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Month: March 2022

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Best Practices Culture Growth Leadership Personal Development

From allies to partners: how white people can be better listeners

I’ve heard and read several stories about what white people need to do right now. Many of those stories talked about the need for white people to listen. That is absolutely true, but there are two points that need to be added: how to listen, and what to do after whites listen. I must say that I have heard for years that white people will only listen to other white people and they need to have their own conversations. While I do believe that white people need to do more amongst each other to further the work to end racism, we must ask what would happen if people like Dr. King believed he couldn’t speak to white people? With that, I am going to share my thoughts on how white people need to listen and what to do after they do so.

Les Brown once said to me that we have two ears and one mouth and that we should use them in proportion. So the first step in listening is to truly commit to not responding to every point brought up by black people who are speaking up about racism. For example, when I conduct my trainings on black boys in our educational system, I’ve been told by white educators that the issue isn’t race, it’s class. It’s not race, it’s gender. It’s not race, it’s this or that. Are you someone who is quick to say you want to listen but then shoot down the arguments made by the person you claim to be listening to? There is a difference between listening to what you want to hear and what the person speaking has to and often needs to say.

So rather than listen to correct, listen to respect. Rather than listen to analyze, listen to empathize. Rather than listen to teach, listen to learn. After you listen, acknowledge the words shared with you and acknowledge what you didn’t know. You don’t lose anything by being honest. I’ve had multiple conversations with white people in the last few days who have said things like “I really didn’t understand until I saw that video of George Floyd being killed” or “I really thought we had turned a corner once Obama was elected” or “I don’t know what to do as a white person right now.” Many of us in the black community get frustrated by these comments but I have also heard these and similar comments from black people who also thought these days were behind us. We have to take people for what they know when they know it but then it’s time for action.

The next step after listening is not take the patronizing mentality of “I’ll be your ally.” There is a certain level of arrogance that has started to develop with this term “ally.” We don’t need allies. We need partners. Allies help out and go home. Partners work together for a common good. Allies go to the sporting venue to cheer on their team and go home after the win (or loss). Partners are on the court as a player on the team and fight together for a common cause, win or lose. Where do you fit in the stadium of effective listening?

Once you believe you have become an effective listener, it’s now time for action. Action takes many forms but the first form is educating yourself. What’s on your bookshelf? Who is on your podcast favorites? What documentaries are you watching? Reading lists such as these are great ways to get started. Dr. King said that the two most dangerous things in this world are sincere ignorance and conscientious stupidity. You don’t know what you don’t know. You have to get out and learn so that you can engage from an informed position. That way after you start to listen, you can simultaneously engage in the work needed to challenge racism, systemically and individually. Systemic work looks at ways you can challenge racism wherever it presents itself in society. Individual work looks at conversations you should be having with your neighbors, co-workers, and especially family members who espouse racist ideas.

I saw a sign during the protest that said “White silence equals police violence” and several spins on that. Whether you agree with that or not, it is indeed true that silence equals compliance. By not becoming an engaged listener, educating yourself, and speaking up when you witness ignorance or injustice, you are part of the problem. There is no middle ground. As you can see, this country is in an all-hands-on deck approach. Where do you stand? How will you stand? We are working with or without you but I believe that success is better together. Dr. King said that he would rather see a good sermon than hear one. The world is waiting to see your sermon. Let’s go!

Categories
Growth Management Personal Development

Skip Level Meetings: Why They Matter

 

The Emperor had no clothes

In a previous life, I was a Senior Vice President for a billion-dollar global enterprise. I always made an effort to watch and listen to other leaders to see what I might learn from them.  One thing that caught my attention was one of our senior executive’s communication style was to interact predominately with his direct reports, with very little interaction below them. Two of the departments that reported to him had very autocratic Vice-Presidents. Morale was very low in both departments. Everyone seemed to know it but this senior executive.   . In fact, a few of us tried to give him a heads-up, to no avail. Eventually, there were uprisings in both departments, and the exec had to dismiss both of these direct reports.  He set himself up to be blind-sided.

Learning from Others

While I always try to learn from my own mistakes, I took the opportunity to learn from this colleague’s mistakes. As a result, my remedy for this potential trap was to implement – meetings with direct reports of my direct reports. I was transparent about what I was doing and why.   My strategy was to meet one-on-one with these key people on a semi-annual basis. My objective was to build closer working relationships, get a broader view of reality from them, and see how I could better support them – without undermining their relationship with their manager.

