InnerActive Consulting – Insights » 2008

Are You one of the Fast & Quick? Or the Slow & Steady?

I’m writing this using an analogy of the Hawk and the Dove AND NO – this is not about the war stuff. First, let me set the stage – this past weekend I witnessed a nature activity that could be a sad thing or just one of the facts of life.

You see, we have this Dove family that has lived at our house for the past four or five years. Each year building a new nest and having more family. This little family has entertained us for years. They hang out together and have shown no interest in separating.

This past summer a young Hawk landed close to our bird feeder and we had a grand time watching it as it tried to figure out how to eat at the community bird feeder. Well, he was totally unsuccessful with the birdseed feeder – but he must have gained some intel while there.

This weekend I was at the window with my cup of Java, and I noticed the Hawk in the yard – eating something. It turned out to be one of the Dove family! I was appalled that this had happened to the nice little bird family that always seemed calm and cool even when we approached the birds.

As it turned out, that is the reason the Dove is no more! It was slow, calm and steady. A great target for a bird of prey like the Hawk! Later, I found out from the bird store owner that Hawks take out Doves on a regular basis due to their slowness to react to situations.

As I thought about the situation, I began to think about the current economic crisis, the number of mergers – hostile or not – that have taken place over the past couple of years, and how people are approaching the need for sales growth in a down economy. I realized that I had seen an analogy to the impact or effects of the Slow and Steady (change resistance) and the Fast & Quick – who make things happen when the opportunity arises.

Companies and Individuals who are slow to act or resistant to change are just like the Dove. Cute and lovable, yet soon to become the victim or totally gone when faced with the aggressive and hostile company or individual. You must adapt to the current environment and balance your actions between the fast and the slow or the Quick and the Steady. Moderation is important. Understanding the consequences of inaction can align you with actionable choices.

Think about your highest priorities – company or individual – and immediately launch a plan of action to accomplish this objective. Too often, smart people wait until it is too late to move – like the Dove – and lose their independence or their competitive edge. Take charge and become one of the Fast and Quick during these economic times – be a winner.

If you need help understanding how to set the highest priorities, monitor their results or progress, and other options you need to be successful, then call us immediately – that’s now – at 901-757-4434.

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Posted by Voss Graham on December 16, 2008 at 5:32 am under Strategy.
Tags: Growth, personal growth, sales success, setting priorities, Strategy
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Mismatcher’s Can Be See as Troublesome

Did you see Saturday’s comic section and the Dilbert strip in particular? I was thinking how funny it was and then I realized that most people would not understand the deeper meaning. Okay, let me explain. This is all about the human operating system and was uncovered by the team of Bandler and Grinder. They named the technology Neuro-Linguistic-Programming or NLP.

NLP shows how the brain works and how people use certain triggers in their everyday lives – including such basic functions as communication, interaction with others, decision making and problem solving. In some European countries this system is being used in all departments of corporates to improve communication and understand decision making at all levels – not to mention just plain old personal development.

Now about the Dilbert cartoon this weekend and particularly the statement in the next to last frame about “…manipulating the puppet strings…” which can be misunderstood. It is true if a person does not understand NLP or even basic behavioral styles – then they can be manipulated by others. The key is always the intent of the other person. Personally, I have been using both NLP techniques and behavioral style factors for years. Not to manipulate others… because my intent is to gain rapport and trust, which leads to open and objective dialogue with others. When I match the other person’s style and preferences, the barriers or natural resistance to open dialogue is welcome.

Back to the Comic strip story line, the punchline was based upon people understanding the match – mismatch differences. First, the matchers look for common factors to connect with making other matchers feel good. Matchers look for sameness in describing things and can have some issues with problem solving – since they do not automatically see problems or differences from the norm – they are looking for sameness.

Second, the mismatchers on the other hand can be seen as real problem people. They are not actually the “bad” person they get labeled as by others. Their issue is their brain looks for differences, mismatches or exceptions to the rule. They are mentally conditioned to see the exception or different issue – in every situation, statement or person. This people are usually labeled as troublesome or difficult to get along with by others (the matchers!). Actually, these people are great problem solvers and can isolate an problem or exception immediately.

