High Turnover? Here Are 3 Things CEOs Do That Sabotage Their Workplace Culture

Strong company cultures are the heart of a successful workplace...getty

Every CEO wants long-standing employees, but their ineffective leadership causes organizational stress that cripples the workplace culture. Quite often, we read articles or hear of CEOs abusing their power and tarnishing their company’s reputation.

This is due to them neglecting feedback from their team and making decisions based solely on their own judgement. Not only does this erode trust, but it sets a standard that employee and leadership voices are not welcome.

When employees are taken care of, they go above and beyond to drive the company forward. Conversely, when they don’t feel valued, appreciated or kept in the loop, employees quickly become disengaged. The cost of a disengaged employee impacts more than the bottom line.

It decreases productivity, creates negative client experiences and destroys the company culture, to name a few. According to a Gallup survey, the State of the American Workplace 2021, 80% of workers are not fully engaged or are actively disengaged at work.

While CEOs claim to embody a people-first and feedback-driven culture, they believe, due to their position, that they know better than everyone else. Todd Ramlin, manager of Cable Compare, said, “if a person is fortunate to have the opportunity to be a CEO, they need to ask themselves if they can live by the company values, expectations, rules and processes that are in place.”

They can’t pick and choose which rules and processes to abide by, yet punish others when they do the same. Doing so cultivates a toxic workplace and demonstrates poor leadership. Here are three things CEOs do that sabotage their workplace culture.

Embraces Data, Dodges Emotions

The workplace is made up of a diverse group of experiences and perspectives. CEOs who lack the emotional intelligence to understand another person’s viewpoint or situation will find themselves losing their most valuable people. Sabine Saadeh, financial trading and asset management expert, said, “companies that are only data driven and don’t care about the well-being of their employees will not sustain in today’s global economy.”

Businessolver’s 2021 State Of Workplace Empathy report, revealed that “68% of CEOs fear that they’ll be less respected if they show empathy in the workplace.” CEOs who fail to lead with empathy will find themselves with a revolving door of leadership team members and employees. I once had a CEO tell me that he didn’t want emotions present in his business because it created a distraction from the data.

His motto was, “if it’s not data, it’s worthless”. As such, he disregarded feedback of employee dissatisfaction and burnout. Yet, he couldn’t understand why the average tenure of his employees very rarely surpassed one year. Willie Greer, founder of The Product Analyst, asserted, “data is trash if you’re replacing workers because you care more about data than your people.”

Micromanages Their Leadership Team

One of the ways a CEO sabotages a company’s culture is by micromanaging their leadership team. Consequently, this leads to leadership having to micromanage their own team to satisfy the CEOs unrealistic expectations. When leadership feels disempowered to make decisions, they either pursue another opportunity or check out due to not being motivated to achieve company goals.

As such, the executives who were hired to bring change aren’t able to live up to their full potential. Moreover, they’re unable to make the impact they desired due to the CEOs lack of trust in them.Employees undoubtedly feel the stress of their leadership team as it reverberates across the company. Arun Grewal, founder and Editor-in-chief at Coffee Breaking Pr0, said, most CEOs are specialists in one area or another, which can make them very particular.

However, if they want to drive their company forward they need to trust in the experts they hired rather than trying to make all of the company’s decisions. At one point during my career, I reported to a CEO who never allowed me to fully take over my department. Although he praised me for my HR expertise during the interview, once hired, I quickly realized he still wanted full control over my department.

Despite not having HR experience, he disregarded everything I brought to the table to help his company. I soon began questioning my own abilities. No matter how hard I tried to shield my team from the stress I endured, the CEO would reach out to them directly to micromanage their every move.

This left our entire department feeling drained, demoralized and demotivated. Sara Bernier, founder of Born for Pets, said, “CEOs who meddle in the smallest of tasks chip away at the fundamentals of their own company because everything has to run through them”. She added, “this eliminates the employee’s ownership of their own work because all tasks are micromanaged by the CEO.

Neglects Valuable Employee Feedback

Instead of seeking feedback from their leadership team or employees, CEOs avoid it altogether. Eropa Stein, founder and CEO of Hyre, said, “making mistakes and getting negative feedback from your team is a normal part of leading a company, no matter how long you’ve been in business.” She went on, “as a leader, it’s important to put your ego aside and listen to feedback that will help your business grow.

