Who ‘wrote the book’ on recognition?

A client asked me this week, “Who ‘wrote the book’ on recognition? I’d like to recommend a book to our CEO regarding Recognition. I’d really like to recommend something that inspires better leadership in the field of Recognition, and really gets at the heart of how it helps grow people and helps the bottom line (win-win).  Does anything come to mind?

Next Jump has a long history with recognition and the many lessons learned (I’ve written about it here, teach it in our Leadership Academy, and shared in our webinar series here to clients).

My response I thought worth sharing, as it reflects recent inspiration:

I think of recognition programs as a way to reinforce desired behaviors. Like many companies, we initially focused on outcome (the results), as the behavior that we wanted reinforced. And we did get more of that behavior (results)! As we started to look inward at HOW we got those results, we were also coincidentally starting to think about leadership in a different way (servant leadership with a bedrock of humility/growth mindset). We subsequently started to change our recognition system. The result (bottom line) does matter and compensation/promotions are largely dependent on performance. However, the behaviors of helping others (better you) was being overlooked. Our recognition system (Top 10, Avengers) were the tools we used to start to reinforce desired behavior of HOW ones gets the results – i.e. leads the (right) way.

I’m going to recommend two videos and a book that might be helpful place to start. While they are less about “recognition,” they are around leadership, types of character and behaviors we have found crucial in building a high performance culture. We then recruit, recognize and coach (starting with ourselves and then teaching others) for these behaviors.

  1. Enhancing Human Capital. Lt Kevin Basik – presenting to our senior leaders. He is a Senior Officer at PACE – basically the Leadership Academy in the Air Force. Almost like an hour TED Talk – but speaks to inspiring better leadership.
  2. Simon Sinek on Millennials in the Workplace – relevant right now on a topic right now – how organizations are struggling to adjust to the needs/expectations of newest generation of workers.
  3. The Only Way to Win by Jim Loehr. Jim is the founder of Human Performance Institute – coached 40 #1 athletes, top military and top leaders in organization. Speaks to the notion that character can be built (grown like muscles). I believe that recognition can reinforce those behaviors you want to reinforce.

Next Jump Co-CEO Update: December 2016

Our Co-CEO’s (Meghan Messenger and Charlie Kim) write a monthly newsletter that we share not only with our staff and family, but also friends of the company (including past Leadership Academy attendees).  It includes a sampling of many things happening, summing up as part of our larger mission in changing workplace culture.


NxJumpers + Family & Friends,

Much has happened in the month of December and January 2017 already feels like 2 months into the year. So here is our attempt to share some of the key highlights with our family & friends.

First off – have to share something so big and exciting – we’ve just agreed to build a leadership development program to train and influence all 660K men and women in the Air Force, in partnership with Joe Rizzuto [aka: Spoon], the head of PACE. The Profession of Arms Center of Excellence (PACE) was established by the Chief of Staff of the Air Force on 2 Feb 2015, developing a program “Enhancing Human Capital – leading yourself”, where over 60K leaders have been trained in the last 2 years. We are creating an AVENGERS team (ala Avengers Assemble) of the most elite people in this field of leadership – for example Simon Sinek, Jim Loehr level (already onboard) – who will be partnering with us to train the top 100 leaders within the Air Force. We offered all this pro bono to Joe (“Spoon”) who was jumping out of his seat in disbelief. Stay tuned…much more to come in our January update (we want to start as of yesterday).

Secondly – send us your referrals for future NxJumpers, encourage them to apply for our Feb. 4 Super Saturday at nxj.me/referrals

On Feb. 4, Next Jump will hold its first Lateral Super Saturday hiring event. Unlike our typical college Super Saturdays, this event will focus on experienced candidates from a variety of different fields and backgrounds – only 1 of 2 entry points into the company within the year. We are looking for the best. We want people of the highest character who are driven to get stronger and better (Better Me) so that they can do work that matters, helping make a difference to others who have less (Better You) which ultimately will lead to a better world (Better Us).



  • Growing in a Balanced Way
  • Both confident and humble
  • Both courageous and vulnerable
  • Both kind and disciplined.
  • Contribute to revenue and giving back
  • Eager to teach and share lessons in our Leadership Academies helping Navy, Marines, Army, public schools and more
  • Passionate about volunteering monthly at public schools
  • Willing to dance, compete and win

Help us find Next Jumpers, encourage them to apply for the Feb. 4 Super Saturday at nxj.me/referrals

Feel free to have them ping us directly so that we can make sure their application gets reviewed.


