19A - Idea Napkin No. 2

1.    Who you are. What your talents are. What your skills and experiences are. Also: what are your aspirations? Specifically regarding your business concept, how do you see this business (if you were to start it) playing a role in your life.

o   My name is Ricardo Martinez. Middle school was when I grasped a deep interest in all that science provided. As a young boy, I invested time and thought to discovering a suitable application of science that best fits my ambitious and curious nature. Medicine was the champion of choice. Throughout my scholastic trek, teachers and mentors have frequently complemented me on my ability to think in a holistic fashion as I approach broad topics and challenges. Currently, I have immersed myself in this aspirational reality by enrolling in the University of Florida to take pre-medical requirements for medical school, volunteering in the operating room and in the pediatric intensive care unit at Nichlaus Children's Hospital, and shadowing two renowned physicians. Instead of enduring the traditional route by majoring in a science, such as biology, physics, or chemistry, I plan to graduate with a bachelor's degree in business administration. With this degree, I first plan to gain a sound financial awareness as a future physician. Secondly, incorporate the dynamics of business into the realm of medicine to hopefully better some of the financial setbacks that currently giving the healthcare industry a bad reputation. Much of my experiences, that I have mentioned, bestowed upon me a clear recognition of what leadership means in a group setting. This idea leads into the weight I will place influencing and exemplifying leadership qualities in my workforce setting. I can reinforce my self proclaimed human capital which that I am futuristic, devotion, empathetic, assertive, and grounded. 

2.    What are you offering to customers? Describe the product or service (in other words, how you'll solve customers' unmet needs). 

o   Regarding the leadership idea that I plan to put in place as I approach my professional segment of my career, does not necessarily include the typical customer. With the idea of initiating leadership courses that informs interns and entry-level position officers of the importance in the expressing appropriate leader-like qualities, I am pushing for an organizational remedial action for a trend that I see unraveling in the corporate labor market. I plan for the notion to reinforce satisfaction for the employers as they delegate to their substituents.

3.    Who are you offering it to? Describe, in as much detail as possible, the demographic and psychographic characteristics of your customers. Think especially of this question: what do your customers all have in common?

o   When placing my corresponding beneficiaries in mind, I think of top executive managers of a firm that are in need of a more deliberately expressive youthful class of employees that can promote leadership qualities in the workforce. Though, employers are in direct aid to the agenda that I am suggesting, young interns and entry-level officers can find themselves benefitting as well. By utilizing core strict leadership attributes that are fit to company or firm, new young employees can find themselves with a competitive edge. Most interns and entry-level officers are naturally hungry for promotional activity, but with having to be educated with my system, they can excel into having more probability in fulfilling the aspiration.

4.    Why do they care? Your solution is only valuable insofar as customers believe its valuable to them. Here, explain why customers will actually pay you money to use your product or service.

o   With the plan that I am stressing for organizations to put in place, monetary exchange is obviously irrelevant to the action. I would be addressing a form of adaptation to a modern trend that must be tackled by organizations. In return, I will be providing the organization that I would be working for a evolutionary edge in teaching younger generations the importance of take the initiative of being mentally present in the workplace. I would most likely be rewarded with with trust or a promotion to higher corporate management. I can also see myself implementing this concept into an organization I would be creating and owning. I feel that I would be running a more fruitful and efficient trading machine if every employee would be on board with their newly learned leadership ideals.

5.    What are your core competencies? What sets you apart from everyone else? Also: what do you have that nobody else has? 

o   I sense that my efforts to tackle a growing trend that has led to a large consensus gives my idea uniqueness and validity for consideration. The list of competencies I would be installing in the curriculum are; first, the collective impact of punctuality, secondly, the provision of understanding ones potential influence in a collective setting, and thirdly, the importance of expressing a personal opinion so groupthink does not set in. My idea is mainly a visionary goal for organizations to practice broadening their internal affairs and reestablishing a solidified young group of interns and entry-level officers that can partake in the overall progress of an organization.

• In addition to these five elements, please spend a paragraph evaluating whether you believe these elements fit together or whether there are aspects of your business concept that are weaker / out-of-joint with the others.
• This proposal is still in its infancy. As I grow in my career of medicine and establishing notoriety, I will push for this notion to be a mindset in any organization that I take part in. This proposal is primarily purposed to combat the growing trend of millennial workers that do not bring initiative to work. In my work experience, I have witnessed this unfortunate instability of the labor market and from past interviews which have made the problems more apparent. All of my five elements that I listed, fit the narrative of what I attempting to exploit. 
• Feedback Memo:
• I never received a peer review for my first Idea Napkin so I cannot really base my augmentations from feedback.
• In the section where I had described my talents and skills, I added on my five human capital that I can provide to the task at hand.  

18A - Create a Customer Avatar

      My proposal is an internal entrepreneurial advancement that can change the way interns and entry-level position officers approach expressing their demanded workplace behaviors. IThe individual that would gain mostly from this suggestion will be employers and executive leaders.
      The ideal character that would appeal to my pitch would a "Donald Trump" like figure. This an individual that has been placed at the helm of their organization for sustaining purposes. The generic CEO of a company that is fed up with lousy and lazy employee that failed to express leadership awareness. These individuals are acknowledging the social trend and are desperate for any remedial action. Theses high profile individuals would most likely take up hobbies such as golf, racket ball, and hunting. The type of cars that these people would be seen driving are Bentleys, BMWs, Rolls Royces, and Ferraris. He or she probably prefers black or red for the color of their cars. They would most likely have their own parking at the firm that work at. When traveling long distance, these people would likely rent or purchase a private airplane. They definitely have multiple children with past wedded partners. They probably hire nannies to look out for their children.
       You would most likely see these people read books such as How to Win People and Influence People, The Power of Broke, and The Art of the Deal. They would favor the political party that sympathizes with the conservative ideologies. He or she will be middle-aged.

