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Posts Tagged ‘Coaching’

The Law of the Few

We looked at the Pareto Principle in the earlier post, which most people recognize as the 80/20 Rule.  Malcolm Gladwell has written several books around this theme and he says, “The success of any kind of social epidemic is heavily dependent on the involvement of people with a particular and rare set of social gifts.”

Gladwell describes these gifted people as Connectors, Mavens, and Salesmen.

Go it Alone or Ask for Help?

During this week I have come across several situations whereby a client or friend has discussed with me their problems or issues. Usually this is well after the fact and too late for me to assist them in solving those problems.

However, after some thought, I realized I was looking at a trend of issues from people who have the natural talent to be very successful – yet, are having difficulties in getting to that next level of performance. Why is this happening?

Emotional Intelligence and Coaching

Just spent a couple of hours listening to the authors of Emotional Intelligence Coaching – Improving performance for leaders, coaches and the individual. This is really good information. If you get a chance get the book and read it. It is full of very valuable information and provides a toolbox for implementing the process in your organization.

Some of the basic concepts contained in this outstanding book include information on how the brain actually works. It explains what happens when stress overrides the logically mind and the emotional or reptilian brain takes over our decision making process.

After connecting the dots on the mechanics of the brain, the authors then take on emotional intelligence -or the ability to remain calm dealing very stressful environments so you make better decisions. Better decisions lead to better or more effective leadership skills.

Now Robin had time to visit with the authors about a key determining factor of one’s performance – your subconscious beliefs. They were very impressed and want to discuss more about the process she uses with her clients to reprogram the subconscious mind for more effective performance.

If you are interested in her process, go to her blog – and read about some of the life changing power she uses with her client. Enjoy the research. Then, if you want more information, please call her at 901-757-4434.

Inner Game of Selling is About Beliefs and Mindsets

The Inner Game of Selling holds the key to a sales person’s real success. What the sales person is thinking about positions as a winner or a loser – depending upon the dominate thoughts. Since your thoughts control the inner game, they set the stage for your ultimate performance – good, bad or indifferent.

So how do beliefs enter into this discussion?

Beliefs are the thoughts that get placed into the subconscious mind. This is important because the experts in human performance have found that the subconscious mind actually controls most of what we do, say (particularly how we say things), word choices and decisions. And, the most alarming thing is – the subconscious mind just follows the orders of your thoughts – without judgment. Therefore, good and bad thoughts are embedded into our subconscious mind. Then words and actions are pushed out as commands with both good and bad results!

The cumulative effect of our beliefs create our mindset about everything – including our abilities as a sales person. I have heard more than once, people in sales state – “I hate sales or I hate selling.” What a mistake. The “I” makes this statement a direct command to the subconscious mind therefore placing real power behind the statement.

If you want to excel in sales (if you are in sales this should be a primary thought) then you must take control of your thoughts, self talk, and concentration of thinking about sales or selling. Make this a commitment to your success.

Now if you have not be paying attention to the quality of your thoughts and you feel that something inside is holding you back from superior performance, you may need some focused attention. There are three things you can do:

What’s Your Preference – Goals or Problems?

While coaching a client I was intrigued by the fact that every time I asked about my client’s goals for the coming year, the client would change the subject and not answer my question. This continued for several weeks, until I discover the answer – he preferred problems over goals.

After studying this topic in depth I learned that people fall into one of two camps: 1. Goal oriented or 2. Problem oriented.

Okay, I know some of you have heard the motivational speakers jump up and down talking about goal setting is the master key to success. You need to write and rewrite your goals every day to make certain the goals are top of mind and thus get achieved.

Well, the truth is, only half the population are true goal seekers. The other half are problem solvers. In fact, the really intense problem solvers hate to discuss goals due to their disbelief that goals are achievable or even necessary in some cases.

Facts Alone Don’t Change Actions

Here is the truth concerning poor performance, especially in the worlds of selling and leadership. Facts alone do not excite people to take action.

Here is the answer to getting people to take action. Use emotion to sell the idea and the logic (facts) will justify their need to take action.

While it is true that some organizations attempt to eliminate the development of relationships in the buyer-seller environment (WalMart is an example), it is still the emotion side that gets people to take immediate action. If you are not getting any immediate reactions or focused questions about implementation, then you are not hitting the emotion buttons.

Ineffective leaders and sales people use a form of “corporate speak” in their presentations that provide logic and facts for the audience without any emotional spirit. And, they are surprised when no one responds to their message with action or action commitments. What is happening here?

Usually this is a style related issue with the leader or sales person having a behavioral combination that minimizes the preference for emotion. These people actually believe that logic will persuade others to take action and emotion should be left out. They present their logic and expect people to accept it at face value and take action.

