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Categories
Marketing Personal Development

Your Own Experience Is the Hardest Teacher (But Others’ Experience Is the Easiest)

By Jason Forrest, CEO, Head Coach Forrest Performance Group

What could you accomplish if you had unlimited brainpower and several lifetimes’ worth of experience to bring to bear on solving a problem? The truth is—you do have access to such unlimited power. And it’s not some pill you’ve seen in a science fiction movie. It’s in the people you know.  An effective mastermind group of peers—high level executives from a variety of industries—can be invaluable to your business.

Merriam-Webster defines mastermind as “a person who supplies the directing or creative intelligence for a project.” Wouldn’t it be amazing to have the chance to interact with and learn from someone who could provide this kind of leadership and know-how in an area that’s not exactly your sweet spot? Multiply that level of amazing by two, three, even eight, and you’ll get a sense of what a truly incredible, game-changing resource a mastermind group can be.

A mastermind group—a concept I first learned about from Think and Grow Rich by Napoleon Hill—is a place to share ideas, learn best practices, and benefit from others’ brains, experience, and belief systems. The book calls such a group “a coordination of knowledge and effort and a spirit of harmony between two or more people for the attainment of definite purpose.”

The benefits of such coordination have been invaluable to me personally. For a number of years, I’ve been part of a nine-person mastermind group of entrepreneurs. Each of the eight others in my group has contributed valuable insight that has helped me overcome challenges, specifically in the realms of HR, marketing, and financing.

Here’s how to start a mastermind group to reap similar benefits for your own business:

  1. Assess yourself. Consider all the tasks you’re responsible for and identify a few areas where you excel and a few where your skills could be sharper.
  2. Explore your network. See who you know or could get to know who likely has a strength you’d like to develop.
  3. Assemble the team. Pitch the idea when you meet with potential mastermind colleagues. Be up front—let them know what you’re looking for, and what you bring to the table.
  4. Share the wealth. Introduce connections to one another. Get the ball rolling by finding ways to support a new colleague using your unique strengths.

You now have the makings of a mutually-beneficial mastermind group. Here are a few experience-tested pointers to keep it going strong:

  • Don’t confuse your role within your company with your role in your mastermind group. In your own company, you’re a leader and likely seen as the mastermind. In contrast, your mastermind group should consist of peers—each with valuable expertise. No one is the leader, and your role is not to manage or be managed. It is simply to share experience.
  • Think outside the industry. You won’t get really varied skill sets or transparent best-practice sharing if your mastermind group consists of a bunch of people in your own industry. Look to other fields—banking, IT, medicine, nonprofit, government, etc.—for colleagues who can help you see things in a whole new way.

Assembling a mastermind group and staying in regular contact with its members will put each member in position to thrive—both professionally and personally. This kind of mutually-beneficial group is one of the best ways to take advantage of the “work smarter, not harder” mindset.

About the Author

Jason Forrest | CEO, Head Coach Forrest Performance Group As a sales professional, author, speaker, and sales coach, Jason’s job is to empower professionals and executives to unleash their human performance and master their leadership skills in sales, management, culture and service. Jason grew up under the influence of his father (a business owner and professional salesperson), his mother, (a persuasive speaking professor), and Zig Ziglar (his Sunday school teacher and world-famous salesperson/motivational speaker). Jason learned sales by selling rather than observing. These influences and experiences shaped him into who he is today-a salesperson first, a trainer on a mission, a national speaker, and a coach who pushes sales organizations to become the best version of themselves. Every year, Jason delivers approximately 92 keynotes/seminars and conducts 850 group coaching calls with sales teams, sales managers, and executives. See him in action at www.ForrestPG.com[

Categories
Growth Personal Development

It’s No Joke! Humor Positively Impacts Your Brain

By Tony Alessandra, Best Selling Author & Professional Keynote Speaker

True! It’s no joke. There absolutely is a connection between laughter and improved brain function. A great deal of study has been devoted to the negative things that can happen to the brain and why they happen. We know a lot about the effects of depression, fear, and anger. For some reason, the positive influences haven’t generated as much interest. But these influences are very interesting. Laughter, in fact, is not only interesting but is positively mysterious.

