3 Ways to Create a Culture of Empowerment

EMPOWER; (verb) to give power or authority to; authorize, especially by legal or official means.

This dictionary definition of empower probably makes you say… “I would love to be empowered at work, give me the power!” What would you change? Who would you hire? business-1564366_960_720Which problems would you solve first?

How can we take the definition of empower and use it to change the culture of the office? Let’s take a look at the business definition of empowerment.

EMPOWERMENT; (business definition) A management practice of sharing information, rewards, and power with employees so that they can take initiative and make decisions to solve problems and improve service and performance.

The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it.”- Theodore Roosevelt

Now all of that is easier said than done. Let’s take a look at three ways a company can build a culture of empowerment.

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Find your passion
If employees can identify with a company’s passion or purpose, they can find passion in their work. Passionate and purposeful employees can help take an organization from “old school” to innovative due to extensive engagement in the business.

Invest in your employees 
Investing in your employees is as easy as giving them the proper tools, knowledge and training to do their job well. This will help everyone avoid the frustrations of not knowing the answer a customer’s question or concern. Proper training also leads to great innovation and process improvement through higher levels of thinking

Create a process for change
Empowering employees leads to changes in workplace culture. Why make these changes difficult? Clearly define to company employees the process for pitching an innovation or process improvement. The knowledge that change is possible and clearly defined will inspire employees to think about their role in the company.

Does your company foster a culture of empowerment? Do you have any suggestions for how your company could promote empowerment better?

Small Businesses and Security – Are You Prepared?

In the past it was very unlikely to hear stories about the average American small business being a target for a sophisticated cyber attack.padlock-lock-chain-key-39624-large For obvious reasons; they have fewer financial resources and relatively unknown brand recognition. Fast-forward to 2016 and you’ll find that these assumptions have been flipped upside down.

The dam has broken for small companies when it comes to security. Smaller companies have become more and more attractive to hackers because they have weaker online security. Smaller companies, like most, are conducting almost all of their business online as well. Particularly, by using cloud services that don’t require encryption. This is every hackers dream. Unlimited information behind an easily-picked, locked door without a deadbolt. Even worse, say your clients are Fortune 500 companies. Your hacker just hit the jackpot.

Although the public typically only hears about cyber attacks against high-profile companies, banks, and government websites, small businesses make prime targets for cyber-criminals, competitors, and disgruntled parties.

Unfortunately due to their lack of knowledge and resources, small businesses have the least-protected websites, accounts, and network systems making cyber attacks a walk in the park.

So what can small businesses do to further their protection? We asked two rock-stars from ABG Capital’s IT and Development Departments for some answers. We spoke with Chief Information Officer Adam Scott and Director of Development Jerry Eddy to discuss some of the best practices and tools to utilize for optimal security in your small business.

Right now, what is the biggest security threat to a small business such as ABG Capital?

Jerry: The biggest threat to small business is hackers looking for opportunities to obtain confidential information. Hackers will try to exploit any perceived weakness in the network as well as trying to obtain information via social engineering. They use social media sites and even contact employees and try to learn more about the staff and the company. By using that information, they attempt to gain access to confidential information through misrepresentation and trickery. It is important for the business to make their employees aware of this type of hacking, so they are able to defend it as much as possible.

Beyond anti-malware and anti-virus protection; where should a small business begin when implementing security programs to protect against these threats?

Jerry: They need to examine each step of every procedure that has something to do with a customers’ confidential information such as credit card and social security numbers. By examining each step, they need to make sure that they are doing everything possible to protect the confidential information through both technical and human means.

Are these services/tools affordable?

Jerry: One thing that can be done is use the controls of ISO/IEC 27002. It is a popular, internationally-recognized standard of good practice for information security.

Governance, risk management, and information security management are broad topics with impact throughout the organization. ISO/IEC 27002, is relevant to all types of organizations including commercial enterprises of all sizes, not-for-profits, charities, and government departments. The security risk and control requirements provide a common framework that any company can adopt, follow, and implement. It also addresses the need of the information security risks relating to their employees as well as contractors, consultants, and the external suppliers of information services.

data thiefThe standard is concerned with information security, meaning the security of all forms of information (e.g. computer data, documentation, knowledge and intellectual property). It provides controls that can be measured and that outline a comprehensive review of things that every company should evaluate about information security.

