As soon as I walked into the room I knew this would be no ordinary training event.
Colourful posters adorned the wall. The tables were arranged into a cafeteria style. Each table had a small bowl of fruit instead of the usual mints. There were also a few colourful toys together with some coloured pencils and marker pens.
I also distinctly remember the lively and positive music being played – ‘I feel good’ by James Brown.
Never before had I experienced anything quite like this, and I really did feel good. This warm and welcoming atmosphere put me in exactly the right mood to participate and to learn and was the start of one of the best three day courses I have ever attended.
The experience had a big effect on me and from that time onwards I have always paid a lot of attention to setting up the venue before any training event. The aim is to help participants get into the right learning state in rich and multi-sensory way.
Although some people arrive looking a little puzzled and even suspicious I find that they soon put this to one side. Most soon have smiles on their faces and tend to respond positively when we start work.
Of course, it is not only the participants who benefit from this. By setting up a positive atmosphere it really does make me feel good and puts me in a positive mental state. This in turn benefits the learners who always get the best from me.
If you struggle to generate ‘life’ into your courses try giving extra thought into the way you set up the room. And, don’t forget the lively and positive music. This won’t breathe life into a lifeless but it’s a good start. Soon you will find yourself being more adventurous in the things you try during your training, and that will be to everyone’s benefit.
Wolfgang is an author of training course materials and resources for Trainer Bubble.
Wednesday, 11 July 2007
Wednesday, 4 July 2007
Ten Rules for a Successful Life
Why are some people more successful than others? Is it just that some people get all the luck and that’s just the way it is? Or is there more to it? Gary Player the famous golfer once said, “The harder I work, the luckier I get” and I think this statement has a lot of truth to it. I believe that success is a mindset and if I’m right, then that means that anyone can achieve it.
If you listen carefully to people you will notice that they become very adept at providing reasons for their ‘bad luck’. It’s the upbringing, the schooling, the boss, the partner and many other reasons including the fact that there are not enough hours in the day (eh?). I’m of the opinion that these limiting beliefs are a way of avoiding the simple truth; some people just don’t want it enough. It’s a lot easier to sit in your lazyboy chair and proclaim to the world that you didn’t get the breaks, than it is to get up and do something about it.
Now I’m not saying that everyone should want to be the best at everything they do, but I do think that those people who decide to live life in the slow lane forego their right to complain about it. If you really care that much then it’s up to you to change things.
So for those people that want to get out of the rut and move on in life, I’ve put together ten rules. If you follow them, I see no reason why success shouldn’t follow.
1. Nobody else is to blame for the way you are. Those things that happen to you (good or bad) simply create choices. You are a product of your own making.
2. The world owes you nothing. If you want the stars, buy your own ladder and climb. Nobody will give you a leg-up.
3. Thinking is not doing. Good luck rarely comes to the inactive. Hard work is a dream-maker.
4. Failure is progress. Every mistake is a step closer to success, as long as you learn from it.
5. Focus on the important things in life. If you spend too long worrying about the small things, that’s all you’ll end up with.
6. Take pride in what you do. There’s no shame in thinking positively about yourself. If you don’t love you, nobody else will.
7. Celebrate success. If it goes right, shout it from the roof-tops. You can learn from good stuff too.
8. Take what works and build on it. If you find success in one area, model it and apply the learning to other areas.
9. Stick with it. There will be moments when it all seems like too much hard work, that’s when you’re getting closer.
10. Share your success with others, there’s enough to go around. Successful people work together and build winning relationships.
There you have it, ten simple steps to achieving your dreams. So stop looking for reasons not to succeed and start working towards your goals. I’ve never once heard an elderly person complain about the things they did in life, but I’ve heard a few regrets about the things they didn’t.
Visit Trainer Bubble now, where you will find two great training resources on Success; 'Make a Difference to Your Life' and 'Think Your Way to Success'.