How does the brain know that something is funny?

Studies suggest that on this is a three-part process. A cognitive element helps you get the joke. A neuromuscular aspect helps move the muscles of the face to smile and laugh. And a third emotional element produces the enjoyable experience of laughter.

Why is laughter enjoyable?

It stimulates the production of a neurochemical called dopamine, which is also associated with many other pleasurable activities.

Jokes aside, there are Practical Benefits

All of this seems to have some very practical benefits. Tests have found evidence that humorous films and videos can diminish stress and promote relaxation. How this happens is not entirely clear. Something is definitely happening on the biological level — the production of dopamine.

But could laughter also simply distract the brain from whatever else was on its mind, so to speak? It doesn’t really matter. We’ve seen that stress weakens brain function, so whatever lowers stress will have the opposite effect. At this point, I’m tempted to tell some funny stories, but I’ll resist that temptation and say goodbye until my next blog post.

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

“Never Again Be Vulnerable To Hidden Body Language Aggression“ – Negotiation Insight

“Reading body language accurately has many advantages. Detecting hidden aggression is one of them.” -Greg Williams, The Master Negotiator & Body Language Expert.

 

“Never Again Be Vulnerable To Hidden Body Language Aggression“

 

One member of a negotiation team said to the other, that meeting became ruckus quickly. At first, I couldn’t tell if the other side’s leader was being passive-aggressive, or if he perceived our proposals to be inappropriate or repulsive. But then, I knew he was upset by the body language gestures he emitted. They pointed towards outright aggression. That’s when I knew things were about to get ugly. What body language signs did you observe that indicated he was about to become aggressive, was the question asked by the man’s associate.

When someone’s about to become aggressive, do you know what signs to note? It’s essential to be able to understand the nonverbal and body language signals that indicate imminent hostilities. Doing so will allow you the time to deflect or redirect such efforts. Continue, and you’ll discover five body language signals that foretell pending aggression.

Blustering:

“I’m going to put my foot so far up your rear that it’ll come out of your mouth.” “Yeah! And what do you think I’ll be doing while you’re trying to put your foot up my rear?” Blustering occurs in many forms. When it’s verbal, it’s easy to see and understand. Because words are used to convey one’s sentiments, which decreases the misperception of one’s intent. But blustering also occurs through one’s body language. A person portrays it by puffing out their chest, extending the outreach of their arms on both sides, and even in the stance that slightly projects one foot slightly ahead of the other. In each instance, that person is positioning himself for the pending aggression that’s he’s considering. And, depending on how heated the environment, he may not be consciously aware of the behaviors he’s committing. And that’s why you should take note. By doing so, you’ll have the opportunity to temper his behavior before it reaches the point of uncontrollability.

Eyes:

Darting – When someone is agitated, and they begin quickly scanning the environment with their eyes, they’re in assessment mode. This gesture alone does not indicate pending aggression on this person’s behalf. But coupled with other signs such as flaring nostrils, protruding chin, and fist/hand flexing, darting eyes lends more credence to the probability that pending aggression is increasingly heightening.

Narrowing – When someone’s eye focus becomes narrow, they’re lending more emphasis on the subject of their attention. That means they’re blocking out other distractions to assess what they might do next to thwart the unpleasantness they’re experiencing. When you see someone narrowing their eyes on you, raise your awareness of their pending intent. They may be in the process of becoming aggressive.

Pupil Dilation – Pupil dilation is another silent display that someone exhibits when they get excited. Dilation can occur from the natural excitement one experiences from being in a pleasant environment too. But you can instinctively tell by someone’s demeanor if they’re happy or agitated. That’s also the insight to seek to determine if they’re becoming annoyed by an adverse action they perceive stemming from you.