We started Next Jump in 1994. We are nearing 23 years in business and the most difficult question we have struggled to answer is: “What do you do?” We’ve worked to simplify all the things we are doing and this diagram has helped us best explain the 2 sides of What

OUR SOCIAL MOVEMENT to change workplace culture – IT’S SPREADING :

Every non-profit we’ve met, every individual we’ve met…basically anyone who is trying to change the world, make it better, at some point they are spending a disproportionate amount of time trying to fundraise, beg for resources, technology – trying to get help. When we thought about WHO they are soliciting for all this capital, people and technology, it always comes down to for-profit businesses. So we put on our business hat and quickly realized, you cannot fix the world without changing how we work and without changing the role for-profit businesses must play.

We talk about WHY we exist: “To do the little things, so that others can do the great things they’re meant to do” which we shortened to: “Better Me + Better You = Better Us”. We grow ourselves (better me) for the purpose of helping others (better you), so that we can make a better world (better us). This is a universal truth for both individuals and teams (companies being the most powerful organization of people/teams). It’s exciting to see adoption from so many different kinds of organizations:

PUBLIC SCHOOLS – PS119 in the Bronx + Netley Primary School in the UK (which includes a center for children with autism)

Bavaani (head of Netley) said Netley has changed its school statement to align with Better Me + Better You – it’s now ‘Everyone takes steps to better themselves and their community, as they become responsible, global citizens’. Really cool!

Side note: Many of the kids have indicated that they want to be coders when they get older. [they love the coding programs NxJumpers built in the after school programs]

Picture below from PS119 – 3rd grade girls created a club called “Girls United”, their slogan is…


CONGRESS – this is a poster in the republican congress inspired by Next Jump and they have asked for our help in training leaders and upgrading government and their culture/ environment.


U.S. NAVY – the most expensive Navy ship built to date is developing their entire culture around leadership practices adopted from Next Jump.




They are only the second outsiders to visit and board this ship. They’ve had so many requests across the entire DoD, they’ve made a rule to say “no”, however bent every rule to accommodate our team.

An email note from NxJumper after visiting the ship:

Thank you for the incredible opportunity to join you on the USS Michael Monsoor visit. It was truly a once-in-a-lifetime opportunity. I’m still  blown away that they invited us on board and gave us the rare access they did, opening their doors wide. What an extraordinary privilege it was. At times it felt surreal, like I was in a movie , seeing the insane bad-ass-ness of that ship. It gave me a whole new level of gratitude for the deep partnership we have with them, of the critical, real life, high stakes need to build high performing cultures and to share it with others . It’s mindblowing and humbling — our lives, the safety of the country and peace in the world is at stake here. And we, Next Jump, are literally contributing to help make ours a better, safer, more peaceful world.

The visit to the USS Michael Monsoor made our mission of changing the world through work place culture real.



Meghan and I took the stage, sharing our personal journeys and what drives us to do what we do. The challenge Meghan gave the group was to practice being Authentic – to talk about the real challenges, no matter how messy and difficult it may be. On the topic of working mothers, because the real issues are not being discussed, as a result, companies are solving for the wrong problems. Her quote, “Companies aren’t setup to help working mothers, however if you want to compete for talent, you need mothers.”





On a lighter note, Greg and I were invited as guests of Pawan, the chairman of Hero Motor Corp and spent a few days meeting the top 18 golfers of the world while also helping leaders transform their “Mandated Leadership Cultures” to “Organic Leadership Cultures”





As the year came to a close, the kids held a party for the men and women in orange (NxJumpers) with cakes, songs and lots of jokes. The highlight was seeing them developing a school newspaper called: “The Next Jump”




The UK office ran a two-day leadership academy for 15 leaders from 12 different organizations in both public, private and government. Reactions from the attendees:

  • 2 words we are hearing the most are vulnerability & authenticity. Everyone’s been sharing personal stories and I think the group has been surprised (even many of whom have read the book, been on culture tours etc), of just how much we mean it and put it into action.
  • My favourite comments from the reflection at the end were Hanne (former CEO) telling us this is the culture she wished she had been able to create and from Nicky (Happy Ltd), that we are now her Number 1 case study for how companies should be run. In the OS for Culture session we had to cut the questions short because there were so many, and 90% of the questions were around how to scale and implement the apps. 

