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BOMBSHELL: Uber Files For Q1 IPO At A Rumored $120B Valuation



Well, that didn’t take long.

A few days after Lyft let it be known they were beating Uber to the public markets in early 2019, a bombshell just broke that Uber’s responding in kind with immediate IPO plans in the works.

According to the New York Times, Uber actually filed paperwork with the SEC the very same day as Lyft, according to anonymous sources who weren’t authorized to speak publicly.

According to reports, the IPO could debut as early as Q1— at a rumored $120B valuation—which means they could actually hit Wall Street before Lyft.

Uber’s latest valuation came in at $76B, right as it sold a $500M stake to Toyota.

Related: Lyft Just Announced Their IPO…

Uber CEO Dara Khosrowshahi had previously pegged the second half of 2019 for their IPO. But once they got word of Lyft’s moves, things were sped up.

conférence de  Dara Khosrowshahi, CEO d’UBER à l'Ecole polytechnique  en date du 24052018

In spite of the hype and hoopla surrounding both Lyft and Uber, neither is making any money. In fact, if you’re running a side hustle as a virtual assistant, you’re probably turning more of a profit.

Its Q3 losses reached $1.07B, despite a sales gain of 38% to $2.95B. And peep this: Uber doesn’t expect to get out of the red for at least another three years.

Lyft hasn’t fared much better, reporting a $254M loss against $563M during that same period.

As of October, Uber had 69% of the US market, while Lyft holds 28%, according to Second Measure, which tracks credit-card spending data.


The Art And Science Of How To Keep Talented People Around



(Editor’s Note: The following article is a guest post by superstar entrepreneur and tech investor Jonathan Schultz.)

The number one reason talented people leave their jobs is because of the failure of their direct managers. Businesses are defined by the strength of their people. Even in the most successful company (think Google, Amazon, etc.), a bad manager can drive talented employees out the door. So what is the true art and science of keeping talented people around?


Successful managers apply targeted, dynamic coaching to each individual team member. There is not one management style that works for everyone or every situation. Managers need to adapt their approach to every situation and every team member. This is called situational leadership. This situational leadership model has been used across 70 percent of Fortune 500 companies and has received numerous accolades from training experts.

The model details how we learn new skills and the four stages of mastering new tasks. For every stage and task, managers need to adapt their approach to managing their report.


When your team member approaches a new and unfamiliar task with a determination to master it, they see opportunity. They are complete beginners in execution, but they possess high motivation and low skill. In this step, the manager needs to take a highly directive approach, where they demonstrate how the task should be done, setting concrete goals and closely reviewing the report’s progress as well. You are not being a micromanager by supporting the growth and training of your team. Sometimes your team needs to use your expertise as training wheels.


This stage is full of frustration. Why? Because it generally takes people more time to master a skill than they’d like. Discouragement will set it and their confidence will lower. While they have built up more skills, their confidence is at its lowest in this stage. In this stage, the manager needs to serve as a cheerleader and remind their team member of why they were chosen to do this task and remind them of how far they have already come.


In the third stage, people have gained enough skill to complete the task but still maintain a mentality of imposter syndrome in which they are more skilled than their confidence allows them to believe. They may even still be discouraged. In this stage, managers need to do less guiding and allow their team member to perform while self-directly more consistently. These acts of trust can boost the team member’s confidence and their dependence on the manager will fade while their confidence increases.


People reach stage four when their confidence is at the same level as their skill. They become veterans and will continue to boost their confidence and skill set. This is the stage in which the manager steps back and gives the employee the space to continue fostering growth. Check in every now and then and help as needed. Also be sure to recognize the team member for all of their accomplishments along the way.

Keeping talented people around is not hard. Managers just need to apply situational leadership and remember that every team member works and learns differently and need an environment in which they can thrive in. As the leader, you are building this environment, so make sure it is a healthy one.

Jonathan Schultz is an entrepreneur, real estate tech investor and influencer. He’s the co-founder of Onyx Equities, a leading private equity real estate firm, and has been voted one of the most powerful people in real estate. Follow Jon’s blog here

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$137 Billion On The Line With Jeff and MacKenzie Bezos Divorce



A year after becoming the richest person, Jeff Bezos, founder of, is getting a divorce from his wife MacKenzie. The news broke in the below tweet from Jeff last Wednesday.

MacKenzie is said to have played a significant role in Amazon in the early years of the company. If the split goes as predicted, she will then become the richest woman in the world.

Investors will be comfortable once the divorce does not affect the growth and profitability of Amazon

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What Are Your Favorite Christmas Songs And How Much Money Do They Make?



Christmas is the gift that keeps on giving for a select group of singers, songwriters and producers. An article in Forbes recently pegged U.S’s Christmas Music as the “Global King” compared to other genres of music like Pop.

So how much money are they talking? CNBC’s Tom Chitty explains.



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