 

Flaring Nostrils:

Nostril flaring is one of the most telling signs indicating pending aggression. A person flares their nostrils as a way to get more oxygen into their bloodstream. And in adverse situations, that can be the preparation leading to aggression. The more the person engages in that act, the more they’re preparing to become aggressive.

 

Chin/Jaw:

An outward thrust chin is a silent signal stating that the owner of the action is displaying his desire to take a portion of your space. Conversely, when people tuck their chin, they’re demonstrating the need to protect themselves. Thus, you should perceive the outward thrust of someone’s jaw as saying, I’m not afraid of you. If they take a step(s) towards you while displaying that gesture, they’re becoming more defiant and more aggressive. You can stand your ground or back up. If you hold your position, you’ll be stating with your action that you’re not afraid of them either  – now what? In either case, be aware of where tension resides and adopt the measure that’s best suited to combat it.

 

Hand/Fist:

Flexing – If you observe someone flexing their hand in a negative environment, it may be an indication that they’re attempting to loosen up to get more blood flowing to that part of their body.

Tightening – When someone becomes excessively exasperated, they stiffen their hands, which can turn into fists. Thus, while observing the beginning of someone’s hands flexing, note the moment when their hands turn into fists. A heightening in potential aggression has occurred at that moment. And the person may be a moment or so from lashing out at you.

 

Reflection:

Like a snake, you can observe the lynchpin behavior of someone that’s in the process of striking out at you. In the snake’s case, it emits signals through its rattle, warning you of pending danger. Then, if you don’t vacate the surroundings, he strikes you. The same is true of a human. Initially, he gives warning through his body language to get you to back off. And, if you’re persistent at making him feel uneasy, he’ll strike at you.

To avoid harm’s way, note the mentioned signs that lead to aggression. As soon as you sense a verbal or physical attack is imminent, become more observant about the pace of its escalation. And remove yourself from the environment if possible. If that’s not possible, adopt a posture that’s more or less threatening than what’s confronting you. And be aware of the effect this has on your nemesis. In some cases, it will cause him to increase his efforts. In other situations, it may be the form of de-escalation needed to subdue an explosive situation that’s in the making. Know the difference to determine the best action to adopt. Because the optimum word is control – and everything will be right with the world.

 

Remember, you’re always negotiating!

 

Listen to Greg’s podcast at https://anchor.fm/themasternegotiator

 

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 “Sunday Negotiation Insight” click here http://www.themasternegotiator.com/greg-williams/

 

 

#BodyLanguage #Aggression #vulnerable #Negotiate #Business #SmallBusiness #Negotiation #Negotiator #NegotiatingWithABully #Power #Perception #emotionalcontrol #relationships #BodyLanguageExpert #HowToNegotiateBetter #CSuite #TheMasterNegotiator #ControlEmotions #GregWilliams #success #negotiationexamples #Negotiationstrategies #negotiationprocess #negotiationskillstraining #negotiationtypes #negotiationpsychology #Howtowinmore #self-improvement #howtodealwithdifficultpeople #Self-development #TheMasterNegotiator #Howtocontrolanegotiation #howtobesuccessful #HowToImproveyourself

 

 

Categories
Best Practices Growth Management Personal Development

Grow Your Business Treasures

How To Grow Your Business Treasures

…Even Beyond the general Recession Proof Measures

Are you ready to face the recession and come out of it on top?

Then it’s time to assess your business treasures.

But how to grow your business treasures?

And what are they?

There are roughly three categories of ‘business treasures’ on the forefront of our mind.

So let’s dive into those first.

And then, be sure to read on for the important ‘hidden’ treasures.

Business Treasures

The first category of business treasures contains matters of finance:

  • Sales Increase
  • Revenue Growth
  • Cost Reduction
  • Profit Maximization (also be sure to watch this masterclass on The Single Most Profitable Secret In History: https://smplg.com/a/1262723/masterclass)

And when all these things are well taken care of, that could then lead to a higher order balance.

