The Power of Communications, Motivation, and Emotions

Leadership Effectiveness -

Effective leaders see more in other people than people see in themselves, and one of your objectives as a leader is to bring their talents to the surface.

Understanding the three fundamental elements that affect performance will build team loyalty and cohesiveness. These elements are communication, motivation, and emotions.

Communication

You've probably heard that people tend to follow three basic communication styles: visual, auditory, and kinesthetic. Each of us is a mix of all three, and our dominant style usually dictates how we communicate. If the person with whom you are talking has a different style, the message may be misunderstood. You certainly don't want that. Let me give you a few traits that identify the three styles.

• Visual Communicators speak and read quickly. They would rather read than be read to. They remember what they see, rather than what they hear. When you give them instructions, make sure they're written, because they may forget verbal information. They need an overall view and purpose, and are cautious until mentally clear about an issue or project. They are good long-range planners and organizers. They are neat, orderly, and appearance-oriented, in both dress and presentation.
• Auditory Communicators need to hear something to learn it. They may experience difficulties with written instructions, preferring to hear them. They may also find writing to be a challenge, and are better at communicating verbally. They learn by listening, and they remember what was discussed rather than what was seen. They are frequently eloquent speakers, are talkative, and love discussions. They prefer to learn by taking teleclasses and listening to audio lessons.
• Kinesthetic Communicators perform best in an experiential environment. They need to touch, feel, and experience things in order to understand. They speak slowly, use action words, and want to act things out. They may have messy handwriting, and they learn more effectively when physically active. They cannot sit still for long periods of time. In schools, kinesthetic learners are often labeled hyperactive. This may be your team member who volunteers to do the demonstrations.

When you give presentations, whether to your team or the public, keep in mind that your audience is made up of all three styles. Usually, the visual and auditory learners are satisfied with a person talking and using visual aids, but what about the kinesthetic learners? Include exercises, or simply get people to stand up, find a partner and debrief what was just presented. People with dissimilar learning styles will grasp different parts of your presentation, and sharing enhances the learning experience for everyone.

Motivation

All leaders want to motivate their troops, and you're no exception, right? Would it help you to have a better understanding of some of the triggers that encourage people to take action? Here are the top five, in no particular order.

1. A drive to achieve and succeed

2. A desire to be appreciated and needed

3. A requirement to have things just right and orderly

4. A necessity for autonomy and self-reliance

5. A constraint to be safe and secure

Of course there are many more, but these will give you a good start.

So, where do these triggers originate? They are components of the belief systems that begin to develop at a very young age. Our neurological systems are all wired differently, and we all have different nurturing experiences. As the saying goes, "You are unique, just like everyone else." Now, how can you capitalize on this knowledge? It's a two-step plan. First, get to know your people and discover their "hot buttons" - their triggers. Then, help them set goals that satisfy both your organization's fiscal requirements, and their own personal needs, taking into account their triggers. Benchmarks and timelines, along with measurable targets, will keep the focus on outcome and not just process.

Emotions

A person's ability to effectively act and think is intimately linked with his or her physical and emotional well-being. Long-term exposure to threat, conflict, or humiliation will damage self-esteem, and may result in a vortex of negative emotions, self-limiting beliefs, apathy, anxiety, fear, mistrust, immature coping behaviors, and a diminished interest and ability to process information. As a team leader, you have the responsibility of being a guide, an information provider, and a role model. Unreasonable demands to achieve a quota may work in the short term, but it will backfire later in the form of resentment and distrust.

So, what do you do if one of your team displays such characteristics? Well, first of all, your role as mentor, guide, and team leader does not includ5B4e psychotherapy. All of us go through periods of having the blues, and these are just normal cycles. In these instances, just be understanding and supportive. If symptoms persist or escalate, you may have a problem. Is this your problem? As a business professor of mine used to say, "It depends." Has this person ever been a productive team player? How long has this person been with you? Aside from recommending professional help, you may be playing a greater role in their life than you think. You and your team may be the only meaningful family that he or she has. Think of that before you make any decisions. An environment of unconditional love may be just what this person has been missing all along. J. C. Penney advised, "A company with internal dissension is drained of energy before it has a chance to devote itself to its proper purpose." High self-esteem and self-confidence boost effectiveness on the job, and create team loyalty.

