10. MGM Grand Hotel and Casino, Las Vegas, USA

For years a landmark on the Las Vegas skyline, the casino at MGM Grand is a storied gambling den, attracting hardened dollar spinners and curious newbies alike. It’s well-known for poker, and has the usual range of game tables and slot machines. But what keeps many of its regulars coming back for more is a lively area dedicated to sports betting, with state-of-the-art facilities including 60 plasma televisions. Here you can flick a few coins on American football, boxing, martial arts and soccer, all while enjoying drinks and snacks from the well-stocked bar.

Also see Hopper’s picks for the best casinos in Las Vegas for serious gamblers to see some less-famous LV casinos

9. Trump Taj Mahal Casino Resort, Atlantic City, USA

Glamor and kitsch are never too far apart, and they come together in a riotous explosion of stone elephants, twisting minarets, glistening chandeliers and pointed domes at the Trump Taj Mahal in Atlantic City. This experiment in eastern grandeur was conceived by that great gambler of the financial markets, Donald Trump, and at its heart you’ll find a fabulously opulent casino. Play a few rounds in the smoke-free poker room or, if you’re feeling lucky, join the fat cats in the exclusive high limit gaming salon, before filling up at the resort’s Hard Rock Café.

8. Foxwoods Resort Casino, Connecticut, USA

Foxwoods is a huge resort, encompassing 38 restaurants, two golf courses and an enclave of exclusive villas with private butler service. But it is best known for its vast casino, the second biggest in America, which is owned and operated by the Mashantucket Pequot Tribal Nation. The casino’s 350,000 feet of gambling space contain 380 gaming tables, 6300 slot machines, and a cavernous bingo hall that can accommodate up to 5000 players.

7. Sun City, Rustenberg, South Africa

Photo by Jorge in Brazil/Flickr.

Sun City is among South Africa’s most extravagant resorts, and spearheading the decadence is its opulent casino. Games include poker, blackjack, roulette, craps and baccarat, and there’s a Salon Privé where, so long as you look the part and have a few hundreds to slap on the table, you can play high-stakes games in atmospheric privacy. For beginners, there’s an excellent gaming school with lessons on technique and, just as importantly, casino etiquette. Alongside the casino the resort offers a water park for the kids, golf courses, and trips into the neighboring Pilanesberg Game Reserve.

6. Grand Lisboa Casino, Macau, China

Even among the glittering cityscape of Macau, east Asia’s version of Vegas, the Grand Lisboa stands out: it’s the city’s tallest building, crowned with the largest LED dome in the world, made up of over a million LED lights. Inside, the casino lives up to this surface decadence, with 800 gaming tables and 1000 slot machines spread across several large and fabulously decorated floors. As the gaming unfolds, regular shows are put on at the main bar, so there’s also entertainment for those averse to a flutter.

5. Marina Bay Sands, Singapore

Photo by danheap77/Flickr.

This luxurious casino is situated in the middle of a shopping mall, so you can slip out and spend your winnings on whatever you desire straight away. It’s not quite the biggest casino in trade-rich Singapore, but it is by far the most sophisticated, with 600 gaming tables and 1500 slot machines arrayed among the elegant furnishings and stylish decor. Tourists can enter for free but, as residents must pay $100 for the privilege, remember to bring your passport to prove you’re not a local.

4. Casino Baden-Baden, Baden-Baden, Germany

Photo by OliverN5/Flickr.

The elegant town of Baden-Baden, nestled in the heart of Germany’s black forest, first became a playground for wealthy Europeans 150 years ago, drawing royalty and aristocracy from across the continent. These days its visitors are more diverse, and many of them come to sample the thrills of the town’s casino, which is among the most extravagantly outfitted on this list. Inspired by the baroque flourishes of the Palace of Versailles, German actress Marlene Dietrich declared it the most beautiful casino in the world. This elegance continues in the casino’s red-and-gold poker rooms, and around its plethora of blackjack and roulette tables.