But how can you create new capital from thin air when current sales are low? How can you grow revenue, reduce costs and maximize profits when a recession is lurking? And how then can you be sure that your business finances are well-balanced and turning profits 24/7/365?

(You may already find new inspiration to begin resolving these questions in this article: https://c-suitenetwork.com/advisors/how-to-ethically-create-new-capital-from-thin-air/)

These questions need to be on top of the business mind, day in day out. But it’s not enough. They also ask for a supportive infrastructure through technologies and other assets.

With the increasing rise of new Fin Tech solutions and Automated Sales Processes among other things it thus makes sense to look at the second category.

The second category of business treasures contains matters of technology:

And when all these things are well taken care of, that could then lead to a higher percentage in conversion rates.

But many businesses are increasingly falling victim to the whims of big tech algorithms. Because when they’re implementing strategies to use these technologies, there’s an increasing list of conditions they have to comply to. And those conditions are not always in the best interest of the businesses that use Big Tech, despite they have to pay them more than just dollars and data.

How then to become independent from those Big Tech companies while still making wise use of the technologies available? And how can you secure streamlined online processes without falling victim to technology fall outs?

(For learning more about becoming Big Tech independent you should read this uttermost important blog post: https://smplg.com/a/1262723/roadmaptomoneybp)

These questions need to be on top of the business mind that wants to be recession proof. But it’s not enough. They also ask for security measures and diversifying the risks through different channels.

With the rise of Blockchain technology, new Cryptocurrencies and all kinds of newly secured software solutions among other things it thus makes sense to look at the third category.

The third category of business treasures contains matters of daily operations:

  • Invoicing and administration
  • Analytics and Metrics
  • Customer Support and Client Retention
  • Community Engagement and Corporate Social Responsibility

And when all these things are well taken care of, that could then lead to more streamlined workflows, customer loyalty, referral networking, social continuity and time and energy saving new opportunities.

But all this isn’t necessarily enough for becoming recession proof. There’s something beyond these top of mind recession proof measures for Finance, Technology and Operations.

We thus have to dig deeper for other treasures in order to understand why and how it could all work better. Let’s call those the ‘hidden’ treasures for business growth.

You’re probably already aware of them somehow, but perhaps not yet believing completely in their importance. That’s why it could pay dividends to read on.

Hidden Treasures

There are roughly three categories of ‘hidden treasures’ in the deeper parts of our mind. We hear a lot about them. But they’re not always well understood.

Those treasures are unlocked by conscious choice though. That’s why we’ll go over some of those choices here.

You could then decide to make new choices for unlocking more of your hidden treasures when wanted, needed or desired.

The first (relatively well-known) unlocking category is Coaching and Consulting.

Especially the coaching industry is booming these days. It happens in all sectors and industries, for all jobs, roles, niches and subcategories.

But not all coaches are equally good in what they do. Many just followed a short course and then call themselves a coach without real life coaching experience or a method that works.

Others come from real experience though. They have built their coaching practice on years of work and deep values. Their coaching offer exudes trust and power to unlock hidden treasures. (If, for example, you’re involved in property management then here’s a great example of how you can reach Business Growth through values-driven coaching: https://giperskine.com/values-driven-coaching)

Consulting has been around for a long time. There are many big consulting firms. And there are even more boutique or sole-proprietorship consultants out there.

Here goes too that they’re not all equally good. And many of them make mistakes without actually addressing the mistakes that the businesses they’re consulting on are making.

Fortunately it’s okay sometimes to make mistakes as long as we learn from them. You could call it failing forward, or making constructive failures.

I recently found a book that actually bares this in the title.  It’s about Consulting on the 5 biggest mistakes in business and life and how to avoid letting them shut you down.

In the book the author talks about The DONNEmethod® and it’s beginning with these Crucial Questions:

  • Why is the difference between strategic and tactical planning so significant to distinguish?
  • What can I do to make sure nothing is missed or overlooked?
  • When do I implement changes and where do I make those changes for the most impact?
  • Which sequence maximizes the contribution of all our planning and strategizing efforts?