If you listen carefully to people you will notice that they become very adept at providing reasons for their ‘bad luck’. It’s the upbringing, the schooling, the boss, the partner and many other reasons including the fact that there are not enough hours in the day (eh?). I’m of the opinion that these limiting beliefs are a way of avoiding the simple truth; some people just don’t want it enough. It’s a lot easier to sit in your lazyboy chair and proclaim to the world that you didn’t get the breaks, than it is to get up and do something about it.
Now I’m not saying that everyone should want to be the best at everything they do, but I do think that those people who decide to live life in the slow lane forego their right to complain about it. If you really care that much then it’s up to you to change things.
So for those people that want to get out of the rut and move on in life, I’ve put together ten rules. If you follow them, I see no reason why success shouldn’t follow.
1. Nobody else is to blame for the way you are. Those things that happen to you (good or bad) simply create choices. You are a product of your own making.
2. The world owes you nothing. If you want the stars, buy your own ladder and climb. Nobody will give you a leg-up.
3. Thinking is not doing. Good luck rarely comes to the inactive. Hard work is a dream-maker.
4. Failure is progress. Every mistake is a step closer to success, as long as you learn from it.
5. Focus on the important things in life. If you spend too long worrying about the small things, that’s all you’ll end up with.
6. Take pride in what you do. There’s no shame in thinking positively about yourself. If you don’t love you, nobody else will.
7. Celebrate success. If it goes right, shout it from the roof-tops. You can learn from good stuff too.
8. Take what works and build on it. If you find success in one area, model it and apply the learning to other areas.
9. Stick with it. There will be moments when it all seems like too much hard work, that’s when you’re getting closer.
10. Share your success with others, there’s enough to go around. Successful people work together and build winning relationships.
There you have it, ten simple steps to achieving your dreams. So stop looking for reasons not to succeed and start working towards your goals. I’ve never once heard an elderly person complain about the things they did in life, but I’ve heard a few regrets about the things they didn’t.
Visit Trainer Bubble now, where you will find two great training resources on Success; 'Make a Difference to Your Life' and 'Think Your Way to Success'.
Sunday, 1 July 2007
Think Your Way to Success
One issue that our subconscious has is that it cannot process negative thoughts. In other words if I were to say to you now…
“Don’t think of a blue duck”
What do you think of? That’s right…
A blue duck.
We commonly make this very mistake with children. Let’s say they have a glass of milk and we say, “Don’t spill that milk.” What happens next?
Of course, in order to think of not spilling the milk they have to first think of spilling it. That’s the exact same time that your carpet gets ruined!
If one small statement like this can have an impact, imagine what happens when we have months or even years of conditioning. Once we realise that our subconscious cannot differentiate between a negative and positive statement it becomes clear why we tend to fail with the goals we set ourselves.
Picture the person that decides to lose weight, every time they look in the mirror they think ‘fat, fat, fat’. Each time they open the fridge they think ‘don’t eat this, don’t eat that.’ Their subconscious is only hearing fat, fat, fat as if that is the way things should be and if it’s receiving a message of ‘don’t eat’ and it can’t process negative thoughts, what is the message it’s getting?
…Eat, exactly. So with this one typical example we realise how our desire to get fit can become an exercise in getting bigger.
You may not even realise it when you use negatives words and phrases. Regardless, if you use them enough, they can condition you to think negatively, too. Before you know it, little negatives will clutter up your mind, as well as your conversation.
You now know that our subconscious needs positives to work on and if you want positive outcomes, then you must…
FOCUS ON WHAT YOU WANT, NOT WHAT YOU DON'T
“Don’t think of a blue duck”
What do you think of? That’s right…
A blue duck.
We commonly make this very mistake with children. Let’s say they have a glass of milk and we say, “Don’t spill that milk.” What happens next?
Of course, in order to think of not spilling the milk they have to first think of spilling it. That’s the exact same time that your carpet gets ruined!
If one small statement like this can have an impact, imagine what happens when we have months or even years of conditioning. Once we realise that our subconscious cannot differentiate between a negative and positive statement it becomes clear why we tend to fail with the goals we set ourselves.