If everyone agrees with you all the time, you’re creating a cult mentality that’ll be detrimental to your business’ success in the long run.” This results in a toxic and unproductive workplace culture.

What’s worse than avoiding constructive feedback is receiving it and disregarding it entirely. Neglecting valuable feedback constructs a company culture where no individual feels safe voicing their concerns. Rather than silence those who give negative feedback, CEOs should embrace them. These are the individuals who are bringing issues forward to turn them into strengths in an effort to create a stronger company.

Prior to joining Digital.ai as HR-North America, I owned my own Workplace Culture Consulting agency at Heidi Lynne Consulting helping individuals and organizations gain

Source: High Turnover? Here Are 3 Things CEOs Do That Sabotage Their Workplace Culture

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How The Shift To Adult Learning Is Changing Business

Business people learning about new project..getty

Every business is built on its human resources. Those humans have experienced unprecedented change since 2020 and, with them, the companies they work for.

Many employers are paying more, increasing benefits and adding flexibility to once-rigid scheduling to attract and retain the best talent. Meanwhile, economic uncertainties are causing other companies to rein in costs until they can ride it out. In this tug-of-war, it’s tough to anticipate which approaches can help a business move ahead of its competitors.

It’s not sound strategy to achieve growth by grinding employees down to a nub. Instead, companies should focus on building their employees themselves so they, in turn, can grow the business. Adult learning may be the perfect way to achieve this.

The shift toward helping employees bloom where they are planted is once again changing business as usual. And companies that make that shift accordingly will benefit. Here are a few reasons why you don’t want to miss out.

Adult Learning Lifts Everyone

You have probably heard the Doctor Seuss passage: “The more you read, the more things you shall know. The more that you learn, the more places you shall go.” The value of lifelong learning is virtually indisputable. But it’s no longer just about learning more on the job or reading or traveling more. It’s about adult education.

The “adult” adjective is significant here, and not just because those learning are over the age of majority. It’s used because working adults face a lot more barriers during the learning process. There is the transition back to education, the cost of it, the time needed to devote to it, and all the normal distractions of full-time jobs, kids and—maybe—a social life.

Employers have the perfect opportunity to remove some of those barriers for employees who want to further their education. If employers take advantage of it, they can grow their own talent to right-fit changing needs within their companies.

The vast majority of employees agree that access to professional development opportunities is vital. If granted access, they’re also more likely to continue working for the employer that invested in them.

Retention, engagement, job satisfaction and productivity all rise when employers actively encourage adult education. In that scenario, everyone gets to go places.

Adult Learning Is a Piece of the HR Strategy Puzzle

Automation spurred by the development of artificial intelligence and machine learning is also changing the face of business. Long-term HR strategies must consider the impact it will have on a company’s workforce. The pegs and the holes are morphing simultaneously.

It’s an almost overwhelming proposition for HR managers. They’re looking at the employee roster and seeing how many people may be made redundant by technology. At the same time, they’re looking at novel positions being created by that technology and wondering where they’ll find the talent to fill them. Adult education should be a piece of this puzzle.

Automation potential in emerging technology will change everything from sales and marketing to customer service and fulfillment. In fact, it’s already altering roles and accelerating the changes daily. Company leadership needs to peer down the road and plan accordingly.

Consider those employees whose roles will be replaced by automation. Provide the educational opportunities they need to move into newly created roles or to handle future roles the latest technological advances will demand. A savvy reskilling strategy is a great way to retain a company’s best and brightest.

Taking the long view will also transform other HR functions, such as creating job postings, recruiting, hiring and onboarding. Of course, technology has challenged the status quo since the invention of the wheel. Adult education will help companies meet the challenges today’s tech developments pose.

Adult Learning Promotes Diversity

The pandemic, social unrest and sharp political divides have prompted companies to confront their diversity demons. Diversity, equity and inclusion have reshaped everything from board and C-suite agendas to the exit interview. No one said altering hundreds of years of collective corporate histories would be easy.

Most companies continue to struggle with reaching the DE&I goals they have set. In fact, many have made little headway at all. And if they manage to get diversity right, they can’t seem to follow through with the equity and inclusion bits.

Creating a diverse workforce requires a sea change in multiple business practices, from the writing of job descriptions to eliminating recruiter bias. Adult learning shouldn’t be overlooked as a potential path to achieving even the most ambitious diversity goals. And it can do so on two key fronts.

