Posts Tagged ‘ What’s In It For Me ’

Motivating the Group for Peak Performance!

As a leader, a testament to your legacy is your ability to have the presence of mind to know how to have an influential footprint on the group dynamics of your team, while not being physically visible.

As the great motivational sales speaker Zig Ziglar made the idea famous decades ago, to motivate an individual, you must realize that individuals listen to others as if they were listening to a radio station frequency. And as all radio stations have identifying call letters for their appropriate frequency, individuals own the call letter WIIFM (What’s In It For Me). Each person listens internally and determines his or her level of buy-in based upon processing over the internal frequency of WIIIFM (get your copy of ways to motivate individuals in the powerful book, What’s In It For Me, at www.JeffreyMagee.com/library.asp today).  Thus we must carefully craft the message individuals will receive.

In designing appropriate tactical ways to motivate the groups, teams and departments you lead, you must recognize that while individuals may listen to WIIFM, groups do not. Groups listen to WIIFU or What’s In It For Us!

As a tactical leader, your ability to play to this frequency is essential for group motivation. To craft an endless list of tactical ways to motivate groups and create a sense of “oneness” from a collection of individuals brought together as a group, start by eliminating all micro management endeavors that serve as team debilitators.

Consider these tactical ways to bring about peak performance from your team:

  1. Team Mission Statement – Make sure that all the members of your team actually know what the purpose of the team is. A mission statement serves as a road map for daily individual behaviors to ensure that the cumulative net effect of everyone is consistent with where you, as the leader, need everyone to be going. This mission statement will serve as a guidepost in your absence for individuals to gage their decisions and actions and ensure that, as a team, they are empowered and working toward the same goal.

The most recent edition of PEFORMANCE Magazine (subscribe at www.JeffreyMagee.com) indicates from a recent Franklin Covey study of U.S. Workers that 81 percent of respondents revealed they “don’t understand” the goals of their organization!

  1. Performance Assessments – Continually and regularly deploy action-oriented, solution-focused, performance improvement-directed personnel assessments within your team. Do so from a 360 degree feedback loop perspective. By creating an environment conducive for everyone to provide constructive, healthy feedback for continued improvement in everything one does, the team will have a greater sense of “oneness” and purpose for being in endeavors together.
  1. Group Think Exchanges – Create a depository of ideas to which individuals can submit productivity and efficiency ideas and from which they can withdraw. Find ways to globally capture “best practices” within your organization to ensure maximum effectiveness and reduced redundancies and allow for the free flow of ideas and synergies from which one can regularly grow outward.
  1. Incentive Idea Sharing – Make the sharing of ideas such a celebrated and rewarding cause that individuals are excited and evolve into constant success- generating machines. Place a reasonable yet powerful bounty on ideas to be submitted and communicated upwards, and that when accepted or implemented, the individual(s) that submitted the ideas are rewarded handsomely!

A powerful bounty becomes a compelling draw for ideas to be submitted. Consider even a revenue or profit-sharing bounty. Provide a payback of as much as ten percent cash back, stock from the net savings or profitability from any submitted idea.

  1. Intrinsic Motivators – Sociology has found that in studying group dynamics, the more individuals are allowed to do the following six action items, the greater their level of enthusiasm becomes and the more they tend to assume ownership roles. Consider your ability in the following: Choice in work assignments; Decision in to how to execute; Creative approaches; Feedback continually, fairly and solution- oriented to behaviors; Challenging work assignments; and Competitive climate.

As a leader, how you tactically engage your team and strategically set them up for success will directly influence how the individuals gel together and enthusiastically move forward with one another.

Dr Jeff Magee
Facebook (Get a FREE copy of my Performance Execution Ebook)
Twitter

http://JeffreyMagee.com

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Attitude – Explosive Ways to Raise Your Stock Value Among Others!

How others perceive you directly influences your worth to an organization and to others. In essence, your stock value is pre-determined by, among many forces, your engagement attitude.

Your engagement attitude is not necessarily a servant-leadership mindset, but rather a mindset that reveals your performance. It is predestined by what your attitude telegraphs to others in terms of how you elevate their standing or diminish it. Your future growth, survival and net worth are measured in today’s new business reality in two simple ways:

  1. How can I elevate the value of my organization by designing and/or managing centers of revenue savings?
  2. How can I elevate the value of my organization by designing and/or managing centers of revenue generation?

