C-Suite Network™

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Growth Leadership Personal Development

The Power of Perception

Visit KeepLeadingPodcast.com to access the full content for this episode!

Hello, everyone! I am Eddie Turner, The Leadership Excelerator®. In this episode, I discuss the power of perception. Dr. Diane Hamilton and Dr. Maja (Maya) Zelihic, two professors and authors, are my distinguished guests. Here is what you will learn in this podcast:

Understanding Perception

Perception is a combination of four elements:

  • IQ: Intelligence Quotient
  • EQ: Emotional Quotient
  • CQ: Curiosity Quotient
  • CQ: Cultural Quotient.

Perception is a process that includes everything we are thinking about, how we recognize it, how we come across to others, how others come across to us, and how we utilize all of it to communicate effectively.

The professors have developed an acronym for the process—EPIC. It stands for Evaluation, Prediction, Interpretation, and Correlation. Every one of us goes through each phase before coming up with a decision. Recognizing perception as part of how we communicate with others can help leaders succeed in a global and diverse business setting.

Why Perception Matters?

According to Psychology Today, humans make about 35,000 decisions a day. We take these decisions either consciously or subconsciously. Many of these decisions are small and insignificant such as:

  • What time do I wake up?
  • What to eat for lunch?
  • Do I take this medicine or not?

Some of the decisions have a significant impact on professional careers in a corporate setting. The current ever-evolving, highly diverse workplace compels leaders to understand the complexities revolving around perception.

Perception impacts everyone’s reality. Understanding the mechanism and the factors affecting it impacts the effectiveness of leadership. A leader can only be effective when they can tap into the potential of their perception and understand others.

Different Factors Influencing Our Perception

Trace any of your decisions back, whether it’s your career, lifestyle, or anything, and you can find your perception based on a particular factor/experience in your life. These factors influence your perception, like

  • Culture
  • Personal experiences, life experiences, and corporate experiences
  • Intelligence
  • Gender
  • Spirituality
  • Emotions to a certain extent
  • Personality types
  • And curiosity levels

Why do Business Leaders Need to Develop their Perceptive Powers?

As a business leader, developing perceptive powers helps to understand the influences of perception on specific competencies in business such as:

  • Innovation
  • Critical thinking
  • Engagement
  • Creativity
  • Collaboration
  • Positive thinking
  • Leadership

Having perceptive power improves emotional intelligence and enables leaders to empathetically see other people’s perspectives while understanding their vantage point. Studies indicate when a business leader understands their client, their sales go up.

How Can a Leader Improve their Perception Skills

#1        Be in tune with your self-perception.

#2        Evaluate your perception. It allows you to analyze yourself in terms of self-control,

composure, acceptance, body language, tone, etc.

#3        Be aware of how others perceive you as a leader.

#4        Listen to others and observe them.

#5        Develop the ability to predict other’s perceptions.

Being in tune with the perception of others helps you create a SMART corporate goal process. It also enables you to polish your perceptions and be an effective leader.

Eddie Turner is the Keep Leading!® podcast host—a podcast dedicated to leadership development and insights.  Subscribe and Share wherever you get your podcasts.  Follow Eddie Turner on LinkedIn, Twitter, Instagram, or Facebook! Visit www.EddieTurnerLLC.com to learn more!

Categories
Body Language Entrepreneurship Human Resources Management Marketing Negotiations Sales Skills Women In Business

“What Are The Top Five Things To Know When Negotiating” – Negotiation Tip of the Week

“To lack knowledge when negotiating is to forgo potential opportunities.” -Greg Williams, The Master Negotiator & Body Language Expert (click to Tweet)

 

Click here to get the book!

“What Are The Top Five Things To Know When Negotiating”

 

People do not realize they are always negotiating.

I wish I had a crystal ball. Why was the question her friend asked? Because then I would know the top five things to know when negotiating. I feel a little out of my depth with my upcoming negotiation. And it is vital for the advancement of my career.

That was a synopsis of a conversation between two associates. And one of them was struggling over what to do while considering an upcoming negotiation.

There are five generic considerations to be aware of when negotiating. They are not in order of importance. Keep them in mind because they are essential to your negotiation efforts.

Click here to discover what they are!

Remember, you’re always negotiating!

 

Listen to Greg’s podcast at https://c-suitenetwork.com/radio/shows/greg-williams-the-master-negotiator-and-body-language-expert-podcast/

 

After reading this article, what are you thinking? I’d like to know. Reach me at Greg@TheMasterNegotiator.com

 

To receive Greg’s free “Negotiation Tip of the Week” and the “Negotiation Insight,” click here https://themasternegotiator.com/

 

Categories
Growth Human Resources Personal Development

Training on Smartphones: Five Critical Questions to Ask Before You Begin  

There are many compelling reasons to deliver your training directly to your employees’ cellphones. To cite just a few . . .  