One of the attendees, an HR consultant, wrote a blog post on his top 12 takeaways from the Next Jump Leadership Academy. “I’m incredibly jealous and hugely inspired – Next Jump has managed to create something that I’ve been dreaming about for years, but never been able to achieve fully.”




Each office holds an annual family holiday brunch in December. The official Next Jump holiday party occurs end of February. As odd as that sounds, we realized we can spend the same budget in Feb and get 2x as much – without the distraction during our busiest season. Stay tuned for the dance battle, trash talking videos as NYC Next Jump works to defend our title.

Loved this picture from the Boston Next Jump office:



5% of us is based on INTENSITY, our willpower. 95% of us is based on CONSISTENCY, our rituals and habits. The only way to truly upgrade ourselves, is to upgrade our habits, our 95%.

Building habits is like building muscle. The ones we practice…grow and when we don’t, they atrophy. We’ve found the most foundational habits to practice are:

1/ REFLECTION – if you could do “that” again, how would you do it better/ differently? Improper reflection is what leads to our broken mental models, or commonly known as “baggage” vs when reflecting correctly, they become lessons learned and we become empowered. [our PAST]

2/ FULL ENGAGEMENT – awareness of my real-time decision making. So often we live life on auto pilot and feel victim to our circumstances. The day we realize we are presented with dozens if not hundreds of micro decisions and our ability to be aware and navigate through our options and choices in real-time is what leads to full engagement. [our PRESENT & FUTURE]

We can get stronger in both REFLECTION and FULL ENGAGEMENT. They are both skills that can be developed by practicing them 1-2x per week minimum for 13 weeks.


Our goal is to produce this monthly Co-CEO Update…please share and forward to your family & friends. Any reactions/feedback – would love to hear from you.


Next Jump Co-CEO Update: November 2016

Our Co-CEO’s (Meghan Messenger and Charlie Kim) have created a monthly newsletter that we share with our staff and family, but also friends of the company (including past Leadership Academy attendees).  It includes a sampling of many things happening, summing up as part of our larger mission in changing workplace culture.


NxJumpers + Family & Friends,

So much has crossed our desk in the month of November and here is our attempt to share some of the key highlights with our family & friends.

November started off with a funny story. An invite only conference held by Lazard, brings the who’s who of CEOs together in NYC. We had the opportunity to attend and listen to the Head of IBM Watson, Amazon’s head of Alexa and many others talk of where technology, the future of business is going. As I saved a seat for Meghan who was rushing over from her parent-teacher conference, Robert Kraft (as in the owner of the New England Patriots), asks if he could sit in the seat I was saving. I said no. He asked again if he could sit. I said no again, that I’m saving this seat. He then asked for a third time if he could sit and take this seat, I then had to tell him, it is for a very important person – sorry. Several men jumped out of their seats to say “Mr Kraft, please take my seat”.  Meghan arrived shortly after – I can’t imagine what he was thinking – who is this person? I should note, I am a Patriots fan, so it was not a sports driven decision but a decision to save the seat for our Co-CEO.


We started Next Jump in 1994. We are nearing 23 years in business and the most difficult question we have struggled to answer is: “What do you do?” We’ve worked to simplify all the things we are doing and this diagram has helped us best explain the 2 sides of What We Do:


Non-Profits run two businesses. Doing good and raising money.

Next Jump also runs two businesses. We make money through an ecommerce marketplace, integrated into almost every F1000 company (total of 4000 large companies and over 100,000 small businesses). However half our money and resources goes towards our social movement – of changing workplace culture as we believe you cannot fix the world without changing how we work.

November included Black Friday and Cyber Monday – the two biggest shopping days. Gilt Groupe in its hayday would talk about the spending power of its user base, 100,000 customers would spend $10MM in a week. The week of Black Friday, 95,000 Next Jump customers spent $51MM. The week of Cyber Monday, 93,000 customers spent $64MM. The spending power of people with jobs, in big companies…that’s the market we built our revenue on.

Conscious Company Magazine (Cover) :

Meghan and I were featured on the cover of the magazine Conscious Company. It’s main distribution is through every Wholefoods nationwide as well as major bookstores from mid November to mid January. Countless friends, family members and acquaintances reached out after seeing and reading the feature article.