And the one to begin with:

  • How do I avoid meddling with what’s already working and making things worse?

The author will then address solutions to problems that are implied by the above Crucial Questions. You can get the book that’s called ‘The Failure Factor’ by Justin Donne here: https://cashdrop.biz/d/75E2iJ1t0g

The second (less well-known) unlocking category is Energy Clearing and Energy Management

There’s big talk about the energy transition that we’re in. But energy is not only about oil, gas, solar or electric power. It’s also about our own personal energy management.

Personal energy often gets depleted by the technologies we’re using and by the accompanying lifestyles. Then it’s wise to be aware of that and do something about it. (That’s why >this report< could be an interesting read to learn more about why clearing your personal energy atmosphere is important.)

On a different level, it’s also important to clear out your environment for optimal work and living conditions. That asks for personal leadership to begin with. (This article might shed more light on success with your energy management from a leadership growth perspective: https://c-suitenetwork.com/advisors/6-new-steps-to-new-leadership-success/)

Energy Clearing and Energy Management thus begins within and around oneself.

You can do this by installing new habits, getting rid of bad influences, and by creating healthier life and work environments.

Which brings us to…

The third (quite well-known but not always well understood) unlocking category is Company Culture and Integrative Wellness

There’s big talk about company culture. Yet, it’s complex to create and maintain a healthy one, especially these days with the various remote, work-at-home, freelance and hybrid work modalities of employees. (This post might give you some deeper insight in how to handle this: https://www.linkedin.com/feed/update/urn:li:activity:6933064522366652416)

That’s why this asks for a form of leadership that’s immediately coupled with practical implementation. You could call this Inspirational Leadership (on which you can read more here: https://c-suitenetwork.com/advisors/inspirational-leadership-in-trying-times-of-crisis-how-to-elevate-your-company-culture/) because inspiration immediately gives energy for action.

This means that not only the top of mind measures (as mentioned above) are highlighted in the everyday business endeavors but that each and every day there’s time scheduled to receive and give inspiration to one another. This can enhance creativity, productivity and efficiency, for it invigorates the people to give their best. Which in turn could help in reducing burnouts, sick leaves or resignation because of other perceived-as-better opportunities.

What could also help in amplifying this even further is when the business goals become aligned with greater goals that actually serve all humankind. (You can read more on this here: https://www.linkedin.com/feed/update/urn:li:activity:6940706022013480960) Then the company culture becomes embedded in a wider notion of integrative wellness. And although that begins with personal well-being, it’s then also aligned with the perception of a world that’s worth again to live in, because we then more deeply understand that we’re in it together.

But it also asks for a new form of presence. And that presence is shaped these days both through personal appearance in real life as through online profiles. For this, Thought Leadership is one of the pioneering factors to grow your hidden business treasures.

To be seen as a leading edge thought leader in your industry, that indeed can go a long way.

One doesn’t just call oneself a Thought Leader though. But if you’re interested in creating and building a Thought Leader profile that’s seen and recognized by 100M+ followers combined, then be sure to >visit this page<. There you can also connect with other great Thought Leaders.

Now, to bring it all together: How to grow all of your business treasures …even beyond the general recession proof measures?

Let’s consider one last thing. It’s on an encompassing concept that not many people talk about, yet it’s becoming increasingly important to understand.

Omnibenevolence

In this article we’ve used words, concepts and ideas that transcend the top of mind business treasures that most people talk about. We also went deeper into the ‘hidden’ treasures which are perhaps not completely unknown but they’re at least not that much on the forefront of discussions about business, especially when those discussions are about how to become recession proof.

But what do you think? Do these different layers of treasures have their place in your company or organization? Or could there be more room for improvements in any area?

It can be overwhelming to think and take care of all of them. That’s why it might help to have an encompassing concept captured in one word. That word can then be explained on a one-page Mind Map that you can have readily available, as suited to your unique situation, for your specific needs.