Is two-factor authentication for an employee’s computer/emails/etc. a safe bet?

Jerry: It helps by adding authentication to the authorization process of logging in. When you login, you now need two independent pieces of information, so therefore, if I have your username and password, I still need something tangible such as your smartphone or key fob to further authenticate that the person logging in fact, is the actual person.

Hypothetically speaking, how would a company best protect itself if a cloud provider we use went up in smoke?

Jerry: With any information that you store on a cloud provider, you will want to see if they offer the ability to back up to a separate site and/or provider. Also try and use cloud providers that have a good reputation or that you have heard of before or have been recommended by others to minimize the potential for a loss of cloud provider.

What should a small business do to educate its employees regarding security best practices?

Adam: Make sure to use secure, complex passwords. Learn to protect your information, don’t leave PII (Personally Identifiable Information) laying around. Locking their computers when they leave.

Should companies develop a security policy that is ingrained into company culture?

Jerry: Yes, the company needs to get buy-in from every employee to make sure that every effort is being taken to protect any confidential information that the company possesses. When you engage employees in the creation, development and implementation of security policies you get better security.

Adam: Yes, you want to make your security polices and training as easy to remember as possible. Regular security emails to the staff is a good start. Then move on to videos or Lunch and Learns and encourage employees to attend.

How is ABG Capital’s policy tied to its culture?

Adam: Our C.O.R.E Values state it-

We Cultivate our employees by encouraging them to learn.

We Overcome the security hurdles that face us to improve data security.

We Respect our staff, and they give us the reliability that they are keeping our systems and data safe.

We Evolve by adapting to changing network threats to protect us against data losses.

Do you have an incident response plan, and do you practice it?

Adam: Yes, we have security meetings on a weekly basis where we discuss existing security issues, plan a path to correct them, and learn about new threats we need to protect against. We developed these plans and test them internally and externally using outside vendors for vulnerability and penetration tests.

Lastly, what security threat scares you the most? Any additional advice for preparation?

Adam: Data loss from a data breach would be #1. Having your systems crash is an easy fix; you repair the hardware, restore the data, and you’re up and running. But how do you get back all of your customers’ data once it’s out the on the web for anyone to see? We plan and test on a regular basis to prevent these losses. Intrusion detection systems, dual factor authentication, and employee training are just the start. You need to train your teams and work with the experts in the field to constantly prepare for the new threat coming down the road. Keeping up with the latest security blogs is a good start, but putting together an information security committee is probably the best first plan of action. Get the best minds together in your company, then you can bring together the skills of the best people to plan and protect your data.

Now ask yourself;

Is your small business ready for the unknown? Applying the insight given to us by Jerry and Adam is a great first step. However, it doesn’t stop there. Be proactive and do your research. Remember that educating your employees about security and compliance starts offline. As stated by author and security privacy specialist Bruce Schneier; “If you think technology can solve your security problems, then you don’t understand the problems and you don’t understand the technology.” They want what you’ve got. Don’t give it to them.

Generation Z: The Next Big Thing

When you hear the terms “Baby Boomer” or “Millennial” certain attributes come to mind. But, what about when you hear “Generation Z”? Most people would be looking at me like my dogs do when I ask them if they want a treat; head cocked to the side with a questioning expression. Generation Z, the iGeneration, or Homeland Generation as they are often referred to, are the next “up and coming” generation for employers, marketers, and retailers to be focusing on. As the generational cohort after the Millennials, this group is just starting to enter the workforce and flex their buying power. Let take a look at what makes the iGeneration tick.

Defining the Group

  • Follow Millennials in the generational time line born roughly around 1995-2010iGeneration
  • Ages range from  5 to 20 years old currently
  • Digital natives; can’t remember a time before the internet or social media
  • Too young to remember 9/11 or were not born yet
  • “Right now” culture
  • Practical

How are they Different from Millennials?

  • Prefer apps like Snapchat, Vine, and Whisper
  • Rarely use email for personal use
  • Virtual community just as important as their physical community
  • Have learned from Millennial’s social media mistakes

So how does this translate into the real world?