Picture the person that decides to lose weight, every time they look in the mirror they think ‘fat, fat, fat’. Each time they open the fridge they think ‘don’t eat this, don’t eat that.’ Their subconscious is only hearing fat, fat, fat as if that is the way things should be and if it’s receiving a message of ‘don’t eat’ and it can’t process negative thoughts, what is the message it’s getting?
…Eat, exactly. So with this one typical example we realise how our desire to get fit can become an exercise in getting bigger.
You may not even realise it when you use negatives words and phrases. Regardless, if you use them enough, they can condition you to think negatively, too. Before you know it, little negatives will clutter up your mind, as well as your conversation.
You now know that our subconscious needs positives to work on and if you want positive outcomes, then you must…
FOCUS ON WHAT YOU WANT, NOT WHAT YOU DON'T
This short excerpt comes from our training resource, 'Think Your Way to Success', which you can purchase from our website for just £47.
Wednesday, 27 June 2007
Training Game Idea - Let's play poker!
Here's another training game idea called, 'Let's play Poker!'
Sometimes getting people to answer questions and get involved during training can be difficult. This game is perfect for overcoming this issue.
At the start of the session, advise the participants that you are going to hand out a playing card each time you get a correct answer to one of the questions you pose throughout the session. This card then becomes part of their 'hand' and at the end of the session you will all play a game of poker. The person with the best hand wins a prize.
The participants soon realise that to get the best hand and stand a chance of winning a prize they will have to answer some questions! You'll never have a quiet group again!
Visit Trainer Bubble to download a free instruction sheet for this game.
Sometimes getting people to answer questions and get involved during training can be difficult. This game is perfect for overcoming this issue.
At the start of the session, advise the participants that you are going to hand out a playing card each time you get a correct answer to one of the questions you pose throughout the session. This card then becomes part of their 'hand' and at the end of the session you will all play a game of poker. The person with the best hand wins a prize.
The participants soon realise that to get the best hand and stand a chance of winning a prize they will have to answer some questions! You'll never have a quiet group again!
Visit Trainer Bubble to download a free instruction sheet for this game.
Sunday, 17 June 2007
Influencing Sales via 'The Contrast Principle'
My partner and I had taken my son, Quinn, out for a trip to the zoo recently and as we entered we came across the usual ‘souvenir’ store complete with an array of animal related toys. Of course my son went crazy at this point and wanted everything. I explained that we could return after our walk around the zoo and that I would consider buying him something then. Although disappointed, he seemed to agree that this was fair and we managed to prise him away and into the zoo.
We had a fantastic time, looking at all the animals and stopping for a bite to eat. However, as we drew closer to the exit I began to remember my promise about the souvenir store. It seems Quinn had not forgotten either. “Dad?” He said, as he finished the remains of an ice cream “How much money can I have for toys?” I contemplated this for a second or two and said, “I think £5 should be enough”. “£5!” He said, “That’s nothing, how about £200?” “£200 is a lot of money for toys son, even for you. In fact, that would buy up the whole souvenir shop. How about £10?” His response was immediate “Ok dad”.
It was only when I reached the souvenir shop that I realised my mistake. I had been duped by my son and what is known as “The contrast Principle”. Of course, after my sons initial request of £200, the £10 counter offer didn’t seem so bad, yet he had managed to double his initial request.
The contrast principle is a powerful way to increase the odds of getting what you want. In fact, once you recognise it, you realise it is used in many different scenarios and is yet another example of our brain using a mental shortcut i.e. ‘The offer must be fair, it is much less than the other’.
Car salesmen demonstrate an example of the contrast principle used in a business context. They will sell us a car and only after you have accepted the purchase will they start trying to sell you the extras (Metallic paint, Sat Nav etc.)
This can also be seen in a clothing retailers, common sense would tell us that it would be easier to try and sell a customer a small item (like a belt) and then ‘once they are warmed up’, try to sell them a larger item. However, this actually works better in reverse. The idea is that once the customer has bought the expensive sweater, the cheaper belt and t-shirt don’t seem as much...in contrast.