First, adult education on diversity issues for leadership and HR can alter entrenched perspectives from the top down. Second, companies can offer educational opportunities to current team members. Employees of certain races, social backgrounds, genders and sexual orientations may have lacked some of the educational opportunities of their white, male, cisgendered colleagues. Adult learning can narrow that gap. And once these diverse employees are on the job, continuing education can keep more of them advancing within the company.

Using adult education as a tool for creating a truly diverse, equitable and inclusive workforce is shrewd. It makes companies less reliant on market forces and more self-reliant. They’re creating their own success from within, rather than paying lip service to DE&I goals.

Making the Shift

Education can be the key to success in business. Employees know that, and they’re often enthusiastic about furthering theirs to advance their careers. Companies need to embrace and support those employees.

So many forces are changing how business is done these days. Adult learning is an easy and profitable one that will take employees and employers to the head of the class.

John Hall is a top motivational speaker and the co-founder of Calendar, a scheduling and time management app.

Source: How The Shift To Adult Learning Is Changing Business

.

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‘The Alignment Factor’: Market Alignment With Segmentation and Differentiation

halbergman | Getty Images

A new, ongoing series from the authors of ‘Total Alignment’ continues with a look at how defining a segment and focusing on its needs gets you one step closer to your goals. Businesses small and large are being impacted by the pandemic, and entrepreneurs are not immune. In order to survive and prosper during these difficult times, it might be necessary to reinvest in your business concept and redesign your offerings.

As a successful entrepreneur, you have been aligned with your market, but are you still aligned? Do your customers need the same things as before, with the same mode of delivery? For example, imagine a previously successful restaurant that has lost its customers during the pandemic. Does the owner truly understand the current needs of his customers beyond the menu it used to offer or the ambiance it had created before?

Related: The Alignment Factor’: The Keys to Internal Alignment

What Is Market Segmentation?

In a nutshell, it’s grouping heterogenous people into homogeneous groups, or segments, by some criteria related to their needs. By defining a segment and focusing on the needs of that segment, and aligning products or services with those needs, you have taken steps toward market alignment. The key characteristics of a market segment could be similar customer needs or preferences.

In a company with multiple locations, a segment will likely account for geography, demography and choices people make, the type of services they value and the quality they expect. In a smaller company, it could be a subset of these criteria. Let’s look again at restaurants. Assuming the wearing of masks is a pretty universal requirement, the first pressing issue for owners is how to proceed over the next few months.

Should the restaurant continue to offer inside dining? If so, how do you protect the customers? Usually, this is met by distancing the tables farther apart, requiring the servers to wear masks and hopefully the kitchen staff to wear masks and gloves. But what about the substantial number of people who now want to-go meals? Should they be forced to walk into a restaurant where people are eating (obviously without masks) to pick up the food?

Or, more conveniently, can the restaurant offer to bring the food to the car? What about payment? Does the customer need to enter the dining room and present his credit card? Or can they pay over the phone or on the website when ordering? These issues are not unsolvable, yet many restaurants seem unable to adapt. Perhaps it is a rigidity in the way the owners see their establishments and an unwillingness to re-evaluate the new needs of the market segment they were serving.

It’s crucial to re-evaluate your customers and perhaps re-segment your market in line with the new reality. Otherwise, precious resources can be wasted on activities that are no longer in alignment. Flexibility and creativity at this juncture can mean the difference between success and failure.

What Is Differentiation?

After re-defining your market segments, you will have to identify what is important to customers in a segment likely to buy your product. Value drivers could be cost, quality, features, safety, buying experience, after-sale support, etc. In a restaurant, they could include the cost of items on the menu, the quality of the food (e.g. organic or not; using meat and poultry and sea food from sources that care for the animals well in a healthy environment), the variety in the menu, safety in the process of acquiring the food and eating, the restaurant experience and treatment received after the service is completed.

For each segment, evaluate the importance to the customers of each appropriate value driver on a scale of low to medium to high. For example, quality might be high for a segment while cost is a medium. Safety could be high, and follow-up support could be low. The evaluation should be based on data, not just opinion. You may need to use customer surveys to hear the voice of the customer.

Next, evaluate the same value drivers in terms of how your offering is different from your competitors. For example, is the quality you offer significantly better than your competitors? Is the cost you offer substantially lower than your competitors? Are the features you offer unique to you and unavailable to the customer from other suppliers?