Let’s synthesize this information and paint a picture of how a stereotypical Generation Z’er acts. The iGeneration are the toddlers who knew how to work an iPhone better than their parents. Many are now getting ready to graduate high school or have just entered college or the workforce. The younger end of the spectrum is watching the “For Kids” sections on Netflix and have their own account log in. They live life on multiple screens and are experts at multitasking, surfing the net, texting, and watching YouTube at the same time. They watch a lot of shows but not on cable. They prefer streaming services. They post Snapchat videos that will “disappear” rather than tagging photos on Facebook for longer periods. Growing up in a post-9/11 culture and watching their parents work through the recession has given them a more practical view for their future plans. Many want to be an entrepreneur and make their hobby into a career. Though they are tech oriented they have very short attention spans. A marketer better be able to get the big pictures across in 5 seconds or less, otherwise this group has already moved on. They also rarely use email, and are probably part of the reason marketers have moved to texting deals to consumers rather than waste time on mass email blasts.

I see a lot of these qualities in my younger brother. The seven years between us put me in the Millennial group (I was born in 1989) and my brother is just on the cusp. Being born in 1996 is technically he is considered part of Generation Z. My brother has a Facebook but rarely uses it, instead he “Snaps” everything. Since I don’t have a Snapchat I just get screen shots of his antics texted to me. He is in his sophomore year in college. He was a toddler when 9/11 occurred and remembers little from that day (I can remember the exact outfit I was wearing), and both of our lives have been shaped by what happened that day. Currently my brother is pursuing a degree in Homeland Security and Emergency Management; working to make his “hobby” (though I’d call it more of a passion) of being a volunteer firefighter and EMT a career. 

Take Aways

  • New group just starting to influence the market with their buying power with more to join them in the coming years
  • Do not lump them in with Millennials
  • Get to the point and fast
  • Forget Facebook and email
  • Make practical appeals

Do you have any other thoughts about Generation Z? How are they different from your generation?

Let’s Talk About Labor Day!

We all look forward to the first weekend in September, the kids have just gone back to school and everyone needs a break from their new hectic routine. While relaxing this Monday, take a minute to reflect on and honor the history of Labor Day.

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A Brief History

Labor Day, observed on the first Monday of September, is a celebration of the achievement and contribution of American workers. Labor Day was declared a federal holiday in 1894, but the tradition goes back a little further to the Industrial Revolution.

During the early days of the Industrial Revolution, 12-hour workdays were common, as well as seven-day workweeks. In some states, children as young as 5 would be working in dangerous positions for long hours. As time went on, workers in these conditions became more vocal about their rights and needs, they would organize strikes and protests to make their voices heard.

On September 5, 1882, 10,000 workers took unpaid time off to march from City Hall to Union Square in New York City, holding the first Labor Day parade in U.S. history. This event planted the seed that became Labor Day, states around the U.S. began to recognize the “workingmen’s holiday” and eventually Congress declared it to be an official holiday.

Ways to Celebrate

Attend a parade!

Take some time to relax and honor yourself and others who are contributing to American achievement. Many union workers and other laborers march in parades recognizing the history and significance of Labor Day.

Learn the history!

Dive deep into the history and learn more about the history of workers in America. You will develop an understanding and appreciation for the sacrifices American’s have given up in order to ensure the progress of the nation.

Expand your knowledge!

Read up on current worker’s issues. Some of these may apply to you or those that you know. Minimum wage, support for teacher’s, and wage theft are just a few topics to get you started. Make sure to read many viewpoints and form your own opinion on these topics.

How will you be celebrating this Labor Day? Leave some ideas in the comments!

 

ABG Capital Was Named on the Inc. 5000 List Again!

We are thrilled to announce that we were listed at No. 4507 on Inc. Magazine’s 35th annual Inc. 5000, the most prestigious ranking of the nation’s fastest-growing private companies, making this our second consecutive year!

Jeff Tapolci, Chief Executive Officer, states, “We align our core competencies with the demands inside the markets in which we compete. In doing this, we’re able to have quite the scalable growth pace. We’re also a huge proponent of Verne Harnish, the CEO of The Gazelles International Leadership and Growth Summits and author of Mastering the Rockefeller Habits and Scaling Up. We have built our entire organization around his principles, the One-page-plan and the Rockefeller Habits Checklist.”

Inc 5000
The 2016 Inc. 5000, unveiled online at Inc.com and with the top 500 companies featured in the September issue of Inc. (available at newsstands August 23), is the most competitive crop in the list’s history. The average company on the list achieved a mind-boggling three-year growth of 433%. The Inc. 5000’s aggregate revenue is $200 billion, and the companies on the list collectively generated 640,000 jobs over the past three years, or about 8% of all jobs created in the entire economy during that period.