Finally, learn to recognize the traits of people. Are they matchers or mismatchers? This will give you a hugh advantage in understanding the actions of others – and how to gain rapport with people. If you are pure matcher or pure mismatcher, then the ability to flex to others becomes more difficult. Yet, it can be done if you use discipline in your communication and choose to do the right thing in your communication with others.

Understanding the human operating system is one of the systems that we use in our coaching process for leaders and sales people. We explain the fundamentals and model the use of the system in the coaching process. If you want to learn how to gain rapport with anyone, build trust with your team (or customers), and be able to communicate effectively with everyone – call us today and learn how to use this process.

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Posted by Voss Graham on December 15, 2008 at 11:01 am under Coaching.
Tags: Communication, Dilbert, NLP, Personal Development
2 Comments.

Leaders Are Readers – Really!

One of the oldest sayings or cliches is Leaders are Readers. And, you know, it is true. Let me explain the reasoning behind this statement.

First, the act of reading is one of the most positive methods of activating the brain. Brain stimulation is a key factor in creativity and decision making. Without stimulation the brain can become sluggish and slow to comprehend ideas, thoughts and facts. The act of reading allows your brain to open up to new ideas and visualize the future.

Second, reading is a form of research on specific topics. Is there a subject that you need to understand better – six sigma, rapport building, team building, strategy, lead generation? There are collections of books written by experts on these and other subjects that will provide you with answers and insights into another topic that you need to know. Today, there are more books available on every topic or subject than ever before.

Third, your natural advantage is applied research. When you read, you will need to read about five books on any subject. This allows you to learn the process behind the information. By the learning the process, you learn exactly how things work or are capable of working. Too often I find an individual who has read ONE BOOK on a topic, is blown away by the information and becomes a follower of the author’s version of the topic. This action creates a follower rather than a leader. A true leader will read multiple sources on the topics and combine the information for total understanding of the topic or subject.

Fourth, your decision making abilities improve significantly when you read. The reason is two-fold. First, you have a better understanding of the subject and stay focused on the important parts for the decision. Second, due to your expanded knowledge – you have more alternatives in your decision making process. The more alternatives you have, the more control you have regarding your choices. You have the flexibility to select a choice that matches the real situation – thus, better choices.

Some people have told me that they don’t read because they are slow readers and it takes too long to read a book. This was a problem for me at one time. However, I learned that the act of reading made reading easier. Also, I discovered Evelyn Wood’s Dynamic Reading course – which I highly recommend to you. It tripled my reading speed and increased my retention significantly. You can find these on Ebay or Amazon in both new and used versions. Get and it learn to read faster – it works.

If you are looking for a source of what business books to read, then use the Business Book Review site that is listed in our IACG sites links on the right. I provide an brief explanation of what is important about the business book listed on the site. Enjoy and tell others to check it out.

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Posted by Voss Graham on December 12, 2008 at 6:00 am under Personal Development.
Tags: Personal Development, personal growth, reading
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Is Your Sales Team an “A” Team?

During these economic times, revenue generation and growth have become the number one topic in corporate offices. A better question to be asking now is – Do We Have an “A” Level Sales Team? Assuming that you have an “A” team, then sales growth and sustainable revenue levels should be a given. A Sales Team loaded with “A” players knows how to win.

So how do Sales Executives know that they have “A” players on the team? Well, first they can sell during good and bad times. They are students of selling and are at the front of the line for sales training – product and technique based learning. And, they have an inner drive – sometimes referred to as a winner’s edge – that gives them the persistence and ability to pursue business in the face of adversity. Also, adversity does not slow these winners – it challenges them to become more creative and find new advantages to use to secure business. Continue reading ‘Is Your Sales Team an “A” Team?’ »

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Posted by Voss Graham on December 11, 2008 at 6:35 am under Hiring, Selection and Retention, Sales.
Tags: high performance sales teams, Hiring sales winners, selection tips
1 Comment.

Let the Job Talk in the Hiring Process

How offer are you hiring people without truly understanding the REQUIREMENTS for SUCCESS of job? The most common tool used in the hiring process is the job description followed closely by the Behavioral Interview Question sheet. Yet, do both of these tools have a direct connection to the actual job position?