  • Mobile training can be conveniently delivered to large numbers of employees who work in multiple locations 
  • There is no hardware cost, and no need to install a training center for employees to use 
  • There is no need to hire a trainer every time you want to start a training class for new employees, salespeople, or anyone else 
  • Employees can complete different units and modules whenever and wherever they prefer 
  • Millennials and other younger employees really like their mobile devices and are therefore more likely to enjoy and complete training 
  • You already have older computerized training materials – or even older printed training manuals – that should be easy to convert into mobile training programs

Those are all very good reasons why you should be thinking about mobile training. But are there other issues to consider before you move ahead? I asked Dan Black, former Vice President of Client Engagement at my company Tortal Training. Dan, who is a master training designer, recommends asking these questions before making the decision to distribute some or all of your training to your employees’ mobile phones. 

Question One: What percentage of your employees have smart phones? 

 If most of your trainees already have themthat is one thing. But if not, how will you deliver your training to those who don’t? You will need to provide tablets or laptops that can be used by them in the office. That could mean designing several versions of your training materials for different platforms. So be sure to look before you leap.  

 Question Two: How will employees be compensated for training when they are not at work?  

If employees will complete training when they are not at work, you will have to compensate them for the extra time they spend. You will have to have them track and report those extra hours. Another option is to require them to complete their training at work.  

Question ThreeIs mobile connectivity easily accessible while your employees are on the job? 

This is another question that some companies overlook as they rush to mobile. What, for example, is the state of Wi-Fi connectivity in all your work locations, stores, etc.? If it’s not already there or if it is sub-par, what will be cost of setting it up across all your locations? If your trainees will be accessing your materials while they are not at work, can you expect them to shoulder the usage costs? 

Question Four: Do your employees in the field have mobileenabled tablets? 

Many companies are discovering that mobile training works best when delivered on tablets, not smartphones. But they are also finding that few employees have tablets that are part of their mobile plans.  

Question Five: Is your training the kind of training that works well on mobile? 

Dan Black maintains that mobile devices are best for delivering what he calls “performance support,” which means training that is delivered to employees after they’ve gone through a larger and more detailed learning interaction. 

Performance support is like a reminder. You know that sign in your company bathroom that reminds employees to wash their hands before returning to work? That’s an example of performance support, which can also be defined as essential, bitesize pieces of information that you deliver where and when they can affect employee performance.  

Some examples are: 

  • Overviews of product features and use 
  • A review of how to handle a customer-facing process or procedure 
  • Quick instructions on how to fill out a form that documents a service call or a sale 
  • Simple videos on cleaning, troubleshooting, or performing preventative maintenance

The bottom line is that mobile training should be short, sweet, and to the point. Think about YouTubethe largest training resource on the planet. If people don’t know how to do something, they find out how on YouTube! Think that same way for your employees. The idea is to provide information that reminds them how to handle a process or procedure – info that they can access where and when they need it. 

In Summary . . .   

Yes, mobile is great, but it’s not great for everything. Used properly, it can be a powerful tool in your organizations arsenal if you use it in combination with the full suite of technology, classroom, and other training that is available to you. 

About the Author  

Evan Hackel is CEO of Tortal Training, a firm that specializes in developing and implementing interactive training solutions for companies in all sectors. Evan is also a recognized business and franchise expert, a professional speaker, and author. He created the concept of Ingaged Leadership and is Principal and Founder of Ingage Consulting, a consulting firm headquartered in Woburn, Massachusetts. Evan is an active advisor in the C-Suite Network. To learn more about Inage Consulting and Evan’s book Ingaging Leadership, visit Ingage.net  

 

Categories
Growth Management Personal Development

The ROI on Leadership Training

The Dirty Little Secret

The dirty little secret about most leadership training is that it doesn’t stick.

Training alone doesn’t turn into improved leader performance.  HBR, Forbes, and Inc. Magazine have all reported that American businesses spend billions of dollars annually on training that is not a good Return on Investment – largely because people go back to their old ways of doing things.  In times with tight budgets, companies still need to develop their leaders, but can’t afford to waste money.

The Three I’s of Leadership Development

When I was the head of Human Resources for a global, billion-dollar company, I delivered leadership workshops for all levels of management all around the organization, and consistently received rave reviews.  However, as the head of HR, I still continued to receive calls about managers that were leading in ways that were counter to our core values and what we taught in these workshops. I remember thinking, “What is going on here? I taught these managers how to lead people based on solid principles that were in line with our core values.”  I came to the realization that for leadership development to be effective, it must help the leaders transform the knowledge into applied skills.  As a result, I redesigned the program to follow the three I’s of personal transformation: Insights, Implementation, and Integration.  The objective of the three I‘s is to transform knowing into doing.