This excerpt is included in the Trainer Bubble training course material 'The Power of Influence'. Download this fantastic training resource at Trainer Bubble
We had a fantastic time, looking at all the animals and stopping for a bite to eat. However, as we drew closer to the exit I began to remember my promise about the souvenir store. It seems Quinn had not forgotten either. “Dad?” He said, as he finished the remains of an ice cream “How much money can I have for toys?” I contemplated this for a second or two and said, “I think £5 should be enough”. “£5!” He said, “That’s nothing, how about £200?” “£200 is a lot of money for toys son, even for you. In fact, that would buy up the whole souvenir shop. How about £10?” His response was immediate “Ok dad”.
It was only when I reached the souvenir shop that I realised my mistake. I had been duped by my son and what is known as “The contrast Principle”. Of course, after my sons initial request of £200, the £10 counter offer didn’t seem so bad, yet he had managed to double his initial request.
The contrast principle is a powerful way to increase the odds of getting what you want. In fact, once you recognise it, you realise it is used in many different scenarios and is yet another example of our brain using a mental shortcut i.e. ‘The offer must be fair, it is much less than the other’.
Car salesmen demonstrate an example of the contrast principle used in a business context. They will sell us a car and only after you have accepted the purchase will they start trying to sell you the extras (Metallic paint, Sat Nav etc.)
This can also be seen in a clothing retailers, common sense would tell us that it would be easier to try and sell a customer a small item (like a belt) and then ‘once they are warmed up’, try to sell them a larger item. However, this actually works better in reverse. The idea is that once the customer has bought the expensive sweater, the cheaper belt and t-shirt don’t seem as much...in contrast.
This excerpt is included in the Trainer Bubble training course material 'The Power of Influence'. Download this fantastic training resource at Trainer Bubble
Thursday, 7 June 2007
Sales Culture – Beware of the broken window
There’s a park I walk through on the way home each day. It used to be a very pretty park with vast areas of green freshly clipped grass, commemorative benches with gleaming plaques, pristine toilets that won countless awards, trees that have been there for decades and freshly painted playground equipment for the kids to climb over.
About a year ago I happened to notice that one of the windows of the toilets had been smashed, I could have been wrong, but it looked like someone had thrown a stone through it. I tutted to myself and continued on my way. The next day as I was walking, I noticed that someone had added to the broken window with another and someone else had scrawled their name next to it in giant, sprayed on letters.
Over the year, things have got worse. The green grass has yellowed and is littered with rubbish, the benches have become worn and broken in places and the playground is more rust than paint and seems held together by the marker pen graffiti.
A sad tale of urban decay you may be thinking, but what the heck has it got to do with sales?
The thing that tripped off this series of events was the broken window. I would argue that had that broken window been fixed the day after it’s breaking then the person who broke the second window and left graffiti would not have done so. Consequently the park would not have become an area where it was ‘ok’ to treat with disrespect and it would not have fallen into steady decline.
Again I hear you thinking, I get it, but what the heck has that got to do with sales?
Let’s say you have a team and in the majority they are pretty successful with sales. They are all doing ok and you can see that their skills are developing progressively. However, there is one member of the team that is not on board with the concept. They are disruptive, they complain, they challenge every product by comparing it negatively against competitors and they do their utmost to undermine the process at every opportunity.
Many managers will ignore this person in the hope that they will get so fed up that they move on to another part of the business or even to the competitors they so admire. They’ll invest little time in them and ignore their development. This is a mistake. The person we have described is your ‘broken window’ and all the time they are left ‘un-mended’ they will encourage the same negative behaviour in others, until your business looks as tired and worn as the park I go through every night.
Other people will start to model the behaviours displayed by the broken window and you will notice a steady decline in sales development, after all, ’if they can get away with it, maybe I can too’. It is far easier to change the methods of one than it is to alter the habits of one hundred.
I would even go further than this and say that they are the catalyst and, if turned around, they will move your culture of sales on to the next level. When negative obstructers, who generally court a lot of influence, become flag wavers for the business, you have found a method of ensuring that things happen even when the boss isn’t looking.
Like mending a broken window, it’s not fun and nobody wants to spend the time, money and effort on it, but it’s a lot better than having to re-develop the whole damn park.
