To Change the World, Change Your Mind

To change the world, change your mind. Although a bit less profound, the same philosophy can be applied to dealing with a less than personable boss. Sometimes nosey, sometimes far too intrusive, sometimes downright rude, bosses have the power to make the workplace difficult, to say the absolute least. Yet, even having a terrible boss can be a good thing. When working under someone with questionable behavior, you should keep your head up, your eyes forward, and the following in mind:


At times, poorly behaved bosses will fail to show grace while giving what is supposed to be constructive criticism. When witnessing such displays of borderline verbal abuse and insulting remarks towards subordinates, you should remember that such inclinations of maliciousness are exactly what you do not want to display when you work your own way to the top. Regardless of how intelligent or efficient you are, all management positions require an advanced degree of refined emotional intelligence.


Communication between management and their subordinates is supposed to be a mutual exchange. One is supposed, talk and then listen, and then absorb the information to make the best possible decision. Yet, far too often, management will become absorbed in their hierarchical stratification and will fail to listen. They will only talk and neglect their employees potentially innovative ideas in favor of hearing the sound of their own voice. This destructive tendency tarnishes superiors’ reputations because it forces employees to find another medium of expression where they are allowed to voice their ideas, their opinions, and perhaps most importantly, their feelings.

The boss is the boss.

Although it is important to listen to your workers, that is not to say the boss does not have the final word. Communication should certainly be open, but the boss can by no means allow themselves to be bullied into a decision. Of course, every opinion should be heard, but that does not mean it has to be acted upon.

Pay well and equally.

It is of the utmost significance that employees who do a similar job are paid a similar salary. If the boss fails to pay his or her workers the same salary, and word gets out, then he or she is bound to inspire resentment amongst the staff. A paycheck is clear indication of value, and to marginalize someone over another when they are each doing the same job is at the very best misguided, and at the very worst worthy of legal action.

Even when dealing with the worst of the worst, we can learn something, grow, and apply those lessons to future situations. Just because you may not get along with a particularly difficult boss, that is in no way an excuse to shut down. Instead, embrace the scenario and better yourself for it. That which doesn’t kill us only makes us stronger.

3 Ways to Be More Effective at Execution

Execution is usually defined as having the ability to achieve individual goals or objectives. In the workforce, employees who are able to execute in high volumes tend to be promoted to upper management positions, while slower, more lethargic employees don’t. The catch with execution is that even though managers want you to do as much as possible, there’s a risk of taking on too much. When managers work very hard and around the clock they expect their team members to do the same. However, pushing too hard on demands and expectations can lead to an unhealthy work environment or even worse, having employees quit. Instead of potentially risking the loss of your employees, try other more sustainable ways of encouraging and improving execution. Take a look at these three ways that you can use to develop a healthier, more effective method of execution:

I. Strive to be clear and methodical.

Instead of jumping right into the execution of a task or project, take the time to prepare. Make sure you are clear on what needs to get done, how it should get done, and who is responsible for what. When everyone is collectively responsible for a task, that actually means no one is. You must be methodical and develop a structure and a plan according to what said goal is. When you are organized and strategic, you and your team will have a clear sense of direction and will ultimately accomplish the goals more efficiently. 

II. Plan out stretch goals and deadlines.

For example, go ahead and ask your team what it would take for them to complete a goal two weeks before the original deadline. According to their answer, adjust accordingly and set a stretch goal. It’s important you’re realistic and fair when setting a stretch goal; the point is not to burn out your team. That said, strategic stretch goals have proven to engage employees more and make them feel more satisfied with their work. It’s always rewarding when a team joins forces and accomplishes something they previously thought they were not able to do. Aside from stretch goals, always make sure you set regular deadlines. Employees may not love them, but the truth of the matter is that deadlines truly help in the execution of tasks and projects. 

III. Build team unity

One of the best ways you can build team unity is by resolving conflicts that will inevitably arise between team members. When you’re working with a team, there will always be different opinions and attitudes towards the work that needs to get done, so naturally there will be conflict. But if you are able to respectfully hash out your differences as a team, you will naturally become more united. You will develop respect and trust amongst one another and, as a result, working together will become a smoother process. 

