You don't build a brand like FUBU by begging for favors. Daymond John explains how he found partners who believed in him.

In 1992, Daymond John started selling homemade hats and shirts on the street. Within a few years, he had turned FUBU into a popular clothing line. For John, it all came down to supply and demand. (And being friends with a few rappers didn't hurt, either.)

I started FUBU selling hats and screenprinted T-shirts, but the ones that really got us noticed were our embroidered shirts. I had 10 of them. Not 10 styles of shirts. Just 10 shirts. For the first few years, I put those 10 shirts on rappers to wear in their videos. I'd put one on LL Cool J, take it back, and put it on Method Man and take it back. Because of those videos, people saw the product everywhere, but they couldn't get it. It built up huge demand.

At the time, I really wanted to be in Macy's. That was my Holy Grail. But the big department stores we approached said, "We don't know. We think those clothes are going to attract the wrong type of people into our stores who will steal clothes or get in shootouts."

So, instead, we focused on the mom-and-pop shops--the small chain stores in the middle of the hood. These were the type of places where you go in and the owner says, "This is a great brand! These guys are on fire! You need to wear this!" Those were people we could build an intimate relationship with.

Within a few years, the department stores came around. They found out those mom-and-pop stores were making a lot of money from our products. The first department store we landed was Macy's. The best part was, they supported us. We didn't have to walk around hat in hand. This was something they wanted to do. It's always better to do business with people who respect you. When you go around begging for favors, it doesn't get you far.

Day job while launching FUBU: Waiter at Red Lobster
Start-up capital: $100,000 from a home mortgage
FUBU's peak annual revenue: $350 million

Your company culture isn't as friendly and supportive as you want it to be. What can you do about it? Seth Godin has an unorthodox idea.

As if you needed any more evidence that bullying behavior is corrosive to your culture, here on Inc. last week we reported the results of two studied that found being a jerk is actually contagious, spreading from the original bully to his or her unfortunate victims and then outward to infect the office culture in general.

For business leaders, this science tracing how bad behavior spreads through a group may be interesting, but the more pressing question about bullying for bosses probably is: How do you put the genie back in the bottle?

If your company has somehow become infected with nastiness and your culture (and team productivity) is suffering, is there any way to battle the malaise and re-instill a sense of safety and support among team members?

A fascinating recent blog post by best-selling author Seth Godin offers a suggestion. For inspiration, Godin looks to perhaps the world's most bully-intensive environment--yes, you guessed it, high school—to explore the roots of nasty behavior and what interventions are effective to stop it.

He starts out with a clever definition of what bullying actually is: "Bullying is what happens when an individual with power exercises that power against people who don't fit in. By threatening to expose or harm or degrade the outlier, the bully reinforces the status quo in a way that increases his power." And goes on to suggest that to combat jerk behavior at its root, organizations, whether they be schools or small business, need to explicitly celebrate the weird:

Bullying persists when bureaucracies and hierarchies permit it to continue. It's easier to keep order in an environment where bullying can thrive (and vice versa), because the very things that permit a few to control the rest also permit bullies to do their work. The bully uses the organization's desire for conformity to his own ends.

At the fabulous lab school in Manhattan, they're making huge progress at undoing this problem. A recent assembly (organized and run by students and volunteers) was created around weirdness, fear and most of all, "owning it."… When there isn't a race to fit in the most, bullying those that don't fit in loses much of its power.

This is incredibly brave and risky for those in charge. It involves trusting people to become something wonderful, as opposed to insisting that they fit in at all costs.

"We're all a lot weirder than we'd like the world to know," he concludes. Bullying, in other words, thrives in environments that value conformity and implicitly demand group members hide their true selves to make life easier for the higher ups. That sounds like high school, but remove the raging hormones and ill-advised fashion experiments, and it also sounds like plenty of businesses.

Could encouraging a little more weirdness make your business a friendlier and more productive place to work?

Trying to build a new relationship? You'll never manage it by staring at a screen. Here's what you need to do instead.

We’ve stopped seeing each other. You and me. All of us.

Our eyes may indeed be windows to our soul, but with our necks craned downward and our eyes focused on tiny handheld screens, who can tell? We hardly make an effort to look at the person we’re talking to anymore. Younger people, in general, find it challenging to maintain eye contact with adults. Video conferencing complicates things further. When is the last time you consciously looked into someone’s eyes and had a meaningful conversation?

When nearly every personal and business interaction uses a screen as an intermediary, it’s difficult to develop and maintain meaningful relationships with employees, customers and partners. But such relationships are the cornerstone of building a long-term business. So put down that smart phone, walk away from the computer, and think about these five things:

Speak with Your Eyes

We communicate so much with a simple look. Are you genuinely interested and receptive to ideas or do your eyes dart away while someone is talking? A challenging stare can thwart collaboration before a word is spoken. Even if your eyes are relaxed and attentive, your eyebrows may convey concern, surprise and other emotions. Relax your face when you’re meeting with someone and use your eyes to meet theirs for five seconds at a time, while making note of their overall body language.