My experience assisting clients in the hiring and selection process shows a lack of direct connection between the tools and the job. How can this be? Simple. The job description is based upon activities and task to be done according to some formula used by human resources and a department manager. Usually, outcomes and specific performance traits needed in the job are overlooked. Even the behavioral interview questions are based upon some universal “good” or common value system for the organization that again misses the target of the specific traits needed for a job to perform at high levels.

So how can this function be improved? Let the job talk using a “Job Performance Benchmark.” This type of benchmark will identify the traits necessary for success and pinpoints the priorities needed for high levels of performance. It even provides a list of behavioral based questions to ask candidates relative to these performance based elements of the job.

How simple can that be? Continue reading ‘Let the Job Talk in the Hiring Process’ »

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Posted by Voss Graham on December 10, 2008 at 6:03 am under Hiring, Selection and Retention.
Tags: high performance, hiring and selection, hiring people, hiring systems and processes, job benchmarking
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Do You Know What Your Customers Want?

This is a common statement and question for sales people and comes up in sales training sessions on a common basis. However, in practice, do sales people really understand the true meaning of this question? Do they understand the ramification of a lack of understanding of this key success question?

I’m sure that you know the Golden Rule and probably the “Platinum Rule of Selling” if you have been in sales for any length of time. Yet, Bob Burg who is a prospecting guru states a little different golden rule and he has been quoted:

“Internalize the Golden Rule of sales that says, ‘All things being equal, people will do business with, and refer business to, those people they know, like, and trust.”

This statement is very true – even in today’s economic climate. In fact, I would believe that it is even more important today than ever. Customers and Prospects are looking for people to trust more than ever! They seek out referrals based upon who others like and trust. Continue reading ‘Do You Know What Your Customers Want?’ »

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Posted by Voss Graham on December 9, 2008 at 6:26 am under Sales.
Tags: Lead Generation, Marketing, Sales Tip
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Dreams or Goals – What Really Matters?

This past weekend I was reflecting upon the economy, my clients, and the future. About the time that I was about to start a new project, I read this quote from Henry David Thoreau.

“If you advance confidently in the direction of your dreams, and endeavor to live the life which you have imagined, you will meet with a success unexpected in common hours.”

Wow! What a revelation of thought from this simple quote. Let me explain. We as human beings are success oriented beings. The only thing that stops us from succeeding in life are our own thoughts. I know that some people will argue this point (since they don’t believe they can be successful – which is another discussion for another day.) and then the law of self-fulfilling belief takes over. Continue reading ‘Dreams or Goals – What Really Matters?’ »

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Posted by Voss Graham on December 8, 2008 at 9:24 am under Personal Development.
Tags: create future success, Dreams to Goals, Goals, Personal Development
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Teams Work Best with a Common Goal

Teams work best with a common goal should be a clearly understood requirement for team leaders. However, for various reasons a common goal is not used as it should be used. There are a couple of reason for lacking a common goal within work teams.

First, no one brings up the actual goal for a team. Many times the discussions within a team are about activities, tasks, and to do’s. They leave out the most important part that clarifies direction for the teams operational results.

Second, no one can agree upon one goal for the team. Each person defines their role within the team based upon what they want to do or whatever is their personal agenda. Therefore, the team is splinted and moving toward different goals – usually conflicting goals which pulls apart a team. The biggest ego usually wins the day and many are left feeling left out or purposeless.

Third, a goal has been set by one person either inside or outside the team, yet, has not shared the goal with anyone working on the team. Therefore, misalignment or a lack of focus wins the day. The leader who does not share the overall common goal is undermining the performance of the team. This factor also eliminates or reduces any discussion by the team members about the target. Therefore, individual and team commitment is lowered – again reducing the level of performance of the team.

Common goals are just that – known as the common target for the team. It should be fully discussed and all positions or agendas should be placed upon the table. Open discussion creates commitment and buy-in by the team members allowing for higher levels of performance and results. A side note to the open discussion – better results, expectations and methodology for results are usually created using open discussion and listening to each members points of view.

Teams need a common goal for clear focus and execution for attainment. Team leaders need to start a team project with open discussion about the common goals and listen to the alternatives for results. Sometimes the unexpected results or path becomes clear using open dialogue.

If you are looking for better understanding of team dynamics and the use of common goals within teams, contact the InnerActive Consulting Group at 901-757-4434. Ask for Voss Graham when you call.