Transform Knowing into Doing

In any areas of life, we can have a knowing vs. doing gap.  We know what to eat to maintain optimal health, and yet, we don’t always do it. We know we need to exercise regularly, but don’t always do it.  (I am talking to myself here, feel free to listen in).  We know the Golden Rule for how to treat people, but don’t always do it.  With leadership, knowing leadership principles and not applying (doing) them is the common gap in leadership development, as described in my own experience.  To close the knowing vs. doing gap in leadership, I developed what I call The Three-Legged Stool approach to employ the Insights, Implement and Integrate transformation model.

Leg #1 – Insights

Teach a leadership model that provides a framework for learning.   In his article, Mental Models: Learn How to Think Better and Gain a Mental Edge, James Clear states that “Mental models help us understand the world we live in. They guide our perception and behavior. They are the thinking tools we use to understand life, make decisions, and solve problems. Learning a new mental model gives us a new way to see the world.”.  The model I teach is called the Diamond Quality Leadership (DQL) model.  DQL is a model of six leadership practices I developed from two years of research.  These six practices represent the insights stage of development.  A summary of the DQL model is below.

https://c-suitenetwork.com/advisors/six-practices-successful-leaders-admire-in-their-leaders/

Leg #2 – Implementation

Virtual Delivery of the program. Once COVID-19 prevented us from meeting in person, I re-formatted the delivery of the program.  The delivery now consists of eight modules that are delivered in ninety-minute Zoom sessions spread out over four months.  Before each session, participants are given content (from the DQL materials) to study.  Then in each Zoom session, we work through different exercises to deepen the understanding of the content.  After each Zoom session participants are given the assignment of identifying a key insight from that module and implementing it on the job over the next two weeks.  In the next session, they report back to the group about their experience with implementing their insight.  As part of the process, participants are put into small learning teams to provide peer coaching to each other to further the implementation of the knowledge and skills.   I have found that the virtual delivery of DQL over four months (along with peer coaching) is much more effective than the old-school, two-day workshop.  It allows participants to opportunity to learn and implement the insights on the job.  Virtual delivery also saves the client company travel costs.  Note: I highly recommend Dr. Denny Coates’ book titled Peer Coaching Made Simple.  It is a straightforward, easy read guide that provides the mechanics of peer coaching.

Leg #3 Integration

Think, Do, Reflect, Modify.  Dr. David Kolb’s Experiential Learning (ELT) model teaches us that we learn best by doing.  Kolb’s ELT model is a continuous cycle of Think, Do, Reflect and Modify.  This approach supports the integration stage of development.

Let’s illustrate with an example.

  • Think.  Pat (a participant in the leadership program) decides some coaching is important for the development of one of her direct reports.  Pat thinks about and plans for the coaching session.
  • Do.  Pat puts the first coaching session on the calendar with her direct report and does the coaching.
  • Reflect.  After the coaching, Pat reflects on it. What went well? What can be improved upon?
  • Modify.   For the next coaching session, Pat modifies her coaching to incorporate the improvements she identified in the reflection.  As a result of following this experiential learning approach, Pat’s leadership skills are continuously expanding.

This integration stage of learning closes the knowing vs. doing gap.  Once Pat masters the coaching skill, she moves on to develop another leadership skill.  Working on mastering one leadership skill per quarter adds up like compound interest.  To keep up this discipline, it is important for Pat to identify one or two people that will provide peer coaching, as discussed above.  Peer coaching provides encouragement and accountability to support Pat in staying the course in her development. As Pat is expanding her leadership capabilities, the company’s ROI grows along with Pat’s growth.

As you are evaluating leadership development programs, keep an eye out for how the program helps people integrate the leadership skills and obtain the ROI needed for this development. Feel free to reach out to discuss.  My email is mark@thirdwayinc.com

 

Dr. Mark Hinderliter works with clients to develop people strategies that align with their business strategy.  His experience as a Senior Vice President for a billion-dollar global enterprise along with a PhD in Organization and Management are a unique fusion of real-world experience and academic credentials.  His superpower is leadership development.

Mark is a United States Army Veteran.  He is the creator of the leadership program Diamond Quality Leadership: Leadership Skills for Today’s WorkforceMark is the host of the bi-weekly LinkedIn Live event called The Great Retention.