Accordingly, I emailed an invitation to each of them for a one-on-one meeting with me. I explained the purpose of the meeting, and what questions I would like them to ponder for our conversation. For the first round, they came in somewhat nervous but quickly got over it. [eut_single_image image_type=”image-link” image_mode=”medium” image=”32023″ link=”url:https%3A%2F%2Fc-suitenetwork.com%2Fexecutive-membership|||”]

The Questions:

1.      What is your primary focus these days?
2.      What are you enthusiastic about?
3.      What frustrates you and gets in the way of doing your best?
4.      What improvement idea do you have that will make an impact?
5.      Is there anything you need from me?

*These were my questions. Feel free to borrow mine or create your own.  The idea is to create a connection.  

The Key Takeaway

These conversations were pretty casual, but also focused. My team members came in prepared. . Sometimes I came away with actionable items. Sometimes they were just great conversations. I feel certain that my team members felt respected and heard. I came away feeling informed, enriched, and inspired.   As I learned from a CEO many years ago, “ . .”

 

Dr. Mark Hinderliter works with clients to align their people strategy to their business strategy to attract and retain great people.  His experience as a Senior Vice President for a billion-dollar global enterprise along with a Ph.D. in Organization and Management is a unique fusion of real-world experience and academic credentials.

Mark is a Veteran-owned Business Owner and the host of the live stream, “The Retention Advantage.”  His LinkedIn profile is https://www.linkedin.com/in/markhinderliter/

 

Categories
Growth Management Personal Development

Skip Level Meetings: Why They Matter

 

The Emperor had no clothes

In a previous life, I was a Senior Vice President for a billion-dollar global enterprise. I always made an effort to watch and listen to other leaders to see what I might learn from them.  One thing that caught my attention was one of our senior executive’s communication style was to interact predominately with his direct reports, with very little interaction below them. Two of the departments that reported to him had very autocratic Vice-Presidents. Morale was very low in both departments. Everyone seemed to know it but this senior executive.   . In fact, a few of us tried to give him a heads-up, to no avail. Eventually, there were uprisings in both departments, and the exec had to dismiss both of these direct reports.  He set himself up to be blind-sided.

Learning from Others

While I always try to learn from my own mistakes, I took the opportunity to learn from this colleague’s mistakes. As a result, my remedy for this potential trap was to implement – meetings with direct reports of my direct reports. I was transparent about what I was doing and why.   My strategy was to meet one-on-one with these key people on a semi-annual basis. My objective was to build closer working relationships, get a broader view of reality from them, and see how I could better support them – without undermining their relationship with their manager.

Accordingly, I emailed an invitation to each of them for a one-on-one meeting with me. I explained the purpose of the meeting, and what questions I would like them to ponder for our conversation. For the first round, they came in somewhat nervous but quickly got over it. [eut_single_image image_type=”image-link” image_mode=”medium” image=”32023″ link=”url:https%3A%2F%2Fc-suitenetwork.com%2Fexecutive-membership|||”]

The Questions:

1.      What is your primary focus these days?
2.      What are you enthusiastic about?
3.      What frustrates you and gets in the way of doing your best?
4.      What improvement idea do you have that will make an impact?
5.      Is there anything you need from me?

*These were my questions. Feel free to borrow mine or create your own.  The idea is to create a connection.  

The Key Takeaway

These conversations were pretty casual, but also focused. My team members came in prepared. . Sometimes I came away with actionable items. Sometimes they were just great conversations. I feel certain that my team members felt respected and heard. I came away feeling informed, enriched, and inspired.   As I learned from a CEO many years ago, “ . .”

 

Dr. Mark Hinderliter works with clients to align their people strategy to their business strategy to attract and retain great people.  His experience as a Senior Vice President for a billion-dollar global enterprise along with a Ph.D. in Organization and Management is a unique fusion of real-world experience and academic credentials.

Mark is a Veteran-owned Business Owner and the host of the live stream, “The Retention Advantage.”  His LinkedIn profile is https://www.linkedin.com/in/markhinderliter/

 

Categories
Culture Growth Health and Wellness Human Resources Leadership

Ask Katherine: How do I get my kids to read?