Trainer Bubble provide some very useful sales training resources, why not visit and see what we have? Trainer Bubble - Training Resources
About a year ago I happened to notice that one of the windows of the toilets had been smashed, I could have been wrong, but it looked like someone had thrown a stone through it. I tutted to myself and continued on my way. The next day as I was walking, I noticed that someone had added to the broken window with another and someone else had scrawled their name next to it in giant, sprayed on letters.
Over the year, things have got worse. The green grass has yellowed and is littered with rubbish, the benches have become worn and broken in places and the playground is more rust than paint and seems held together by the marker pen graffiti.
A sad tale of urban decay you may be thinking, but what the heck has it got to do with sales?
The thing that tripped off this series of events was the broken window. I would argue that had that broken window been fixed the day after it’s breaking then the person who broke the second window and left graffiti would not have done so. Consequently the park would not have become an area where it was ‘ok’ to treat with disrespect and it would not have fallen into steady decline.
Again I hear you thinking, I get it, but what the heck has that got to do with sales?
Let’s say you have a team and in the majority they are pretty successful with sales. They are all doing ok and you can see that their skills are developing progressively. However, there is one member of the team that is not on board with the concept. They are disruptive, they complain, they challenge every product by comparing it negatively against competitors and they do their utmost to undermine the process at every opportunity.
Many managers will ignore this person in the hope that they will get so fed up that they move on to another part of the business or even to the competitors they so admire. They’ll invest little time in them and ignore their development. This is a mistake. The person we have described is your ‘broken window’ and all the time they are left ‘un-mended’ they will encourage the same negative behaviour in others, until your business looks as tired and worn as the park I go through every night.
Other people will start to model the behaviours displayed by the broken window and you will notice a steady decline in sales development, after all, ’if they can get away with it, maybe I can too’. It is far easier to change the methods of one than it is to alter the habits of one hundred.
I would even go further than this and say that they are the catalyst and, if turned around, they will move your culture of sales on to the next level. When negative obstructers, who generally court a lot of influence, become flag wavers for the business, you have found a method of ensuring that things happen even when the boss isn’t looking.
Like mending a broken window, it’s not fun and nobody wants to spend the time, money and effort on it, but it’s a lot better than having to re-develop the whole damn park.
Trainer Bubble provide some very useful sales training resources, why not visit and see what we have? Trainer Bubble - Training Resources
Thursday, 24 May 2007
Improving Sales Effectiveness – The Question is Why?
Achieving sales success is crucial to every business, after all sales is the only revenue generating function within a company, everything else costs money. So what do we do to ensure that our key players in the sales arena are doing all they can to develop this most important of areas?
Much is said about the process and techniques of sales and there are many books and courses written on the topic of sales strategy. However, I believe the key to improving sales is not what we tell our sales people to do or even how they should do it (although I agree they cannot be overlooked). No, for me the answer is not aligned to things you can teach or processes you can explain. I believe the answer is much simpler and at the same time much harder. The simple fact is that most businesses do not achieve the sales they expect through their people because they never answer the why, or to put it in clear terms ‘Why should I sell this product if I am not motivated to do so by my leaders?’
I have seen many a sales meeting where the sales manager carefully explains what the product does and how it works without once explaining why it is important that the team sell the product at all. What’s in it for them? What’s in it for the business? Why should I sell this product!?
We’ve all heard of features, advantages, benefits and you can be sure that the customer is only interested in the benefit to them of buying a product, so why should this be any different for a salesperson selling a product? They need to know the benefit to them of selling the product, otherwise why should they?
Now I know there are some cynics reading this who will answer the question, ‘Why should I sell this product?’ with the much fancied response of ‘…because you are a salesperson and that’s your job.’ To that I say ‘great’, if you are getting results in this way then carry on doing things just the way you are, but if you’re not getting results using this method I have another response…
…If you always do what you always did, you’ll always get what you always got.
