Categories
Work Life

Full-Time Prosperity With Part-Time Hours

This is an article based on my recent virtual workshop, “Why Your Dream Business is Not Making BIG money (Yet) – 3 Steps to Build a Full-Time Business on Part Time Hours”.  And wouldn’t we all just love to have more time to ourselves?  Imagine being able to do what you want to do, when you want to do it, without taking a cut in income.  When I made the decision to approach my business this way, I had a very strong motivation – I was determined to work only three days a week, so I could spend the other four being a mom to my little girl.  But this was a very conscious effort, and I’m going to share with you three of the steps that it took to get me there, and the steps you can take to get yourself in the zone of peace and prosperity as well.

Step 1 – Make your days count with high impact business-building activities. And this to me was the most important step.  I had to ask myself, on a daily and sometimes hourly basis, “What am I doing now that should be delegated or dropped in order for me to work part-time?”  What can go… what must go so that I can accomplish this?

First, figure out what days and hours would work best for you in order to have your ideal lifestyle.  Once you decide the part-time hours you want, block that time off.  These are your new, dedicated work hours, and your productivity becomes magnified during these hours.  Get rid of all non-service delivery tasks, for example writing copy for ads, scheduling meetings, checking your emails, networking, working on your e-zine, even sales activity.  And when you work from home, like I did, you have to resist the urge to start cleaning the house, make shopping lists, and start dinner.

You will need to develop what I call a “delegation consciousness”.  In every moment of every day, ask yourself, “should I be doing this?”  I’ll give you an example of how this worked for me, and it was life-changing.  I have an e-zine that I send out to my list, and I decided to hire a virtual assistant team to take charge of the process for me, because I was spending way too much time on it.  By delegating my e-zine maintenance, that put into place a circumstance that allowed me to have a team already in place when the floodgates opened and business started pouring in.  I was ready for it.  I needed to push against my fears that I should do it myself and that I couldn’t afford to outsource this.  And it felt great when I let go of it.

Are you making proclamations that don’t really apply to the person you are now?  Maybe you’ve caught yourself being sucked into something you know isn’t the best use of your time, and you swear you’re not going to get caught up in it again.  But the next time it comes up, there you go.  We go to business events, read books, attend networking meetings, make cold calls… and this is ok to do once you’ve gotten your part-time hours under control.  But for now, get rid of anything that is not essential to you right now.  This is going to be extreme, you will be cutting back to bare minimums.  But don’t just cut back, be very conscious of what you are bringing in to your business, as well.

Solutions only have the opportunity to present themselves when you make a decision.  You’ll find many things that can wait if you really want to work part-time.  What is the benefit of working part-time?  Only you can answer that for yourself.  For me, it re-energized me, and gave purpose to everything I did with my business, and allowed me to live the life I’d only dreamed of.

About the Author:

Lisa Cherney, a.k.a. the Juicy Marketing Expert, founded Conscious Marketing 12 years ago to help small business owners find their authentic marketing voice, attract their ideal clients and increase their sales. Following her own Stand Out & Be Juicy program, which centers on owning your unique self and laser-focus marketing, Lisa has tripled her income while working
part-time.

Prior to Conscious Marketing, Lisa worked with many Fortune 500 companies, including AT&T, Lipton, Nissan, Blue Cross and Equal. She is a highly sought after speaker and often shares the stage with experts such as Jack Assaraf (The Secret), Jack Canfield and Jill Lublin. Learn more about Lisa at www.consciousmarketing.com or call 887-771-0156.

Categories
Communication Skills

Indirect Communication and How It Undermines Trust in Organizations

Article by Skip Weisman

Many different reasons exist why certain actions taken within an organization can kill trust, quite apart from the regular dishonest activities that mislead staff, hidden agendas, office politics, career rivalry, illegal practices, ignorance, etc.

One of the biggest trust-killers is so basic it is easy to overlook. It is and has always been in the realm of communication. And one of the most destructive communication sins when it comes to trust is what I call ‘indirect communication.’

Most of us have both experienced ‘indirect communication’ and/or have practiced it at one time in our lives. In organization speak, indirect communication is known by other names, like ‘back stabbing,’ ‘throwing people under the bus’ (my all-time favorite), ‘going behind one’s back,’ or ‘going over someone’s head.’ That’s one form of ‘indirect communication’ most often engaged in by co-workers trying to gain a competitive advantage with a boss by dragging someone else down. Sometimes there is a valid reason behind it, for example, your immediate supervisor is a bully and you are the victim, but other times it comes about because of inexperienced and poor judgment, impatience, stupidity, vengeance, or just plain meanness. In these latter instances, the ‘indirect communicator’ can cause a lot of damage to others’ careers as well as to his or her own career, not to mention the reputation of the company; not something they tend to think a great deal about at the time.