You can follow Mark on LinkedIn at https://www.linkedin.com/in/markhinderliter/

Categories
Marketing Personal Development

If You’re Not “Writing to the Margins” on LinkedIn, You’re Missing Out

If You’re Not “Writing to the Margins” on LinkedIn, You’re Missing Out

Based on my experience as an Executive Branding Coach, most C-Suite Executives and senior leaders have very poor LinkedIn profiles – profiles that aren’t attracting opportunities to them. If your profile shares very little about you, you’re missing out on….

  • Attracting and maintaining top talent with your thought leadership
  • Building a more loyal customer base
  • Building a broad network based on professional respect
  • Attracting other companies interested in partnering
  • Being considered for in-house for succession planning, enterprise-wide special projects and growth assignments
  • Being considered for external opportunities for non-profit and paid board appointments and corporate executive positions

What does “writing to the margins” mean?

I’m using the expression, “writing to the margins” to indicate that you should take advantage of the full character count that LinkedIn allows for each section. At present the allowed amounts are:

 

Headline

220 characters

About section

2,600 characters

Each job in Experience section

2,000 characters

Skills section

50 skills

 

Why is does “writing to the margins” bring opportunities your way?

When we “write to the margins,” we naturally use our keywords often – keywords that express our skills, experiences, and passions in the world of work. (A keyword might be multiple words; it is a search term someone might enter into a search engine.)

Because LinkedIn is a search engine, it’s looking to match the keywords that someone is using in their search with the keywords in your profile. It is not just looking for whether the keyword is on your profile or not; it is looking at how many times the keyword appears on your profile.

The search algorithm benefits people who are connected in some way on LinkedIn with the person searching (this correlates with having a large LinkedIn network) and people who have used the keyword being searched for many, many times.

Check out how LinkedIn’s search engine works:

Try this experiment: In the LinkedIn search box, enter the top keyword you are likely to be found by. For many of us, this is our functional job title: e.g., General Manager, National Director of Sales, Chief Operations Officer. When you have entered your top keyword, use LinkedIn’s filters and enter your nearest metropolitan area for the location. This gives you a fighting chance of being found because you’ll be competing just with the people in your locale. Click apply to enable the search.

Who appears on page 1 of your search? Do you know any of them? Pick of one of the people on page 1 and count the number times LinkedIn has highlighted the keyword (or something close to the keyword) on their profile. Check out another profile or two and count the number of keyword mentions.

Do these profiles look similar to yours? In what ways do these top-ranking profiles differ from yours?

How does your profile rank on this keyword search?

Are you on page 1? Are you on page 2?

If your profile is ranked on page 1 or 2, congratulations. Your LinkedIn profile is likely to serve up many right-for-you opportunities because you are ranking at the top of the list. But don’t get too cocky: the result returned on a keyword search is dependent the searcher’s relationship with you. In this experiment, you had an advantage because you have a first-level LinkedIn relationship with yourself.

If you didn’t rank on page 1 or 2, too bad. Your 24/7 digital ambassador is not working as effectively for you as it could to bring you right-for-you opportunities, such as the talent you’d like to hire, the referral relationships you seek, or internal or external executive job possibilities.

Why does ranking on page 1 or 2 of a keyword search matter?

The magic of ranking on the top two pages is that people who are searching are not likely to look beyond the first 20 people. If you’d like to rank more highly, writing “to the margins” will certainly help. This is because when you “write to the margins” you will naturally use your keywords many times – and when you use your keywords many times, your profile is more likely to be found, and lead people to provide you with opportunities that may be right for you.

 

to order click: https://carolk.yourfeaturedauthor.com/LinkedIn for the Savvy Executive - Second Edition
Promote Your Brand with Authenticity, Tact and Power

If you are a C-Suite executive or senior leader who would like to improve your LinkedIn profile and presence, I can make it easy for you. I have a track record of working effectively with C-Suite executives and senior leaders to create LinkedIn profiles and other executive-branded materials that help them show up as authentically and powerfully online as they do in person. This way, they can attract the talent they want to hire, increase their visibility and influence, and control their career. I also mentor clients on LinkedIn etiquette and effective posting strategies to ensure their success. Let me help you use this essential business tool effectively. Contact me through my website: www.carolkaemmerer.com or profile: www.linkedin.com/in/carolkaemmerer.

Other resources for you and your team:

For a virtual or in-person presentation on personal branding via LinkedIn, contact me. I am a member of the National Speakers Association, a Certified Virtual Presenter, and an Advisor to the C-Suite Network.

My NEW book Second Edition: LinkedIn for the Savvy Executive: Promote Your Brand with Authenticity, Tact and Power is available through online booksellers. For quantity discount or signed copies, contact me directly.

 To receive my monthly articles in your email inbox, sign up for my monthly emailing here.