Summary

As a leader, you want to be as effective as possible. How you relate with and inspire your staff has a direct consequence on your bottom line. Understanding what makes your team members tick will place you in a better position to influence their attitude and foster their success.

Bestselling author and international speaker, Brian E. Walsh retired from a 30-year management58F career to further his earlier interest in NLP and hypnotherapy. He returned to formal study, and within four years had achieved his PhD.

Dr. Walsh regularly conducts workshops and teleclasses on enriched learning. He is a master practitioner of NLP, an acupuncture detoxification specialist, an EFT practitioner, and a clinical hypnotherapist.

His eZine, "Personal Enrichment Digest" has subscribers around the world. His most recent release is a 90-miniute DVD of his presentation, "Enriched Learning". He has also co-authored with John Gray and Jack Canfield in the self-help book, "101 Great Ways to Improve Your Life: Volume 2."

His website is http://www.WalshSeminars.com

The Key To Making A Lot Of Money

Persistence Pays Off

Persistence is to success as excuses are to failure. Never, never give up - there is always a way.

Jim Rohn said, "If you want something, you will find a way. If you don't, you'll find an excuse." And he should know. A college drop-out, and in a rut, in debt and unable to see his way out by his mid-twenties, Jim set out to achieve more. And he did. His persistence paid off and by age 31, he was a millionaire.

If you want more, you WILL find a way, because there always IS a way. With persistence and consistent action you will make it happen. If you don't believe me, keep reading.

Did you know that Thomas Edison had over 10,000 failed attempts to create the light bulb before he was successful? His persistence was as valuable as his invention. 10,000 failed attempts and look what he created! Even if you're not out to change the world, what could you create with an unresolved persistence?

Allyson Felix made it to the Olympics in just over one year. With an intense training schedule of five to six hours per day, her persistence paid off. By the end of her training season in 2003, she had broken many records, including one set by Olympic Gold Medalist, Marion Jones. At the 2004 Olympics, she won the Silver Medal by running a 22.18 in the 200-meter race. Amazingly, she did all of this while being a high-school senior and a freshman college student.

Persistence always pays off - and sometimes big time! It's a known fact that more business deals are inked when one of the parties is persistent. Now, being persistent is not the same as being pushy; rather, it is voicing your ideal fit and expertise to someone that may not be aware of the benefits they will receive working with you. They will appreciate your persistence and the benefits - but you have to make them known.

You've probably heard of Jack Canfield and Mark Victor Hansen, and their best-selling book series, Chicken Soup for the Soul. Did you know they marketed the original books to over 130 publishers, over a two-year period before a struggling publisher agreed to publish it. That's two years of phone calls, foot-peddling and persistence that started a best-selling book series. The authors knew the value of the book, it came down to making it known to the right publisher. Once the publisher saw the value, they knew what the benefits would be. Their first book went on to sell 8 million copies in 39 languages. And to date, the series has sold more than 100 million copies in over 45 languages.

At one point, JK Rowling, the author of the Harry Potter book series was on welfare and so broke that she wrote her story on pub napkins. She could have easily given up on writing, but she was persistent in her passion. She finished the first Harry Potter novel, found a literary agent and went to work marketing her book. Today, she is one of the wealthiest women in the world, with a net worth of about $1 billion dollars.

There are thousands of examples of ordinary people achieving extraordinary goals; these are just a few examples of how persistence paid off. Achieving your goals requires you to take consistent action, be persistent, and maintain a resolve to simply not give up. Below are steps you can take today, to get you closer to achieving your goals.

1. Take Measurable Actions - Every Day!

Persistence takes action. Take at least 3 actions every day that support goal achievement. If you need funding for your venture, then get on the phone and find an investor. If you want to lose weight, then eat well and exercise. If you want a new job, then take steps to make yourself a prime job candidate for the right company. Consistent action and persistence pays off.

2. Keep Showing Up

If you believe in what you're doing, just keep showing up. You never know when your break-through opportunity will appear, so bring your best to every situation. When the right opportunity appears, you'll be ready!