Another form of indirect communication is when a supervisor, leader, manager (call them what you will) attempts to address behavior issues with a blanket memo or staff meeting when the issue is only with one person, not everybody else. Instead of dealing one-on-one with that individual, the supervisor calls everyone together to go over the ‘policy and procedures’ manual thinking that reminding the whole team of the guidelines will solve the issue and save them the awkwardness of having to confront the individual.

What usually happens is that everyone in the room knows who the perpetrator is and becomes more resentful of that person for pulling everyone into it, wasting their time and often making them feel foolish, and they lose trust in their leader who has exposed his weakness because the issue is not being dealt with one-on-one as it should have been and he has taken the coward’s way out.

The real work environment killer is that the individual perpetrator doesn’t ‘get it.’ They sit in the meeting with everyone else, wondering who it is their leader is talking about, totally ignorant to the fact that it is about them! They don’t see themselves or their behavior as a problem and the directive goes right over their head, and so they keep doing it.

This happens more often than you may think and it is a trust and work environment killer. I know because I have experienced it first hand many times, and in the early days of my career was even guilty of it myself once.

How about your company? How is indirect communication negatively impacting your organization or don’t you believe you have that problem? You may be surprised.

Being informed is halfway to solving the problem, which is why I am giving all readers a copy of this special report “The 7 Deadliest Sins of Leadership & Workplace Communication” downloadable from: http://www.HowToImproveLeadershipCommunication.com.

About the author:

Skip Weisman is The Leadership & Workplace Communication Expert. He’s the author of the white paper report titled, “The 7 Deadliest Sins of Leadership & Workplace Communication: How Leaders and Their Employees Unknowingly Undermine Morale, Motivation and Trust in Work Environments.” The white paper is available as a free download for a limited time at www.HowToImproveLeadershipCommunication.com . If you’d like to learn how you can improve your work environment by improving communication contact him directly with any questions, or for a complimentary Strategy Session at 845-463-3838 or e-mail to Skip@WeismanSuccessResources.com

Categories
Planning & Management

Psychology and Leadership: Activity and Methods

Article Contributed by Lynda-Ross Vega

Previously, we examined the five qualities of effective leaders, regardless of Perceptual Style. Here, we’ll begin to look at the unique leadership qualities of each specific Perceptual Style, along with real world examples of each.*

The Activity Leadership Style

Those with the Activity Perceptual Style don’t tend to be continuous leaders. (In general, they prefer to let people pursue their own directions.) If, however, a crisis or situational problem arises, they will step up to a leadership role.

In these situations, those with the Activity styles are not overt or commanding. Others follow them simply because their sensitivity to the subtleties and complexities of relational politics commands respect.

People with the Activity style tend to influence the actions and decisions of key people with whom they have built influential relationships, drawing upon a wide variety of resources. Because they only sporadically use the influence they have, their influence can be powerful when they do. In addition to using the clout they have with people in key positions, they lead by creating alliances with those they recognize as supporting their goals.

In the real world, the Activity leadership style can be readily seen in the entertainment industry, in celebrities who use their popularity and social standing to organize and support social causes—such as Robin Williams and Ellen DeGeneres—and those who have behind-the-scenes influence, such as Ben Stiller and Danny DeVito.

The Methods Leadership Style

Those with the Methods Perceptual Style lead logically and matter-of-factly. They believe that analysis of the facts will point to the correct and most effective course of action, so they do not take unnecessary risks. These qualities make people with the Methods style quiet leaders who move followers forward incrementally, securing gains as they go, and solidifying their positions before moving forward again.

Those with the Methods style tend to be calm in the face of crisis and steer a steady course through chaotic times, but they intervene reluctantly and change direction only after a complete empirical examination of a situation. When things are moving forward smoothly, they are content to let things be, refusing to unsettle a plan that is working just for the sake of change. Methods leaders attract followers with the common sense aspect of their clear, rational approach.

The Methods leadership style can be readily seen in the professional sports world, in coaches such as Tom Landry (Dallas Cowboys), Phil Jackson (Chicago Bulls, Los Angeles Lakers), and Joe Torre (New York Yankees, Los Angeles Dodgers), as well as in the political arena, in people such as Gerald Ford and Dwight Eisenhower.