As you evaluate your value drivers, you can assign a low, medium or high rating to each. For example, if your value driver is features, and you offer unique features no one else is providing, your differentiation would be high. If everyone offers the same features, then your differentiation is low. Again, the evaluation should be based on data.

After evaluating your differentiation on each of the value drivers, you have a set of two evaluations for each one: The first is how important the value driver is to the customer in a segment, and the second is the differentiation of that value driver from your competitors. You can plot the two evaluations on a two-dimensional grid, the scale being low, medium and high on both axes.

The value drivers that fall in the (High:High) category should become your primary focus, both in terms of the message you send to the customers in that segment and in terms of making absolutely sure that those value drivers are perceived by your customers as you promised — or even better. For example, if quality and safety have been evaluated as (High:High), your resources should be directed toward making sure your customers are aware of your differentiation and that your quality and safety are, in fact, at the highest possible levels.

Strategies for Each Segment

Your market segments don’t all deserves the same attention. You could close out some segments and put your investment into others, especially during these challenging times. As entrepreneurs, you will have a preference based on emotional attachments. This is dangerous, as your pet offering might not be appropriate for all segments. Having re-segmented your market during this pandemic, you are in a position to decide where to put your energies and investment.

You will have to choose the segments to grow, those that could stay at the same level of growth and those you should exit. How do you make such decisions? There are guides in the management literature to help you do this. Essentially, for each segment, you perform a two-fold evaluation: How strong is your segment compared to your strongest competitor in terms of the internal processes that deliver value to the customer? And how attractive is the segment to an investor?

If you are much stronger than your strongest competitor, then your strength in that segment would be high. If you are at the same level as your strongest competitor, your strength would be medium, and if you are weaker than your strongest competitor, your evaluation in that segment would be low.

As for market attractiveness, you will have to evaluate whether the market in a segment is extremely favorable, (considering a set of external criteria) or not. The external criteria could include the size of the market, the growth of the market and the profitability of the market. If the market segment is favorable, then the evaluation for that segment would be high. Otherwise, it could be medium or low. The value of this exercise is that it will enable you to see the relative position of your different segments compared to each other.

The segment with high strength and high market attractiveness (High:High) is the one that deserves your attention the most, and the segment that has low strength and low attractiveness (Low:Low) can be divested unless it provides input into an attractive segment. Other segments will require appropriate strategies based on their evaluation.

Related: The One System That Changes Employees’ Behavior

Strategic Mindset

The strategic mindset we are proposing in this article will help you arrive at a set of strategies appropriate to each of your market segments. To develop a strategy, you need to have identified your market segments, differentiation and the relative position of your segments on the business strength/market attractiveness continuum.

Choosing where to put your time and investment will be key to your survival and growth, enabling you to make sound decisions and use your precious financial and human resources to deliver maximum value to your customers.

By

Source: ‘The Alignment Factor’: Market Alignment With Segmentation and Differentiation

.

Related contents:

Undifferentiated marketing”. Business Dictionary. Archived from the original on 23 September 2020. Retrieved 3 June 2022.Based on Weinstein, A., Market Segmentation Handbook: Strategic Targeting for Business and Technology Firms, 3rd ed., Haworth Press, Binghamton, N.Y., 2004, p. 12Claessens, Maximilian.

Market Targeting – Targeting Market Segments effectively”. marketing-insider.eu. Retrieved 17 October 2020.Diaz Ruiz, Carlos A.; Kjellberg, Hans (December 20, 2020).

Feral segmentation: How cultural intermediaries perform market segmentation in the wild”. Marketing Theory. 20 (4): 429–457. doi:10.1177/1470593120920330. S2CID 219027435 – via DOI.org (Crossref).

Hospitality Marketing Management (Fifth ed.). John Wiley and Sons. p. 139. ISBN 978-0-470-08858-6. Retrieved 2013-06-08.Tynan, A.N and Drayton, J., “Market segmentation,” Journal of Marketing Management, Vol. 2, No. 3, 1987, DOI:https://dx.doi.org/10.1080/0267257X.1987.9964020.

Market Segmentation Analysis: Understanding It, Doing It, and Making It Useful. ISBN 9789811088186.

“Management Tools – Customer Relationship Management”. bain.com. Retrieved 23 November 2015.Marketing Insider, “Evaluating Market Segments”, Online: http://targetmarketsegmentation.com/target-market/secondary-target-markets/ Archived 2016-10-23 at the Wayback Machine

“B2B Market Segmentation Research” (PDF). circle-research.com. Archived from the original (PDF) on 12 April 2015. Retrieved 9 June 2015.Gupta, Sunil. Lehmann, Donald R.Goldstein, Doug.

