Quit Tomorrow!

Resistance to change in the status quo.
People who don't think about why it's important to them.
Indifference, fear of ambiguity, and the desire to get back into your comfort zone.
Physical, mental and spiritual fatigue.
Worry over damaging relationships.
Uncertainty.
All are conditions which exist everywhere, everyday. The overwhelming situation makes you want to quit trying to do something new and amazing, doesn't it?
Quit tomorrow, then.

 There I was: Day two of U.S. Army Ranger School at Fort Benning, Georgia. I hadn't slept in the past 48 hours. The entire time was filled unrelenting vigorous physical challenge in a program intended to weed out the weak. I was exhausted. I'd cracked two ribs on one of the sections of the obstacle course earlier that day. I hurt.

The first four days of Ranger School is where 60% of dropouts occur. Our class had already lost a large number of strong, determined soldiers who'd prepared for months by sundown on day two.

It had been a hot day and now that the sun had gone down the temperature was dipping into the 40's. We were on Malvesti Field slogging through the red Georgia clay. Malvesti Field is that place you always see on television. You know the scene, bald-headed soldiers crawling with their miserable faces pushed down in the mud beneath  a ceiling of barbed wire. To add to my exhaustion and the ribs, which shot bolts of excruciating pain throughout my body everytime I raised my right arm over my shoulder, I now had what felt like a half-gallon of red Georgia clay underneath my eyelids. I was almost blind and trying to negotiate the challenges Malvesti and the Ranger Instructors (RI's) delivered while I begged my eyes to produce enough tears to wash out the sticky mud.

While I pushed my body, there was a war going on in my head. I was thinking about the fact that it was only day two and I had over two months to go! I thought; with all of these forces lined up against me, if I am feeling this weak and vulnerable on day two, how can I possibly last? A feeling of despair came over me. I had a choice to make, hide my weakness, or tell someone about it in an environment full of the toughest people on the planet.

I decided to take a risk.

"I'm not sure I can make it through this course," I whispered to my Ranger buddy, Arjmandi. He was going through the same things I was. He also knew about my ribs and my eyes. 

"Come on, Eakin. I'm going to help you through this."

"No, I'm telling you. I'm not sure I can get through the next 60 days."

"Eakin, I'll make a deal with you. Get through tonight, with me, and we'll both quit tomorrow."

Getting through the night seemed possible. How much worse could it get? Besides, Arjmandi was going to help me. What if he needed me later on? I couldn't help him if I wasn't there, could I? I committed myself in the moment to that short-term goal. "OK. I'm with you, buddy."

"OK, Eakin, these RI's want to break us if they can. This next time through, let's scream like madmen and show them they can't break us."

"Roger that!"

We screamed like banshees! We laughed the whole way through the suck! We made it through every event that night brought us. For our efforts, we got a few hours of sleep that night.

When we woke up, I looked at Arjmandi.

He was grinning from ear to ear. "You still going to quit tomorrow, Eakin?" 

I smiled back at him. "Yeah buddy, I'm going to quit tomorrow."

• When you're feeling overwhelmed by the enormity of your situation or the challenges you've taken on. Find something productive and meaningful you can focus on and do it.
• Remember, there is someone out there who believes in you and what you're doing. Lean on them when you need them. The love, brotherhood, and trust you create in those relationships will always be the core of your success.
• If you don't take a risk and ask for help, you won't get what you really want. Real strength is not shown in facing your problems alone, it comes from having the courage to let others know you need them. 
• Sometimes you're the weakest, sometimes the strongest. Give what you can, when you can.
• Quit tomorrow. Why? It is always today. Tomorrow never comes.

I haven't talked to Arjmandi since we graduated from Ranger School in February, 1999 (Class 2-98), two months after he gave me this powerful gift. If I knew how to get in touch with him today, here's what I'd say:

"Thank you, Arjmandi, for being worthy of my trust in a time where I was most vulnerable. You taught me a lesson which has served me well and has helped me accomplish more than I ever thought possible. I will always love you like a brother for that. It's been fifteen years, but I still know I can count on you and that, my friend, is priceless. For you, and because of you, I will always quit tomorrow." 

I hope this article finds you some day. When it does, drop me a line. We'll catch up.