 

  1. Pick a genre they’re interested in. Is your child into animals and insects? Try recommending “Charlotte’s Web” or “Babe.” Do they love a good adventure? “Chronicles of Narnia” might be right up their alley! Capture their attention with topics and genres they already enjoy.
  2. Create a cozy reading nook. Whether it’s a small tent in the living room or a pile of pillows in the bedroom, create a space dedicated to reading. Children love having their own space to enjoy. Make one rule, though: in order to use the reading nook, they actually have to read.
  3. Surround them with reading material. If a kid grows up surrounded by candy, chances are high that they’ll like candy. The same rhetoric applies to reading: when your children have easy access to books, they’ll be more likely to pick one up.

[eut_single_image image_type=”image-link” image_mode=”medium” image=”32023″ link=”url:https%3A%2F%2Fc-suitenetwork.com%2Fexecutive-membership|||”] 4.Make reading a family habit. Children model their parent’s behavior, so make reading a shared activity for the entire family (yes, that includes Mom and Dad). Schedule an hour or two on the weekends just for books. You can even join your kids in their reading nook!

5.Read aloud. Reading aloud can make a story more engaging. Take turns reading chapters or assign a specific character to each family member. You can also try audiobooks, many of which have fun voice narration to captivate even the most distractible audiences.

6.Make reading fun. Create fun activities centered around reading. For your outdoorsy boys, a bike ride to the library might do the trick! Older children may enjoy starting a book club with their friends or cousins. They can even host their “club meetings” out on the lawn or over Zoom!

[eut_single_image image_type=”image-link” image_mode=”medium” image=”32020″ link=”url:https%3A%2F%2Fc-suitenetwork.com%2Fexecutive-membership|||”]

Categories
Growth Health and Wellness

10 Strategies to Reduce Overwhelm

 

Do you have so much going on that you feel overwhelmed? A busy life with too many demands can lead to feeling overwhelmed and stressed. Work, family, other obligations as well as unresolved mental/emotional stress can prove to be too much at times. Not only is it hard on us mentally and emotionally, but it’s also taking a toll on us physically too.What can you do? Here are a few tips to minimize feelings of overwhelm and stress:

  1. Take a deep breath. Once you start to feel overwhelmed, things tend to go downhill quickly. Give yourself a break by relaxing, taking a deep breath, and slowing down your mind. Just a few mindful moments can help rebalance the nervous system.
  2. Focus on what you can control. In any situation, there are things you can control and things you can’t control. Keep your focus on those things you can do something about.
  3. Let go of those things that are out of your control. There’s no reason to think about it and get yourself more agitated if you can’t do anything about it. Learn to let go of anything you can’t influence.
  4. Focus on solutions. Most of us make the mistake of focusing on the problem and imagining negative outcomes. This strategy causes even more stress. If you’re going to think about the problem, commit to coming out of the thought process with a plan that moves things forward in some way.
  • Ask yourself what you can do to eliminate, delegate or lessen the sources of your stress. Write down your ideas, then put those ideas into action.
  1. Avoid making assumptions. Are things actually as stressful as you think they are? Is it possible that you’ve misinterpreted something or made something more than it needs to be? Gather all the facts before deciding if there’s a reason to be overwhelmed. Question your judgment and ensure that you’re on solid ground before hitting the panic button if at all.
  2. Give yourself a change of scenery. Get out of the house and the office for a few hours. Your environment affects your perspective. Spend some time in nature if possible. If that’s not possible, use an app with nature sounds, play some soothing music or even buy a small water feature for your desk.

7.Spend time with a friend or loved one. Sometimes we need an objective eye on an issue to put something in perspective. Sometimes we need that friend who knows how to make us laugh. Other times we need that friend who is a great listener. While you may be the one who is always able, willing, and ready to help a friend, is it time to reach out for some support yourself?8.Enjoy a relaxing activity. What relaxes you? Taking a warm bath? Going for a run? Getting a massage? Spend an hour or two decompressing in a way that signals your body and mind to calm down.9.Cut down on your obligations. Maybe you’re overcommitting. Consider limiting the number of activities you participate in. Are you taking on too many responsibilities? Just because you can do those things, doesn’t mean you should.

  • Consider which of your obligations are most important and say no to the rest.
  • 10.Remember when you’ve been overwhelmed in the past. What helped? What didn’t work? Was there some particular combination of strategies that worked well for you? See if any of them may work again for you now.

It’s easy to let the overwhelm become debilitating. Instead, try creating your “overwhelm prevention plan” filled with your top ideas you can implement when your level of stress increases. With your tips handy, you can implement your strategies when you need them most.