“What is Customer Segmentation?” MindofMarketing.net, May 2007. New York, NY.Market Research Association, Glossary of Terms, Online:http://www.marketingresearch.org/issues-policies/glossary

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Why Amazon Web Services Is Making The Leap Into Supply Chain Management

 Photo: Getty Images

For entrepreneurs still feeling the sting of global supply chain turbulence, there is a new tool coming to market. Amazon Web Services is delving into supply chain management with a new cloud-based application to help businesses manage their inventory and coordinate their networks of manufacturers, suppliers, distribution facilities, and transportation providers.

The machine learning-powered software, which is now available in preview, offers a real-time visual map of a company’s entire supply chain network and aggregates data from other enterprise applications and suppliers into a single system. Based on that information, the application offers automated alerts and recommendations about inventory rebalancing, lead times, and potential risks, such as backlogs or stocks that are running low.

AWS CEO Adam Selipsky announced AWS Supply Chain during the AWS re:Invent conference in Las Vegas last week. “The past two years have highlighted the importance of supply chain resilience. From baby formula shortages to ships circling ports unable to unload, the disruptions have been widespread and deeply felt,” said Selipsky during his keynote speech. “AWS Supply Chain helps you mitigate risks and lower costs.”

While congestion in the global supply chain has improved from the worst levels seen during the height of the pandemic, managing logistics remains a pressing problem facing entrepreneurs. In November, the global supply chain pressure index increased for the second straight month. The New York Federal Reserve, which calculates the measure, said that China was the biggest contributing factor.

The manufacturing superpower, which produces nearly 30 percent of products worldwide, spent much of the past month under strict Covid-19 lockdowns, and that nationwide halt has slowed the global supply chain’s march back to normal. Small-business owners have felt the impact. Nearly a third of business owners report that supply chain disruptions have had a significant impact on their business, according to the most recent monthly report from the National Federation of Independent Business.

Of those surveyed, only one out of 10 said that their business had not been impacted by recent supply chain disruptions. Fixing that pain point has become a major opportunity for the B2B market, and AWS is not the first company to make a leap into the sector. Logistics and supply chain management grew into a $20.24 billion industry this year, according to the research and consulting firm Gartner–making it the fastest-growing market within enterprise software applications.

Even Selipsky’s rollout at the AWS re:Invent conference came less than a month after Microsoft unveiled its own supply chain management platform in mid-November. Still, Amazon, which ships 1.6 million packages a day, could be uniquely situated to solve the supply chain crunch for other businesses, because the homegrown tool harnesses Amazon’s own expertise and data.

“It combines nearly three decades of Amazon.com’s innovation and learning and experience with its own supply chain as we’ve modeled and built it over the years,” said Tariq Choudry, manager of new products and strategy for AWS. He spoke during a breakout session at the conference that discussed applying machine learning to the supply chain and detailed more of the functionality of AWS Supply Chain.

Be warned: Business owners should prepare to keep dealing with logistical problems in the new year, because the AWS CEO made it clear that its foray into supply chain management is a long-term play. “This is just the beginning,” said Selipsky in his keynote speech. “We’re going to continue to invest here.”

Source: Why Amazon Web Services Is Making the Leap Into Supply Chain Management | Inc.com

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What is Supply Chain Management? Aberdeen Group (Market Research)
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3 Strategies To Keep You In The Lead After Your Company Goes Public

Photo: Getty Images

These days there are few opportunities to take a private company public. However, there is no time like the present to prepare yourself for the day – probably in a few years – when the IPO market will get started again.

If you are leading a startup, there is a good chance you have a long-term vision for building a company that scales enough to make the world a better place. Your odds of doing that are much better if you can remain as CEO after the company goes public.

Sadly, many CEOs can grow their company to the verge of an IPO but cannot run it well afterwards. Indeed, according to The Founder’s Dilemmas some 60 percent of founders do not remain CEOs following their company’s Series D investment round.

I recently spoke with an entrepreneur who has overcome that common hurdle. The CEO in question is Shlomi Ben Haim, who runs “liquid software” provider JFrog. Despite the slowing economy, JFrog – which went public in 2020 — has been growing surprisingly quickly – at 34 percent in the most recent quarter.

