Marshawn Evans, J.D., has garnered a reputation as an inspiring, articulate and intelligent orator. In the same mode as multitalented trailblazing women such as Oprah Winfrey, Katie Couric, Tyra Banks and Kimora Lee Simmons, Marshawn is a: media personality, distinguished entrepreneur, passionate youth advocate, inspirational speaker and up-and-coming litigator.

Marshawn emerged into national consciousness as the 3rd runner-up for Miss America. Her fame continued to grow after her coveted stint as one of Donald Trump’s handpicked cast members on NBC’s popular show, “The Apprentice.” Marshawn has become a growing fixture in the media, having appeared across a wide-spectrum of leading TV, magazine, radio, newspaper and internet outlets, including ABC, VH1, MTV, Glamour and USA Today.

As Founder of Communication Counts, Marshawn travels around the country working with politicians, athletes, entertainers and media personalities to enhance their communicative skills. Recently, Marshawn launched an upscale clothing operation called JewelME Couture. In her entrepreneurial roles, Marshawn combines the elegant, ambassadorial style that won her the interview for the Miss America competition, with an assertive business brawn and savvy.

Marshawn’s passion advocating for young people spawns from her own youth in which she was labeled a problem child. Her avid work with youth has won her prestigious awards and recognition from the U.S. Department of Justice and from former Texas Governor George W. Bush. Marshawn’s influence on youth issues stretches beyond U.S. Borders as she served as an Ambassador to the International Summit of Achievement in Dublin, Ireland. At the summit, Marshawn presented on best practices for training future leaders, with the likes of former United States President Bill Clinton, former Russian President Mikhail Gorbachev, actor James Earl Jones and international human rights activist Steve Bono.
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Workplace Languages offers customized Survival Spanish seminars, classes (or other languages) to management in a variety of industries. We also teach a very functional workplace English to those employees with limited English proficiency. Our classes and seminars are always taught on-site at the company 24/7.

All classes, English and Spanish seminars are taught on-site at your place of business and the curriculum is always customized to meet the needs of your company. All information is practical and no grammar is taught. Classes & seminars are upbeat; nobody is put on the spot and we understand that you only want enough Spanish, Chinese, French … whatever language it is – to communicate immediately, easily & effectively. We understand that you don’t want to be a language major. You just want to get your point across.

Workplace Languages offer a large number of bilingual training tools to a variety of industries. They are all ultra easy-to-use and are all customizable with content and we can even add your company’s logo. What’s nice about our bilingual training tools is that there is nothing to retain, no classes to attend and no huge time or financial commitment. We have pocket-sized “survival language booklets” that come with a pronunciation guide. And our 24 X 36” color laminated poster has both Survival English for the Spanish speakers and also Survival Spanish for the non Spanish-speaking managers & supervisors.

Successful communication has always been the key to good management. Now, with an ever increasing need to connect with workers from other cultures, the need is even greater for both managers and employees to educate themselves in each others’ ways of acting, speaking, learning foreign languages using as method English or Spanish seminars. The rewards are potentially great if the methods that both parties use to educate themselves are appropriate. Success doesn’t necessarily take a great deal of time, it takes the right training.
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When I was a Venue Media manager with the Commonwealth Games, I received some of the best coverage of the venues that I was looking after. I had some people ask me what was my secret.

I first inquired what they were doing and found out that some of them had an attitude of seeing the media as something to be suspicious of, to keep at bay and give as little as possible. In turn, the media had little regard for them as well.

There are many people who treat the media this way as well when it comes to their business, and then hope that the media will give them great coverage and a good story as well. This is a receipt for disaster.
First, true media does not have the time or energy to “GET” everyone. Often the people end up getting themselves in their worry or nervousness. They may say something dumb or negative or attack the reporter who is just doing his or her job. In most cases, the media does not have an ulterior motive and is just collecting information. If you do something foolish, remember though that it is not the media’s job to help you out of a crisis.

When you treat people with respect, they are much more likely to treat you the same way. Yes, there could be exception, but in most circumstances, I have found that it was never about me and more about what was happening to them at the time. For example, I had three cases where the people weren’t great to me, and in each case, they came back to apologize with gift or peace offering in hand.
They were each dealing with personal issues and / or were having a bad day. With forgiveness, you create a friend, someone who is more willing to help you out in the future.
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If public relations tactics like special events, brochures, broadcast plugs and press releases dominate your answer, you’re missing the best PR has to offer.

Such a budget would tell us that you believe tactics ARE public relations. And that would be too bad, becauseit means you are not effectively planning to alterindividual perception among your key outside audienceswhich then would help you achieve your managerialobjectives.

It would also tell us that, even as a business, non-profit orassociation manager, you’re not planning to do anything positive about the behaviors of those important external audiences of yours that MOST affect your operation. Nor are you preparing to persuade those key outside folks to your way of thinking by helping to move them to take actions that allow your department, division or subsidiary to succeed.

So, it takes more than good intentions for you as a manager to alter individual, key-audience perception leading to changed behaviors. It takes a carefully structured plan dedicated to getting every member of the PR team working towards the same external audience behaviors insuring that the organization’s public relations effort stays sharply focused.

The absence of such a plan is always unfortunate because the right public relations planning really CAN alter individual perception and lead to changed behaviors among key outside audiences.

If this sounds vaguely familiar, try to remember that your PR effort must require more than special events, news releases and talk show tactics if you are to receive the quality public relations results you deserve.

The payoff can materialize faster than you may think in the form of welcome bounces in show room visits; customers beginning to make repeat purchases; capital givers or specifying sources beginning to look your way; membership applications on the rise; the appearance of new proposals for strategic alliances and joint ventures;politicians and legislators beginning to look at you as a key member of the business, non-profit or association communities; prospects actually starting to do business with you; and community leaders begin to seek you out.

It’s always nice to simply hire a survey firm to handle the opinion monitoring/data gathering phase of your effort. But that can cost real money. Luckily, your public relations professionals can often fill that bill because they are already in the perception and behavior business. But satisfy yourself that the PR staff really accepts why it’s SO important to know how your most important outside audiences perceive your operations, products or services. And be doubly certain they believe that perceptions almost always result in behaviors that can help or hurt your operation.

Share your plans with them for monitoring and gathering perceptions by questioning members of your most important outside audiences. Ask questions like these: how much do you know about our organization? Have you had prior contact with us and were you pleased with the interchange? Are you familiar with our services or products and employees? Have you experienced problems with our people or procedures?

But whether it’s your people or a survey firm asking the questions, the objective remains the same: identify untruths, false assumptions, unfounded rumors, inaccuracies, misconceptions and any other negative perception that might translate into hurtful behaviors.

It’s goal-setting time during which you will establish a goal calling for action on the most serious problem areas you uncovered during your key audience perception monitoring. You’ll want to straighten out that dangerous misconception? Correct that gross inaccuracy? Or, stop that potentially painful rumor cold?
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