3. Monte Carlo Casino, Monte Carlo, Monaco

If Baden-Baden was the destination of choice for nineteenth century aristocrats, today’s equivalents – high-flying accountants, lawyers and CEOs – make their way to Monte Carlo. You’ll have to shed the shorts and, disregarding the heat, slip into something more elegant – but don’t worry, the air conditioning is perfectly adjusted within the fabled casino itself. Recently celebrating its 150th birthday, this casino oozes charm and class, and offers great variety of games – there’s Chemin de Fer and Trente & Quarante as well as poker, roulette and blackjack. Super high-rollers and celebs can slip away in to the casino’s beautifully-outfitted salons privés and, once you’ve had your gambling thrills, the beautiful town of Monaco lays its restaurants and walkways at your feet.

2. The Venetian Macao, China

Although originally modeled on the Venetian complex in Vegas, this Macau resort easily its own inspiration, and has become a global gambling mecca. With 530,000 square feet containing 800 gaming tables and 3400 slot machines, it’s the largest casino on earth. And it’s not just about size: grand on the outside, the casino is intricately gorgeous within, the gaming divided between four lush themed areas. The resort even has its own canal system, the San Luca, where guests can take gondola rides through this imaginary Venice flung out on the South China Sea.

1. Bellagio, Las Vegas, USA

Designed by legendary casino specialist Steve Wynn and built at a cost of $88 million, the Bellagio is justly among the world’s most famous casinos, featured in Hollywood moves such as Ocean’s 11 and 21. In terms of gaming, the Bellagio is best known for its top-end poker rooms with sky-high table limits, which regularly host World Poker Tour events. But there’s plenty of other gambling to be had, with 2000 slot machines paying out jackpots as high as $2 million. Surrounding all this high-rolling gaming is an opulent resort complete with eight-acre lake, exclusive fashion stores, and the world-famous dancing fountains.

Author: Mark Sanborn

Mark is recognized globally as an expert on leadership, customer service and organizational performance.

A member of the National Speakers Association Speaker Hall of Fame, he is the author of 8 books including the international bestseller, The Fred Factor: How Passion in Your Work and Life Can Turn the Ordinary
Into the Extraordinary.

Mark teaches his clients to BE EXTRAORDINARY.

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In 2004 I wrote, The Fred Factor: How Passion in Your Work and Life Can Turn the Ordinary into the Extraordinary. The 20th Anniversary Edition released June 1. 2004 I wrote, The Fred Factor: How Passion in Your Work and Life Can Turn the Ordinary into the Extraordinary. The 20th Anniversary Edition released June 1.

The book is about real life (then) postal carrier, Fred Shea, who was a shining example of turning the ordinary in the extraordinary and the four principles I outlined in the book.

Many have read it and thought of it as a book about customer service, and it large part it is. But while The Fred Factor is always about service, Fred isn’t always in the customer service department.

While Fred was provided extraordinary service to the people on his postal route, other “Freds” who practice the same philosophy aren’t always in the customer service department.



And that is a challenge.

No matter how good the service rep may be, a technician at a job site can undo his or her best efforts. No matter how committed a bank teller may be, bad leadership can demoralize that individual or short-circuit best efforts by implementing bad policies.

Being a Fred isn’t about the job you hold but how you do the job. Freds can be in any department, and in the best organizations they are in every department.

Anyone can be a Fred, if they choose, and I believe everyone should aspire to be a Fred. It is important for their own success, and for the success of their organizations.

Scholastic Inc. has been in business for nearly 100 years. With $2 billion in revenue and more than 9,000 employees in 16 countries, one of their missions is to help keep books alive. Scholastic is clear about their commitment to a child’s best educational interests.

That mission informs and inspires employees throughout the organization.

Then President and CEO, the late Richard Robinson, visited a warehouse. He asked a forklift driver at a distribution center, “What is your job?” He didn’t mention his forklift or distribution. He said, “My job is to help children love to read.”

Great leaders and organizations know that forklifts and distribution centers are means to a greater end if you have the right mission.