*It is impossible to determine another’s PS by observation alone. This is especially true for public figures. The examples provided ‘appear’, based on their public behavior, to be the PS for which they are used as examples. However, without a complete Perceptual Style Assessment, their particular PS is simply an educated guess.

About the Author:

Lynda-Ross Vega: A partner at Vega Behavioral Consulting, Ltd., Lynda-Ross specializes in helping entrepreneurs and coaches build dynamite teams and systems that WORK. She is co-creator of Perceptual Style Theory, a revolutionary psychological assessment system that teaches people how to unleash their deepest potentials for success. For free information on how to succeed as an entrepreneur or coach, create a thriving business and build your bottom line doing more of what you love, visit www.ACIforCoaches.com and www.ACIforEntrepreneurs.com.

Categories
Networking

LinkedIn Marketing Question – Seriously, How Different Are You?

Article Contributed by Kristina Jaramillo

Lots of people are “different” these days. But are they really thought leaders?

1.    In most cases, you can’t tell one coach, consultant or expert in a particular industry from another. They practically use the same language to describe themselves and what they do.

2.    If you look at the articles on their blog and those they distribute within the different groups – you’ll notice that they provide the same old information as everyone else.

Now, look at your profile. Look at the content you provide. Now, take an even closer look. Then go into LinkedIn and view others in your industry.

So how different are you? Are you ready to differentiate yourself

1. Create a headline that…

a)    Grabs instant attention
b)    Proves to me your value
c)    Makes me want to know more about you.

For example, check out these headlines…

•    From Skip Weisman’s profile: Client Admits Losing 5 Million Dollars Because of Poor Workplace Communication! Could You Be Making the Same Mistakes? Notice how this headline makes you stop and think – “Wow, if Skip uncovered the reason why a client lost 5 million dollars, I wonder how much money he could stop me from obliviously losing.”

•    From Judith Lindenberger’s profile – Discover why Bristol Myers Squib, American Express & AstraZeneca invest in this WSJ featured HR expert, & Consultant – Notice how Judith sets herself apart by mentioning the large company names she works with and by showing that she is a Wall Street Journal featured expert. She is adding credibility elements.

2. Stop making your summary sound like “An About the Author” section. For example, I recently completed a Live Video Profile Review for an immigration lawyer and this was his summary…

Carlos Batara is an attorney who specializes in immigration law. A large percentage of his practice is focused on immigration trials and appeals.

Carlos was the former chairperson for the American Bar Association Solo and Small Firm Division, Immigration Law Committee. Throughout his career, he has served on many local, state, and federal government boards and commissions. He speaks professionally on a variety of immigration and political issues.

This sounds like it should be on the back of a hardcover book in an about the author section.  The only thing missing is “Carlos lives in New York City with his wife and two dogs.”  It does not make me want to learn anything more about him as an individual or businessman.  It’s even in third person which does nothing to help the reader relate to him on a human level.  How can you make a connection with some like that?

3. Stop making your experience section sound like a resume. Use this area as a way to show prospects exactly what you can do for them. For example instead of just saying HR Consultant (which resembles a boring resume that no one wants to read), here are some of the positions we created for Judith Lindenberger…

– HR Expert Specializing in Helping Companies & Global Corporations Avoid Million Dollar Lawsuits

-HR Expert, Consultant and Trainer Now Offers 25+ Training Solutions for HR Executives & Leaders
We didn’t just put a listing of current and past jobs along with a basic description of some accomplishments. We made sure that the position headline and the copy that followed it drew in the reader and enticed them to read more about her. We focused on what Judith is doing right now to help clients – because that’s what your prospects want to know.

4. Get testimonials that show specific results – Yes, you should get happy when you get testimonials like:
“You guys are my secret weapon and you deliver BIG results which is why I keep coming back.” — Robert Smith, Author of “Million Dollar Press Releases: Guide To Boosting Profits Using Free Publicity”

However, does a testimonial like this differentiate you? No! It doesn’t describe the big results. It doesn’t get specific. When you get testimonials and LinkedIn recommendations like the one above, you need thank the client and then ask questions that lead them to a more specific recommendation. This way, you can get testimonial like this:

“150 New Subscribers, Four New Coaching Clients, $6,259 In Immediate Profits, And Two Media Interviews!” Leveraging the full power of LinkedIn® has been the “secret ingredient” that has, in just the past 5 months, taken me further toward achieving “authority” status as a website conversions expert than I moved in three years PRIOR.” Adam Hommey – Founder, Help My Website Sell

5. Create content that sets you apart. For example, you’ll find controversial articles on Skip’s LinkedIn profile and blog like:

Debate 1: Teamwork Is A Myth And That There Must Be A Focus On “I” In Team

Debate 2: The Communication Model Taught During The Last 40 Years Is A Bunch Of Crock!