Now I mentioned earlier that what a product does and how a product should be sold should not be overlooked and I think that is very true, but when you only focus on these you will be left scratching your head as to why your sales team aren’t getting the results. So, a simple way to deal with the issue is to use the following formula…
What + How + Why = Sales
In this formula, ‘What’ is the clarity around the product or service, i.e. do they know the features and benefits of the product? ‘How’ is the capability to sell the product, i.e. do they have the correct skills and techniques? ‘Why’ we can call motivation, i.e. do they understand the benefits to them and the business of selling the product?
You may find that results still come in with one of these elements missing. However, when you combine the elements you will be truly blown away by what you can achieve.
So next time you hold that sales meeting, remember the reasons why.
Much is said about the process and techniques of sales and there are many books and courses written on the topic of sales strategy. However, I believe the key to improving sales is not what we tell our sales people to do or even how they should do it (although I agree they cannot be overlooked). No, for me the answer is not aligned to things you can teach or processes you can explain. I believe the answer is much simpler and at the same time much harder. The simple fact is that most businesses do not achieve the sales they expect through their people because they never answer the why, or to put it in clear terms ‘Why should I sell this product if I am not motivated to do so by my leaders?’
I have seen many a sales meeting where the sales manager carefully explains what the product does and how it works without once explaining why it is important that the team sell the product at all. What’s in it for them? What’s in it for the business? Why should I sell this product!?
We’ve all heard of features, advantages, benefits and you can be sure that the customer is only interested in the benefit to them of buying a product, so why should this be any different for a salesperson selling a product? They need to know the benefit to them of selling the product, otherwise why should they?
Now I know there are some cynics reading this who will answer the question, ‘Why should I sell this product?’ with the much fancied response of ‘…because you are a salesperson and that’s your job.’ To that I say ‘great’, if you are getting results in this way then carry on doing things just the way you are, but if you’re not getting results using this method I have another response…
…If you always do what you always did, you’ll always get what you always got.
Now I mentioned earlier that what a product does and how a product should be sold should not be overlooked and I think that is very true, but when you only focus on these you will be left scratching your head as to why your sales team aren’t getting the results. So, a simple way to deal with the issue is to use the following formula…
What + How + Why = Sales
In this formula, ‘What’ is the clarity around the product or service, i.e. do they know the features and benefits of the product? ‘How’ is the capability to sell the product, i.e. do they have the correct skills and techniques? ‘Why’ we can call motivation, i.e. do they understand the benefits to them and the business of selling the product?
You may find that results still come in with one of these elements missing. However, when you combine the elements you will be truly blown away by what you can achieve.
So next time you hold that sales meeting, remember the reasons why.
Monday, 14 May 2007
Trainer Bubble Sponsors Develop the Developer Survey 2007
Trainer Bubble are proud sponsors of the Develop the Developer 2007 survey.
To find out more about the survey and the history of the project click here
Background
A lot of research as gone into looking at the skills people need to fulfil occupational roles. Little has been done to explore the skills required for people who develop others but are not in the role of teacher or trainer. Even the role of trainer and coach has changed dramatically.
In 1991 AMED were involved in carrying out such research for the government. Now over 15 years on we will be running a similar survey and need your help.
If you consider yourself to be a people developer we would like you to complete the survey.
Developing the developers is a project with an aim of researching the current and future needs of people developers. As the business world progresses so does the role of people developers. At one time this was the remit of the HR or training team. Now with an increasing pace within the world of business, most of us have some responsibility for the development of others. But do we have the necessary skills?
What skills do we need and where can we get them?
This project sets out to answer these questions. So if you manage, mentor, coach, train teach, educate or develop people in any way we want to know how you develop these skills and most importantly how you learn new skills, just when you need them.
What and who are Developers?
Developers are people that help other people to grow. Other titles you may be more familiar with include: Manager, Trainer, Coach, Facilitator, Mentors, Team Leaders etc.
Over recent years more emphasis has been placed on people development than ever before, with the responsibility of learning handed to individuals the eye has been taken of the ball in providing the skills to those involved in support the learning of others. This project seeks to identify what the current responsibilities are and to identify the development and training needs of this audience.
We welcome your involvement in this ambitious project. All you need to do is to take the survey!
The Survey goes live on 21st May.