Anyone can be a Fred. And the more people in more departments in your organization who are, the more extraordinary your organization will be.

Mark Sanborn is an award winning speaker, leadership strategist and Leadership Expert in Residence at High Point University, the Premier Life Skills University. He also advises executives and professional speakers on how to speak more powerfully. For more information about his work, visit www.marksanborn.com. 

Author: Mark Sanborn

Mark is recognized globally as an expert on leadership, customer service and organizational performance.

A member of the National Speakers Association Speaker Hall of Fame, he is the author of 8 books including the international bestseller, The Fred Factor: How Passion in Your Work and Life Can Turn the Ordinary
Into the Extraordinary.

Mark teaches his clients to BE EXTRAORDINARY.

In today’s world of work, being inclusive as a leader isn’t optional. In many companies I work with and consult, inclusion is used as a mere buzzword that doesn’t translate into any tangible behavioral change. The reason I feel leaders who preach inclusion and not practice it is because it is hard. Paying lip service to inclusion may give you some brownie points, but practicing inclusion leads to remarkable results. 

Practicing Inclusion is Transformative

When Satya Nadella took charge as Microsoft’s CEO, the company was struggling with fairly rigid culture and stagnation. Nadella emphasized the importance of being a learning leader, adopting a growth mindset and working collaboratively with empathy. He worked hard at breaking down silos, encouraged employees to learn from each other, be customer centric, embrace diverse perspectives and work as one team to accomplish common goals. He conducted regular town-halls, institutionalized mentoring programs, conducted open forums to elicit ideas and concerns.

“Inclusion is not a matter of political correctness. It is the key to growth.”– Jesse Jackson

The culture shifted over the years, so did the outcomes. Microsoft’s Azure cloud platform was accomplished through a rigorous cross-functional collaboration. Under Nadella’s leadership, Microsoft transformed into a dynamic and forward-thinking organization resulting in growth and innovation.

Nadella’s story underlines what research from McKinsey & Co. suggests: That companies with diverse leadership are 33% more likely to achieve above-average profitability. 

The Boldly Inclusive Leader

In this context, I read Minette Norman’s book “The Boldly Inclusive Leader” with great interest. The book is a compelling guide for leaders to foster a more inclusive workplace. Norman provides actionable strategies and insights to build an inclusive culture through foundations of continuous learning, active listening, authentic communication, and creating psychologically safe environment for people to thrive. For me, Norman’s insights on being self-aware and being willing to embrace discomfort stood out. She reframes difficult experiences as “learning opportunities” and encourages leaders to reflect on their biases when dealing with people.

A Sketchnote on What Boldy Inclusive Leaders Do

The book is a must read if you are looking for a powerful and actionable guide to being more inclusive. Here is a sketchnote synthesizing some of the key ideas that truly stood out for me:

Updated: Visual Leadership Pack HD Sketchnotes

If you liked the sketchnote summary above, check out the Visual Leadership Pack of HD Sketchnotes – a compilation of high-resolution sketchnotes with 90+ powerful (and timeless) ideas to elevate your leadership and learning game.

One of my most requested keynotes and workshops focuses on leadership. I begin by discussing what I call the non-negotiables of leadership and then talk about the three quotients, IQ, EQ, and AQ (Adaptability Quotient), that will be necessary to be an effective leader in the future. One of the workshops in that class is creating your personal leadership philosophy. The key characteristics and attributes you want to embody to be the kind of leader you hope to be. I had not revisited mine recently, so I decided to do some updating. I shared my first draft with our team, who gave me excellent feedback. Here is where I finally landed. 

John Spence Leadership Philosophy 

Honest: Values-based, ethical, integrity, transparency. 

Authentic: Humble, vulnerable, self-aware. 

Competent: Dedicated to lifelong learning. Forward thinking. 

Communication: Ask more, listen more, talk less. Candid. 

Love: Genuine care and concern. Empathy. Fairness. Respect. 

Visionary: A compelling picture of the future. A noble purpose. 

Dependable: Good team player. Accountable. Reliable. 