If you're tired of feeling overwhelmed by the challenges life throws at you, it's time to pick new challenges. Find people who will support you and show you the way. Download our Success Planning Guide for FREE! This guide is full of tools designed to help you through GPS Theory's process of changing the way you think and is a companion to my new book, Finding Success: Get what you really want. 

At BoomLife We Want To Share Values-Driven Success

BUY THE BOOK  NOW! 

If you're looking for inspiration, take a look at our BoomShare! videos. We wanted to share stories about people who are inspired to do great things so we created this series of interviews. These people want to help people find success. Hear their stories and learn how you can connect with them...and help. 

If you know someone who is doing great things to help others in meaningful ways, we'd appreciate it if you'd make an introduction so we can connect and feature their story in a future BoomShare! episode. You can email your submission to: tom@goboomlife.com

BOOM!

Tom Eakin

Success Engineer, BoomLife
Author of Finding Success

Subscribe to our mailing list

* indicates required

Email Address  *

First Name  *

Last Name  *

Date Created

    Email Format
   

• html

text

View previous campaigns.
Close

      

   

   

   

What Every Person On This Planet Really Wants

What Every Person On This Planet Really Wants

If you were to ask what one thing every person on this planet really wants, I could provide you an answer with complete confidence. There is not one person capable of rational thought on this planet who would disagree with this answer. It is a fact. 

I'm not talking about what I believe. It's not about my faith (although my faith plays a role in it and vice versa...as does yours and what you believe). If you asked every human being on this planet if they wanted this one thing, they would say, "Yes," without even thinking about it. 

Ask the rich and the poor. Male and female. Ask a Wall Street investor and a Yanomami tribe member if they want it and they'll both answer in the affirmative. Ask professional athletes, spiritual advisors, corporate leaders, homeless people, healthy people, sick people. Ask buyers. Ask sellers. Ask everyone! Ask anyone. People of all colors, shapes and sizes will all say, "Yes. I want that." 

So, get on with it, you're saying, "What is it, already!?!"

The answer is simple: Success. Every living person on this planet really wants to be successful.

What Is It?

Ever since I started talking about success in public forums, every time I've asked the question, "What is success," at least one person in the audience will say, "Getting what you want." Once having heard that simplification of the definition, typically everyone else pretty much agrees. If you look up the word "success" in the dictionary, you'll find several definitions which collectively support that simple view. So, let's go with that, for now. Success is getting what you want.

The Problem With It

The problem with defining success as "getting what you want" is every one of us uses a different path to define it. Not only that, we often use a different method of determining how to achieve it in each situation we find ourselves in. 

As we all try to get what we want, we're competing with each other in a world where resources are constrained and unevenly distributed. So naturally, trying to get what we want creates conflict. Things escalate from there. The magnitude of every conflict is based on the scale of the disparity and the strength of the desire each person or group has to get and keep what they want. 

When we're primarily driven to get what we want, we lose sight of what we really want. Every person wants to be perceived in a positive way which means we desire for others to see our actions as "good".

The moment I realized this fact, my whole life changed. I became obsessed with trying to understand the concept of success so I could be successful. Isn't it ironic that the one thing every single one of us wants is also the cause of all of the problems we face?

My own experience with this universal, but preventable human problem, inspired me to find a solution that could help anyone who wants to find success. I recognized I couldn't, and shouldn't, try to make everyone want the same things. So, I focused finding a way to define it in a meaningful way that can be consistently applied to every situation we face and then measure our progress as we take actions to live out our values. From a critical moment in my own life, GPS Theory was born. 

The Solution For It

I propose a simple addition to the definition of success because, in truth, trying only to get what we want isn't enough for any of us. Every one of us has our fill of the problems this world brings. The truth is, we create those for each other and if we really want that to change we must learn to define success in a different way. That's where values-driven success comes in. 

Values-driven success is "getting what you want and being the person you want to be." Here's the catch: You can't really get what you want when you are not first the person you want to be. GPS Theory helps you get both. I didn't change the definition of success, I added a component and a new ideal to strive for.

GPS Theory operates under the hypothesis that our values represent what is virtuous and "good" when it comes to human beings.

Our behaviors are a reflection of what we truly value which does not always accurately reflect what we say we do. The definition of values-driven success helps us think in a way that will lead to getting what we really want.

Thinking leads to action. Our actions are what we become. THINK. ACT. BE. (See my article on three synonymous words, Know. Do. Be. and how they are the path to success)

How to Apply the Solution

1. Think about the person you want to be and the things you want. 
2. Do things that will reflect that person while you strive to get what you want. 
3. Become driven by your values and you will get what you really want with conviction and tenacity.

