The Power Rangers Universe Welcomes Jenna Rae Frank, to Angel Graves

For Mighty Morphin’ Power Rangers alumni, Jason David Frank, this year’s San Diego Comic-Con (SDCC) was electrifying, to say the least.

Just days before SDCC 2019, Frank announced a brand new project, self-funded through Kickstarter—the brand new trailer for Legend of the White Dragon (LOTWD). The four-minute trailer is a Power Rangers-styled project that seems to hint at Frank returning as either a modernized “White” Ranger or a new force to be reckoned with.

Even more exciting is the torch Frank is passing to his daughter, Jenna Frank, 15, who is co-starring in the new film.

For many years, fans have wondered what role, if any, Jenna would play in any upcoming work with her father, particularly in the realm of Power Rangers. For years, rumors circulated that she would potentially be the franchise’s new red ranger. 

Now, fans finally have a much better idea as to the role Jenna will be playing in the upcoming and/or extended Ranger’s universe. 

You can check out the trailer here:

Together, Jason and Jenna are seeking to raise $500,000 for the anticipated film, which will bring together Rangers from multiple series, including, but not limited to Jason Faunt (Power Rangers Time Force), Johnny Yong Bosch (MMPR), Ciara Hanna (Power Rangers Megaforce), Chrysti Ane (Power Rangers Ninja Steel), and Yoshi Sudarso (Power Rangers Dino Charge).

Jenna has been extremely active with fans over the past year, recently letting them know that she is there for each and every one of them as they journey into a new world of Power Rangers. She recently took an active stand against online bullying, with her father, participating in the #CYBERBYTE movement, an anti-cyberbullying movement started by internet attorney and Hollywood brand manager, Andrew Rossow. 

“Guys, remember, those who control you, control your emotions. Remember, if you’re getting bullied online, just remember to stay strong,” Jason and Jenna shared.

The action-packed trailer brings in Jason’s familiar character, Tommy, to defend and fight against a mysterious figure in the Citadel of Angel Graves. It’s possible we could see the return of franchise favorite villains, Lord Zedd or the evil Green Ranger. Tommy and his daughter (presumably Jenna’s character), seem to be the city’s only hope.


MOVERS and SHAKERS Interview with Tony Saldanha

Tell us your name and a little about yourself.

Thanks for having me. My name’s Tony Saldanha. I’m an Advisor, Speaker, Author, and Digital Transformation evangelist. I retired a year ago as V.P. In global IT and Shared Services after 27 years at Procter & Gamble to start up my own companies and write my book. I’ve had the opportunity of running billion-dollar operations in almost all continents and creating global industry disruption ecosystems. I set up the first shared services center in the Philippines in 1993 and had the opportunity to program manage an 8 billion dollar outsourcing deal in IT and Shared services in 2003. I was interim CIO of the Gillette company when P&G acquired them in 2005 and I led the systems integration of the two companies. The one thing all these experiences have taught me is that the days of thinking about your role as either operational or transformational are over. Today, executives need to do both or risk slow obsolescence.


What exactly does your company do?

Transformant is a first of a kind advisory company that brings the latest thinking on improving success rates of digital transformation. 

The fact that the Fourth Industrial Revolution, driven by disruptive digital technologies, is concurrently an existential threat and an opportunity of historic proportions are not lost boards and CEOs. Nearly half the companies on the S&P 500 will turn over in the next 10 years. In most industries, robots will make 40-50% of the workforce redundant in the next 20 years. Traditional organizational structures in most companies will collapse. This is why digital transformation is a trillion-plus dollar industry. But while leaders are highly motivated to act on this opportunity, the fact remains that 70% of all transformations fail. That’s an unfortunately high number. My work over the decades and across the world of leading successful transformations has given me insights into what causes failures and how to avoid the pitfalls. That’s what Transformant brings to senior leadership.


What were the biggest challenges you have faced and how did you overcome them?

Well, that’s a good question! I’ve faced a bunch of big challenges across many different transformational leadership experiences. If I had to pick a couple of the biggest items, I’d say they were in Strategy Sufficiency and in Organizational Change. Let me explain. Success in transformation is too often equated with anecdotal wins. A big project idea is identified, a strong team put behind it, and work is furiously progressed in the innovation team. Once the pilot is successful, the win is celebrated, except that this proves to be pre-mature in hindsight as the project never proceeds beyond the pilot stage. The two challenges mentioned above relate to this. Sufficient change hardly comes from one project. And, a pilot win doesn’t indicate a successfully scaled execution.