 

 

 

Categories
Growth Leadership Personal Development

The Power of Playing Offense

 

Visit KeepLeadingPodcast.com to access the full content for this episode!

Hello, everyone! I am Eddie Turner, The Leadership Excelerator®.  In this podcast,  I talk about the power of playing offense. It includes some amazing insights by Paul Epstein,  a professional sports executive for multiple NFL and NBA teams. Here are some interesting insights that you will find in the podcast.

Values & Purpose

If you want to give meaning to your decisions, behaviors, and actions as a leader, the best way is to focus on your values and find your purpose in life. Both of these are already inside of us. But, until you intentionally seek them and put them on paper, you can never act on them.  It fuels your leadership to take the step into each day with more courage, grit, and resilience.

People First Approach

Often with time, people get comfortable in their position as a leader. As a result, you become more risk-averse and even stop dreaming about the future potential of what you can still achieve. But, leadership is not about some title or position.

When you are at the top as a leader, do not just get carried away with organizational goals and promotions. It can limit your potential. Instead, focus on the people you work with – all three directions, above you, below you, and to your side. Connect with your team, care for them, and have a people-first approach.

Empathetic Listening

Take a moment and think about which leader in your professional or personal life influenced you the most and why?

Around the globe, 90% of people in public, private, profit, or non-profit organizations agree that the leaders that influenced them and made them feel positive were the ones with empathetic listening.

Leadership is not about all talk, talk, talk or do, do, do, but a lot about listening!

Listening to your teammates can give you valuable insights and help you make a better company.  It cements your relationship with them and enables you to grow as a leader. It allows you to build relationships and invest in yourself to help others better.

As a leader, playing offense means before you lead others, you must first lead yourself.

The Five Pillars of the Power of Playing Offense in Leadership

  • Purpose and Inspiration – It is about taking a purpose-driven mentality to your business and life each day.
  • Grit and Resilience – It is about facing the adversity head-on and turning it into achievement.
  • Inclusion – It is about helping others to unleash their superpowers through their strengths, gifts, talents, and passions. It is also about including them at the table, coming forward with their superpowers, and realizing their full potential.
  • Creating a Culture – Leadership is no more about commanding control. It is now about creating a culture of camaraderie and connection in the organization.
  • Leave it Better than You Found it – It is about building relationships and connecting with others. It is about finding success by focusing your life from self to a life of legacy.

 

 

 

Don’t forget to check out the full podcast at (Playing Offense as a Leader | Paul Epstein), and share it with your family and friends.

 

Eddie Turner is the Keep Leading!® podcast host—a podcast dedicated to leadership development and insights.  Subscribe and Share wherever you get your podcasts.  Follow Eddie Turner on LinkedIn, Twitter, Instagram, or Facebook! Visit www.EddieTurnerLLC.com to learn more!

Categories
Marketing Personal Development

How the Good, Fast, and Cheap Logic Works in Your Favor

Good Fast and Cheap

In the service business, there’s a phrase often referenced that goes like this: “Good, Fast, and Cheap…Which two to do you want?” The concept is that every service offering has those 3 components, and you will only get 2 out of the 3 of those components. 

Imagine this is a game show and you have three buttons to push – Quality, Speed, and Cost. Let’s say you hit the Quality button. That means you can only choose Speed or Cost, not both.

At this point is where people will say to me, “Well, why can’t I get all three?” My reply to that is, “Give me an example where you’ve gotten all three”, and invariably, I will show them that they didn’t truly get all three. To me, if you get all three components, you’ve found a unicorn. And of course, unicorns don’t exist in my world.

Setting Expectations for a Healthier Experience

Regardless if you want to argue the point of only getting 2 out of 3, the real benefits of this logic come around when you enter into a deal or purchase. By choosing the two that are most important to you, you will be able to negotiate a deal and qualify a service provider much better.

You are also reducing your overall stress because you’re not asking a provider to do something that is outside their core competencies. 

When I go into negotiations with any service person, I will go so far as to tell them which one of one of those three are not as important to me. I will say, “I really need a quality job done and have it turned around fast, so I understand that might cost more.” Every time I do that, the experience is so much smoother because it:

  • Shows respect for the services being provided.
  • Comforts the provider in knowing that they can achieve the goals.
  • Eliminates my anxiety because I know I don’t have to micromanage their work.

Wedding Example

Let’s talk about a wedding… Let’s say you just got engaged, so you decide to start looking for a wedding planner. Research, interviews, and proposal gathering ensues…

In the interview process, your Mother (or future Mother-In-Law) states that she is so excited that she wants you to get married sooner than later, which shortens the timeline considerably. You talk it over with your future spouse and agree to her request. By shortening the timeline, you’ve pushed the imaginary Speed button. 