Trusting: Hire great people, support their growth, and get out of their way. 

Celebrate: Praise often. Show appreciation. Have fun. 

People often ask me for my definition of leadership. This is it. 

To be a living example of what you hope your followers will one day become. 

For me, that is the list above.

Do you have a leadership philosophy? Are there a set of attributes, skills, and characteristics you believe make up an “ideal leader”? Does your company have an ideal leader model you use for hiring, performance coaching, and termination when necessary? If not, you should. If you need help creating it, let me know.

Leadership is more about “how to be” than “what to do.”

Discover the ultimate guide to business excellence with “The Formula for Business Excellence.” 

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As the landscape of education has transformed dramatically, online education stands out as a powerful tool for developing leadership skills, offering unparalleled flexibility and accessibility. Whereas the traditional classroom setting has its benefits, online learning provides a unique environment for developing and enhancing leadership skills. Here are 7 ways that online education can enhance leadership skills and development.

Diverse Learning Resources

Online education offers access to a wealth of diverse learning resources, allowing aspiring leaders to explore various topics and methodologies at their convenience. This variety includes video lectures, interactive discussions, and case studies that cater to different learning styles. An EdD organizational leadership online often incorporates multimedia content that engages learners and fosters critical thinking. By leveraging these resources, students can gain a deeper understanding of leadership principles and their practical applications across different contexts and sectors. This richness of content broadens knowledge and encourages continuous personal and professional growth.

Self-Paced Learning

Particularly for those looking to develop leadership skills, self-paced online education is an ideal fit. This approach allows individuals to progress through their studies at their own speed, enabling them to absorb complex concepts thoroughly and revisit challenging material as needed. Learners can allocate time to engage in self-reflection and apply leadership theories to real-world scenarios, which enhances retention and understanding.

Self-paced learning fosters a sense of autonomy, empowering students to take ownership of their educational journey. Know that leadership development is a lifelong process, and self-directed learning lays the foundation for continued growth in this area.

Networking Opportunities

Through virtual classrooms, discussion forums, and collaborative projects, students can connect with peers, instructors, and industry professionals from diverse backgrounds and locations. This exposure enriches their learning experience and enables them to build relationships that can lead to mentorships, partnerships, and career advancements.

Engaging with a global network allows aspiring leaders to gain different perspectives on leadership challenges and best practices, fostering empathy and a more comprehensive understanding of leadership dynamics in various contexts. These connections can be instrumental as learners transition into leadership roles within their respective fields.

Real-World Application

Many programs incorporate scenario-based learning and simulations that allow students to tackle authentic leadership challenges. Learners who work through these practical scenarios can apply theoretical knowledge to tangible situations, enhancing their decision-making and problem-solving skills.

Online courses often encourage participants to reflect on their personal experiences and challenges within their organizations, facilitating the transfer of learned concepts into their professional environments. It’s a hands-on approach to learning that prepares students for real-world leadership opportunities.

Access to Global Resources

Thanks to online education, aspiring leaders can access courses and resources from top institutions worldwide. This exposure to diverse perspectives and approaches to leadership equips learners with the skills needed to navigate global markets and lead in complex environments.

Students can even take advantage of online libraries, databases, and research tools that offer up-to-date information on leadership theories, best practices, and case studies from various industries. Many programs also facilitate cross-cultural exchanges, providing opportunities for students to learn from and collaborate with peers from different corners of the globe.

Feedback and Assessment

In online education, constructive feedback and assessment are integral components of the learning process. There are plenty of programs out there that utilize a variety of assessment methods, including quizzes, peer reviews, and instructor evaluations, which provide students with valuable insights into their strengths and areas for improvement.

The opportunity to receive and apply feedback fosters self-awareness and a growth mindset, both of which are essential for effective leadership. Furthermore, online education allows students to track their progress over time, enabling them to see how far they’ve come and what they still need to work on.