What I’ve always tried to do is to set up success criteria in terms of end business outcomes. Working backward from the ultimate “Wall Street recognizable” metrics drives discipline on the sufficiency of plans as well as helps distinguish between in-process wins and end-results.


What piece of advice do you wish someone had given you at the start of your career?

Hmm, let me see… For the first half of my career, I operated on the principle of “if you do good work, then good things will eventually happen”. And the second assumption I made was that you needed a series of good roles to progress in your career.

Midway through my career, I was trained at P&G on the PIE model of career management, which states that you need three things together – Performance (P), Image (I) and Exposure (E). That was eye-opening. Being self-aware of the image one projects and being honest with oneself about the amount of exposure with people who decide on your career were two important rounding-off elements that I had never thought about. Understanding all three elements also shifted the balance of ownership of my career from my manager to myself, which is the way it should be. 

On the second point about the importance of getting good roles, I learned over time that good people define their own roles. The job you get initially can just be a starting point. Once you deliver that, you can go and grow your job in any direction.


Who are your biggest influences and people you admire and why?

My biggest influencers in recent times have been Jeff Bezos and Elon Musk. From an early part of my life, I’ve been attracted to bold change leaders who achieve goals more through diligence and influence rather than power. I found people like Martin Luther King and Mohammed Younus (Bangladesh micro-financing) more relatable than say Alexander the Great.  For me, people who achieve major change through hard work and via influence are models for each of us because they speak to how each of us can accomplish bold change via creativity rather than power.

Given this, the choice of Bezos and Musk may sound a bit surprising, but the reason why I believe they are worth following is for their ability for executing change (Bezos) and reimagining capabilities (Musk). Musk is a true disrupter. He comes out with mind-bending new solutions that create entirely new categories of products like electric storage batteries or the Boring company. Bezos is a bit different. He’s the true model of execution for digital transformation. He makes big transformations come to life.

None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are?

I truly feel blessed with having an incredibly supportive ecosystem that has been behind every little success. This has been true in the personal, social and professional world. While it’s impossible to call out one, or even a small number of people who played a key role, I thought I’d take the opportunity to call out and thank my mother and my late father.

Here’s a bit of context. Our family comes from Goa, in India, which used to be a Portuguese colony until 1961. While Goa was brilliant on art and culture it was hardly the hotbed of economic opportunity. My parents made their fortune with two major abilities – an openness to change and life-long learning. I believe these two tendencies which were passed on to each of their children has been instrumental to our development. They taught us that every change is also an opportunity. And that curiosity and learning are as essential in life as oxygen is to the body. So, while my parents had only relatively modest formal degrees, their desire to make sacrifices to invest in our formal and informal education has made a huge impact on me and my siblings. 


What do you see as your greatest success in life?

Hmm…That’s another difficult question for me because my culture tends to be a bit self-critical which doesn’t leave too much room for reflecting on successes 🙂

Perhaps I can reflect on where my passion lies and where I’d like to leave a legacy. That would be in an area of improving the success rates of digital transformation. True – this sounds geeky and corporate-speak, but I’m convinced that we need to make strides here if we desire the current Fourth Industrial Revolution to play out more like an exciting opportunity for every individual rather than a painful societal threat. Here’s the issue – the world is moving from the third industrial revolution to the fourth. This isn’t just a corporate or technology issue as every human being is now exposed to it the issue of a digital divide between the technology haves and have-nots. If 40-50% of blue-collar and white-collar jobs become disrupted in the next 20 years, what’s our proactive way to deal with this. We need leaders of companies and governments to take this on urgently, which to their credit they are starting to. Unfortunately, the digital phenomena are still too tech-geek and buzz-word driven, which is why 70% of all Digital Transformations fail. That’s relevant because digital transformation is the metamorphosis of human and technical capabilities from what is currently in existence in the third industrial revolution era, and what is needed to survive and thrive in the fourth.

I’ve made it my mission to improve the success rate of transformations by making the topic check-list simple and bringing in the latest thinking based on my three decades worth of practical experience. My book “Why Digital Transformations Fail” does that and that journey needs to continue. Fortunately, the message seems to resonate – the book was rated #1 non-amazon’s hot new releases list for organizational change. That’s an important start.