First button pushed…

Now that you have your selection of planners that are available for your proposed (pun intended) wedding date, you start looking at proposals. You talk it over and you pick the cheapest proposal.  You’ve now hit the imaginary Cost button.

Second button pushed…and you can probably guess what happens next… 

You hire the planner but you find out that you’re not really getting the planner you spoke to. Rather, to meet your Cost needs, the planner has assigned a new understudy to your wedding. 

Third button cannot be selected unless you deselect one of the other buttons…

The Good, Fast, and Cheap Secret

I take this ‘good, fast, and cheap’ logic one step further to bring it home for people…

There’s a big secret when it comes to your Quality, Speed, and Cost buttons – they are not equal in power. As it turns out, your Cost button has more power than the other two. Rather than thinking of your Cost button being equal in shape and equidistant to each other, imagine the Cost button being the fulcrum to the other buttons that are on opposite ends of a seesaw.

The Cost button is the dominant driver in what goes on with the other two buttons. When you push the Cost button, one of the other two will not be able to be pushed. It’s as simple as that.

The reason why cost is a dominant factor is because it just is. It always is. In my 50 years of living, and 35+ years in sales, I have yet to have anyone come to me saying they got all the money in the world to spend with me. That just doesn’t happen because that’s how our brains are wired. It’s a behavioral trait in us humans that spans across all cultures of the globe.

It’s no wonder that there’s hundreds of sales negotiation books that teach you how to aim high, knowing full well the customer will aim low. 

So, in the end, we will ALWAYS push the Cost button when we play the services game…

Manifesting Better Outcomes

Remember that, by accepting this ‘Good, Fast and Cheap’ logic, your overall day-to-day business interactions will become far more trouble-free. That, in turn, means less anxiety. Less anxiety leads to better energy. Better energy manifests better outcomes.

Find out more about marketing strategies at KakVarley.com…

Categories
Entrepreneurship Human Resources Management Negotiations Sales Skills Women In Business

“How To Negotiate Much Stronger With Police And Authority Figures” – Negotiation Insight

“Knowing how to negotiate with people of authority will help you avoid the path of despair.” -Greg Williams, The Master Negotiator & Body Language Expert (click to Tweet)  Click here to get the book!

 

“How To Negotiate Much Stronger With Police And Authority Figures”

People don’t realize they are always negotiating.

It occurred in the flap of a gnat’s wing. So quick was it; one might not have recognized the flaring mood shift occurring. At that moment, the posturing began. It had already started for the person with authority – the police officer in the process of stopping a driver. Meanwhile, the driver thought it’s time to negotiate.

What had occurred? A police officer set his red lights to flash. When the driver of the car recognized those lights, he immediately had a paradigm alteration. He assessed how he might negotiate during the stop. Knowing he was the authority figure, the police officer was also scripting how he might negotiate, based on his interactions with the driver.

So, how do you react to the police when they stop you? Especially when you know, they believe they are the power figure, the ones with authority. With the police and authority figures, the answer is, it depends.

Continue to discover strategies you can use when dealing with the police and those with power.  

Remember, you’re always negotiating!

 

Listen to Greg’s podcast at https://c-suitenetwork.com/radio/shows/greg-williams-the-master-negotiator-and-body-language-expert-podcast/

After reading this article, what are you thinking? I’d like to know. Reach me at Greg@TheMasterNegotiator.com  

To receive Greg’s free “Negotiation Tip of the Week” and the “Negotiation Insight,” click here https://themasternegotiator.com/greg-williams/blog

 

 

 

 

 

Categories
Best Practices Culture Economics Entrepreneurship Leadership Marketing Personal Development Sales

Interesting Facts You Didn’t Know About Consumer Psychology

Marketing lessons from a “mad man”

 

 

 

 

 

Where Did the Term “Mad Men” Come From?

Long before the infamous AMC show, the term “mad men” was originally coined in the late 1950’s to describe the advertising executives of Madison Avenue.

They studied consumer behavioral psychology and were masters selling products by associating them to things customers cared about.

And they still exist. And they have some fascinating stories.

Meet Rory Sutherland.

 

Introducing Rory Sutherland

If you haven’t heard of Rory Sutherland yet, you have heard of his agency.

Sutherland serves as the Vice Chairman of Ogilvy, the historically infamous ad agency founded by the original King of Madison Ave, David Ogilvy.

Sutherland became Internet famous a few years back after his Ted talk video went viral criticizing Europe decision to spend £6 billion to construct a high speed rail in order to increase consumer satisfaction.