Dr. Debi
Founder and CEO, The PBT (Post Betrayal Transformation) Institute

 

Categories
Culture Economics Entrepreneurship Human Resources Management Personal Development

How is the Great Resignation Driving Cultural Change in the Workplace?

Employees have been caught in limbo during the past couple of years. In thinking about the next career path, they should take, some employees are considering relying on accumulated savings over the years rather than continuing in seemingly lifeless employment.

Publicists have coined this event the Great Resignation—mostly credited to the effects of the pandemic, droves of employees have considered (and might have chosen) to leave their jobs.

To understand how the Great Resignation came to be, we should focus on two important factors: care and burnout.

What is Driving the Great Resignation? 

Even before the pandemic, employees are caught in a vicious cycle of outperforming each other. Employees are measured by nothing else but the amount of contribution they bring to the organization. If you have not hit your quota, you don’t have the “right” to take it easy and have a break. Employees are glorified for working 10-hour (or more!) workdays. This is not sustainable and has got to end at some point. When you’re working day in and day out with no end in sight, burnout is imminent.

This feeling of burnout was exacerbated by the lack of care some employers have shown their employees during the height of the pandemic. While some employers have been quick to deploy employee-friendly policies towards performance, attendance, and other factors, others maintained a rigid mindset. They dismissed the threat of the pandemic and continued to demand the same intensity from their employees without showing a little compassion and care.

These two factors came together and somewhat gave the employees the necessary jolt to finally proceed in leaving their posts.

Changes That We Can Expect in the Workplace Moving Forward

The Great Resignation may have been a wake-up call for employers to step up. Before the management and the employees may have existed on two separate planes but if there’s anything the Great Resignation and the pandemic have taught us is that our quality of life, safety, and health are far more important than our jobs, roles, and profits.

The pandemic has made us rethink how fleeting our lives are. Therefore, it will become normal for both employers and employees to find more fulfilling things to do.

You can expect that employers and employees will no longer face burnout and lack of care separately. With that, we can expect that these two groups will collaborate in making the working environment more conducive for growth and development for the employees and for the company to be recognized for having a “toxic-free” work culture.

Short-term fixes such as offering people more money or promotion will no longer make them stay. Even if they do, you’re just delaying the inevitable–short-term benefits have failed to turn demoralized employees into happy ones, time and time again.

Progressive cultural changes should start from the company. Take this opportunity to reset your organization’s purpose, find time to listen to your people, prioritize learning and development – give your employees a sense of purpose, and most importantly give a lot of importance to their well-being. [eut_single_image image_type=”image-link” image_mode=”medium” image=”32020″ link=”url:https%3A%2F%2Fc-suitenetwork.com%2Fexecutive-membership|||”]

What’s Next?

According to the U.S. Bureau of Labor Statistics 4.5 million workers quit or changed their jobs in November of 2021. The percentage of “quit rate” – the percentage of those who voluntarily left their jobs – jumped back up to 3 percent. A March 2021 survey found that 54 percent of employees around the world would consider leaving their job if they were not provided some form of flexibility in where and when they work. The U.S. Census Bureau reported that 2021 saw a whopping 5.4 million new business applications, surpassing the 4.4 million in 2020. In 2019 there were 3.5 million applications reported. What do all these numbers represent?

Two things are blatantly clear…first, the tide has shifted from an EMPLOYER dominant workforce to an EMPLOYEE one. Secondly, the number of new inexperienced business owners has increased by more than 2 million applications. If given the opportunity and resources needed to survive the next 2-5 years, we could see a tremendous boost in our nation’s GDP as more money is pumped into our economy, not to mention our labor force. Or…we could see the downside of this economic surge as businesses follow the norm and fail within the next 3-5 years.

MarketAtomy LLC is committed to keeping this from happening by bringing the resources and education needed to prepare these new business owners for growing a successful small business. To find out more go to marketatomy.com or to our eLearning environment at marketatomy.academy.

Danna Olivo is a Growth Strategist, Author, and Public Speaker. As CEO of MarketAtomy LLC, her passion is working with first-stage business owners to ensure that they are prepared and equipped to launch and grow a successful small business. She understands the intricacies involved early on in business formation and as such the challenges that come with it. A graduate of the University of Central Florida’s College of Business, Danna brings more than 40 years of experience strategically working with small and medium businesses, helping them reach their growth goals. danna.olivo@marketatomy.com

[eut_single_image image_type=”image-link” image_mode=”medium” image=”32023″ link=”url:https%3A%2F%2Fc-suitenetwork.com%2Fexecutive-membership|||”]

Categories
Growth Operations Personal Development

Four Ways to Learn Much More from Customers

Are your customers and clients telling you what you really need to hear? Or are they holding back and not telling you about issues that you should address?