One Saturday morning in November, we both received an email containing a voice note, from an amazing friend who also happens to be one of the most connected and accomplished individuals, including advising several presidents over the years. It’s such a soulful heartfelt message, we wanted to share with our friends and family. Click on the link below to listen to it.

A Voice Note to Charlie & Meghan from Alan Fleischmann [10 min]



HARVARD’s NEW DEAN of the ED SCHOOL partnering with Next Jump:

Matt Miller, one of the co-authors of “An Everyone Culture” where Next Jump was featured as 1 of 3 companies turning work into the next institution of learning…just got promoted to be the new dean of the Harvard Ed School. Interestingly, the innovation of company culture is coming out of the Education Schools instead of Business Schools. The primary strategy and investment of WORK is quickly becoming the development of its people – its number one asset. Matt will be leading 300-500 provosts, heads of schools, in the summer, as they come to Harvard to learn about innovation in education.

Matt would like to write a case study of how teaching is baked into Next Jump’s culture to use with his students in their curriculum. One of the most untapped aspects of learning is peer-peer learning.  Was saying that research is showing signals that methods like Case Studies (used in biz school but very little elsewhere) work well because peer interaction is so key for learning.

He suggested that we have done so much on creating a circle of safety that we might want to consider helping companies think through how to get started on that more deliberately.

  • Was saying a person feeling a commitment to them as a person is crucial for development.  All evidence shows that.  he loves our family analogy. No one roots for you more to succeed in the long run than your parents.  Was saying that if you borrowed the car from your parents and crashed their car, while they likely would ground you, their first instinct would be are you ok.  Matt was saying we’ve built that at Next Jump.  That allows people to be vulnerable, take risks (all that Amy Edmonson says).

He also wanted to introduce us to the senior partner at McKinsey who is in charge of their learning/development who thinks would love us. He ended our discussion by saying that he has told other education institutions that the greatest innovation in education is coming in private companies and he means NxJ…


We ran our 1st simultaneous Leadership Academy in both Boston and NYC. NYC had 25 officers from every service of the DoD: Marines, Navy, Air Force, Army, National Guard and members who worked directly w/ the Sec of Defense. Boston had over a dozen members of the Michael Monsoor, the $4B Navy ship which has adopted NxJ’s culture, programs and technology in building a great culture of organic leadership.

OBSERVATION SEATS: we had over a dozen VIP Guests observing the 3 day training of military officers from many different organizations including executives and heads of talent from JPMC, Goldman Sachs, Fidelity, Liberty Mutual, Boston Medical Center.

We have received an overwhelming number of thank you notes post Academy, nearly 2 dozen, two representative examples:


“What an incredible past three days – wow! The insights, knowledge, vulnerability (truth), grit, and generosity you and your employees shared were so powerful.  You have made a difference for me personally, as well as others, and I am confident DoD as a whole in time.  It was truly an honor to observe, engage, and grow with Next Jump.”


“Again thank you so much for your investment in our military.  I am not sure if you will ever know just how big an impact your investment will make.”

Several of the military leadership academies are now in the process of baking several of Next Jump’s programs, in particular around coaching and mentoring techniques into their class curriculum. We are excited for a growing partnership between the DoD and Next Jump.


OS For Culture: Technology to Enable High Performance Cultures:

Our team has released in both the Apple IOS and Google Android stores, 5 mobile apps to help run company culture.

REACTIONS from the DoD during the app DEMO:

  • Sitting back here with some of the more senior DoD guys here…overhearing:
  • We want this now
  • WOW, this is so easy
  • GOD I love this. Love this company, they just create stuff.
  • I’m having to quiet them down right now as they discuss in excited whispers, to hear the presentation


Implementation and adoption discussions are accelerating at a pace beyond any of our imaginations with organizations including Navy, Army, JPMC, Fidelity, Liberty Mutual and many more.


An Exchange of Leadership Insights from the DoD

Our giving to the DoD has resulted in an outpouring of learnings back to us.