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Posted by Voss Graham on December 5, 2008 at 6:10 am under Team Building.
Tags: common goals, preparing teams, Team Building
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The New World of Marketing – Social Networking

During these interesting economic times it appears that a new form of marketing is literally taking the world by storm. Social Networking is driving new business for organizations IF THEY ARE USING IT!

Whether you believe in social networking or not, you better have a plan for implementing it into your Marketing Budget and Plans. Why? Because it is driving the new business models. If you are only using the traditional marketing media and techniques – you will lose marketshare. Also, the traditional marketing methods do not create new brands. Traditional Marketing methods only maintain an established brand and keep it top of mind.

Now the question becomes: Are you using Your Tube? Are you LinkedIn and using a private section for your business contacts? Do you Twitter? How about your FaceBook account – is it up to date? If you think I’ve lost my mind – please check with anyone under 30 to learn about this new marketing media.

As an old guy, I am just learning about how to use these sources of leads and credibility. And the reason I am using valuable time to learn about these methods is due to the fact that the “proven” marketing methods of the past three decades are not working today. These traditional marketing methods have truly become an expense item in our budgets rather than the preferred investment in new business opportunities.

Take some time to learn about these new Marketing Models – your sales will depend upon it, your brand will depend upon it and most importantly, your credibility will depend upon how successful you are with these new media models. Follow the Nike slogan – “JUST DO IT” and your success will follow.

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Posted by Voss Graham on December 4, 2008 at 6:22 am under Strategy.
Tags: Internet Marketing, Marketing Strategy, Social Networking
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What is a Personal Strength?

In the landmark book by Buckingham entitled “First Break All the Rules” statements were made about how the best managers utilized the natural strengths of their direct reports. There were two additional points contained in the book and verified through experience. People are hard wired with certain traits that are impossible to change in the long term. And, you must know what the natural strengths of each individual on a team.

Personal Strengths are the things that an individual does with passion and shows up everyday wanting to use them in everyday life. They are the traits that make each individual unique and like others at the same time. Now if that seems a little confusing, image how difficult it is for managers with no people managing skills. The interesting thing about this scenario is that some of these traits are “hardwired” in the person’s brain and is a preferred method of operating. Other traits are learned and will be more subjective or changeable with training or knowledge.

Managers need to understand all the possible combination of hardwired traits so they can assign tasks and projects based upon the natural abilities or traits of each individual. Too often, a person is asked to do daily tasks that are the opposite of their natural strengths which leads to major issues in the long run.

First, the manager may have expectations that a task should be done a certain way based upon “certain hard wired traits.” When the job is not done using the preferred methods, then the direct report is considered to be at fault and gets a low job performance review.

Second, the individual that is mismatched regarding their natural strengths and a task or job will become frustrated and usually loses their personal motivation. Then their confidence goes down and they become more demotivated. The reason for this downward cycle is the lack of accomplishment or high performance possibilities. The individual wants to perform well and therefore feel good about themselves – yet the job mismatch with their personal strengths creates more issues.

Finally, human nature being present in all situations, the individual begins to look around for a new job or assignment. The higher the self-confidence the more they will actively engage in seeking new situations or employment. The lower self-confident individuals will hang in until the manager gets so frustrated that the manager takes action dehiring the individual.

Learn what your natural strengths are using assessments. InnerActive Consulting Group offers a complete personal assessment that uncovers your natural strengths and weaknesses. You can be debriefed on the best practices for your strengths – learning how to manage others, select qualified high performers for open positions and how to motivate each individual within your team for high performance. Contact us at 901-757-4434 for more information or a demonstration of how this process will work for you.

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Posted by Voss Graham on December 3, 2008 at 5:26 am under Using Assessments.
Tags: Leadership, Personal strengths, selection process, Using Assessments
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Archive for December, 2008

Are You one of the Fast & Quick? Or the Slow & Steady?

Mismatcher’s Can Be See as Troublesome

Leaders Are Readers – Really!

Is Your Sales Team an “A” Team?

Let the Job Talk in the Hiring Process

Do You Know What Your Customers Want?

Dreams or Goals – What Really Matters?

Teams Work Best with a Common Goal

The New World of Marketing – Social Networking

What is a Personal Strength?

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