Please list your social media URLs

Twitter @tony_saldanha


MOVERS and SHAKERS Interview with Mark C. Perna

Q: Tell us your name and a little about yourself.

 My name is Mark C. Perna and I’m an education and workforce development expert on today’s younger generations and what it takes to engage, recruit, and retain them in greater numbers. My company, TFS, was founded to meet the communication needs of the education and workforce development sector. To this end, I’ve pioneered strategies, tools, and best practices for educators, employers, and parents to connect more effectively with young people. I’ve also written an award-winning bestseller, Answering Why: Unleashing Passion, Purpose, and Performance in Younger Generations. The success of this message is powered by a positive perspective on Generations Y and Z that motivates them to increase their performance at home, at school, and on the job. As a dynamic keynote speaker, I deliver more than 50 speeches annually at national and statewide events and have spoken at Harvard University by special invitation. It is my passion to help shift the paradigm in education and workforce development, reaching as many educators, employers, parents, and young people as possible.

Q: What exactly does your company do?

 TFS is a full-service strategic communications and consulting firm that I founded more than 20 years ago when I was providing marketing services to local educational organizations and realized their desperate need for specialized marketing, communications, strategic planning, and professional development services. Since then, TFS has grown from a small business to an internationally known organization that has helped thousands of administrators, teachers, and support staff in the education and workforce development market. I lead an energetic team of talented professionals who share my vision of making a bigger difference, working with educators and employers of all sizes across North America to deliver significant gains in recruitment, retention, and performance rates. Our mission is to share and support every client’s passion for making a difference, and it’s thrilling to see our clients being empowered to do that every day in their communities.

Q: What were the biggest challenges you have faced and how did you overcome them?

I have failed in almost every area of my life (okay, maybe every area). At different times, and sometimes at the same time, I have missed the mark with spectacular blunders. I’ve failed as a husband and dad. I’ve failed at dieting. I have also failed on the job and in my financial life. But here’s the thing: I don’t know of a single successful person who never failed. What makes them successful is that they don’t camp out at the place they failed. They don’t allow their failure to define them.

Failure is how we learn. This has been demonstrated in the academic realm, and I believe the underlying principle applies to every part of life. When things are going smoothly, there’s little motivation to make changes and expend effort in the areas that need it. But failure has a way of grabbing our attention.

For me, it was a seeming avalanche of failures that woke me up to the need for decisive action. At that time, so many things needed to be fixed that I almost didn’t know where to start. It would have been easy to never start, to just remain overwhelmed and drift along in the waves of the consequences. But I knew that was not the life I wanted. All I could do was start small, so I did. I prioritized the areas that needed to change and began to methodically work on them.

Honestly, it took years. My relationships, my parenting, my weight, and my professional life were all major areas that required so much more than band-aid solutions. They required entirely new thinking and habits. Along the way I often failed again, reverting to old patterns and thoughts, but I didn’t allow myself to stay there. And that’s the secret of successful people.

Q: What piece of advice do you wish someone had given you at the start of your career?

 We really only do two things in this world: we either build our dream or we build someone else’s. That’s it. Every time you watch TV, go to a movie, or attend a performance—whose dream are you building? Yes, that of the studios, actors, producers, and others. Whose dream are you building when you watch a sporting event? That of the well-paid athletes, owners, and TV networks. And so on.

This means we have to be conscious of how we spend our time. There is nothing wrong with building someone else’s dream, going to movies, watching sports, or playing video games—as long as we carve out a significant amount of time to build our own dreams as well. When I realized this, building my own dream became more important than building someone else’s. That awareness allowed me to focus, plan, and take action in my life and has led me to the success I now enjoy.

Q: Who are your biggest influences and people you admire and why?

 When I was tackling challenges in my life and business, I immersed myself in audiobooks by motivational authors like Zig Ziglar, Brian Tracy, Jim Rohn, Tony Robbins, and many others. I didn’t just listen passively; I mulled over what was being said. I thought deeply about how it applied to me. As my thought life took a new direction, my actions naturally followed.

Q: None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are?

 There is no single person, but a large number of clients, friends, family, and acquaintances who have graciously added to my journey and success while helping make each milestone special.

Q: What do you see as your greatest success in life?