“The Inc. 5000 list stands out where it really counts,” says Inc. President and Editor-In-Chief Eric Schurenberg. “It honors real achievement by a founder or a team of them. No one makes the Inc. 5000 without building something great – usually from scratch. That’s one of the hardest things to do in business, as every company founder knows. But without it, free enterprise fails.”

The 2016 Inc. 5000 is ranked according to percentage revenue growth when comparing 2012 to 2015. To qualify, companies must have been founded and generating revenue by March 31, 2012. They had to be U.S.-based, privately held, for profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2015.

In 2016, ABG Capital also ranked on Inc. 5000’s 50 Best Places to Work, Penn Central Business Journal’s Best Places to Work in PA, Best Places to Work in Western PA, and the Pittsburgh Business Times’ Fastest Growing Companies.

Complete results of the Inc. 5000, including company profiles and an interactive database that can be sorted by industry, region, and other criteria, can be found at http://www.inc.com/inc5000.

 

ABG Capital Named on Pittsburgh Business Times’ 2016 Fastest Growing Companies

Today we officially announced being named on the list of 2016 Fastest Growing Companies by the Pittsburgh Business Times! Though we’ve been keeping mum about making the list, we never knew our ranking until last Thursday. We can now share with you that we ranked 60th on the list!

ABG Capital Listed on Pittsburgh Business Times’ 2016 Fastest Growing Companies“Our company has been on a sustainable and scalable growth pace for years because we continue to focus on our core competencies and aligning them to the demands inside the markets we compete. We are very disciplined in our approach and honored to be on this list,” explained Jeff Tapolci, CEO.

One hundred companies were named on list of Fastest Growing Companies, honored for their revenue growth, at the Westin Convention Center hotel in downtown Pittsburgh the evening of August 18. Two of our portfolio companies were also named as award winners, VoIP Innovations at number 65, and InspiraFS at number 3.

In 2016, we also ranked on the Inc. 5000’s Fastest Growing Companies in America.

If you’d like more information on the 2016 Fastest Growing Companies and the full list of companies chosen, please visit the Pittsburgh Business Times.

Aligning the Herd One Gazelle at a Time

Aligning the Herd One Gazelle at a Time

“Goals without routines are wishes; routines without goals are aimless” is a quote taken from Scaling Up: The Rockefeller Habits 2.0 by Verne Harnish. This book has inspired a business and leadership event that ABG Capital has been fortunate enough to attend; the Gazelles ScaleUp Leadership Summit.

It’s been three months since eight of our leaders attended Gazelles 2016 ScaleUp Leadership Summit in Atlanta, Georgia. Seventeen dynamic speakers and authors captivated our team by sharing their wisdom, experience, and talent for success.  We gathered for discussions throughout the conference spending time reviewing notes, sharing ideas, and reflecting on strategies and initiatives that would best benefit our organization in the short term. Upon returning to the office, our leadership team agreed to meet once a week to hold ourselves accountable, narrow down our top take-ways, and decide on the one big rock or number one priority for the remainder of the year. Together we came to a similar conclusion of what that one big rock is and what we feel is needed to be even more successful, creating alignment through shared consciousness and empowered execution.

The first step in this process is to share the plan with each employee and identify opportunities for all employees at all levels in the organization to make decisions and solve problems by enabling rather than directing. This concept of engagement through empowerment leads to a “team of teams” approach to foster transparency and allow for stronger communication and understanding of the company’s strategic plan. The execution portion of ScalingUP pinpoints three critical components that must happen throughout the organization in every team; priority, data, and rhythm.

Source: gazelles.com

Source: gazelles.com

Promoting trust and purpose with and between teams will contribute to bottom-up results from daily interaction. Our company initiative for quarter three and four is to ensure that each team is meeting regularly to define its big rock for the week, month, and quarter.  We’ve been instrumental at achieving improved communications resulting in better efficiency and enhanced teamwork between departments.

Align Today is a tool we use to keep everyone in the loop by sharing a one page plan available for all to see, update, and work together toward aligning department initiatives with the company’s common goal or BHAG (big, hairy, audacious goal). We recently outsourced Centric Performance to conduct employee surveys and management review meetings for selected teams to help identify each employee’s understanding of his or her role and how it contributes to the common goal of the company. Leadership is serving others and bringing out the best in people.  It’s important to rally the emotional connection and understand the importance of what each employee values to truly have an engaged staff who wants to develop individually and succeed as a team. Our plan is to involve the employees in designing a plan for their own critical numbers and KPIs to create buy in, appreciation, accountability, and involvement toward the common goal.