Here are the three strategies that have contributed to his success and that you should consider following if you aspire to lead your company to an IPO and beyond. In my book, Scaling Your Startup, I called this fourth stage of scaling Running the Marathon.

1. Partner with a strategist CFO.

When a startup begins raising capital from venture investors, it needs a chief financial officer (CFO) with experience taking a company public and communicating with investors after the IPO. While every CEO has different skills and areas where they need help, I think many of them are better off if they can collaborate with a CFO who can do that and be a business strategist.

Such a partnership is contributing to JFrog’s success. Ben Haim, a visionary CEO, and Jacob Shulman, a risk-managing CFO work effectively to strike the right balance between ambition and realism. Ben Haim told me that he is happy that Shulman — who joined JFrog as CFO in May 2018 after serving as CFO of Mellanox Technologies — is his “partner in crime.”

Ben Haim hired Shulman to collaborate on business strategy. “I was not looking for an accountant,” says Ben Haim. “I wanted someone who could read and understand the data and have credibility. I needed a partner to read the market waters, listen to analysts and peers, and help us take a controlled approach to risk.”

2. Maintain a long-term focus.

To scale a company to the point where it can go public, a leader must balance the short- and long-term. Public company CEOs must report to investors every quarter and that makes it hard to resist the temptation to focus too much on those reports.

What’s more, these days many CEOs are scrambling to deal with short-term pressures brought on by high inflation and rising interest rates. Current macroeconomic headwinds are not deterring Ben Haim. “I have experience with rapidly changing headwinds and tailwinds. I started two companies during such times — one in 2001 and JFrog in 2008 — three months before a global crisis in both cases,” he told me.

This experience focuses him on aiming at long-term goals while preserving cash. “I can identify [the beginning of an economic downturn] and did not wait for the analysts to tell the world. With $500 million in cash, we have built in resiliency. We know the market will recover,” he said.

3. Stay ahead of potential disruptors.

A founder who is running a public company must invest in the future. Ben Haim and Shulman have collaborated to keep JFrog stay ahead of potential disruptors. As Ben Haim said, “I could see the evolution years ahead of time. Every company was going to be a DevOps company. Security would be a task that developers would have to face. The next stage was IoT and connected devices.”

To realize his vision, JFrog made acquisitions. For example, in September 2021, it acquired Upswift, a connected-device management software provider, and in June 2021 JFrog acquired Vdoo, a product security firm, for about $300 million, according to Calcalist.

Ben Haim credits Shulman with helping with M&A strategies. As Shulman told me, “I am an agent of change and controlled risk. We discussed the IoT business model and set milestones we needed to achieve. [We addressed questions such as] ‘How much should we invest? How could we achieve a return on investment?'”

Follow these three strategies and you can boost your odds of taking your company public and continuing to lead it to higher ground.

By: Peter Cohan, Founder, Peter S. Cohan & Associates

Source: 3 Strategies To Keep You In The Lead After Your Company Goes Public | Inc.com

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Viral dash   https://jvz6.com/c/202927/375959
Viral Quotes      https://jvz2.com/c/202927/386984/
VirtualReel   https://jvz8.com/c/202927/376849
Vocalic  https://jvz2.com/c/202927/383848/
VoiceBuddy    https://jvz1.com/c/202927/342854
VR Studio  https://jvz8.com/c/202927/388296/
WebCop  https://jvz4.com/c/202927/378683/
Webinarkit   https://jvz3.com/c/202927/383937/
Webprimo   https://jvz1.com/c/202927/379455/
WordPress Mastery   https://jvz1.com/c/202927/386249/
WowBackgraounds   https://jvz2.com/c/202927/381556/
WP GDPR    https://jvz8.com/c/202927/299907
WP Simulator    https://jvz3.com/c/202927/46987/
Writer Arc   https://jvz1.com/c/202927/386602/
writing job   https://jvz8.com/c/202927/213027
XBrain Forex   https://jvz3.com/c/202927/372305/
XFUNNELS   https://jvz2.com/c/202927/310335
Xinemax  https://jvz1.com/c/202927/381749/
YoDrive   https://jvz2.com/c/202927/384700/
YoSeller   https://jvz4.com/c/202927/387544/
Your 3DPal   https://jvz2.com/c/202927/381685/
YTSuite   https://jvzoo.com/c/202927/381179
Zappable   https://jvz3.com/c/202927/367328/
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