If you’re not sure, I would recommend taking some steps to open up new and more Ingaged lines of communication.

Be Careful about Surveys 

Many companies like to distribute surveys and questionnaires to their customers – and with good reason. The data they collect can be easily analyzed.

Yet surveys have limitations. If you only ask customers 12 yes or no questions, you are only going to get 12 pieces of binary data – and only about the issues that you defined and put on the survey. So be sure to include some open-ended questions that allow your customers to record their experiences, emotions, problems and provide other “softer” responses. Just one comment from one customer could be something you really need to hear.

Create Customer Advisory Councils 

Invite your high-value customers to become members in advisory councils. They offer one of the most effective ways to break out of the kind of tunnel vision that can prevent companies from hearing what customers are thinking.

 

[eut_single_image image_type=”image-link” image_mode=”medium” image=”32023″ link=”url:https%3A%2F%2Fc-suitenetwork.com%2Fexecutive-membership|||”]

Build Personal Lines of Communication to Important Customers

Take a little time to get to know your most important client contacts. If you can pick up the phone every few weeks and ask them, “How was your last order?” or, “Is there anything we can do for you that we’re not doing already?” you will hear comments that can help you keep customers satisfied and loyal.

Keep Gathering Information about Customers from Front-Line Employees

They are uniquely positioned to tell you about how customers are reacting to your products, what their concerns and issues are with what you are selling – and lots more. It is interesting to note that in their confusion and rush to develop new marketing solutions, many companies overlook this vital source of intelligence.

To learn more about communicating in ingaged ways . . .

Today’s post is adapted from information in my new book Ingaging Leadership Meets the Younger Generation, which contains more ways to use communication to improve the performance of your organization. I invite you to read it and explore more.

Categories
Growth Health and Wellness

10 Strategies to Reduce Overwhelm

 

Do you have so much going on that you feel overwhelmed? A busy life with too many demands can lead to feeling overwhelmed and stressed. Work, family, other obligations as well as unresolved mental/emotional stress can prove to be too much at times. Not only is it hard on us mentally and emotionally, but it’s also taking a toll on us physically too.What can you do? Here are a few tips to minimize feelings of overwhelm and stress:

  1. Take a deep breath. Once you start to feel overwhelmed, things tend to go downhill quickly. Give yourself a break by relaxing, taking a deep breath, and slowing down your mind. Just a few mindful moments can help rebalance the nervous system.
  2. Focus on what you can control. In any situation, there are things you can control and things you can’t control. Keep your focus on those things you can do something about.
  3. Let go of those things that are out of your control. There’s no reason to think about it and get yourself more agitated if you can’t do anything about it. Learn to let go of anything you can’t influence.
  4. Focus on solutions. Most of us make the mistake of focusing on the problem and imagining negative outcomes. This strategy causes even more stress. If you’re going to think about the problem, commit to coming out of the thought process with a plan that moves things forward in some way.
  • Ask yourself what you can do to eliminate, delegate or lessen the sources of your stress. Write down your ideas, then put those ideas into action.
  1. Avoid making assumptions. Are things actually as stressful as you think they are? Is it possible that you’ve misinterpreted something or made something more than it needs to be? Gather all the facts before deciding if there’s a reason to be overwhelmed. Question your judgment and ensure that you’re on solid ground before hitting the panic button if at all.
  2. Give yourself a change of scenery. Get out of the house and the office for a few hours. Your environment affects your perspective. Spend some time in nature if possible. If that’s not possible, use an app with nature sounds, play some soothing music or even buy a small water feature for your desk.

7.Spend time with a friend or loved one. Sometimes we need an objective eye on an issue to put something in perspective. Sometimes we need that friend who knows how to make us laugh. Other times we need that friend who is a great listener. While you may be the one who is always able, willing, and ready to help a friend, is it time to reach out for some support yourself?8.Enjoy a relaxing activity. What relaxes you? Taking a warm bath? Going for a run? Getting a massage? Spend an hour or two decompressing in a way that signals your body and mind to calm down.9.Cut down on your obligations. Maybe you’re overcommitting. Consider limiting the number of activities you participate in. Are you taking on too many responsibilities? Just because you can do those things, doesn’t mean you should.