Listen to Their Eyes

Without looking directly into someone’s eyes, you’ll miss millions of visual clues as to what’s going on inside their head. Can you see fear? A spark of excitement? A glazed look of boredom? Are the other person’s arms crossed or relaxed at their side? You can’t read body language if your eyes are looking past them, down at papers or at your phone. Carefully pay attention to the other person’s eyes, and you’ll learn more than you ever could from lifeless words on a screen.

Look for the “Tell”

In poker, it’s called the “tell”: the habitual signal your opponent makes that betrays whether he or she is holding a full house or a hand full of nothing. Someone is telling you something. She can’t make eye contact with you. Why? Perhaps she’s afraid to deliver bad news or wants to be somewhere else. If a customer or employee is staring at the ceiling or evading your eyes for no apparent reason at all, you need to figure out what’s really going on.

Be Shifty-Eyed

If you’re making a presentation to a group you need to look at everyone in the room. The guy over there in blue jeans? He might be the CEO. Ignoring eye contact with all the women? You’ve just alienated both the CMO and CFO. Take your time. Be deliberate. Connect while you speak by scanning and making brief eye contact with everyone in the room. That’s a great way to change your message into a truly powerful connection.

But Don’t Be Creepy

Eye contact is something most people struggle with, yet it’s a critical component of communication. Relax. Blink normally. Don’t squint or stare. Above all, eye contact should not be awkward or creepy. The goal is not to drill into the other person’s soul with an unbroken gaze for extended periods of time. Just work on being fully present when meeting with someone -- and pay attention to your eyeballs.

Too much of anything is injurious to health and this is so true of startups too.

As a startup founder/developer, you are asked to have a blog to let users know what you’re up to, to let other developers get to know you, to enable a marketing campaign that works wonders… the list is endless. Blogging, networking, “github”ing (one of the words that’ll be in vogue by the end of this year): these are productive work, mind you. And as developers, our focus is on “creating” and these productive works involve a lot of creation. This creates an impression – a false one – that we’re actually productive.

I read a post on the state of several projects that never really made it to the finish line. This reminded me of several developers who blog about their upcoming new project and after a few months, there’s no project at all. Did this ever happen to you? Like you started off on a high note – blogged about it a lot in the initial period – and then somehow, the whole thing waned away, ending kind of prematurely with an unfinished project?

Oh and it’s not just blogging that can do this to your project. There are other monsters too – monsters who are basically good but who can eventually turn into productivity-suckers.

Networking: Social networking is an amazing thing that can help your app/project like no one else can (okay, PG, Andreessen and, say, TechCrunch excluded). It can help you build amazing relationships with people who can spread the word about your work, or help you hack some stuff out of Backbone.js so your app kicks ass. But social networking can also drain away your most important asset: time.

A popular hangout for developers is HN. Or even Google+ for that matter. And then there’s Quora these days. These are places where meaningful, insightful, informational and “whatever” conversations take place. These are places I love, too and you get tons of info that is hardly found anywhere else. But developers can – and do – get carried away a lot.

GitHub is funny in a way. You start forking one interesting and relevant open-source project and then one thing leads to another and by the end of the day (or night, if you’re burning the midnight oil to code your project), you’ve seen a ton of interesting code on GitHub but none of this is actually, really going to finish your app.

Startups need to have blogs whether you are just starting out or mid-way into your project. But you should be very strict and disciplined about this aspect of entrepreneurship and marketing. The same goes with your time spent on networking and code-discovery.

A lot has been written about why blogging, networking etc. are mandatory for developers. Let’s just not over-step the line and end up spending time that should have been used to finish that module.

Image by David Precious

Help shape the future of warfare through cyber operations. It’s what we do in the Asymmetric Operations Department at The Johns Hopkins University Applied Physics Laboratory (APL)—a national leader in scientific research and development, located midway between Baltimore and Washington, DC.

The Asymmetric Operations Department supports the U.S. government by applying research capabilities to high-priority problems in cybersecurity, special operations, and homeland protection. Our department has many full-time opportunities available and will be holding a career fair on Wednesday, March 6, 2013, 3:30–8pm

We're seeking individuals with skills and interest in the following areas: Big Data Analytics, Cloud Computing, Communication Systems Engineering, Computer Engineering, Computer Security, Digital Forensics, Embedded Software Engineering, Identification, Tagging, Tracking, and Location Systems, Information Assurance, Mobile OS and Application Development, Modeling and Simulation, Network Architecture, Network Vulnerabilities and Exploits, Real-Time Software Engineering, Reverse Engineering, Secure Platform Architecture, Sensor Technologies, Situational Awareness and Analysis (Cyber, Global, Bio), Software and System Architecture (Component, Platform, Enterprise), Systems Engineering, Systems Testing and Evaluation, Web Software Development, Wireless Network Engineering and Wireless Security.

Meet our hiring managers at our career fair and find out how your technical experience can help develop the next advances in cyber systems or technologies for special applications.

All positions require a minimum of a bachelor’s degree and the ability to obtain a security clearance. U.S. citizenship is required to obtain a clearance. Preregistration is strongly encouraged. This allows hiring managers to review your resume in advance of the career fair and may result in a preliminary interview on the day of the fair.