Because of his knowledge of consumer behavior, he could have achieve the goal in and sixth of the cost.

 

Here’s the video:

 

Perspective is Everything

So a few years ago the UK greenlit a massive engineering project to improve the journey of the Eurostar rail line.

Why?

In order to increase commuter satisfaction, the UK decided the best way to increase the journey was to spend an enormous £6 billion to construct a high-speed rail track from London’s St. Pancras station to the coast of Kent.

This train would shorten the commute from Paris to London by a grand total of…40 minutes on an overall three and a half-hour trip.

Sutherland’s cheeky critique on the project was that the UK made a fundamental mistake (like most businesses do).

His argument was that consumer satisfaction could have been achieved much cheaper by altering consumer perception. Heres the argument:

 

Consumer Satisfaction. I Don’t Think That Means What You Think it Means…

The UK assumed customer satisfaction would be achieve to shorten the length of the commute and the quality of the experience was not relevant or even an option given for them to consider.

Rory suggested rather than write a £6 billion check to make the experience shorter (the proposed brand promise), the capital investment would have been better spent using a fraction of the budget to simply make the journey 10 times more enjoyable (his proposed brand promise).

Considering the budget they were consider, for a fraction of the cost (£1 billion), they could have hired  male and female supermodels and pay to them serve free Chateau Petrus at $4,000 a bottle to every adult passenger on board

Effectively salvaging billions from the original budget, and in turn, passengers would have demanded the train to be slowed down, rather than save an extra 40 minutes of travel time.

 

 

There’s a War on Marketing?

Sutherland suggests that the war we face in marketing and advertising today, is that every operational role today believes that what they do is a rational science.

When human behavior economics proves we are anything but rational.

Sutherland has spent his career studying behavioral economics, a field that attempts to explain why people do what they do or more importantly why people purchase one product over another.

Advertising adds value to a product by changing our perception, rather than the product itself. Rory makes the assertion that a change in perceived value can be just as satisfying as what we consider real value.

For marketing to be effective, we must become as irrational as our customers perception. In a rather odd unassuming parallel, Sutherland compares this marketing mindset to military strategy. Here’s why…

 

 

What You Didn’t Know About Military Strategy

If you follow military strategy, the first thing you can’t be, is logical and efficient.

Wtf? Because that’s exactly what your enemy will expect you to do, making you susceptible to walk head-on into every trap the enemy sets for you in anticipation of your most obvious attempts to win the war.

Today’s consumers, while far from the enemy, are waiting for our much anticipated and obvious marketing tactics. They see right through them.

The strangest element which marketers face is the psychological one.

Rather than focus on rational improvements, we must make an effort to look at the far less obvious psychological innovation.

Don’t make the following mistake.

 

The Modern And Wrong Assumption of Consumer Behavior:

Sutherland states that the modern business assumption of the economics of a consumer purchase is as follows:

“Every purchase or exchange arrives as a standalone, individual, utility optimizing transaction between two people in a state of perfect information and trust. The conditions of which don’t exist and never happen.

The current business model sees marketing as an inefficiency, an added hard cost in the value chain because the current business framework assumes every consumer knows exactly what they want to buy and exactly what they want to pay to acquire it.”

Economics Don’t Care About Your Feelings

The economics doesn’t calibrate for human experience of emotions, feeling and instincts like trust and perspective.

The weirdness of human perception is that you can create high levels of satisfaction without high levels of expenditure if you really know what floats the customers emotional triggers.

 

This is Why Mirrors Are on Every Elevator

Ogilvy worked with a Midwest company that received a high level of complaints that their elevator was too slow.

So, naturally they went to Otis, (one of only 14 elevator companies in the US) who said for a few million dollars, they could replace and update the current elevator infrastructure decrease the time it took people to wait for the elevator.

Makes sense… but just before investing $2,000,000 on the project, someone said no.

Instead, they suggested, installing floor to ceiling mirrors on the walls outside the elevator. While people waited for the elevator, they participated in small acts of voyeurism and would pass the time looking at themselves in the mirror.

And that’s when they discovered something weird.

What they discovered was that people were complaining about the speed of the elevators. But what they meant was they were just getting really bored waiting for the elevator to arrive.

Once the mirrors were installed,  all complaints about the elevators completely vanished. Proving again psychological insight is just, as if not more powerful, then high-cost physical advancements.

Advertisers have become masters at creating intangible or “perceived value.” But intangible value gets a bad rap in business operations because it’s much more difficult to quantify.

 

When Marketing Fails. Take It From GoPro

Most marketing goes wrong when we focus on solving external conflict resolutions to solutions that are really internal.

For example, GoPro didn’t reinvent the video camera.