Notice how Skip is not following the generally accepted model. He’s differentiating himself. If your want to be a thought leader then you need to stop following every one else and make yourself stand out from the rest. You cannot be afraid to do something different or go against common thoughts, philosophies or mindsets. You have to let loose and share information that others keep hidden from others unless they pay thousands of dollars.

Now, start differentiating yourself and make yourself the thought leader in your industry.  If you need help, check out these new Instant LinkedIn Marketing Templates and Instant Article Writing Templates at http://www.InstantLinkedInMarketingTemplates.com

About the Author:

LinkedIn Marketing Expert Kristina Jaramillo creates online marketplace opportunities for small business owners and executives who want to become the trusted source in their industry. Now, you can learn how with her new free special report revealing the top 14 mistakes professionals make on LinkedIn and the opportunities they are missing. Get this information for free at: http://www.GetLinkedInHelp.com

Categories
Entrepreneurs

What Does Your Style Say about You? Part 2

Article Contributed by Gary Jordan

Leadership as a reciprocal relationship in which one person points in a direction and others follow. Below, we have outlined five qualities of effective leaders. Those qualities are:

  1. Their behaviors build on their natural strengths.
  2. They are aware of their limitations, and seek input from people with perspectives different from their own.
  3. They are aware that any group contains people who see the world differently than they do, and they find ways to communicate effectively to everyone.
  4. They recognize the talents of others, and seek to build teams based on complementary skill sets and perspectives.
  5. They learn how to ‘borrow’ successful leadership techniques from leaders who are different from them—and use those techniques in a way that’s all their own.

Previously, we took a look at the first two qualities in greater detail. In this article we’ll delve into the final three.

3. They are aware that any group contains people who see the world differently than they do, and they find ways to communicate effectively to everyone.

People receive information differently depending upon their Perceptual Style, and their style also informs how they best receive communication.

Those with the Methods style, for example, tend to receive written communication best, while those with the Activities style get the most out of verbal interaction. Effective leaders understand that in order to communicate effectively with everyone, they must vary a number of factors: the size of their audience, the actual words they use, and their method of delivery.

4. They recognize the talents of others, and seek to build teams based on complementary skill sets and perspectives.

Effective leaders know how to place the right people in the right roles, and how to bring those people together in complementary teams and groups, allowing the natural talents and skills of members to support and build on each other.

Differences within groups can be tricky to manage, as the same traits that bring diverse perspectives to the table can also create opportunities for conflict.

Seasoned leaders are people who have developed an excellent sense for building teams with just the right amount of diversity, so that the differences between members are neither too few nor too great, allowing each person’s talent to contribute to the whole.

5.  They learn how to ‘borrow’ successful leadership techniques from leaders who are different from them—and use those techniques in a way that’s all their own

Each Perceptual Style has a unique set of natural leadership skills unique to that style. Effective leaders know how to capitalize on those skills, but they also study the behavior of other leaders. As a result, they learn how to borrow techniques that may be outside their area of expertise and incorporate them into their own behavior.

By ‘borrow,’ we are not talking about copying the actions of another style exactly (which rarely works), but taking the behavior of another Perceptual Style and putting their own unique stamp on it.

For instance, the Visions style tends to paint an inspiring picture of a desired outcome to move others to action, while those with the Methods style are more system-oriented; therefore, a leader with a Methods style might ‘borrow’ a Visions technique by showing others exactly how a given system will produce a desired result.

Next, we’ll take a look at the leadership qualities of each of the six Perceptual Styles, and what people with each style can do to develop those qualities.

About the Author:

Gary Jordan, Ph.D., has over 27 years of experience in clinical psychology, behavioral assessment, individual development, and coaching. He earned his doctorate in Clinical Psychology from the California School of Professional Psychology – Berkeley. He is co-creator of Perceptual Style Theory, a revolutionary psychological assessment system that teaches people how to unleash their deepest potentials for success. He’s a partner at Vega Behavioral Consulting, Ltd., a consulting firm that specializes in helping people discover their true skills and talents. For more information, visit http://www.yourtalentadvantage.com.