As you can see, the quote we began this with has a lot to do with the processes and tools we have injected into our environment. Routine matters. Let’s face it–if you’re moving without a routine, your priorities are most likely scattered and you have no analytical evidence to uphold any of your efforts. Even more important, your goal, or “big rock” that every employee and department should be focusing on as a priority, should be backed by rhythm. The rhythm within your day-to-day tactical progress is your routine–that “groove” or effortless pattern you get into when you master your priorities and data.

We realize that growth is never by mere chance; it is the result of forces working together in synchrony. If there’s one key we continually take away from the Gazelles it’s that our people are our rhythm. They are the force that continually pushes us toward success. If we cease to invest and cultivate in our employees, then there will be no perpetual development. All of our growth depends upon their activity within our organization. Activity that sprouts innovation.

Think Like a Leader: Cultivating Leaders in the Workplace

“What do you want for dinner?”

“I don’t care, what do you want?”

“I’m not sure, you pick.”

“No, you pick.”

How many times have we all had this conversation? For me, nearly every weekend my boyfriend and I have some form of this conversation, about dinner, TV shows/movies, or what to do that day. Now imagine having a circular conversation like this in the workplace when decisions need to be made. For some of you, maybe you don’t have to imagine. So how do you avoid this? You help your team to have confidence in their abilities and promote leadership.word cloud

“Empathy, respect for those you lead, and acceptance/execution of responsibility and commitment to your position. Cultivate by encouraging and recognizing strengths, giving practical tools and continued monitored support in weaknesses.” – Amanda H.

To begin, we need to define what a leader is. If you google the Merriam-Webster dictionary’s (remember when you actually had to buy those for school?) definition of a leader, there are several definitions given. Out of those, one stood out to me. A leader is: “a person who has commanding authority or influence”. Now, one may see the words commanding and authority as intimidating. Not what you’d like a workplace leader to be. But, let’s think of things in a different way. When looking for potential leaders in the work place, you want them to be an “authority” on specific aspects essential to your operation. You also want them to “command” certain attributes that will “influence” and motivate others.

“A leader takes the time to learn the job of the people they are managing. Also I would say a leader has to be a good listener, get to know more about the people you manage so you can help them grow.” – Aela S.

What you may want these individuals to be authorities on, which attributes to command, and how /what they influence may differ depending on your goals. No matter what your goals may be, one should be working to foster the growth of leadership in your organization from the newest employee to the most tenured. Why is it important to foster leadership in all employees? Won’t you end up with too many chiefs and not enough Indians? Not necessarily. Just because you foster leadership among your workforce, does not mean each person will be making essential decisions for your group; what it does mean is they can think for themselves, motivate each other, and make suggestions that will help innovate from the ground up.

Here are three easy ways you can encourage leadership in your work place.

Support Innovation– Has one of your employees made suggestions or found new work-arounds that will make day to day activities more productive? Give them credit, encourage others to do the same. Ask for input and value the opinions given. If employees know they will be heard and their suggestions given a chance, they will start to think more critically about their work environment.

Acknowledge Successes and Strengths– You may not be able to promote each employee that excels but you can acknowledge them. Acknowledging workplace leaders on their successes and reinforcing their strengths will encourage them to continue to produce and in turn they will influence others with their positive attitudes and work ethic.

Let Them Lead– Micromanaging is something no one is fond of. Though it may be hard to let your employees loose to figure out processes themselves, give them some freedom to adjust things, but only when needed. Letting employees problem solve themselves promotes critical thinking, which is a key leadership skill.

Be a Back to School Leader this Year!

board-928378_960_720Whether your child is headed to school for the first year of kindergarten or the last year of high school, getting involved at school can help both you and your child become leaders in your community. Giving back at school is a great way to show interest in your child’s education, build their self-esteem and enrich your community.

Keep in mind that there are many opportunities within the school system and that not all volunteer opportunities are right for everyone. To decide which opportunities are right for you take into consideration your personal skill set, and the amount of time you have to dedicate to school involvement. Be sure to assess your options before committing to any long-term projects or activities. Below are a few ways you can volunteer inside and outside of the classroom.