3. Remain Objective About Your Obstacles

Don't get emotional about the obstacles in front of you. Remember, there is always a way, and your success is inevitable. You just have to figure out how to move over, around or under your challenges.

4. Learn to Say "Next!"

Don't take rejections personally; they are nothing more than the natural process of weeding out the sub-prime opportunities. You're on the road to success and want to put your energies toward something that will be ideal for all parties involved - including you. The right opportunity will be met with an enthusiastic "Yes"!

5. Track Your Progress

It's easier to be persistent when you can see how far you've come. Track your progress and achievements so you can see how much closer you're getting with every step forward.

The road to success isn't always easy - but it isn't always hard. There may be times when you have to talk yourself through periods of self-doubt, and there will definitely be times when you defy the odds. Never, never give up because there is always a way to achieve your goals and experience the life you truly desire.

Every action of every day between now and your goal achievement counts. Take action, bring your best, find solutions to your obstacles, and say "Next!" to your rejections. Feel good about how far you've come and be persistent until you achieve your goals!

4F9

©2007 Anne Bachrach.

Anne M. Bachrach is President of A.M. Enterprises in San Diego, CA. Anne has 23 years of experience training and coaching. The objective is to do more business in less time through maximizing people's true potential, and ultimately leading them to an even better quality of life. For more information on our services and learning tools, call Anne at 858-456-0160, or e-mail anne@accountabilitycoach.com

9 Facts You Must Document And Why

Dealing with Difficult Employees:

Many managers and supervisors in my leadership training workshops come up to me privately regretting that they did not document a particular incident with an employee. A lot of times they report to me that as time went on, the difficult employee only got worse. Soon, they had to terminate the employee. Often they will say to me, “That lack of documentation came back to haunt me.” Many managers and supervisors today are overloaded, and let’s face it, documentation takes time. Unfortunately, too, for these people, they often feel they’re spending 80% of their time dealing with the difficult employees. I’m amazed at how many people in management positions really don’t know exactly what to document. So, here is a list of things to include if you’re dealing with a difficult employee.

1. Date, time and place of where you are doing the documentation in case you’d ever need to account for your whereabouts.

2. Date and time the incident occurred.

3. The difficult employee’s full name.

4. Location where the incident occurred. Was it in your office building or out in the work trenches?

5. Witnesses present. Include the names of those who saw the incident, and came to you to complain about the difficult employee and the situation. Even if you didn’t personally observe it, often when that many employees are all saying the same thing, there's usually a grain of truth to it.

6. Your action at the time. Did you say anything to the employee about this? If so, what? Be as specific as possible and stick to the facts. Remain objective not subjective.

7. The employee’s reaction. If you spoke to the employee, how did they react? Again, be as specific as possible. Stick to the facts in terms of how they acted and what they said.

8. Any other unusual things you notice about the difficult employee such as a radical change in their personality.

9. Your signature. (You don't need the employee's signature as this is simply to remind you of the facts.)

In dealing with a difficult employee, this documentation is not something you would show them. It is your observation documentation only. This is for your records and for your Human Resources department if you have one. Keep this information in a locked file and do whatever your organization’s policy requires you to do with it. Every organization is different.

When documenting stick to the facts. You want to remain objective as opposed to subjective. This way it’s less likely that the difficult employee can say, “Well, that’s just your perception. You’re just picking on me.” As long as you can remember facts and data it will be harder for them to argue with you.

There’s the chance that anything you write down, whether at work or at home, could be read in front of a jury. Take any "emotion" out of the equation. Focus on the facts and specific behaviors such as missed deadlines, or dates and times the difficult employee showed up late for work. And remember, the documentation is also to illustrate everything you tried t5B2o do to save them. For example, write down any training you provided. Because unfortunately when dealing with difficult employees, these people often fire themselves.