If you want to improve your ability to execute, go ahead and implement some of these strategies into your workspace. According to what your team needs, adjust them fairly. Keep in mind that a combination of all three will probably be your best bet in order to truly execute effectively.

Des Hague and Rich Naha of Froozer® Support Local Denver School District Students

In an effort to give back to the community, Des Hague and Rich Naha have donated thousands of Froozer smoothie sticks to public schools in Denver, Colorado. Now, students have access to delicious healthy snacks when not in class over the next few months. Students will receive said smoothie gifts during a variety of sporting events and at school affiliated YMCA events. For more information, please proceed to the following link

Des Hague of Aegis Enterprises Partners with Germany's JJR Consulting and Funding Ones Freedom to Bring Major International Soccer Event to Colorado This Summer

Des Hague, along with Justin Rose (owner of JJR Consulting and founder of Funding Ones Freedom) are bringing a prominent international soccer event to Colorado this coming summer. The first annual Colorado Cup will include teams from across the world and will heavily incorporate youth soccer camps as a form of giving back to the surrounding community. For more information, please proceed to the following article

Des Hague and Rich Naha of Froozer® Announce Distribution Expands into New England

Des Hague and Rich Naha, Froozer business partners, are thrilled to announce Froozer's distribution network has rapidly expanded within the last few weeks. In fact, Froozer will now be available for purchase at BigY World Class Markets in the Northeast, specifically Massachusetts and Connecticut. For further information, please proceed to the following article

What to Say and Why to Say it

As a leader in the workplace, your words are being constantly meticulously reviewed and analyzed by your employees, whether they are consciously doing so or not. As a result, there are certain phrases and words that can be used in order to properly cultivate an environment of individualism, of passion and of innovation. While of course, it is not necessarily the words themselves that yield this result, it is the thought behind them. That said, the words provide a nice framework for the type of workplace that entrepreneurs should be cultivating and encouraging. Without further ado, here they are:


Go for it.

In the midst of bureaucratic nonsense, organizations all-too-often get stuck in an administrative hold before being able to accomplish what they need to accomplish. Deny this paralysis by analysis and go for it. Tell your employees to go for it. Articulate that it’s okay for them to strike out on their own.



It is of vital significance to verbalize that your employees’ insight is not only accepted, but it is encouraged. Foster an environment of questions and answers. Make it known that it’s okay for your subordinates to provide insight and suggestions. Doing so will increase their participation, their value to the company, and their role in ongoing projects.


I made a mistake.

Admitting when you make an error is incredibly important when leading by example. Your coworkers must understand that you know you’re not perfect, and it’s okay if they’re not perfect too. Mistakes are inevitable and to pretend otherwise does nothing but to hinder future progress and current success. Recognize your weaknesses and improve upon them.


I appreciate you when...

Make sure to express your gratitude for a job well done or a goal exceeded. By articulating your satisfaction, you are letting your employees know they are responsible for current success. By your verbalizing appreciation, your employees will take pride in what they have accomplished, which will in turn encourage them to take pride in everything they will do for the company, thus increasing overall work performance going forward.


This is the way it is.

Transparency is of incredible importance when you are acting in a leadership capacity. So long as you keep things straightforward with your fellow workers, you are building a foundation of trust which will be reciprocated when an appropriate situation arises from the other side. Make sure your employees don’t feel it necessary to hide anything from you by building a bond of trust and transparency, a bond of mutual respect and acknowledgment.

When leading a company, we must be sure we are cultivating the best possible environment for free-thinkers so that we can continue to innovate and to push ourselves so that we may best the competition. What to say and why to say it is just the beginning.

Des Hague and Tony Spadaccini of Stamford Youth Foundation Announce Team Results at CT State Odyssey of the Mind Tournament

As Chairman of Corporate Contributions for the Stamford Youth Foundation, Des Hague recently announced the results at the CT State Odyssey of the Mind Tournament in a showing of support. Joined by none other than Tony Spadaccini, the two men proudly boasted that of the thirteen teams whom represented Stamford, four will be advancing to the world finals in a spectacular display of athleticism. For more information, please proceed to the following article.