In the Classroom:

  • Act as a classroom helper
  • Volunteer in the school library
  • Chaperone field trips
  • Mentor or tutor
  • Speak during Career Day

Outside of the Classroom:

  • Attend school board meetings
  • Coach sports teams
  • Volunteer to travel with the school band or orchestra
  • Lead the local Girl or Boy Scouts
  • Donate classroom supplies

pencil-918449_960_720Parent Teacher Association:

Many schools have Parent Teacher Associations (PTA). The PTA is an important part of the school system. The organization brings parents and school administrators together to discuss important school related issues including, budgets, curriculum, discipline issues, etc. There are various roles within the PTA that need to be filled including, President, Secretary, and Treasurer. If you do not have time to take a named role within the organization you can ask to serve on a committee of your interest. If you are interested in joining the PTA at your child’s school attending an open house, usually held in the beginning of the school year, is a great place to start.

Are you planning to volunteer this school year? Do you have any prior PTA experiences? Share additional ideas for getting involved at school in the comments!

Take Time to Unplug: Vacation Destinations to Stay Off the Grid

It’s currently 88 degrees and sunny outside; and what am I doing? I am looking back and forth from my phone and my computer screen, inside, covered in a blanket because the air conditioning in my house is set to sub-arctic levels.  I need a vacation… Not just any vacation; a vacation from technology.  A trip where I can disconnect from the distractions of the internet and work, where I can focus on relaxing.

unplug

How much time do you spend on your smartphone? Three hours a day? Four hours? More? According to a British psychological study whatever you estimate the time may be, you should double it. Checking our phones has become such a part of our daily routine that it’s ingrained in us. We don’t even realize we are doing it. We’re spending a lot of our day on Facebook or Instagram, too. In 2014 the average person spent 40 minutes per day on the social media sites. In 2016 it is now an average of 50 minutes. We take our phones to the bathroom; and have created new terms like Phantom Vibration Syndrome, and smartphone pinky. We are never without technology.

Believe it or not there are still some places cell phone reception and wifi are not accessible or reliable. If you are looking to take a vacation from technology, here are some great places to unwind where you won’t be sucked into your phone or computer.

The Wilds

My first thought on where to go to escape technology would be the woods camping. You can’t charge your phone when you’re living in a tent. But, roughing it in the woods isn’t my idea of relaxing. However, these locations could definitely provide the relief you need.

Emerald Lake Lodge, Canada : Enjoy the beautiful Canadian landscape in one of their cozy lodge rooms. Snuggle up to a fire in your in-suite fireplace or take in the views of the Rockies from your balcony. No interruptions from cell phones here since there is no reception at the lodge, and only wifi in the main lodge building.

Ultima Thule Lodge, Alaska : Don’t have a passport? Why not head to the great white north and this Alaskan getaway. The cabins only host a limited amount of guests at a time, and have their own onsite organic garden. They also have gourmet meals made with fresh-sourced salmon and game, stunning views, and comfortable cabins. You can only reach the resort by plane so it’s not hard to believe there is no cell service here.

The Beach

Still don’t think that the woods are the best place to relax or don’t think you could handle the cold of Alaska? There are still options. If you are a beach bum like I am, here are several places you can sun yourself and read a book or two in peace.

Campo Cortez Ecolodge, Mexico : If you really want to get off the grid this is the place. As an ecolodge, the cabins may be small but all modern amenities are available. Solar and wind powered electricity provide the ability to charge up some of your devices like a camera; something you will definitely want so you can capture the whales in the Baja area. No cell reception or TVs are in the cabins here though; so you can enjoy watching and learning about all the nature around you.

Little Palm Island, Florida : Now this is what I think of when escaping from reality for a bit. Beautiful beaches, warm sun, swimming with dolphins… Oh, and no television, phones, or guest under 16 (sorry if you were looking for a family vacation). I’m ready to pack my bags and pull a lounge chair up on the beach right now!

Don’t think you can go cold turkey from technology or don’t have time/money allotted for vacation right now?

Try taking baby steps and give yourself mini vacations each day. Carve out time every day where you put away everything, turn it all off, and read a book, have a nice dinner, or talk! If you sleep with your phone on your nightstand, move it out to another room and don’t touch it until morning. Whatever you do give yourself time to rest without distractions.