• When you don't get what you want, your values will drive you to keep trying. Because you believe in what you're doing you can overcome the fears that keep you from getting what you really want.
• When your values inspire you to do things you can be satisfied with as you strive to realize the results you seek, you can get what you really want. 

If you'd like to learn more about this process, download our Success Planning Guide for FREE! This guide is full of tools designed to help you through GPS Theory's process and is a companion to my new book, Finding Success: Get what you really want. 

At BoomLife We Want To Share Values-Driven Success

If you're looking for inspiration, take a look at our BoomShare! videos. We wanted to share stories about people who are inspired to do great things so we created this series of interviews. These people want to help people find success. Hear their stories and learn how you can connect with them...and help. 

If you know someone who is doing great things to help others in meaningful ways, we'd appreciate it if you'd make an introduction so we can connect and feature their story in a future BoomShare! episode. You can email your submission to: tom@goboomlife.com or use the comment section, below.

The Sun Has No Comfort Zone

The Sun Has No Comfort Zone

Do you believe you have a great idea? Do you have a dream?

Your idea does not become something great until you've shared it with the people in the world around you and it helps them in some meaningful way. 

Yes, you may fail at first. The first time you try to share it, you might not actually help anyone. 

Perhaps the idea doesn't work quite right and needs to be redesigned or tweaked. Failure hurts, but it provides a signal that you need to put forth more thought, more effort, more of yourself.

Perhaps, you're presenting it in a way people aren't willing to accept...yet...so they reject it. Rejection can be painful in a soul-scraping way. 

Failure and rejection create two questions. Each question creates a different path and you need to choose which one you'll answer:

• Why don't they like my idea?
• What do I need to do make my idea recognizably helpful to them?

The first question will take you down the path to becoming afraid of success. It will lead you to think the idea has failed and you'll feel rejected because it was a part of you. You will not like the pain you feel and will want to protect yourself from it in the future. You'll feel overwhelmed by the challenge of helping the unwilling and crawl back into your comfort zone. You like it in that place of comfort and you won't try again so you'll decide to stay. You'll become complacent.

The second question compels you to focus on the problem you need to solve. It provides you with a forward path that helps you get past the pain the failure creates (oh yes, you'll still feel the pain). You will think about why solving the problem is important to you. Conviction will drive you to take the next step. You will shine your idea out to the world again, only it will be better.

Protecting yourself from future pain if your idea, your dream, does not immediately come true only ensures you will not make it come true.

Think about this. Help can only be given to living beings. The Sun only helps one planet out of the eight in our Solar System (sorry, Pluto). The first two planets reached by it's rays are therefore not helped so it fails at it's first two attempts to be helpful. 87.5% of the planets it shares it's light with reject any help it tries to provide.

Aren't you thankful the Sun has no Comfort Zone?

It looks pretty cold out there, doesn't it? 

Shine your light. Find the way.
Find the willing.
PRE-ORDER FINDING SUCCESS NOW!

What life-giving opportunities do you miss by keeping your idea, your dream, protected in your Comfort Zone?

I wrote my book, Finding Success: Get What You Really Want? to help people use GPS Theory to ask themselves the best questions so they can focus on the challenges they need solutions to and find the the conviction to overcome failure. 

It's my way of shining my light so I can find the way to help people in meaningful ways.

BOOM!
Tom Eakin
Success Engineer, BoomLife

Subscribe to BoomLife's Mailing List

* indicates required

Email Address  *

First Name  *

Last Name  *

View previous campaigns.

Tom Eakin

Tear Away the "Veneer of Uncomfortable Truths"

Tear Away the "Veneer of Uncomfortable Truths"

It is a courageous person, indeed, who is willing to break down the illusions we often turn into "truths". I wanted to share a few quotes from the moving and courageous human story in this TEDx video. 










Here are a few points to watch out for in the story:

~7:42- "The old adage, 'With age comes wisdom,' is not true. With age comes the veneer of respectability and a veneer of uncomfortable truths." 

~17:45- "There are no such things as facts. There are only versions. We all tell ourselves the version of the story we can best live with. Each...builds up an edifice which they are reluctant to, or sometimes unable to, disassemble."



https://www.youtube.com/watch?v=05jJodDVJRQ&feature=em-subs_digest

A veneer, like a facade, is designed to hide the truth about something...or someone. 