If you want to learn more about it than visit this page: https://www.linkedin.com/company/the-omnibenevolence-council.
There you can find more information on how to get your hands on that Mind Map.

For now, thank you for reading this article.

Sincerely,

Maurits van Sambeek, MA

Founder, The Omnibenevolence Council™

Categories
Best Practices Growth Management Personal Development

4 Ways to Make Your Words Stick

Leaders are always under surveillance. Every action they take and word they speak is scrutinized. Words matter. What you say has consequences. They have the power to influence others or cost you credibility and trust. Your team wants a leader they can trust, someone whose influence motivates them to act. With influence comes serious responsibility. Leaders must acknowledge the impact their words have on others.

  1. Examine your message.

Consider these two statements:

“Our competitors have grown and cut into our sales. We must explore new markets to maintain a healthy bottom line.”

Vs.

“Our competitors have grown and cut into our sales. We must explore new markets or we will have make cut backs.”

These two statements share the same message, but the word choice impacts listeners in very different ways. If you are unsure how your words land, write them down ahead of time. Take five minutes before every virtual call or meeting to think about what you want to say, and the impact you want to make on your listeners.

  1. Say more with less.

People tend to believe the more they speak, the smarter they sound. When in fact, the more they speak, the more confused their listeners become. Listeners don’t have time to think through the clutter. If your message is long and hard to follow, listeners will tune you out. If you want others to remember what you say long after you say it, keep your message concise and get to the point

 

  1. Beacon brevity.

When we try to make a point, too often we keep talking well past our point. Our brain lies, convincing us that the more we say, the smarter we sound. What we fail to realize is the torture we make our listeners endure as we ramble. Even worse, we often ramble with filler words that add nothing to our message. Now I know what you’re thinking, “when I know what to say I don’t speak with filler words.” The problem is that most of our conversations are impromptu. We don’t have the opportunity to prepare exactly what we want our listener to hear. Avoid how you feel to determine how succinct you are. We are good about preparing for presentations but allow day-to-day easy conversations to go off the cuff.   This is when feedback wins. Find someone you trust and ask them to bring to your attention each time you speak with filler words such as “um and uh.” It won’t take long for you to recognize it yourself.

  1. Pauses have power.

Silence sometimes is the right answer. A speaker can use silence to deliver a message with maximum impact. The power of a pause allows listeners to consider what has been said. It gives their mind time to register the importance of words and permits you time to naturally transition to the next topic. It conveys a confident belief in the message shared, while allowing the brain time to focus on the next thought. The pause has the power to help your listeners remember what you said long after the interaction is over. Words matter. If you want to speak in a way that influences others to act, take on these four steps and make your words stick.

 

 

Categories
Best Practices Entrepreneurship Leadership Personal Development

How To Ethically Create New Capital From Thin Air

Finance and Legal

How To Ethically Create New Capital From Thin Air

On Capitalizing Your Cashflow even if sales or income are on a low curve

*Disclaimer: The contents of this article are solely meant for your own personal considerations and thus they are in no way meant as any legal, financial, medical or other professional advice for which you would otherwise consult or hire an expert or respective specialist. In other words, this article is solely meant for you to think and ponder the meaning of certain concepts and ideas without tying direct practical or productive consequences to them. Doing that is dependent on where you are now, what kind of business you run, and the responsibilities and actions you take to get to where you want to go. So, the author cannot be held responsible for those consequences. You are responsible for your own actions and deeds that could follow from working with these concepts and ideas. It’s about ethics, both in terms of business ethics as well as in terms of even higher standards of general human conduct. Respect and honor that, for yourself, for your loved ones, for your colleagues and even for humankind as a whole.

Introduction

Have you ever had a downturn on investments but needed a fast cash injection at the same time?

It can be a rough place to be in indeed. And although it seems like it’s a numbers game mostly, there’s something deeper laying at cause. More on that later.