Flexibility and Accessibility

Perhaps the most significant advantage of online education is its flexibility and accessibility. With no set class schedules or physical classroom attendance requirements, learners can complete coursework at their convenience from anywhere with an internet connection. Beneficial for working professionals and individuals with busy schedules, this flexibility allows students to balance their studies with personal and professional commitments.

Online education also breaks down geographical barriers, expanding access to high-quality leadership development opportunities for those who may not have the resources or means to attend traditional in-person programs. The inclusivity of online education aligns with the values of effective leadership, promoting diversity and equity in educational opportunities.

Online education serves as a transformative force in leadership development, offering diverse resources, flexible learning environments, and invaluable networking opportunities. By harnessing the unique advantages of digital platforms, aspiring leaders can cultivate essential skills that are not only applicable to their careers but also resonate with the demands of today’s dynamic global landscape. As individuals embark on their leadership journeys through online learning, they embrace the potential for ongoing growth, innovation, and the ability to lead with confidence and inclusivity.

My book, The Fred Factor, talks about how to turn ordinary into extraordinary by using the real life example of Fred Shea, my postal carrier when I first moved to Denver. To read the first chapter, The First Fred I Ever Met, go here.

What follows is a summary of what “Freds” do in their work and in their lives. I hope it stimulates your thinking about what you can do to turn ordinary into extraordinary.

1. Freds go beyond what is expected, doing ordinary things in an extraordinary way.2. Freds love their work.3. Freds care about the people they work with and for.4. Freds go the extra mile in providing service.5. Freds have a signature difference they strive to make each day.
6. Freds work with passion.7. Freds are creative problem solvers.
8. Freds build and maintain positive relationships.
9. Freds stick to their values. 
10. Freds are team players. 
11. Freds pass on their values to the next generation. 
12. Freds make significant contributions on their community.13. Freds offer their best.

Mark Sanborn is an award winning speaker, leadership strategist and Leadership Expert in Residence at High Point University, the Premier Life Skills University. He also advises executives and professional speakers on how to speak more powerfully. For more information about his work, visit www.marksanborn.com. 

Author: Mark Sanborn

Mark is recognized globally as an expert on leadership, customer service and organizational performance.

A member of the National Speakers Association Speaker Hall of Fame, he is the author of 8 books including the international bestseller, The Fred Factor: How Passion in Your Work and Life Can Turn the Ordinary
Into the Extraordinary.

Mark teaches his clients to BE EXTRAORDINARY.

We often take decisions based on what matters the most to us “at that point in time”. Revenues going down? Take up that dreaded project which you wouldn’t take otherwise. A friend wants you to speak for free at an event? Say yes, because he is a friend afterall. A product being offered at really low cost? Buy it, it’s a great bargain. 

You only realize later that the project you took up ate all your team’s time and resources to the point of making losses and losing reputation. That free speaking gig meant hours spent preparing for it, away from your family and friends. That product that looked like great bargain ended up being a crappy product that felt like a waste.

Every “Yes” contains a “No” to something else, and vice versa. (Courtesy: Nicholas Bate) 

This happens all the time, in personal as well as business context. That’s because we take these decisions very lightly without doing critical thinking. But then, there are invisible costs that we can only feel, but cannot tangibly count. How would you measure loss of reputation because of that failed project, or lost productivity addressing something that could have been avoided completely?

Critical decisions are not binary but multifaceted. When stakes are high (personally, emotionally, and professionally), it helps to carefully consider different facets of it. This is not about discouraging quick decisions, but encouraging thoughtful decisions when it matters. I am a big fan of taking quick decisions, acting and adapting/learning our way into doing things right when stakes are low. That’s how we learn – through small experiments, reflection and putting that learning into our next step. 

In this context, I read this wonderful post from Frank Sonnenberg offering a useful checklist to consider when making decisions. He says,

When making decisions, most people view cost as an important consideration. While price is undoubtedly crucial, what about invisible costs that also come into play? For example, what are the long-term effects of your decision? Does your choice align with your beliefs and values? And of course, have you considered how your decision impacts your relationships? Simply put, hidden costs may be invisible to the naked eye, but they’re very visible to your wallet. Overlooking these factors can cost you a bundle.