Finding Success
PRE-ORDER THE BOOK NOW!

Are you willing to tear away the "veneer" with which you cover your "uncomfortable truths" about who you are and what you can be so you can live the life you dreamed of when you were a kid?

BOOM!

-Tom

If you're the kind of person who wants to find the kind of satisfaction that only comes from living by your values sign up for BoomLife's mailing list, below. We'll keep you informed on when are where you can get my upcoming book, Finding Success and what we're doing at BoomLife to help people find values-driven success with GPS Theory.

Subscribe to BoomLife's Mailing List

* indicates required

Email Address  *

First Name  *

Last Name  *

View previous campaigns.

 

   

   

The Agony & The Ecstasy Of Being Genuinely Me

The Agony & The Ecstasy Of Being Genuinely Me

Anyone who has created anything understands what I mean when I say there is both agony and ecstasy in sharing oneself with the world. I am experiencing these two emotions as I prepare my first book, Finding Success: Get What You Really Want, for publishing.

Source:
http://www.imdb.com/title/tt0058886/

About twenty years ago, I read Irving Stone's, The Agony and the Ecstasy: A biographical novel of Michelangelo (it was also made into a 1965 movie with the same title starring Charlton Heston and Rex Harrison). Michelangelo has always been one of my favorite artists because he changed the way the world looked at art. You see, Michelangelo painted people differently than anyone else. He showed the human form in a way no one in his culture had ever seen before in works of art. He depicted the curves and shadows formed by muscle and bone structures and it brought his subjects to life. He accomplished this by illegally learning about how the human body is formed through the dissection of human cadavers. Michelangelo risked severe punishment to improve his art. He took this risk because the culture he lived in forbade the level of learning he sought about the human body.

When he shared his new work with the world, I can imagine how Michelangelo agonized over whether people would accept his work and the ecstasy that comes from believing you are creating something that helps humanity take another step toward an understanding of the truth about each and every one of us.

These thoughts occurred to me this morning and I wanted to share them. I am in ecstasy over the work I've done to create a system that helps people find values-driven success in their personal, professional, and organizational lives. Yet, I agonize. I am sharing myself, the person I've been and the person I want to become. With Finding Success and with GPS Theory I am asking all of humanity to do the same. I am challenging the status quo.

Finding Success Launched
in December, 2014
BUY THE BOOK NOW! 

I agonize over the fear that no one will value the ecstasy of being genuine more than the deceptive comfort one perceives from avoiding the agony of being ignored or rejected. I have a deep concern that no one will be willing to even consider the question, but the ecstasy I feel in delivering what I believe will genuinely help people think about and see success differently so they can live the lives they dreamed of when they were children powerfully overcomes the following fears:

• Outside of my circle of family and friends, virtually nobody knows me. How will I be able to find the people who need...and want... the help I can provide with GPS Theory to help them satisfy their craving for success?
• I have proven time and again that I am not very good at marketing. How will I be able to find the people who can help me make Finding Success a success?

I honestly do not know the answers to those two questions? I am scared to death I may never find them. But, I will invest my self, my love, my time and my resources tirelessly into this work because whether they are the answers I want, or not, I will get answers from the people in my world. I am trusting in them (in you). I will learn. I will react and adapt. I will keep trying. I will always get back up. I will never give up. Because I have conviction, I am committed.

Conviction comes from what you believe in. I walk my path feeling both the agony and ecstasy that comes from believing Finding Success and with GPS Theory are the most powerful and positive gifts to humanity I can give. I present them from a position of love. They are a part of what is genuinely me. My greatest hope is my creations will help people share their genuine self with the people in their world so they can experience the values-driven success that comes from relationships based on love, brotherhood and trust. It starts with you. Thank you for reading this.

BOOM!

-Tom

If you're the kind of person who wants to find the kind of satisfaction that only comes from living by your values sign up for BoomLife's mailing list, below. We'll keep you informed on when are where you can get my upcoming book, Finding Success and what we're doing at BoomLife to help people find values-driven success with GPS Theory.

Subscribe to BoomLife's Mailing List

* indicates required

Email Address  *

First Name  *

Last Name  *

View previous campaigns.