“As far as the courts are concerned, if it isn’t written down it’s as if it didn’t happen.” Colleen Kettenhofen

Copyright 2006 Colleen Kettenhofen

Colleen Kettenhofen is a speaker, workplace expert and co-author of The Masters of Success, as featured on The Today show, along with Ken Blanchard and Jack Canfield. Popular topics: difficult people, leadership, management, public speaking, success. Colleen is available for keynotes, breakout sessions and seminars. For free articles and newsletter, visit http://www.ColleenSpeaks.com (800)323-0683. You are free to reprint or repost this article provided Colleen's name and contact information are included.

Take Action And Set Yourself Free

Learn To Be Open To Opportunities,

"Whatever your hand finds to do, do it with all your might!" has been a great motivator for me since 2002.

Let's have a look at the major points we as Christian business men should keep in mind based on this Bible verse.

1. Be open to all kinds of opportunities.

"WHATEVER your hand finds to do" tells us that we should be open to opportunities.

Even if we come across some opportunity and are not familiar with the area it covers, that should not keep us from considering it.

2. Be willing to put in a well measured effort.

"Do it with all your might" commands us to put in an effort.

That is the price we have to pay for success. And our God will bless our work.

But we must not deceive ourselves and put all of our efforts in our job or our business. Remember these words of our Lord Jesus:

"Do not worry about your life" (Luke 12:22)

"The one who received the seed that fell among the thorns is the man who hears the word, but the worries of this life and the deceitfulness of wealth choke it, making it unfruitful." (Matthew 13:22)

3. Set yourself free to serve the Lord Jesus.

We should free ourselves as much as possible from earthly obligations so that we can serve the Lord Jesus.

The Bible says:

"Were you a slave when you were called? Don't let it trouble you --although if you can gain your freedom, do so." (1 Corinthians 7:21)

Are you an employee? Or are you enslaved to your own business?

We must try to gain our freedom!

We should set mid- and long-term goals to free ourselves from all debt.

We should not let our business be the primary goal in our lives.

We should strive to free our time at a maximum to be able to serve our Lord Jesus.

4. Start to work with all your might!

"Do it with all your might" can be interpreted both as an advice and as a command. I think you should take this as a command.

Start to work with all your might!

Without that, there will be no success for you!

You must overcome your fears and start taking action.

For business motivational thoughts please visit http://www.do-it-with-all-your-might.com

Be Spiritual

Wrist Watch – The Portable Timepiece That Can Remind Us Of Our Spiritual Nature

I love words. They are tiny windows from which our Soul shines through. Even the most un-educated among us has choices in words. So how do we choose our words?

It is my belief that our true identity, Soul, directs our mind and tongue to use one word and not the other, when both words would convey the same meaning. In these tiny preferences lie glimpses into our heart, our beliefs, our fears and our hopes.

When we say, winding down instead of relaxing, or wound up instead of tense, our fascination with time shows and perhaps our fear of mortality. We choose these words as reminders to ourselves to be watchful.

“What does all this have to do with wrist watches?” you ask.

In my view, everything.

Wrist watch is a portable timepiece designed to be worn. Its history goes back to shortly after 1500, when Peter Henlein, a locksmith in Nürnberg, Ger., introduced the mainspring as a replacement for weights in driving clocks.

Looking back over the last forty years, I can see how things have sped up and I can imagine how laid back events were over 500 hundred years ago. There weren’t any soccer moms who had to rush from game to game in their SUVs. No 7 AM meetings across town through a hellish traffic that seems to get worse by the minute. No rushed five minute snack breaks to give us the energy boost we need to keep our zone diet. No Hollywood to show the latest Cartier watch or Baume Mercier watch on the shapely wrists of the most beautiful people in the world.

Why then the need for a portable timepiece called watch?

On the surface, we can say Peter Henlein introduced the mainspring as a replacement for weights in driving clocks. According to Britannica, “A mainspring consists of a flat spring steel band stressed in bending or coiling; when the watch, or other spring-driven mechanism, is wound, the curvature of the spring is increased, and energy is thus stored.

In a watch, this energy is transmitted to the oscillating section of the watch (called the balance) by the wheel train and escapement, the motion of the balance itself controlling the release of the escapement and consequently the timing of the maintaining impulse. A friction drive to the hands is provided from a wheel that rotates at a convenient rate, generally one time per hour. The friction drive permits the hands to be set.”