Loved this photo…describes the difference between an OWNER vs a RENTER:



The insight of Leadership into two categories: MANDATE vs ORGANIC..has helped us frame many of our leadership programs and training:mandated-v-organic

As we translated the valuable insights and knowledge into practice within Next Jump’s leadership training programs, we shared a working document back to the military:


To which they quickly responded:

“Thanks, great stuff.  I am going to take some time to digest and fire back some questions.  I like the breakdown of when organic vs. mandate.  We talk about that a lot, but often say that problems occur because we fall back on mandate leadership because it is easier.  But looking at your thoughts below, maybe problems occur because we use the wrong leadership for a given situation.  Thanks again, follow up to come.”

This gives you a flavor of the rapid exchange of knowledge and the enhancement of leadership training between our organizations…

Kyle – Our 11 Month Navy Fellow

Next Jump was 1 of 30 companies selected in the Navy’s inaugural fellowship program where they selected top officers to work for 11 months paid by the Navy in high performance companies including Google, Apple, Amazon, etc. Kyle is our Fellow from the Navy, who is required to create a report throughout his fellowship of his key learnings and takeaways, with the goal of creating change within the Navy.

It’s always fascinating to hear someone from the outside describe Next Jump. We cut and pasted sections of his report:

  • Personal Observations:  Next Jump has adopted a Physical, Emotional, Mentally, and Spiritual approach for what makes a happy, healthy, and productive employee. Where Next Jump excels is in practice, barriers to working out and healthy habits are removed.
  • Next jump has developed a culture of directed and anonymous constructive feedback. Learning to give and receive feedback is a continual process for every employee. This leads to better decision making and shorter error chains.
  • There is also value in exploring the idea of learning decision-making processes from seasoned leaders. As a whole, the Navy already accomplishes this, but I believe a force multiplier can be achieved by fostering a “Next Jump-like” emphasis on deliberate constructive feedback and mentorship on daily basis, at all levels.


Adopt-A-School: Both After School Programs Kick Off

PS119 in the Bronx and Netley Primary School in the UK, both kicked off their after school programs with NxJumpers. The pictures below are UK NxJumpers teaching at Netley. The greatest demand and interest continues to come from our coding/engineering/robotics tracks. Being a company predominantly of engineers, hiring the best arguably in the world…this is one of the greatest value adds from NxJ.


“As usual, the children were at their most enthusiastic when talking about what they had been making at code club, having been inspired by our engineering track. Many of the kids have indicated that they want to be coders when they get older.”


Our goal is to produce this monthly CEO update, to be shared with your family & friends. As close in on the end of 2016, we can feel an energy and excitement to make real impact and do work that really matters. Many things are coming together for 2017.

Happy Holidays and our next update will be in January 2017.


Next Jump Co-CEO Update: October 2016

Our Co-CEO’s (Meghan Messenger and Charlie Kim) have created a monthly newsletter that we share with our staff and family, but also friends of the company (including past Leadership Academy attendees).  It includes a sampling of many things happening, summing up as part of our larger mission in changing workplace culture.


NxJumpers + Family & Friends,

Meghan and I as Co-CEOs have found one of our greatest privileges is the volume of updates and info being sent to us from both inside Next Jump and also the greater community we have built outside. This can range from an act of leadership, kindness helping others, heroics with customers/clients or engineering a product…or notes from the many people we have given our time, resources, knowledge and capital to help.

It is hard to believe how much has happened in just one month since our last newsletter. Here is a sampling of what crossed our desks as CEOs, which we encourage for you to forward and share with your family & friends.

To start, the two of us were featured on the cover of Conscious Company magazine, under the “Game Changers” November/December issue (you can buy copies in bookstores and also at Wholefoods). Loved the quote on how firing is the easier option to develop someone.


Super Saturday: 2x/year College Recruiting Event:

After pre-screening thousands of undergrad and grad students from top schools including Cornell, Columbia, Georgia Tech and Carnegie Mellon, the top 50 are invited to a 10 hour interview day at our NYC offices. In addition to the candidates, we had 18 VIP Guests observing the entire day including the Deputy Director of the CIA, the heads of Talent & Recruiting from JPMC, UBS, Fidelity, HPS ($40B hedgefund), The New American Academy (charter school).


Feedback and Reactions from observers and Candidates:


“Please let me thank you, on behalf of the entire group, for your hospitality, generosity, and insight last Saturday. Seeing your process from start to finish was eye opening for us, and something from which we will take valuable lessons. Looking forward to continuing our strong partnership in the future.”