As a single dad, my greatest success has been bringing up my two sons to be independent, responsible, productive young men who are making the world a better place. They have inspired me to believe in the greatness of their generation—which is not a mainstream viewpoint today. I do what I do in large part due to their influence in my life and the pride I take in their accomplishments.

Q: Please list your social media URLs

Facebook: @MarkCPernaLeadership

Twitter: @markperna


Instagram: @mark_c_perna

How Office Design can Make or Break Your Business

The penchant for open-plan office spaces has taken over businesses across America but although they look great on Instagram, they may actually be interfering with business! A 2018 study published by researchers at Karlstad University found that the more co-workers share the same workplace, the less satisfied they are, and the harder they find it to communicate fruitfully with colleagues. A good team is a happy one. Because design is so intricately linked to productivity, optimal office layouts are key when it comes to creating cohesive, well functioning teams. When designing how to space out yours and what elements to include in it, keep the following considerations in mind.

The Need for Privacy Reigns Supreme

As mentioned above, employees working in cellular (or closed/private offices) report a greater sense of wellbeing. These offices may cost more – because they require individual design and features such as cooling, heating, etc. – but in so far as psychological wellbeing is concerned, they come out on top. Essentially, employees who enjoy privacy and silence (especially when they are working on an important project that requires concentration) are more content. This, in turn, enables them to communicate with their colleagues (when they are ready) in a more productive fashion.

Private Meeting Spaces

In addition to ensuring employees have enough privacy in their day to day tasks, offices should have a quiet, private space for meetings. Ideally, this should be out of sight of other employees, as some meetings may require greater privacy, especially when human resources topics are being discussed. A private meeting room will also have a positive effect on clients, who may not wish to discuss specific matters with all members of the office. If clients usually deal with a small team, for instance, they should be able to freely communicate private issues, brainstorm, and gather ideas, only with these staff members if desired.

Green Interiors Make a Difference

The layout is only one aspect of ‘design for optimal living’; so too are the features offices choose to give life to their interiors. Studies have shown that natural features can do plenty to boost productivity. A 2014 study by researchers at the University of Exeter found that ‘green offices’ make staff happier and more productive than minimalistic designs devoid of life. In particular, employees in green spaces had better perceptions of aspects like air quality, ability to focus, and overall workplace satisfaction.

Bringing Nature Inside

What does it mean to invite nature into your office? It can include everything from decorating common spaces with indoor plants to building vertical gardens on a statement wall. Think of more than the sense of sight when it comes to embracing nature. Inspirational water features in offices – including wall fountains, central patio traditional fountains, or even small Zen stone fountains in strategic parts of the office, soothes the senses. One recent study found that the sound of water significantly lowers stress levels – something that employees in high-stress jobs can certainly benefit from.

Letting Employees Have a Say

If you really want your employees to be happy and healthy, let their personal vision and eye for design count. Another University of Exeter study showed that employees who are allowed to control the design and layout of their workspace are 32% more productive than those who have these factors imposed upon them. Moreover, employees have their individual preferences with respect to the need for silence, the wish to work close to (or far from) others, etc. Having a say in design also involves ergonomics. That is, when employees can choose items like chairs, desks, etc., they can reduce the pain and discomfort associated with utilizing furniture that is wrong for their posture, height, etc. “When people feel uncomfortable in their surroundings they are less engaged — not only with space but also with what they do in it,” noted researchers.

Tidiness is Key

Whichever design or layout you and your employees go for, ensure that tidiness is always a priority. Studies have shown that clutter negatively affects employees’ mood, productivity, and mental peace. A well-designed office is attractive while containing furniture that is functional and purposeful. If a design review is in order, try to identify items that have little purpose but which may be taking up too much space. To avoid clutter, having sufficient storage space – and an efficient filing or storage system – is key. Employees should work in neat, clean environments yet be able to access stored material quickly when required, relying on computer filing system or well-labeled storage room to do so safely and efficiently.

Good office design comprises an optimal layout and key features such as ergonomic furniture and health-enhancing items such as standing desks -which help battle the effects of sedentarism. However, there are many additional ways that companies can improve employee wellbeing and productivity. These include bringing nature indoors and ensuring that clutter does not get in the way of focus and safety. As a last thought, don’t forget lighting – dark or artificially lit interiors don’t produce the same vibe, energy, and focus that naturally lit spaces do. If you have to knock down a couple of walls to achieve it, your employees are certainly worth it. After all, they are the cornerstone to your business success.