This assumption is flat out wrong! Sales training 101 clearly states that “ALL DECISIONS ARE 100% EMOTIONAL” and then we use logic to justify our emotional decision. More than once I have been called on this statement by the people who believe in their logical explanations. Well, after a few examples that hit home for the individuals, we agree that emotion must have a major bearing on our decision making process.

The best method to use to get emotional buy-in to a decision is to tell a story. Let the story grab the attention of the audience / listener. Allow the listeners to place themselves in the story and feel the emotions – good or bad emotions depends upon the message and solution. When people get involved they are more likely to commit to action during a debrief or call to action.

Use this tip to improve your sales results or your leadership effectiveness. If you want more ideas for improving your results and getting to the next level – call us at 901-757-4434 and ask about our coaching programs.

Coaches help You Learn by Thinking Differently

Yes, the purpose of having a coach is to help you think differently. New thoughts or a new way to think about issues allows for learning at the highest levels. Self discovery of the answers to either an old or new problem is the way of the winner. Are you using a coach? Are you learning new things or ways to handle old problems?

Good coaches know how to ask the right questions to help you discover the new answers to any type of problem, issue, challenge or opportunity. A good coach is usually a generalist in pure knowledge or has years of experience – applying knowledge in different situations. Thus, the experience is practical rather than conceptual. Beware of the ivory tower type of coach who tells you everything. These people have not necessarily been on the field of play in any capacity. Some get degrees and teach, some get certified (without any practical knowledge) and others are just looking for work and become a “coach.”

When you are looking for a coach to help you or your team get to the next level, look for people who have been real experience. And, while experience is a good thing, good to great performance is more important. So, if you are looking for sales coaching find someone with sales experience. If you are looking for a management or leadership coach, find someone who has been running a company for many years.

Use a coach to learn to think about things differently, with greater clarity and with a focus upon results. Getting results is still the real game. Getting results is the key to people noticing who you are and what you do. When you do things very well, others want to work with you because you are one of the best.

Even the great Tiger Woods has a coach to remind him of the right ways to approach the game of golf – including the basic swing mechanics. This is the number one golfer in the world AND HE HAS A COACH.

Do you have a coach who can get you to the next level? Are you an expert at everything you do? Is there something that you want to do better, yet, are not sure how to do it? Are you technically outstanding – with people skills that hinder your success? You can improve – if you want to improve.

If you are looking for a good business coach, there are good ones available. We have been coaching executives, fast trackers, sales managers and sales people for over a decade with outstanding results. At one company, we have the reputation of the “promoters” since we got so many people promoted using our processes. Can me at 901-757-4434 and set up a time to discuss what you want to improve.

Coaching Performance Improvement

One of the major challenges for leaders is how to develop their people. Development is all about improvement in someone’s performance. Unfortunately, most leaders don’t know how to do this core function of leadership. Fortunately, it is easy to learn – given a desire to coach and improve others.

Coaching is a key skill for leaders and the sooner they learn how to coach, the fastest their people will grow into high performers. In order to coach others you will need to do the following:

Perfection vs. Progress – An Everyday Battle of Wits

From really high levels to the lowest level of importance, this battle of Perfection or Progress goes on everyday. What is there to understand about this human condition?  There are two camps of thought. First, there is the Perfection group which looks at the world through lenses that suggest everything has to be perfect. Second, there is the Progress group which looks at world through lenses that suggest that everything is not perfect, yet, progress is being made towards that goal.

Okay, let’s look a little deeper into the two camps. First, the perfection camp where people believe that everything has to be perfect and non-perfection is totally unacceptable. Therefore, when things are not perfect (using their definition of how things should be) they need someone to blame for the imperfection. They look for fault or someone to “take the blame” for their expectations not being met. They do not care if the other person or group’s self esteem is damaged by their attacks because it is their fault for the imperfection!

The Progress group or individual looks at the world as a “under construction” project. They believe that moving forward – no matter how fast or slow – is still moving forward and should therefore be celebrated. They focus upon what has been accomplished or achieved relative to where they were in the past. Improvement is the goal rather than perfection. They believe that “done is better than perfect” and feel good about incremental improvement as well as radical advances.

This really is a pure people issue and each individual’s growth depends upon which camp they choose to be in everyday. A healthier point of view is to join the progress team. This allows for individuals to achieve at higher levels, to grow personally, and accept responsibility and accountability for their results. This provides the catalyst for higher self-esteem and confidence. The perfectionist is always looking for someone to blame for a lack of results ( again defined as their expectations rather than true facts). This usually leads to lower self-esteem and a lack of self confidence.

These issues can be coached and corrected. Join the progress team. Call us at 901.757.4434 and ask about our Personal Kaizen process.