Fascinating enough to put me to sleep, I don’t know about you. The short version is that Peter Henlein found a way to move the clock handles so that they don’t take so much room. He was on the way to help us all watch time fly on our wrist, twenty four hours a day.

This ability to know the exact time brings with it a curse and a blessing.

A curse if we think about all the lost opportunities and all the missed goodbyes. A blessing if we consider that we live and we still hope and dream and with a little self discipline and a lot of help from the Divine, we can use our wrist watch to measure all the hellos we say, all the I love yous and all the contributions we make by just being who we are.

I love the idea that we exist because God loves us. Not particularly because we do wonderful things with every minute of every day, but simply because we are who we are.

Next time you check what time it is, I hope you look beyond the small handle and big handle and the wonderfully expensive watch makers and the rushed pace of life that carries us from one meeting to the next. I hope you can remind yourself that maybe it is time to say thank you to some one for just being there, smile at another because life is precious or pick up the phone and call your mate to just say, “I love you.”

If I ever feel pride in wearing a wrist watch and use its chime, it is for these reasons. How about you? Why are you wearing your watch?

* DISCLAIMER: Vishy Dadsetan, http://www.wristwatchsite.com/ or My Favorite Shop, Inc. do not endorse any purchase or sale of any products. Although Vishy Dadsetan has made every effort to ensure the accuracy and completeness of the information contained in this site, it assumes no responsibility for errors, omissions, inaccuracies, or inconsistencies.

About the Author

Vishy Dadsetan writes articles that can actually help your clients. Articles that entertain. Articles just like this one. Additional information is available at:

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People Building With NLP

NLP Practitioner Training- An Insight Into The Course Contents
By: Gemma Bailey




People Building is an NLP and Hypnotherapy Training company based in South East England specialising in courses in Hertfordshire, Bedfordshire and Buckinghamshire at NLP Practitioner, NLP Master Practitioner and Hypnotherapy Diploma level. All of our trainings are accredited by appropriate awarding bodies.

In this article, I am going to discuss some of the course content and explanation of the NLP Practitioner course.

An understanding of the Mind- Body connection – In short, when you think about something, chemicals are released in your body. The chemicals that are released will affect your mood and therefore how your body is feeling, for example, if you think about something that makes you really nervous, you could end up giving yourself an upset stomach. Likewise, the body is connected to your mind, so if you exercise your body, happy chemicals are released and your head feels a happier place to be.

Understand and read body language – In NLP we read body language using calibration. This means that we first get an understanding of what a particular gesture, posture of expression mean, then when we later see the same person making that gesture, posture or expression, we know that they are probably feeling the same way as when we saw them do it last. Calibration is important because it stops us from generalising about what a person is feeling. For example, we may generalise that when a person crosses their arms, that they are being defensive, but they may just be feeling chilly!

NLP Presuppositions which positively influence your world – These are a list of convenient beliefs that encourage you to consider the impact your communication has on others, and how to treat every result and behaviour as positive, as far as is humanly possible.

Enter someone else’s world for greater understanding of others – Often we are so trapped in our own idea of life, that we forget that others are constantly having a completely different experience of life to the one we are having. NLP teaches us how to understand and respect another person’s perspective.

Communicate effectively – Everyone is experiencing the world in a different way, and part of the reason why this happens is because people use their senses in different ways. Some people rely more on their vision, others on their hearing. When a person has a sensory preference this impacts upon the way they understand information and the way they communicate. Using NLP techniques we are able to get onto another person’s wavelength and communicate more elegantly.

Have better rapport and quickly gain a connection with others – People like people like themselves, and when you have good rapport with someone, you unconsciously mirror each other’s physiology. By understanding how to use this skill, we are able to quickly gain rapport, and break it when we no longer wish to have it.