Fidelity talking to Greg Kunkel:

She made a comment that what really got to her for the whole day was the war room.  She said, that she was impressed with tour, speeches, but couldn’t fully tell if real until she sat in the war room.  She said it blew her away – it was serious decisions, but everyone felt a degree of comfort in speaking their minds to each other that would never happen at Fidelity.  She couldn’t believe junior people were speaking up and their opinion was respected, people were challenging each other, debating but yet there was a level of comraderie.  She said when Charlie/MM talked on elite performance, she saw it in War room.

The New American Academy (charter school):

“I have been thinking about your organization a great deal since Saturday and there are two things that I would like to thank you for.

First, there is a hard-to-quantify/explain energy that comes when one is engaged in the learning process. I would leave classes energized and buzzed about spending the previous hour just thinking about stuff. As students we are allowed to get close to the material and we are in a space where we can mentally wrestle with it. I find this process or “space” is severely lacking in professional settings. Thank you for creating an organization that seems to not only has systemized that buzz but that executes and maintains ideas so that it doesn’t fade.

Second, I think whenever an organization (or a person for that matter) is doing something different/exciting/radical there may be a natural inclination for an outsider to discount its efficacy. Several times during the day I caught myself mentally “trolling” what you do – convincing myself that that we were experiencing was the shiny brochure-like presentation of your organization. In the past I was convinced this form of skepticism was a helpful, scientific-method approach to questioning a premise and therefore growing as a leader, but in reality it was probably just defending against my ego being bruised. During Super Saturday I tried to ask tough questions of the NextJumpers both to learn some fine details of your organization but probably also hoping to expose the cracks and therefore validate my suspicions and thus protecting my ego.

At one point I had asked our wonderful culture tour guide (and I apologize that her name escapes me) “so what is wrong, what do you guys do poorly?”. She answered my question so matter-of-factly and genuinely that I wanted to thank you for creating an environment where an outsider like me feels comfortable asking a challenging question like that.

So thank you again for a great Saturday, for all the stimulating conversation, for the great staff who took the time to expose us to your culture and organization.”

Candidate from Cornell:

“Super Saturday was an amazing experience. I learned about myself as much as I learned about Next Jump. I will apply every year until I get in.”


Tentative lateral Super Saturday in January. We’ve had thousands of applicants (non-college recruiting) looking for an opening to become a NxJumper. Looking to bring on the best today and more importantly, those with the highest propensity to learn and grow to become a future NxJumper. Please keep an eye out for future NxJumpers.

NxJ’s Senior Engineers – Competition Brings Out Their Best:

Eight senior engineers, all learned new coding languages and built mobile apps in both IOS and Android in less than 4 weeks (part-time).

Mobile Apps for:

  1. Hiring
  2. Recognition – Top10
  3. Performance Evaluation
  4. People Analytics – 411
  5. Feedback App (real-time)

* apps 1-4 built and launched in 4 weeks

It was truly elite performance.

The winning App was done by Lokeya and Nayan as TPs (talking partners). It blew us all away including the Deputy Director of the CIA who said he saw the future, he saw the people analytics system he has been dreaming about, talking about. A human couldn’t read all the data, it would take all day. The 411 App automates and summarizes “Your Feedback” vs the entire company, correlating trends in your fitness (vs the entire company), your recognition (vs the entire company, etc. (coming soon correlations to hours of sleep vs the entire company to your performance). It’s the Google Analytics of People


Separately, one of the top instructors from the Naval War College brought in a team of executives from Biogen to tour Next Jump in our Cambridge office. Asked one of the most commonly asked ques: “How do you measure ROI on culture investments?” Greg Kunkel, our head of office pulled out the app, showed them 411 People Analytics mobile app to  “awws and ahhs”

Several Leadership Academies in October

We ran several Leadership Academies in this past month, the main event: multi-day academy for the leadership team at JPMC. Many reactions and comments and a general disbelief that we would not charge for this experience.