What do I have common with him? A common characteristic I have with this individual is my hunger in leading my on organization that can withhold a common goal throughout the employed. My ambition for having an extravagant lifestyle of riches would give me emotional similarities with him. This is not a coincidence for me because I usually empathize with leaders of organizations because that have the power to innovate ways to make communities push forward.

17A - Elevator Pitch No.2

• Reflection from feedback I received in my last pitch:
• I felt that my feedback was fair in reference to being criticized by having not enough emotion in my first elevator pitch. One of the critics explained how an elevator pitch should always incorporate emotional expression to demonstrate the severity of the idea you are trying to stress to an employer or authoritative figure in an organization.
• What did you change, based on the feedback?
• In my first elevator pitch, I based the speech off of prior knowledge of the sole purpose in selling myself instead of an idea I am trying to sell. My previous elevator pitch consisted of just elaborating about my attributes and experiences. In this elevator pitch I initiated my concern about the modern trend that I have been addressing in past posts. 

16A - What's Your Secret Sauce?

• Five ways in which I think I have Human Capital:
1. Futuristic - On a personal level and on a societal level I am always envisioning what technological advances will be arising.
2. Devotion - I will always apply every unit of human energy that I have, to what I feel  holds utmost importance.
3. Empathetic - I can very easily place my thoughts in somebody else's position. This attribute allows me to connect with people in a more intimate way.
4. Assertive - I do not express anger much, but when I encounter a problem or an incorrect behavior of sorts I provide reason and logic to capitalize on the issue.
5. Grounded - When communicating with colleagues about an issue, I will express the my sincere realistic advice to countering the problem.
• Interviews:
1. Mom: She said,"You have a special presence when you walk in the room filled with people. People immediately respect you and look up to your for hope and guidance. Your bits of wisdom helps individuals to be cheered up when they're experiencing a moment of sadness.
2. Dad: He said, "Proud of the man you have become today. You exemplify what it means to be a leader in society. You give others around you hope and inspiration to fulfill their dreams. You are a role model to participants of younger generations. Any employer will be lucky to have had hired you as their highest valuable asset.
3. Sister: She said, "I seek your humbling and grounded advice to uncertainties that are experienced in my high school. With watching you take-on your endeavors, it give me support to keep pushing myself to hold the same bar you set everyday. I am extremely lucky to have a brother that can provide me the unique guidance when I am in a state of doubt.
4. Uncle: He said," It has been a genuine privilege to see you develop into an adult. Your ambitious and compassionate personality resonates onto others. Your little cousins are always showing admiration for the role model status you give them. Keep utilizing these attributes and you will see the fruit of your labor and positive personality.
5. Grandfather: In Spanish he said, "I am so lucky to have a grandson the demonstrates such tenacity for your surrounding elements. You are increasingly developing into a more wholly aware person about the world around you. You will place an impact on so many people's lives with the courage you give to your everyday challenges. The crowd needs a person like you to follow into adversity.   
• Reflection: 
• It was definitely an enriched experience learning what my family perceives of me. Their take on my attributes ran precisely parallel with my predictions. They are usually complementing me on these highlighted behaviors I gave at the top of the document. If I would make a slight change to my prediction list it would be to add leader because that is what was constantly iterated by my family. 

15A - Figuring Out Buyer Behavior No. 2

Report findings and Draw Conclusion:

In interviewing fresh new subjects for my efforts to alter the lack of leadership culture, new perspectives came to light. In proposing my suggestion of securing a legitimate educational course for young millennials, I gained alternative feedback to the initiative. When and where of the provision of administering the teaching process has evolved to more standardized and efficient approach to the trend facing the U.S. labor market. It is interesting to gain knowledge from the homogenous concentration of people that share the need for reform. Segmentation sharpens uncertainty of a product, service, or a social movement.

From my second interview, a suggestion for incorporating a business leadership course as a requirement before graduation. The interviewee stressed that the earlier somebody can acquire leadership qualities that are demanded by the employer, the better of a contender they will be when engaging in the competitive theater corporate America incentivizes. He mentioned that once an individual is at the point of seeking an internship or a entry-level position, it is too late to not have gained a grasp on what it means to have a leadership presence in the workplace.

My third interview explored the industries and groups of organizations that would specifically benefit from the movement I am proposing. This interviewee, in particular, was with a physician specializing in gastroenterology. He subtly set the perspective of the varying degree of risk faced by different industries. By him iterating his personal experiences as a medical provider, leadership should not just be focused on the corporate positions, but also in medicine and in scientific research. He claimed how big of an issue it is when a resident has excellent intellectual competencies, but lacks the initiative to present themselves as a leader in risky setting such as in intubated procedures. He has accounted many young residents that lack punctuality and assertive behavior when they are needed for an important procedure.

The provision of my leadership initiative will be measured by the segments that I have uncovered through the quality of behavior in the graduate students seeking entry-level positions. The targeted competencies will have to be met in order to satisfy employers.