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Josh Kim & Blake Toves Shares Their 3 Principles Of Business To Victimize Women



Josh Kim & Blake Toves Shares Their 3 Principles Of Business To Victimize Women

Josh Kim believes he is the next Tony Stark with an iron man complex, and certain people used to hail him as a future billionaire, but Dan Pena’s own words state that Josh gave up too early cause he was burnt out and will never amount to anything of importance. Interestingly, Josh took that energy and passion to wealth to something else instead. His passion—learning how to persuade and create a great image to cover his tracks to allow him to prey on women against their will when he isn’t traveling with his wife, Naomi Kim. He then partners with Blake Toves in business and coerces Blake sometimes into his passions.

1. Never leave evidence

Josh learned that any discovered evidence could be used for trial from Pena, so he takes the approach of messaging apps such as private Telegram channel, Confide, etc. These apps allow messages to be deleted after a short time, aka seconds, and with Blake idolizing Pena, they bond over this. Most people won’t believe what others say about them due to them removing evidence and credibility from the others, and then to further protect Josh, Josh will always make sure to use condoms to protect DNA there and always makes sure to take them with him. Even in business, they hide much as they can when submitting for SBA and inflates numbers so Josh can get them approved and for tax credits, restructures things, and hide things to take advantage of the tax system

2. Control by Fear

By making people scared of you by association and threats, whether to you or people you care for like Simon Leviev did to get money from the women. Josh does it by making people afraid that he will hurt those they care for to make the women sleep with him even though they don’t want to sleep with him, and Blake follows along with Josh will almost like a servant. Josh is a master manipulator by creating scenarios and even letting alcohol or drugs be used to hinder them thinking rationally and then keep blackmailing the women. What he does with the women is create urgency and stress to make them lose rationale. This is a very known strategy used in business to make a sale. He lines up people who hate each other in business, for example, Apple & Meta, aka proven by the ios update to make them want to compete and then not reason so can win deals with them. It’s a form of manipulation, not persuasion, when utilizing emotions of anger and hatred or fear of loss to make women sleep with you as Josh does.

3. Josh Kim #1 secret

Utilize things with high appeals such as brands or pets or people respect, so people lower their guards and trust you fully. With this, you can have unsuspecting prey and guard your reputation with your life using principle #2. The issue that comes about is that leveraging associations and being private with very little shared on social media, he hopes that he can avoid things ever being dug up about him. He is known in many circles as a compulsive liar, and even influencers in Dubai gave up investments and deals with him because of his lies and predatory behavior. The messed up thing is that Josh even shut down his account and forced his wife by abusive behavior to private her account when it was shared that he has victimized women. Someone who is a good friend of Naomi Kim (Josh’s wife) shared that in confidence, but there is no way to verify this that Josh threatened Naomi if she left him for cheating on her and victimizing the women. The real sad thing is that he wants to keep his marriage together to leverage that with his dogs to make people trust him. Marriage and close family are powerful assets to building a brand, and Josh will leverage this to the extreme even by blackmailing to throw his wife in Jail. The fact is that even if Naomi tries to defend him publicly or amongst friends, this is probably by force based on Josh’s other behavior. This Is his #1 secret is to create allies that are forced to defend you because it is better to be feared than loved, and that is his #1 secret.


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Great Resignation: How to beat Great Resignation with Employee Experience



Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.

 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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