My favorite quote:

“I’ve never seen such generosity and kindness in the business world.” ~JPMC after @nextjump Leadership Academy

Other Leadership Academies in October included: Jetblue’s HR team, McKinsey senior partners along with the head of Digital Innovation at Banco do Brazil (largest bank in brazil)

Also – Alex Kjerulf, author of Happy Hour 9 to 5, brought in a collection of companies:


Impact of Past Leadership Academies


USS Michael Monsoor, the most expensive battleship built in history, is scheduled to present their leadership and culture work, influenced and helped by Next Jumpers to the Chief Naval Officer – 4 star admiral on the joint chief of staff.  Date TBD, but apparently HUGE honor


Note to Meghan from an up and coming working mother at the CIA:

“Our trip to NxJ truly changed my life. I think back to that pivotal moment in spin class regularly. I’ve lost 15 lbs since our visit because I started giving myself permission to take care of myself. But more than just losing some weight, I’ve lost so much guilt. Your inspiration is spot on. Why can’t moms be great at home and at the office? And why can’t they do that without penalizing themselves? Being a better version of myself makes me a better mom. And a better employee. And a better wife, friend, etc. I know these are all things you already know and teach at NxJ, but I am 100% confirming and endorsing that for you!!

I’ve also implemented your advice about having a “free night.” Being able to stay at work late or catch the gym without worrying about dinner for the kids or making it home for soccer practice has been a game changer.

On the work side, we are slowly making little changes. It looks like one of our offices is willing to pilot their own version of coronitas and they’re talking about doing something like MV21. Baby steps, but they’re at least headed in the right direction.

When I think about my inspiration, you are definitely up there! It is so refreshing to find women in the working world who are balancing things well, and most importantly, lifting other women up while they’re doing it.”

Another note from an officer at the CIA:

“I was so very glad to see your email and am grateful for your openness and willingness to continue a relationship with CIA. I’ve though a lot about what I learned at Next Jump. I also have waited to press the elevator button as a matter of principal in the last two months (!), taken up mediation/Yoga Nidra with some regularity, worked to speak third or fourth in a conversation, and felt less guilt as a working mother. Your Academy has stayed with me as I’ve looked to apply the lessons and continue to do so. “

Frazier & Deeter (fastest growing accounting firm):

  • We are piloting the FLO model with some of our internal methodology projects in the audit practice – the largest practice at our firm.
  • Last week we piloted Yoga Nidra for 5 consecutive days and are receiving glowing feedback from the dozen who participated.
  • Internal project team focused on “Cultural Connectivity and Engagement.” This team is looking at how to begin piloting the Talking Partner and Situational Workshops across each of our offices.
  • Look forward to the additional culture apps your team will be making available in the weeks/months to come- especially the Contribution Evaluation app. We are already thinking through how we would use the app and hence change our performance assessment process to be much more effective.
  • And, last but not least, your continued emphasis and passion around Better Me+ Better You=Better Us had a real lasting effect on all of us. I hear Seth (and myself) referencing this often in our discussions with others.
  • More to come! A huge thank you again to you and your team. Your influence, “fire” and selfless sharing has had a significant impact in moving FD to the next ‘level of development’ – a place I did not think I would witness during my tenure with the firm.

My favorite (they’ve already started paying it forward – Better You):

  • Last week Seth and I presented to 30 CEOs of Accounting firms our size and shared the work we’ve done, our learning, the organizations like Next Jump, etc that are paving the way for a new kind of approach in human development and work culture. They were ecstatic and told us we are going to “change the industry” among other things.

NJ’s Top Recognition: The 2016 Avenger – Vaishali returned from one week trip to Europe

Many of you were present in our July ceremony, after many months of votes and interviews, as NxJumpers selected the number one person that helped them succeed, our top servant leader: Vaishali. She was called on stage as her mother and father, flown in from India, entered the stage (from hiding) along with her husband, children and his family. This award is created to honor our Mothers – where our servant leadership “helping others” originates.

On the bottom right, Vaishali’s mother that evening said to her: “I never thought a woman, my only child and daughter, could receive such an honor in front of nearly 400 people.”

Her father said to Vaishali: “My life is fulfilled; I could die a happy man.”


The grand prize is a dream vacation to honor Vaishali’s mother. We’re getting short notes – reflections…the first one from Vaishali’s husband Philip:

“It was one of the best and most memorable experiences of my life. It was the perfect vacation, the perfect adventure! From sitting in cafes in Barcelona; to being overwhelmed with emotion at the beauty of the La Sagrada Familia; to swimming in the Mediterranean; to rushing at the Vatican to not miss the cutoff time for the ship; to the meal to die for in Florence and gelato gelato gelato! We did it all as a family together and will always have the wonderful memories of this time forever. We travelled from New York, Jamaica and India and met in Barcelona. We saw so many amazing places and met so many genuinely nice people but the best part was being able to share these moments with our family. This would not have been possible without you, and we will be forever grateful and always treasure this experience.

