Healthcare One Practice At A Time

In 2004 Dr. Charles (Chip) Mok founded Allure Medical in the metropolitan Detroit area, and quickly established a very successful practice. When he decided to expand into a national company with multiple practices in major cities, Chip made the decision to implement a unique management structure – one that would eventually lead his employees to fire their boss!

Kill/ Watch/ Build: How Bob Eisiminger Builds his Company’s Future

Kill/ Watch/ Build: How Bob Eisiminger Builds his Company’s Future

In our latest episode of the Birthing of Giants podcast, I’m checking back in with IT management company Knight Point Systems’ CEO, Bob Eisiminger. I last had him on the show about 6 months after he attended a Birthing of Giants Fellowship week. A year and a half into his mission to resolve wasteful recruiting practices, Bob has returned to give us an update. (more…)

Creating a Five Star Management Team

Creating a Five Star Management Team

In this episode I’m interviewing Toni Jacaruso, a brilliant businesswoman with a sharp eye for a big idea, and a quick draw for making tough decisions. After spending seven days with us at a Birthing of Giants Fellowship week, Toni pulled the trigger on her plan to revitalize her company’s management team.

Toni founded Jacaruso Enterprises about 10 years ago, after spotting a huge problem in the hospitality industry. Unbeknownst to us hotel guests, most of the familiar hotel chains are actually locally owned franchises. Staffing is handled by each hotel individually, and more often than not, on-site salespeople are skipped altogether.

“What we found out in doing research,” Toni explained, “is over 50% of branded hotels do not have salespeople on site.”

With no dedicated salesperson in place, requests for negotiated rates or group bookings tend to get pushed to a hotel manager’s voicemail, where they quickly get lost or receive inexperienced attention. It’s a huge gap that a lot of business disappears into. With her substantial 15 years of experience working in the hospitality space, Toni stepped in to create a company that filled the breach.

Small Companies Solving Problems for Big Companies

Jacaruso Enterprises provides sales support to hotels and hotel chains nationwide. Toni gathers together top-notch salespeople who handle sales, negotiation, and prospect management for their clients regionally. Those salespeople are supported by regional directors, and a strong management team layered all the way up to the Austin headquarters. So now, when the phone rings with a sales call, Toni’s team is there to answer with the expertise and urgency needed to close the deal.

Toni’s company fits into one of the most successful business models that an entrepreneur can utilize. She started a small company that solved a problem big companies had. It’s a classic idea that has launched more successful businesses than any other. Jacaruso Enterprises is no exception.

A Booming Business

Ten years have passed since Toni founded her company, and business couldn’t be better. Jacaruso Enterprises now has over 60 different hotel brands as clients, is over 100 employees strong, and pulled in $8 million in revenue last year. Their growth is so remarkable that they made the Inc. 5000 list for the past 2 years. According to Toni, her business generates a lot of referrals from happy clients, and the renewal rate is very high.

“We have had unprecedented growth this year. So [I] just could not be happier with the growth that we’re seeing.”

Toni discovered, however, that with the unprecedented growth came an increase in work and responsibilities. It was beginning to tax her busy management network, and the team quickly found themselves being pulled away from the roles they performed best at. This was the problem that Toni took with her to a Birthing of Giants Fellowship week in July 2018.

An Upgrade To Management 2.0

Toni had surrounded herself with some of the strongest salespeople in the nation. They formed the core of her team at Jacaruso Enterprises. They helped bring her company to its current level of success; however, Tony had even bigger plans for her company. She knew that her current management team wasn’t properly positioned to help her achieve her dreams. It was time for something we talk about a lot here at Birthing of Giants: Management 2.0.

Entrepreneurs must never stop refining the talent in their company. Even when you’re certain that you have some of the best people in place, your management team has to develop and grow in response to a growth in revenue and clients. Sometimes that means bringing new people to the team. Sometimes it means moving existing team members around into slightly different roles. Toni needed both.

True to Toni’s natural quick start entrepreneurial style, once she decided that her management team needed expansion, she pulled the trigger on her plan within weeks of returning to Austin! The changes she made included promoting four people internally into VP and senior VP spots, adding two new VPs to the team, and hiring on three more Sales Directors. In the weeks that followed Toni added even more Sales Directors, all regionally placed to ensure great local coverage for her clients. She calls it Management 2.1, or maybe 2.2. Creating the perfect management team is a fluid process that takes time to get right.

The takeaway here is that you can’t scale your business, you can’t take your company to the next level if you don’t take on the overall strength and quality of your management team. Toni did it. She did it fast. She did it Toni style. Now that’s a fast draw.

Check out my extended interview with Toni Jacaruso on

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Lewis Schiff is the author of Business Brilliant: Surprising Lessons From the Greatest Self-Made Business Icons, the executive director of the Business Owners Council and the co-founder (with Norm Brodsky) of BEN Global Mentorship that helps business owners transform their companies into scalable enterprises and, eventually, enduring institutions with help from rockstar entrepreneurs from around the world.

Evolving Entrepreneurship: How Nick Sotos Continually Improves His Leadership Game

Evolving Entrepreneurship: How Nick Sotos Continually Improves His Leadership Game

Nick Sotos calls himself an eternal optimist, and that mindset seems to be paying off. As President of iD Additives, Inc, a supplier of foaming agents and other products for the plastics industry, his leadership has helped the company make the Inc. 5000 list for the past seven years running. Today, iD Additives pulls in $8 million annually in sales, and Nick’s plans for growth are only just beginning. They started with an eye toward brand visibility.

The Importance of the One Year Plan

When he attended the Birthing of Giants event in September 2017, Nick set himself the one-year goal of getting the company’s new product line to market and increasing brand visibility. His plan worked out so well that several new opportunities have arisen from it.