About The Author

Gemma Bailey

People Building is a self development and improvement company specialising in NLP Practitioner, NLP Master Practitioner and Hypnotherapy Diploma training Courses. They are based in South East England, UK and run their trainings throughout Hertfordshire, Bedfordshire and Buckinghamshire. All of their trainings are accredited by appropriate NLP and Hypnotherapy awarding bodies. http://www.peoplebuilding.co.uk

Your Magic Sales Goals

Setting and Exceeding Sales Goals through Key Performance Indicators (KPI) by: Jeff Hardesty
What's your Magic Number? The most successful businesses — and certainly, sales departments — have identified their Key Performance Indicators (KPI); individual gateways that directly effect the outcome of a particular process. Then they measure the competency ratios in line with them. Have you identified the KPIs in your sales process? A good KPI example in the sales process might be how many times you advance the first sales appointment to the next phase, whether that’s a demonstration, a site visit, a survey or a proposal. Another KPI is how many times you gain a new customer once the first gateway is passed. And when you do gain a new customer, what’s the average revenue you achieve? That’s certainly an important KPI. Because if your average revenue per sale is 40% less than the average peer KPI, you might want to find out why and take focused action to improve it, as you’re leaving money on the table. And what about the length of a sales cycle in days? Is that conditional or do you have a degree of control over it? If you have a team member that has an average sales cycle 30% shorter than the peer group, uncover and assimilate those best practices out to the rest of the sales team. Less time, more results. That makes ‘Sales Cycle’ a valuable KPI. On a practical level, KPIs can provide management prospect reactions to their service offering for feedback to marketing and product development, detect problem areas in sales performance and signal the need for strategic or tactical modifications — even an all-out intervention through pinpoint sales performance training. Perhaps the most overlooked KPI is the individual ‘Magic number’; how many new weekly sales opportunities must be generated based on neighboring KPI’s. Think of the magic number as the fuel in your gas tank needed to get from point A to point B. It’s directly proportional to how far a distance, how fast you drive and your average miles per gallon. Your sales process ‘Magic number’ is a derivative of your average revenue per sale, 1st appointment to poroposal ratio, closing ratio and revenue goal. It’s your ‘Activity barometer’ and it should be at 100%. The following are some tips for improving several sales process KPI’s. If your current 1st Appointment to Proposal ratio is below 65%: 1. Internally define what your ‘Next step’ objective of the 1st appointment is; a demo, a site visit, a survey or a proposal. Then train to a process and measure the outcome. 2. Decide to start at the ‘Top’ with the fiscal authority that can ‘Call the shots’. 3. Avoid ‘Selling’ your product on the 1st appointment. Instead, outline your diagnostic steps to evaluate the fit between your solutions parallel to their business objectives. If your current Closing ratio is below 65%: 1. Ask pertinent questions to what the Prospect Company’s decision-making process is, what the internal criteria for change is and what players need to be involved for evaluation. 2. Communicate a timeline and set a specific date for the 2nd appointment before leaving the 1st appointment. Encourage that all management players be present at the next appointment. 3. Catalog risk factors for each management player and develop strategies, tactics, and tools for direct communication to them. 4. Have relevant industry and title reference letters available for ‘Real-time’ credibility. If your current ‘Activity barometer’ is below 100%: 1. Announce the Competency of converting conversations to appointments as a Key performance Indicator for sales success. 2. Define an appointment setting training objective and set a realistic goal. 3. Develop a training process in line with prospecting scenarios and best practice communications. 4. Don’t sell your ‘Widget’; sell the Business reason to meet. 5. Partner with technology to transfer best prospecting practices into ‘Intellectual capital’ promotion throughout your sales society. Ultimately, sales trainers and management should work in concert to create a new culture by replacing random sales routines with specific KPI competency training. Targeted and timely KPI training can make a critical difference to your monthly revenue scorecard. In today’s high sales performance culture migrate away from monthly and quarterly ‘Quota’ focus to daily routines and weekly goals. The opportunity rests squarely on switching paradigms from the required ‘End result’ to the necessary steps (KPIs) to get there routinely. Then build supporting tools for learning and application. And don’t forget your ‘Magic Number’.
About The Author
Jeff Hardesty is a National sales speaker, Sales performance improvement consultant and the Developer of the X2 Sales System®, a blended sales prospecting training system that teaches sales professionals the competency of setting targeted C-level business appointments. Jeff can be reached at jeff@convertmoresales.com.