I am already looking forward to next year’s avenger award and hoping that we can help another next jumper the way everyone helped and embraced us. Thanks so much for fostering this culture of sharing and giving and for celebrating family and what is best in us. It really means a lot to us and we feel very lucky to be a part of the NextJump family!”

NxJ “Kids Club” and After School Program – continues to grow

  • Bouncy Castles
  • Kids cooking classes
  • Drawing Stations
  • And more..


Most kids visit the workplace of their parents on a single day “Bring Your Kids to Work Day”. The most common response from kids on work: “Your office is boring. All you do is emails, phone calls and meetings.”

Next Jump believes “Work is the New Community Center” – the central hub for our health, learning, family, giving, friends. As our Kids Club and After School program continues to develop, I often come home to my children asking me: “When can we go back to Next Jump? Can we go this weekend?”

Stay tuned: our Cambridge office is looking to rapidly replicate what was piloted in NYC. We hope to update you with pictures in our November newsletter.

Adopt-A-School: Year 2 for PS119, Year 1 for UK Netley School

New T-shirts printed for both offices, our staff, the children, the teachers & faculty in both the Bronx and the UK.



We are looking to create a competition between the two public schools. NxJumpers on their Thursday visits would help coach the students in both the U.S. and U.K. public schools. Could be a “shark tank” style business plan competition. Could be a coding competition, a hackathon. Prizes could include a trip to the other school (UK à NYC or vice versa) for the winning team. Please send us your thoughts.

 COACHING TIP: The Art of Winning vs The Science of Losing

“A forehand that I’m happy with is nothing when my backhand brings it down to nothing at crunch time.” @nextjump PLB (Personal Leadership Bootcamp) graduate

Winning is an ART. You can do everything right, play the game of your life…and still lose. Healthy behaviors increase your chances of winning. Just like unhealthy behaviors decrease your chances. Bill Gates said it best: “I am incredibly disciplined in every aspect of my life. So that when the few big opportunities come by, I can pounce on them.” Many of us will be unprepared, overwhelmed…simply unable to take advantage of these few rare opportunities to win. Winning is hard and in the short-run is often unfair. However, in the long-run, it is similar to the World Series of Poker. How is it that in a game of “luck” with nearly 10,000 people playing for days, the same faces are able to show up in the final table. However, winning is so hard, it is often easier to start by learning to not lose (defense before offense).

Losing is a SCIENCE. With 22 years of observing ourselves as well as learning and sharing with the top researchers, academics, industry leaders…we have learned that there is a repeated and thematic nature to losing. The one common ingredient in every bad decision made, every poor judgement call…is FEAR. And our inability to recognize the damage we are about to do when on “emotional tilt” – they say, when you are angry, whatever you are about to say next, are words you will regret. How do we recognize and then reduce our FEAR?

By the way, although, learning to reduce our fear will bring us back to “full capacity, get our full brain back”, it will not guarantee a win. It gets us back into the game – fully engaged.

In one of our weekly coaching sessions (SW: situational workshops), a young leader summarized it as:

“Overall, I’m realising that anything we work on will be crap, until we recover full judgement.”

terror zone.png

..when we are in our TERROR ZONE, we are at our worst (read: will regret what we say, what we do…often taking us backwards). If we stay in our COMFORT ZONE, we do not grow, in fact over time, our fear grows and the comfort zone shrinks, becoming smaller and smaller over time. We are at our best, in our flow in the COURAGE ZONE.

KEY INSIGHT: it often takes a tiny bit of fear reduction to go from our TERROR ZONE to the COURAGE ZONE. The most common mistake is to try and eradicate all the fear, 100% removal, to bring ourselves to our comfort zone. Not only is that a waste of effort, we often never get there. Fear will always be present. Courage is acting when fear is present. However when we act or speak in the Terror Zone, we are either reckless or paralyzed. How to dial down our fear…talk it out, the micro fears we have daily, with a Trusted Partner, your Team Player, your Talking Partner [your TP].

Our goal is to produce this monthly Co-CEO Update, to be shared with your family & friends. Let us know any reactions or feedback.