“We have the marketing and we have the opportunities,” Nick says. “Now I need people to help me with the follow-up.”

Part of this follow-up requires Nick to take a step back from some aspects of the business. In the past he viewed himself as an entrepreneur who does everything. But during his time at Birthing of Giants, he’s come to realize that this isn’t sustainable.

“That’s how I’ve always done things,” he says. “But I’ve learned to think about getting stuff off of my plate, letting other people grow into those spots so that we can continue to grow.”

Letting Go To Grow

This is one of many realizations Nick has had since joining the program, and not all of them have been easy. He recalls one instance when he pitched his plan to our entrepreneur-in-residence, Norm Brodsky,only to receive some challenging questions back from that entrepreneur’s entrepreneur. Despite his initial hesitancy, he admits that Norm was right, and he’s pleased to have had his mindset challenged.

“Sometimes it’s a little difficult, a little uncomfortable,” he says. “But you have to trust in the process. It’s advice, and you’re going to choose to do what you want to do, but having someone with that level of experience offering you advice helps you rethink things.”

Nick has since attended one of our Gathering of Giants events – our program specifically designed as continuing education for Birthing of Giants graduates. Nick continues to challenge himself as a leader, and bring the insights he learns back to iD Additives. We wish him the best of success!

Birthing of Giants is a gathering of entrepreneurs focused on advanced education via strategy-planning programs lead by a team of leading entrepreneurs in American business. Our programs, including the One-Day MBA and the Birthing of Giants Fellowship Program, allow business owners and entrepreneurs to gain from the wisdom of thousands of experienced business leaders. We help you implement proven strategies for sustaining and enhancing business growth.

Article originally posted on

Lewis Schiff is the author of Business Brilliant: Surprising Lessons From the Greatest Self-Made Business Icons, the executive director of the Business Owners Council and the co-founder (with Norm Brodsky) of BEN Global Mentorship that helps business owners transform their companies into scalable enterprises and, eventually, enduring institutions with help from rockstar entrepreneurs from around the world.

Socialization and #MeToo

Socialization and #MeToo

Why have there been dozens and dozens of men accused of sexual harassment? Why has sexual misconduct continued for decades, despite corporate sexual harassment training and law suits? Why aren’t more men held accountable for their actions? 

The answer comes down to how boys and men are socialized, and the masculine culture of the U.S.

First, what is socialization? It’s a process of learning to behave in a way that is acceptable to society—and it’s the most powerful force in shaping how we behave as men and women.

Second, did you know that the U.S. scores relatively high—ranked 15 out of 53 countries—on masculinity with most people emphasizing traditional gender roles?


Socialization of girls and boys starts the minute we come into this world wrapped in pink or blue blankets. However, our gender identity really takes hold around age 4 or 5. We learn what’s acceptable in society and what’s not. We learn that girls and boys are supposed to line up separately in grade school. We learn that boys and girls should have separate clubs. And, we learn that that playing with opposite gender toys is frowned upon. In essence, we are taught how to behave in ways consistent with male or female culture, according to societal norms.

We tell boys (both in direct and indirect messages) that they must be tough, independent, take risks, not to show feelings, not to ask for help, and to have power over women. These messages are strongly and consistently reinforced through books, TV, movies, religion, politics, and in our corporate cultures. And, given the value placed on male roles in the U.S. (and in most other countries), the environment for sexual misconduct is ripe.


Geert Hofstede, a Dutch social psychologist, has studied national culture since the 1970s. He identified 6 value dimensions, one of them being masculinity. This is the degree that the culture favors traditional masculine roles such as achievement, power, and control, as opposed to viewing men and women as equals. This value system starts in childhood and continues throughout one’s life—both in work and in our personal lives.

What this means is that relative to most global nations, the American culture with its high ranking in masculinity, values male roles more than female roles. It is no wonder then, that such a large gap in leadership gender roles persist, and that sexual misconduct continues.

What Can We Do?

First, we must start valuing women and their roles in society and in our workplaces. Period. All roles are worthy of respect and valued contribution—whether CEO, manager, administrative assistant, actor, or mom. This means listening to women’s needs, treating them with respect, and offering them equal opportunities as men.

Second, the entertainment industry must stop systemically devaluing women. Stop portraying them only as sex objects, victims, supporters, nurturers, or in positions with little power. It’s a fact that women have made significant contributions to our world (past and present), and this needs to be represented accurately. The other side of this coin is to stop creating male characters that casually display (both subtle and blatant) harassment and sexism as if there’s nothing wrong with it.

Third, we must stop the hyper-masculinity of our young men. We must stop teaching them to be warriors and win at all costs. We must stop telling them that they can’t have feelings. We must stop teaching them to gain power, superiority and hierarchy over girls. And, most importantly, we must START teaching them to value and respect all women.

Fourth, we need to start holding men who sexually harass or abuse women accountable. We must stop looking the other way and speak up. We must do what’s right. What’s ethical. The #MeToo movement has made significant strides in this direction, and we need to continue the effort. It’s not okay for men to treat women like this, whether they are in powerful leadership roles or not. We need to teach men that real leadership and strength is about equality and fairness.


Dr. Shawn Andrews is a keynote speaker, organizational consultant, and the founder and CEO of Andrews Research International. She serves as adjunct professor at Pepperdine Graziadio Business School, where she teaches courses on Organizational Behavior, Women in Leadership, Diversity in Organizations, and Leadership and Ethics. She was the 2017 Diversity & Inclusion columnist for Training Industry Magazine, and is the author of the book, The Power of Perception: Leadership, Emotional Intelligence, and the Gender Divide. To learn more about Dr. Andrews, visit

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