This evolution in performance improvement may be impeded by individuals with ingrained attitudes of shortsightedness, protectiveness toward functional positions o longer viable in the new business economy or elitism.

Success is in the journey,
not the destination!

One way to tune up and tune in for the greater gain of all involved in your business would be to reevaluate where your present stock value is and ensure it continues to rise. Maintaining a “What’s In It For Me?” mentality is neither right nor wrong; it is simply one’s mindset. Your ability to recognize that your attitude influences whether or not you will engage others constructively or combatively is the journey worth taking.

Here are “Ten Daily Personal-Professional Stock-Raising Actions” that can be deployed with a positive self-attitude, thus feeding a positive self-attitude:

  1. Become Intrapreneurial – In all that you do, internally draw upon entrepreneurial energies for growth and success by exploring ways to become better, more efficient, more cost conscious, more time efficient and unique.
  2. Expand Your Job Responsibilities – Draw upon unique strengths, abilities and talents. Make yourself the come-to person that others need for performance and profit improvement.
  3. Request Feedback – Request feedback from others on a regular basis. Place a specific emphasis on the behaviors that can be drawn regularly for success and those that can be improved.
  4. Volunteer Strategically Internally – Volunteer for those activities, assignments, teams and committees that will allow you to make meaningful contributions and engage stakeholders to your business and industry!
  5. Identify the One Percent Factors – Look for all of the areas that a mere one percent increase in input and participation would greatly aid others. This will raise your stock value and create a positive self-attitude.
  6. Strategically Integrate to Teams – Recognize how you can best complement others’ energies and talents without detracting or alienating them.
  7. Understand Others’ Rules of Engagement – Determine what others’ ‘hot buttons’ are and learn how others desire to be engaged (or not engaged) for productive interactions.
  8. Don’t Gripe or Complain – Ensure that when others are negative and argumentative, you become the solution provider or encourager for others.
  9. Zero Sum Confidentiality – If someone confides in you, don’t confide in others. Odds are very good that if the person who confided in you is not your confidant, the dominos will continue to fall as you confide in some else, who will, in turn, confide in someone else. Before you know it, your stock value will decline as a person who cannot be trusted. The person who initially confided in you will become an avid terrorist to you because you violated their confidence. Ensure that if you do confide, you do it in a safe area, where “no one” can overhear your comments.
  10. Mistakes – Learn from your own mistakes, celebrate them and design learning steps away from them toward success. Learn from others’ mistakes as a means of shortening your learning curve towards success… you will never live long enough to make all of them!

Your attitude directly influences your stock value. When your stock value increases, your organization becomes a major beneficiary. Studies repeatedly indicate that how one appreciates others directly influences attitudes – Seventy percent of business owners indicated that their company has not taken steps to raise morale despite the fact that seventy-three percent of employees believe that their company should take the initiative.

The underlining question for a tactical leader is in how they do these action items, create an environment conducive for others to strive to perform these action items and how each is perpetuated daily.

Dr Jeff Magee
Facebook (Get a FREE copy of my Performance Execution Ebook)
Twitter

http://JeffreyMagee.com

Attitude – Six Steps for Building Positive Team Performance and Motivation

With leaner teams and increasing demand for greater performance and profitability from every aspect within a business today, tactical leaders must know how to intrinsically connect with each player at their innermost level. This will empower and infuse positive energy, thus reinforcing healthy attitudes.

Circumstances don’t just happen.
They happen because of the choices you make!

A tactical leader can deploy “Six Intrinsic Motivators” for increased positive attitudes within the work place and an environment conducive for healthy interactions:

  1. Choice – As often as possible, allow individuals to make independent decisions regarding which task assignments they wish to work on first. People tend to have a higher level of dedication, commitment and ownership to that which they chose to do!
  2. Decision – Allow others to execute their own action plans for implementation. While “choice” deals with what one may do, “decision” deals with how one may accomplish it. Individuals take more pride in their action plans and have a higher level of buy in when they are in charge; when implementing someone else’s decisions, it is easier to have a mentality that says, “What do I have to do to get through this?”
  3. Creativity – Allow for alternative and diverging implementation plans to emerge, and make your work place a safe environment for people to surface new ideas for improved effectiveness. Repetitive action plans lead to complacency and boredom, which eventually lead to burnout and turnover!
  4. Action Plan Feedback – Continually provide others with feedback (positive or constructive) after an endeavor by specifically referencing the action steps that lead to their final output. In this way, an individual will have a better understanding of how to proceed in future situations and gain greater success and effectiveness!
  5. Challenge – Ensure that work for your team is suitable for their expertise, knowledge and desire. An almost sure way to de-motivate individuals, create negative attitudes and run off super stars is to repeatedly task work that does not challenge them. OSHA studies indicate that there is a higher level of on the job accidents and injuries in environments where people are not challenged and complacency resides!
  6. Competition – A surefire way to excite and motivate others to greatness is to tap into one or more of the three intrinsic competitive forces. Professionally, we can compete against (one) someone else’s achievements, two) something else or (three) ourselves.

As a leader, how you tactically engage others will either reinforce positive team attitudes and performance or serve as the seed of future distress, anxiety and implosion. The choice is yours, and the steps are clear. Fostering healthy attitudes that, in turn, improve productivity and profitability within an organization starts with six core intrinsic motivators.

Dr Jeff Magee
Facebook (Get a FREE copy of my Performance Execution Ebook)
Twitter

http://JeffreyMagee.com

Attitude – Evolving From a Me Vs. You Mentality to an Us Mentality for Peak Performance

The new business order is “Change” (as detailed in the past four columns), and a significant change in attitude will be required for professionals if sustained profitability in performance is to be realized in the work place.

A major impediment to this transformation in ATTITUDE will be elimination of the traditional distrust between labor and management, between business and its customers and between veterans and new entries to an organization. All of this will rest upon the emergence of true leaders in the business place.

There is enough finger-pointing to go all around the business place today. Whether you are an employee, who has traditionally been raised to be anti-management, or management, who traditionally sees labor leaders as troublemakers, the old DNA of business must be terminated.

There is a new set of rules for survival and prosperity.

One of the most alarming examples of perpetuating negative and toxic attitudes was of workers being directed by their union to not work. MAXIM Magazine’s recent article cited members of the “Union of Needletrades, Industrial, and Textile Employees” as having been directed to merely repackage without cleaning blankets from United Airlines, American Airlines and Air Canada. In fact, 78 percent of the blankets tested were found to have pathogens linked to eye and lung infections.

The real fallout of these internal implosions is the external customer. And in a difficult economy, loosing your customer will be a definite map to unemployment for everyone concerned.

The persona or attitude that says, “Yea for me, and the hell with you,” puts people at odds. A persona or attitude that says tune into WIIFU, “What’s In It for Us” (See our recent book release, WHAT’S IN IT FOR ME? ISBN #0-9718010-4-5 / US $12.95), will bring people back together.

As a tactical leader, here are “Ten Action Steps” to be used the next time you encounter an attitude digressing towards self-centeredness, department-centeredness or click-centeredness and away from unity-centeredness:

  1. Demand An Alternative© Times Three – If a person is fighting you or others on every idea or possible action implementation plan, stop justifying your position or debating them. Merely politely transition the conversation away from you and, by using “us language,” demand a viable alternative. It might sound like, “If this idea is not viable in your estimation, what do you feel we should do as an alternative?” If they fail to respond, don’t become combative and don’t let their silence let them off the hook. Instead, repeat the same polite question until they put up or shut up!
  2. Assign 100 Percent Accountability – In place of challenging the other person, thus playing into their conversation trap, or working to convert them to your view, which they will further resist as a veiled attempt to appease them or manipulate them, put them solely in charge of that which they would like you and others to believe they are exceedingly more knowledgeable.
  3. Go One-on-One in Private – Meet with them where there would be no audience. Have pre-written the specific challenge issue and several possible resolutions. Then go face-to-face and share your concerns. Play to them how others perceive them and how that is lowering their stock value. Then invite them to partner with you to bring their wisdom, knowledge and experience out into the open for all to benefit.
  4. Avoidance and Limit Exposure – Actively limit your exposure to these people to need only basis. By reducing your causal interactions, you will begin to place distance between their normal behavioral patterns and you; this sometimes will bring out a more hospitable persona. And, as a managerial-leader, limiting this destructive person to others on the teams limits their toxic abilities!
  5. Horizontal (peer application) and Vertical (boss-leader directed) Action Information Gram© – As a peer or leader of an individual that posses a sabotaging attitude, look for an upcoming opportunity to deploy this tactic. An ideal application: after your next meeting with this person, where a new project is rolled out, send an action-oriented, success-directed e-mail to all parties in that roll out. Reference by name each person and what piece they won. Invite everyone to openly share suggestions with one another for immediate effectiveness, reference the follow-up date and where each party has committed to being and make sure a copy goes to each player’s direct supervisor. There is no negative intent with such an e-mail, and if the negative person would have otherwise been negative or toxic, you have made it easier for them to be successful and productive!
  6. Action Memo© Dialogue – Build more “we” based performance attitudes by soliciting action plans from others as often as possible. An Action Memo© stipulates a simple two-step approach to decision-making. Step One would be the identification of the “WHAT FACTOR”…what is the challenge, what is the problem, what is the new idea one wants to introduce, etc. In Step Two, you would simply draft three possible “HOW FACTORS.” Application of this turn around tactic could be in a meeting when someone interrupts you with an item for discussion that is not on the agenda. You would politely turn to them while writing down the new “WHAT FACTOR” that they have introduced and, while handing back to them the piece of paper with their new “WHAT FACTOR,” task them with drafting two or three viable ways that it could be addressed (the HOW FACTORS).
  7. Pain Versus Pleasure Factor – Psychology suggests that, at the root of all behaviors, individuals act based upon a positive gain (pleasure factor) or an avoidance of negativity (pain factor). With the performance attitude derailer, explore which of these two avenues might best serve to change their attitude and, thus, behavior to a more desirable level.
  8. Change Glasses – Perhaps looking at issues, people and the business environment from the perspective of the person you perceive as having a destructive team attitude may give some vision of how they arrived at their position. By arriving at this finding, you can reverse that process over time and coach to a new level of greatness that no one may have thought possible.
  9. Rules of Engagement – Share with the other party how you like to operate, your preferred communication patterns and how you prefer others engage you for peak performance. Then solicit the same from the other person and work to respect them as often as possible. Sometimes people become internally frustrated and exhibit this outwardly with a negative or challenging attitude. By knowing one another’s Rules Of Engagement, you will know each other’s playbook and avoid inadvertently pushing each other’s preverbal hot buttons!
  10. Mentor Involvement – Instead of working to find ways to isolate a potential performance-sabotaging attitude player, reverse all expectations and identify the level of expertise or functionality that they do possess within your organization. Allow them to step up to the plate as a MENTOR to others. This revalues their place within your organization and gives them a reason to become a contributor instead of a derailer!

Evolving from an attitude of one person versus another and onward to an attitude of how do “we” work together is the new business order in a decade of miss guided business leader’s, abdication of ethics and common sense and a spirit of condoned greed and corruption.

Becoming a tactical leader and working to get all players to change their engrained listening patterns away from WIIFM and into the same frequency of “What’s In It For huMankind” or the new WIIFU will be a legacy of success.

Dr Jeff Magee
Facebook (Get a FREE copy of my Performance Execution Ebook)
Twitter
http://JeffreyMagee.com

Motivating the Group for Peak Performance!

As a leader, a testament to your legacy is your ability to have the presence of mind to know how to have an influential footprint on the group dynamics of your team, while not being physically visible.

As the great motivational sales speaker Zig Ziglar made the idea famous decades ago, to motivate an individual, you must realize that individuals listen to others as if they were listening to a radio station frequency. And as all radio stations have identifying call letters for their appropriate frequency, individuals own the call letter WIIFM (What’s In It For Me). Each person listens internally and determines his or her level of buy-in based upon processing over the internal frequency of WIIIFM (get your copy of ways to motivate individuals in the powerful book, What’s In It For Me, at www.JeffreyMagee.com/library.asp today).  Thus we must carefully craft the message individuals will receive.

In designing appropriate tactical ways to motivate the groups, teams and departments you lead, you must recognize that while individuals may listen to WIIFM, groups do not. Groups listen to WIIFU or What’s In It For Us!

As a tactical leader, your ability to play to this frequency is essential for group motivation. To craft an endless list of tactical ways to motivate groups and create a sense of “oneness” from a collection of individuals brought together as a group, start by eliminating all micro management endeavors that serve as team debilitators.