Here is a #sketchnote summary of how Invisible costs can cost you a lot. 

Related Reading at QAspire.com

Updated: Visual Leadership Pack HD Sketchnotes

If you liked the sketchnote summary above, check out the Visual Leadership Pack of HD Sketchnotes – a compilation of high-resolution sketchnotes with 88+ powerful (and timeless) ideas to elevate your leadership and learning game.

Knowledge in organizations flows “across” people and teams. Real knowledge resides in the network of people and its interactions.

Everything that is found in documents, systems, process flows and tool kits is “explicit” knowledge that is useful to sustain the business and keep the “status quo”. That is the tip of the iceberg – visible and accessible. In fact, most of the content that AI repurposes from online resources is explicit knowledge. 

The hidden treasure of organizational knowledge is tacit knowledge that is deeply rooted in people, their experiences, skills, insights and judgements. Tacit knowledge doesn’t come to the fore easily because it resides in the minds of people. How to react to a specific situation? How to connect seemingly discrete dots? That’s all tacit and invaluable at the same time. Unlocking tacit knowledge is how organizations break past their internal barriers to improve and innovate.

Another key thing about tacit knowledge is that it is ever evolving. We learn through experience to gain tacit knowledge and when we document/codify it, it turns into explicit knowledge which spreads through sharing. The key is to constantly build connections between our understanding from different disciplines and gain new tacit knowledge (nuanced understanding) through experience. 

The Key to Unlock Tacit Knowledge

It starts with leadership commitment. When leaders across the board focus on cultivating the mindset of learning together, tacit knowledge precipitates through conversations. During my 6 years tenure as an organizational leader, I had reasonable success in building a culture of constant learning starting from one to one interactions, functional practices to cross-team learning forums. It was a long and arduous journey that led our R&D teams to build and support a truly world-class product that ranked amongst top 3 in the Gartner Magic Quadrant consistently over the years. Developing people and seeing them grow was even more gratifying.

In my experience, building such a culture requires leaders to:

Actively focus on building trust and collaboration
Build collective learning rituals within and across teams enabling people to look back (retrospection) and look forward (ideation)
Ask open ended questions that elicits deeper understanding and organic exchange of tacit knowledge
Build a conducive and psychologically safe culture where people feel comfortable opening up with their ideas and insights, and learn from successes as well as failures.
Build reflective and retrospective practices to enable continuous learning in the flow of work
Invest in systems like enterprize social network where conversations can happen
Create internal coaching and mentoring programs to guide (and be guided) through personalized interactions
Create communities of practice for knowledge sharing and mutual learning
Codify and plough back lessons into organizational knowledge databases, processes and toolkits. 
Truly invest in learning and development initiatives exposing people to newer ideas from within and outside the organization enabling people to blend their experiences with needs of the new context.
Position constant learning as a journey rather than “training as an event”

A facilitative mindset is about understanding that the real knowledge of organisation is in collective intelligence. A facilitative leader creates conversational spaces, remains curious about what people learn and bring that knowledge into improvements and innovative ideas. Such a mindset enables people to exercise their choice of sharing and contributing.

Being facilitative is about stepping aside, even if a few hours each week, from operational stuff and focus on conversations leading to learning. Building such a culture ultimately boils down to “commitment”. In this context, Microsoft’s story of embracing growth mindset, inclusivity and building a “learn-it-all” culture is very inspiring. 

Embracing a facilitative mindset of leadership unlocks the untapped potential of tacit knowledge while empowering people/teams to thrive in an ever-evolving world. 

As Nick Milton says in his wonderful post, “You cannot solve knowledge problems with information tools alone.” (Hat Tip to Helen Bevan for sharing Nick’s post)

Updated: Visual Leadership Pack HD Sketchnotes

If you liked the sketchnote summary above, check out the Visual Leadership Pack of HD Sketchnotes – a compilation of high-resolution sketchnotes with 90+ powerful (and timeless) ideas to elevate your leadership and learning game.