   

   

   

Help Real Change Agents Help Themselves

HELP REAL CHANGE AGENTS HELP THEMSELVES

I've observed many leaders say they're looking for a change agent. I believe anyone who wants to hire someone to lead the change they want to see in their organization doesn’t really know what they want. The conviction and tenacity needed to lead change requires three influencing factors:

1. A real vision, based on true passion, of what the organization can accomplish.
2. Belief in the mission and the value-propositions it represents for all stakeholders.
3. A sufficient amount of dissatisfaction in the status quo.

I recently worked with a woman who is a real change agent. She had recently let her frustration get the best of her at work. She had been given a disciplinary warning because her actions were perceived as unacceptable. I was asked to coach her because her behaviors in the incident distracted everyone from her message. No one was quite sure how what to do next to resolve the situation. In other words, the company recognized the value she created for them and wanted her to continue to contribute but they didn't really know what to do with her.

I reviewed the facts that had been gathered before I met with her. Then, I listened to her side of the story. When I first told her I believed she was a change agent, she denied it. She shook her head and said, “I just want to do my job.” I believe this denial was based on the repercussions of the incident and she was losing sight of the big picture.

I asked her, “So, what were you trying to accomplish that day?”

“When I see someone doing something I know is not right, I just want to help them understand what they can do differently. How can we ever get better if no one is willing to listen?” I could tell the incident was caused by the frustration that built up over time due to what she perceived as collective indifference toward continuous improvement. I believe her behavior in the incident was caused by her inability to resolve the conflict created by that indifference.

As she spoke I observed her frustration create energy that needed to expend itself through the change in her voice, the tears in her eyes, and her body language.

“OK, so you say you just want to do your job. When I see and hear the most passion from you, it’s related to making things better. So, what do you think your job is?”

I could tell she was caught between two conflicting thought processes: one was telling her to play it safe like she’d been trying to do so the aftermath of the incident would go away; the other was making the connection between what I was saying and the reason why we were talking in the first place. “Let me ask the question in a different way. You are highly skilled at what you do and the company needs those skills. But, do you really believe your job is only performing tasks requiring those skills? Is that really how you believe you will create real and lasting value for this company?”

She couldn't help the smile that appeared on her face despite the tears, “No.”

“Are you a change agent?”

“Yes. I am.”

“Outstanding! Now, let’s focus on how you can do your job in this organization. The truth is they know they need you but they can’t recognize the value-propositions you present them. You need a plan for how you're going to change that.”

By the way, this woman wasn't even in a leadership position but I knew she could drive positive change if she had the right kind of support.

THE TRUTH ABOUT CHANGE AGENTS

Real change agents are everywhere and they can't be satisfied unless they are helping drive continuous improvement. They are inspired to drive change when they recognize gaps between the value-propositions the organization states it wants to fulfill and current performance. They just can't help themselves. They are compelled. The incremental value their ideas can create for the organization are significant and logical and they believe the only way to communicate the opportunity is to be direct.  The problem is, you're so distracted by how their frustration affects the manner in which they communicate that you can't see the opportunity, you only feel the discomfort their words and actions create for you and the people around you. Your desire to eliminate the discomfort drives you to do something. 

Because it seems easier to silence the wheel that makes the most noise than to change out or re-align the defective parts that make it squeak you miss the real opportunities and sacrifice the improvements that come from incremental change for the illusion of peace you associate with preserving the status quo. Maintaining the status quo in a world that is constantly changing is a recipe for disaster. So, what can you do?

If you want real and lasting success, the key is recognizing real change agents and how to help them manage their frustration as they try to pull people out of their comfort zones.

HOW TO RECOGNIZE A REAL CHANGE AGENT

• They are typically very skilled.
• They tend to learn new jobs very quickly.
• They ask a lot of questions.
• They initially gain credibility quickly then lose it incrementally over time as they challenge the status quo with more and more colleagues.
• They are eventually perceived as pushy and abrasive. Others tend to complain about them and will say things like this about them, “He should just stay in his lane and worry about his own job, not about how I’m doing mine,” or “She doesn't have the experience I have. Besides, this is the way I've been doing it for years.”
• They are often the frustrated ones. They perceive no one else seems to care about the opportunities for improvement. They become impatient with the lack of positive change which drives them to lash out.
• They don't give up. They keep pushing their ideas up the ladder with the hope that someone with authority will lead the changes necessary to improve performance and the culture. They continue to try to make their point because they believe in their message even when they're getting in trouble for the manner in which they've delivered it.