Consider these tactical ways to bring about peak performance from your team:

  1. Team Mission Statement – Make sure that all the members of your team actually know what the purpose of the team is. A mission statement serves as a road map for daily individual behaviors to ensure that the cumulative net effect of everyone is consistent with where you, as the leader, need everyone to be going. This mission statement will serve as a guidepost in your absence for individuals to gage their decisions and actions and ensure that, as a team, they are empowered and working toward the same goal.

The most recent edition of PEFORMANCE Magazine (subscribe at www.JeffreyMagee.com) indicates from a recent Franklin Covey study of U.S. Workers that 81 percent of respondents revealed they “don’t understand” the goals of their organization!

  1. Performance Assessments – Continually and regularly deploy action-oriented, solution-focused, performance improvement-directed personnel assessments within your team. Do so from a 360 degree feedback loop perspective. By creating an environment conducive for everyone to provide constructive, healthy feedback for continued improvement in everything one does, the team will have a greater sense of “oneness” and purpose for being in endeavors together.
  1. Group Think Exchanges – Create a depository of ideas to which individuals can submit productivity and efficiency ideas and from which they can withdraw. Find ways to globally capture “best practices” within your organization to ensure maximum effectiveness and reduced redundancies and allow for the free flow of ideas and synergies from which one can regularly grow outward.
  1. Incentive Idea Sharing – Make the sharing of ideas such a celebrated and rewarding cause that individuals are excited and evolve into constant success- generating machines. Place a reasonable yet powerful bounty on ideas to be submitted and communicated upwards, and that when accepted or implemented, the individual(s) that submitted the ideas are rewarded handsomely!

A powerful bounty becomes a compelling draw for ideas to be submitted. Consider even a revenue or profit-sharing bounty. Provide a payback of as much as ten percent cash back, stock from the net savings or profitability from any submitted idea.

  1. Intrinsic Motivators – Sociology has found that in studying group dynamics, the more individuals are allowed to do the following six action items, the greater their level of enthusiasm becomes and the more they tend to assume ownership roles. Consider your ability in the following: Choice in work assignments; Decision in to how to execute; Creative approaches; Feedback continually, fairly and solution- oriented to behaviors; Challenging work assignments; and Competitive climate.

As a leader, how you tactically engage your team and strategically set them up for success will directly influence how the individuals gel together and enthusiastically move forward with one another.

-Dr Jeff Magee
Facebook (Get a FREE copy of my Performance Execution Ebook)
Twitter
http://JeffreyMagee.com

Attitude – Explosive Ways to Raise Your Stock Value Among Others!

How others perceive you directly influences your worth to an organization and to others. In essence, your stock value is pre-determined by, among many forces, your engagement attitude.

Your engagement attitude is not necessarily a servant-leadership mindset, but rather a mindset that reveals your performance. It is predestined by what your attitude telegraphs to others in terms of how you elevate their standing or diminish it. Your future growth, survival and net worth are measured in today’s new business reality in two simple ways:

  1. How can I elevate the value of my organization by designing and/or managing centers of revenue savings?
  2. How can I elevate the value of my organization by designing and/or managing centers of revenue generation?

This evolution in performance improvement may be impeded by individuals with ingrained attitudes of shortsightedness, protectiveness toward functional positions o longer viable in the new business economy or elitism.

Success is in the journey,
not the destination!

One way to tune up and tune in for the greater gain of all involved in your business would be to reevaluate where your present stock value is and ensure it continues to rise. Maintaining a “What’s In It For Me?” mentality is neither right nor wrong; it is simply one’s mindset. Your ability to recognize that your attitude influences whether or not you will engage others constructively or combatively is the journey worth taking.