The project is the largest independent survey of people developers, trainers and managers.
MANAGERS, TRAINERS, DEVELOPERS, COACHES, TEAM LEADERS
The focus for the new research project looks at the current and required skills for people that develop others. - to develop the developer.
MANAGERS, TRAINERS, DEVELOPERS, COACHES, TEAM LEADERS
The focus for the new research project looks at the current and required skills for people that develop others. - to develop the developer.
To find out more about the survey and the history of the project click here
Background
A lot of research as gone into looking at the skills people need to fulfil occupational roles. Little has been done to explore the skills required for people who develop others but are not in the role of teacher or trainer. Even the role of trainer and coach has changed dramatically.
In 1991 AMED were involved in carrying out such research for the government. Now over 15 years on we will be running a similar survey and need your help.
If you consider yourself to be a people developer we would like you to complete the survey.
Developing the developers is a project with an aim of researching the current and future needs of people developers. As the business world progresses so does the role of people developers. At one time this was the remit of the HR or training team. Now with an increasing pace within the world of business, most of us have some responsibility for the development of others. But do we have the necessary skills?
What skills do we need and where can we get them?
This project sets out to answer these questions. So if you manage, mentor, coach, train teach, educate or develop people in any way we want to know how you develop these skills and most importantly how you learn new skills, just when you need them.
What and who are Developers?
Developers are people that help other people to grow. Other titles you may be more familiar with include: Manager, Trainer, Coach, Facilitator, Mentors, Team Leaders etc.
Over recent years more emphasis has been placed on people development than ever before, with the responsibility of learning handed to individuals the eye has been taken of the ball in providing the skills to those involved in support the learning of others. This project seeks to identify what the current responsibilities are and to identify the development and training needs of this audience.
We welcome your involvement in this ambitious project. All you need to do is to take the survey!
Friday, 11 May 2007
What makes 100%?
Here's a little mathematical formula that might help you answer the question, what makes 100%?:
If: A B C D E F G H I J K L M N O P Q R S T U V W X Y Z is represented as:
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26, then:
H-A-R-D-W-O-R-K 8+1+18+4+23+15+18+11 = 98%
and,
K-N-O-W-L-E-D-G-E 11+14+15+23+12+5+4+7+5 = 96%
But, A-T-T-I-T-U-D-E 1+20+20+9+20+21+4+5 = 100%
So there you have it. The key to hitting 100% is attitude, but it doesn't end there...
Now we've all been at the meeting where our boss tells us they want more than 100% (Huh?). Well, the mathmetical formula will help you once again, because...
B-U-L-L-S-H-I-T 2+21+12+12+19+8+9+20 = 103%
and, look how far ass kissing will take you:
A-S-S--K-I-S-S-I-N-G 1+19+19+11+9+19+19+9+14+7 = 118%
So, one can then conclude with mathematical certainty that:
While Hardwork and Knowledge will get you close, and Attitude will get you there, Bullshit and Ass Kissing will put you over the top!
If: A B C D E F G H I J K L M N O P Q R S T U V W X Y Z is represented as:
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26, then:
H-A-R-D-W-O-R-K 8+1+18+4+23+15+18+11 = 98%
and,
K-N-O-W-L-E-D-G-E 11+14+15+23+12+5+4+7+5 = 96%
But, A-T-T-I-T-U-D-E 1+20+20+9+20+21+4+5 = 100%
So there you have it. The key to hitting 100% is attitude, but it doesn't end there...
Now we've all been at the meeting where our boss tells us they want more than 100% (Huh?). Well, the mathmetical formula will help you once again, because...
B-U-L-L-S-H-I-T 2+21+12+12+19+8+9+20 = 103%
and, look how far ass kissing will take you:
A-S-S--K-I-S-S-I-N-G 1+19+19+11+9+19+19+9+14+7 = 118%
So, one can then conclude with mathematical certainty that:
While Hardwork and Knowledge will get you close, and Attitude will get you there, Bullshit and Ass Kissing will put you over the top!