They changed the experience we had with every camera prior to GoPro. Before GoPro, it was difficult to simultaneously capture and experience life’s greatest moments while others participated with us as we captured our adventures through our own lens in a way that was never before possible.

One of GoPro’s greatest features is its easy-to-use video editing software that users access for free.

In addition to sharing life experiences, GoPro simplified producing and distributing videos with ease.

 

 

Conclusion: Marketing is, oftentimes, seen as creating a form of “fake” value…

But the truth is, all value is perceived.

Businesses that better understand consumers and what goes into their purchase decisions have the advantage.

When addressing innovation, it is critically important to know consumer psychological behavior.

 

For more information visit tylerhayzlett.com

 

 

Categories
Growth Personal Development

6 Ways to Combat Zoom Fatigue

Zoom fatigue is more than just a timely catch phrase. For many of us, it’s the effect of over a year of isolation, away from the office and our co-workers. While there’s no question Zoom is an incredibly effective tool to stay in touch and conduct business, Zoom fatigue is something that needs to be addressed.

According to recent studies by Stanford University, one in seven women, or 13.8 percent, and one in twenty (5.5 percent) men reported feeling “very” to “extremely” fatigued during Zoom calls. Why are women more severely affected? There are a number of factors associated with this gender discrepancy; for example, women are more often feeling physically trapped in the camera’s field of view.

Women also have the same number of meetings as men, on average, but their meetings seem to last longer. Also, women are less likely to take breaks between meetings. In the past year, I logged in more than 3,000 hours on Zoom hosting events and video calls (a conservative estimate) and averaged anywhere from 10-20+ meetings on a daily basis. Before the pandemic, there was travel time or in-person time between meetings, but there are no built-in breaks during virtual meetings.

Last year, Zoom experienced a growth of 354 percent and through the first months of the pandemic, they went from 10 million users to 300 million daily meeting participants – and 2 trillion minutes in April of 2020 alone!

How do we help our teams combat Zoom fatigue? How do we avoid falling into that ourselves? Here are a few helpful hints.

 

Have Fun With Your Zoom Space

If we have to have our videos on during calls, how about having some fun with our backgrounds? Choose a virtual background that makes you happy – the beach, a mountain trail, whatever it is that brings a smile to your face. Also, there are emojis you can play with to bring some levity into your meeting – should the meeting warrant levity. Our state of mind plays an integral role during each and every call, so why not enjoy it?

 

Move Around

If you have a stand-up desk, use it. It breaks the monotony of always having to sit down and remain stationary. Plus, it’s a good way to break out of our sedentary habits. If you don’t have a stand-up desk, get up and walk around your house. Go outside and take a walk during a conference call or even in between meetings. That’ll help distract you for a short period of time and make it easier to re-focus as you head into your next call.

 

Be Purposeful with Your Time

Every morning, take a look at your calendar. See where the gaps are in your day and use that time to schedule breaks – even if it’s only a short, 15-minute window. Keep in mind that you’re only one and that no matter how much work there is to be done, there are only 24 hours in a day. As the busy executives that we are, it’s very easy to get overwhelmed, don’t let that happen to you. You’re in control of your calendar!

 

Allow Video ‘Off’ on Some Calls

For many, having to constantly be ‘on’ can be draining, as the cognitive load is much higher during video calls. For some leaders, this isn’t a problem, as they thrive on that eye-to-eye connection. However, it doesn’t work for everyone.

It helps to know who on your team is energized by video calls and who is drained by them. Reading verbal cues can be an incredibly useful tool in our arsenal. If you know someone on your team is experiencing Zoom fatigue, allow them to occasionally shut off their cameras and recharge, or step away from a quick break.

 

Give Yourself Grace

We’ve all driven to thrive through difficult year – physically, mentally, and emotionally.  We have been put through the ringer and we are often our own worst critics. Let’s give ourselves the grace we deserve as imperfect human beings. Perfection is a myth, so a little grace goes a long way to creating an environment where we are all appreciated and accepted.

 

Invest in Your Community

Here at the C-Suite Network,  we are always stressing the importance of community. There is power in numbers. It’s incredibly important to our overall well-being to find a group of people you want to be associated with, who live your values, and capitalize on the immense intellectual property of that collective.

Other quick tips you can employ in your everyday work lives are:

  • Avoid multi-tasking during your calls
  • Focus on the positive
  • Remember the power of what you give voice to

Your mindset has an incredible effect on what you do every day. There are no ‘little’ things in business. The ‘little things’ add up to all we are trying to accomplish – scale our businesses, increase our bottom lines and impact.  Let’s take care of ourselves so we can take care of business – personally and professionally.