Here are “Ten Daily Personal-Professional Stock-Raising Actions” that can be deployed with a positive self-attitude, thus feeding a positive self-attitude:

  1. Become Intrapreneurial – In all that you do, internally draw upon entrepreneurial energies for growth and success by exploring ways to become better, more efficient, more cost conscious, more time efficient and unique.
  2. Expand Your Job Responsibilities – Draw upon unique strengths, abilities and talents. Make yourself the come-to person that others need for performance and profit improvement.
  3. Request Feedback – Request feedback from others on a regular basis. Place a specific emphasis on the behaviors that can be drawn regularly for success and those that can be improved.
  4. Volunteer Strategically Internally – Volunteer for those activities, assignments, teams and committees that will allow you to make meaningful contributions and engage stakeholders to your business and industry!
  5. Identify the One Percent Factors – Look for all of the areas that a mere one percent increase in input and participation would greatly aid others. This will raise your stock value and create a positive self-attitude.
  6. Strategically Integrate to Teams – Recognize how you can best complement others’ energies and talents without detracting or alienating them.
  7. Understand Others’ Rules of Engagement – Determine what others’ ‘hot buttons’ are and learn how others desire to be engaged (or not engaged) for productive interactions.
  8. Don’t Gripe or Complain – Ensure that when others are negative and argumentative, you become the solution provider or encourager for others.
  9. Zero Sum Confidentiality – If someone confides in you, don’t confide in others. Odds are very good that if the person who confided in you is not your confidant, the dominos will continue to fall as you confide in some else, who will, in turn, confide in someone else. Before you know it, your stock value will decline as a person who cannot be trusted. The person who initially confided in you will become an avid terrorist to you because you violated their confidence. Ensure that if you do confide, you do it in a safe area, where “no one” can overhear your comments.
  10. Mistakes – Learn from your own mistakes, celebrate them and design learning steps away from them toward success. Learn from others’ mistakes as a means of shortening your learning curve towards success… you will never live long enough to make all of them!

Your attitude directly influences your stock value. When your stock value increases, your organization becomes a major beneficiary. Studies repeatedly indicate that how one appreciates others directly influences attitudes – Seventy percent of business owners indicated that their company has not taken steps to raise morale despite the fact that seventy-three percent of employees believe that their company should take the initiative.

The underlining question for a tactical leader is in how they do these action items, create an environment conducive for others to strive to perform these action items and how each is perpetuated daily.

Dr Jeff Magee
Facebook (Get a FREE copy of my Performance Execution Ebook)
Twitter
http://JeffreyMagee.com

Attitude – Six Steps for Building Positive Team Performance and Motivation

With leaner teams and increasing demand for greater performance and profitability from every aspect within a business today, tactical leaders must know how to intrinsically connect with each player at their innermost level. This will empower and infuse positive energy, thus reinforcing healthy attitudes.

Circumstances don’t just happen.
They happen because of the choices you make!

A tactical leader can deploy “Six Intrinsic Motivators” for increased positive attitudes within the work place and an environment conducive for healthy interactions:

  1. Choice – As often as possible, allow individuals to make independent decisions regarding which task assignments they wish to work on first. People tend to have a higher level of dedication, commitment and ownership to that which they chose to do!
  2. Decision – Allow others to execute their own action plans for implementation. While “choice” deals with what one may do, “decision” deals with how one may accomplish it. Individuals take more pride in their action plans and have a higher level of buy in when they are in charge; when implementing someone else’s decisions, it is easier to have a mentality that says, “What do I have to do to get through this?”
  3. Creativity – Allow for alternative and diverging implementation plans to emerge, and make your work place a safe environment for people to surface new ideas for improved effectiveness. Repetitive action plans lead to complacency and boredom, which eventually lead to burnout and turnover!
  4. Action Plan Feedback – Continually provide others with feedback (positive or constructive) after an endeavor by specifically referencing the action steps that lead to their final output. In this way, an individual will have a better understanding of how to proceed in future situations and gain greater success and effectiveness!
  5. Challenge – Ensure that work for your team is suitable for their expertise, knowledge and desire. An almost sure way to de-motivate individuals, create negative attitudes and run off super stars is to repeatedly task work that does not challenge them. OSHA studies indicate that there is a higher level of on the job accidents and injuries in environments where people are not challenged and complacency resides!
  6. Competition – A surefire way to excite and motivate others to greatness is to tap into one or more of the three intrinsic competitive forces. Professionally, we can compete against (one) someone else’s achievements, two) something else or (three) ourselves.

As a leader, how you tactically engage others will either reinforce positive team attitudes and performance or serve as the seed of future distress, anxiety and implosion. The choice is yours, and the steps are clear. Fostering healthy attitudes that, in turn, improve productivity and profitability within an organization starts with six core intrinsic motivators.

Dr Jeff Magee
Facebook (Get a FREE copy of my Performance Execution Ebook)
Twitter
http://JeffreyMagee.com