HOW TO HELP A REAL CHANGE AGENT

1. Typically, you will become aware of a change agent who is not effectively working with others in one of two ways: They complain to you about how nobody wants to change or somebody else complains about them. Ask yourself- If I separate their message from the frustrated emotions they express while they're delivering it, do I understand it agree? (I’m asking you to ignore their inappropriate behavior for a moment. We will come back to that)

a. If your answer is yes, go to Step 2.

b. If your answer is no, ask more questions for clarification and repeat Step 1 until one of the following occurs:

• You understand and agree. Go to Step 2.
• You can’t understand and agree no matter how hard you try. You may have a change agent whose values do not align with the organization. Go to Step 2.b.

2. Ask yourself- Has this person violated any organizational policies on acceptable behaviors in the workplace during a specific incident because of their frustration?

          a. If you don’t know, you need to investigate further until you come up with a definitive yes or no answer. Gather more facts from people involved in the incident (who, what, when, where, how).

          b. If your answer is yes, you must address the unacceptable behaviors. Follow your organizations disciplinary process then go to Step 3. This is important if you want to help this change agent learn how to be effective without compromising their position. You must give them the opportunity to recognize their greatest opportunity for creating value is to change the way they react to what they perceive to be wrong.

          c. If your answer is no, go to Step 3.

3. It’s important to not steal the change agent’s initiative. If you want to create a continuous improvement culture you must help them become influential with their colleagues. At this point, whether they've displayed unacceptable behaviors or not, their actions have distracted everyone from the value-proposition and their co-workers will be reluctant to work with them if they don't resolve the conflict. If you try to influence that you will only alienate them further. It’s time to help the change agent define what they really want.

          a. Ask them- Which damaged relationship is most important resolve for you to get back on track and work toward the change you want to realize?

          b. Ask them- What behavior have you displayed in past interactions with them that you’d like to change?

          c. Ask them- What exactly does that person do when you bring up improvement opportunities and which creates an emotional reaction in you?

          d. Ask them- How does their reaction make you feel?

          e. Ask them- What reaction would you like to see in the future?

          f. Ask them- How do you want to work with them from now on?

4. Prepare them for a conversation focused on resolving the conflict. Help the change agent craft a message with their target audience by having them fill in the following statements:

______________(Answer to 3.a.), I recognize my behavior was unacceptable when I ______________(Answer to 3.b.). I’d like to apologize and think it’s important we talk about what happened. Are you willing to talk about it? (We will assume the answer from the other party is yes).

When you ___________________(Answer to 3.c.) it makes me feel _________________(Answer to 3.d.). In the future, I’d appreciate it if you could ______________(Answer to 3.e.) so we can _________________.

5. Prepare them on how to manage the conversation by developing strategies for the following scenarios:

          a. Ask them- How will you proceed if the other party indicates they want to work with you in the manner you’ve asked them to?

          b. Ask them- How will you end the conversation without making things worse if they indicate they do not want to work with you in the manner you’ve asked them to?

6. Give them the assignment- Set a date and time when you will meet with the change agent again. Communicate your expectation that they will have the conversation they prepared for in Steps 3 & 4.

7. Reconvene on the agreed upon date and time from Step 5.

          a. Ask them- What was your plan?

          b. Ask them- Did you get the results you needed?

• If yes, congratulate them on their success! Celebrate! Then, ask them what their next step is. If they need to have a similar conversation with other employees have them repeat Steps 3 through 6 focusing on what worked well and what they can do better as they repeat the process.
• If no, ask them what they believe the next step is and what they need to do differently to get the results they need. Remember, not to take responsibility for resolving the situation for them.  
  

Helping real change agents in your organization can set the conditions for huge leaps toward realizing the changes you'd like to see through continuous improvement. Your role as the leader is to define the objectives and provide the resources required to achieve them. The steps listed above are intended to provide you with  a strategy you can use to provide any real change agent with the resources they need to facilitate change while establishing (or rebuilding) working relationships with the people they need to be successful at helping your organization realize your vision.

BOOM!

Tom Eakin

Success Engineer, BoomLife

Sign-Up for BoomLife's Newsletter 

Want to know if you're on your path to Values-Driven Success?

Try the GPS Theory App at www.goboomlife.com

email us at tom@goboomlife.com