Wednesday, 2 May 2007
The Silent Negotiator - By Wolfgang Halliwell
A few years ago my friend Jane sold her house. She decided not to use an estate agent and advertised in the local press.
Before long a mother and her young daughter came to visit, and it was obvious they were interested in buying. So Jane offered them a cup of coffee and the three of them sat down at the kitchen table.
After exchanging a few pleasantries the visitor explained that she was interested in buying and made an offer of £170,000. This was £10,000 below the asking price and was a little less than Jane was hoping to get. Nevertheless, the offer was not unreasonable so Jane spent a moment or two thinking before responding.
Whilst she was deciding how to reply she heard her visitor say, ‘Or perhaps I could meet you half way.’
Up to this point Jane had said nothing in response to the offer and yet it had just been increased by £5000. What should she do now?
Once again, Jane suspended her reaction. This gave her valuable thinking time. During this time she pondered how readily her buyer had moved on her initial offer. It occurred to her that this person was very keen to buy. With this thought firmly in mind, Jane was now ready to speak. She explained that she had only just placed the house on the market and was expecting a lot of interest. In view of this she was not ready to reduce her asking price quite yet. The buyer instantly responded by agreeing to pay the full price, and the sale was finalised a few weeks later.
At this point, it is worth mentioning that Jane is a very experienced negotiator who is very aware of just how useful silence can be. On this occasion, she chose not to reply instantly to the first offer. She had two reasons for this.
1. She wanted to take a moment to consider what was being proposed.
2. It was obvious that the buyer was keen to buy and she did not want to frighten her off by responding immediately and negatively.
She was also aware that many people are uncomfortable with silence and will often fill a quiet spell with words. This often results in them modifying their original offer, as happened on this occasion. This was not the effect that Jane was trying to achieve this time, but she was certainly not unhappy that it happened.
All too often negotiators are too quick to respond. The pace of their negotiations get faster and faster and before they know it they have reached a deal they are not really happy with.
We could probably all take a leaf from Jane’s book and slow down a little. Silence at the right time in a negotiation can be a very powerful tool.
Visit Trainer Bubble, where you can download the full training materials for 'The Art of Negotiation' for just £49.
Before long a mother and her young daughter came to visit, and it was obvious they were interested in buying. So Jane offered them a cup of coffee and the three of them sat down at the kitchen table.
After exchanging a few pleasantries the visitor explained that she was interested in buying and made an offer of £170,000. This was £10,000 below the asking price and was a little less than Jane was hoping to get. Nevertheless, the offer was not unreasonable so Jane spent a moment or two thinking before responding.
Whilst she was deciding how to reply she heard her visitor say, ‘Or perhaps I could meet you half way.’
Up to this point Jane had said nothing in response to the offer and yet it had just been increased by £5000. What should she do now?
Once again, Jane suspended her reaction. This gave her valuable thinking time. During this time she pondered how readily her buyer had moved on her initial offer. It occurred to her that this person was very keen to buy. With this thought firmly in mind, Jane was now ready to speak. She explained that she had only just placed the house on the market and was expecting a lot of interest. In view of this she was not ready to reduce her asking price quite yet. The buyer instantly responded by agreeing to pay the full price, and the sale was finalised a few weeks later.
At this point, it is worth mentioning that Jane is a very experienced negotiator who is very aware of just how useful silence can be. On this occasion, she chose not to reply instantly to the first offer. She had two reasons for this.
1. She wanted to take a moment to consider what was being proposed.
2. It was obvious that the buyer was keen to buy and she did not want to frighten her off by responding immediately and negatively.
She was also aware that many people are uncomfortable with silence and will often fill a quiet spell with words. This often results in them modifying their original offer, as happened on this occasion. This was not the effect that Jane was trying to achieve this time, but she was certainly not unhappy that it happened.
All too often negotiators are too quick to respond. The pace of their negotiations get faster and faster and before they know it they have reached a deal they are not really happy with.
We could probably all take a leaf from Jane’s book and slow down a little. Silence at the right time in a negotiation can be a very powerful tool.
Visit Trainer Bubble, where you can download the full training materials for 'The Art of Negotiation' for just £49.
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