  • Consider which of your obligations are most important and say no to the rest.
  • 10.Remember when you’ve been overwhelmed in the past. What helped? What didn’t work? Was there some particular combination of strategies that worked well for you? See if any of them may work again for you now.

It’s easy to let the overwhelm become debilitating. Instead, try creating your “overwhelm prevention plan” filled with your top ideas you can implement when your level of stress increases. With your tips handy, you can implement your strategies when you need them most.

Dr. Debi
Founder and CEO, The PBT (Post Betrayal Transformation) Institute

 

Categories
Culture Growth Health and Wellness Human Resources Leadership

The real reason your child doesn’t listen to you.

Control. Do you feel yourself longing for it lately? 

 

When life feels uncertain, we often respond by grasping for control in any way possible. You hyperfocus on cleaning up the house.   You micromanage a project at work.   You criticize your spouse for the way they do…just about anything.

 

And you try to get your kid to “behave.” 

 

The belief that we should control our children, that they need to act according to our wishes, usually comes from a deep-seated belief passed down from our own childhood. And when our kids don’t do what we think they should do, we take it personally:

 

They’re driving ME crazy. 

 

They’re making ME frustrated. 

 

They’re not listening to ME.

 

via GIPHY

 

We’re tuned into how our kids make us feel, but what about them? 

 

If they’re not listening to you, who are they listening to? 

 

The answer is that they’re listening to something inside themselves. It’s their inner voice, the one that tells them how they feel and what they want to do next. 

 

Granted, what they want to do next might be:

 

  • throw a temper tantrum
  • ride a scooter through the house, or 
  • sneak out after curfew. 

 

I’m not suggesting you let your child do whatever they want. The opposite of control isn’t chaos. It’s consideration. 

 

When you consider your kid, you acknowledge that their desires and needs are different than your own. I call that the “inner no.” When your child says “no” to you, they’re saying “yes” to something inside themselves.

 

“When your child says ‘no’ to you, they’re saying yes to something inside themselves.”

 

Developing a sense of self is important for your kid. You want to raise a confident adult who’s able to advocate for what they need. But without the right guidance, you’ll probably default to trying to control your child’s behavior, which undermines their self-confidence. 

 

Every parent I’ve worked with has made the mistake of trying to control their child in some way. But you can change your behavior and transform your relationship. (And incidentally, your child will probably start listening to you more often!)

 

If making this change is important to you, then I highly recommend you watch my free webinar, 3 Common Mistakes Parents Make and How to Reverse Them. Letting go of control isn’t easy, but I’m confident that the techniques you’ll learn can help you get there.

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Categories
Human Resources Marketing Negotiations Sales Skills Women In Business

“Stop Bully Fear How To Fight Back And Easily Increase Negotiation Skills” – Negotiation Tip of the Week

“A bully’s power exists to the degree you grant it.” -Greg Williams, The Master Negotiator & Body Language Expert (Click to Tweet)    Click here to get the book!

 


“Stop Bully Fear – How To Fight Back And Easily Increase Negotiation Skills”

 

People don’t realize they’re always negotiating, even more so against a bully.

World leaders gently gnaw at their bottom lip as the world wrenches in turmoil created by the bully. They are waiting to see what the bully does next. They pause in hesitation because they are unsure which negotiation skills and tactics to use. One courageous leader stands alone, shouting, fight the bully.

But since he has little and limited power on the world stage, his cry for assistance to fight the bully forcefully is met with an insufficient response. Even though the bully has shown through actions that he cannot be appeased or trusted, those in power act with restrained power. No one seems to know how to negotiate with the bully.

So, how might you better negotiate with a bully to fight back his aggressive nature? That is what this article will help you discover. And in so doing, you will increase your negotiation skills.

Click here to discover more!

Remember, you’re always negotiating! 

 

Check out this offer to learn more about negotiating better and reading body language!

“Stop Bully Fear – How To Fight Back And Easily Increase Negotiation Skills”

Listen to Greg’s podcasts at https://megaphone.link/CSN6318246585  Once there, double click on the one you would like to hear.

 

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

 

To receive weekly free 5-minute sneak peeks into the brilliant techniques offered by Greg, click here

https://www.themasternegotiator.com/negotiation-speaker/   and sign up at the bottom of the page