But first, let’s ponder the question what a cash injection really is these days…

  • Is it coins and bills?
  • Is it currency and flow?
  • Is it new capital and value?
  • Or is it simply a matter of interplaying digits and assets that create a specific type of balance and supply?

There’s merit in all four of these options. And having them working together might very well be the solution to the question we started with.

But let’s not get ahead of ourselves, for there is a quintessence that makes sense of all four of them. And that quintessence needs to become clear first. More on that in a moment.

Let’s begin though with understanding a bit more about the process of creation. Because the process of creation can help you with capitalizing your cashflow. It could pay you many dividends. Even if sales or income are currently on a low curve.

Thin Air

If you want to have something, that would mean that you don’t have it already. It may exist already in some physical form. But that doesn’t necessarily has to be the case. So, how do you then get from not having it to having it, in other words, from creating the very thing you want as being part of your existence?

>>There is a real order of reality<< When you understand that order you can literally create something ‘from thin air’. An example would be this very article you’re reading right now. It didn’t exist before I wrote it. But I did want to create it. So I tapped into the creation process and constructed it ‘from thin air’.

Now it’s a form of capital in the form of content – an online asset these days. Placed on a website that generates traffic, i.e. readers, it now has also become part of a certain flow, a flow that could lead to currency.

In other words, when you want a fast cash injection, creating something ‘from thin air’ could very well be the way to get that done. And there are indeed many shapes and forms in which this creation process could then play out.

There are too many of those shapes and forms to name here though. But they all have one thing in common – they all create a form of value that could be categorized under the umbrella term ‘new capital’. And here’s why it’s important to indeed value them as such…

New Capital

There are five forms of capital when you categorize them in a general manner. From there you can then further specify it to your specific needs or wants in terms of value.

I won’t dive into these five categories here but if you want to learn more about them you can get a special Infographic that explains them all right here: >>https://www.agilebusinesswisdom.com/ultimate-one-pager<<

What’s important about this general view on new capital creation is the inner coherence by which they exist. Indeed they vary in a delicate interplay that even goes beyond a mere balance of digits and assets. But together they form an infinite supply!

Now, isn’t that the quintessence of what we all want when it comes to capitalizing your cashflow even if sales or income are on a low? That’s right, from an infinite supply there will always be more than enough.

There is one thing though that could disturb that supply. And that disturbance probably lays at cause of the low sales or income in the first place. But when understood and enlightened, it can be turned around.

It’s a delicate thing though. And sadly today, many people don’t even bother to dedicate a single thought to it. But since you’re reading this article, I reckon you’d like to learn a bit more about it.

So let’s dive in…

Ethical Creation

Creation as described before is not just a personal thing, even when done alone in an office, laboratory or somewhere else. For the place itself where that new creation takes place has already been created by others or by something or someone else (depending on your general outlook on life). So it’s safe to say that you never really create alone.

Indeed there’s always some kind of facilitation. You can call it the power of the Master Mind. So, with that in mind, it pays to pay attention to how you create. And it then makes perfect sense to create with all that is present at hand.

  • What is present at hand is the infinite supply through the five categories of capital.
  • What is present at hand is the coins and bills, currency and flow, capital and value, and digits and assets that are existing already somewhere somehow.
  • What is present at hand is the ‘thin air’ from which you can create something new.

Capital, supply and cash injection can so become more aligned in an ethical manner.

Because being aware of this greater coherence opens up the ethical dimension of respecting and honouring other peoples’ work, their contributions and efforts, and their approaches to a life well lived.

Now, to bring it all together, let’s briefly answer the question from the title of this article.

How to Ethically Create New Capital from Thin Air

When we take all the information and knowledge contained in this article and combine it with all the wisdom you already have, you can now ethically create new capital from thin air by using specific agile innovation principles that are applied from a philosophical point of view.

  1. This means that you first gain profound insight in the real order of reality.
  2. You then (re)learn the skills, tools and techniques to ethically align the five general categories of capital.
  3. And finally you get the best methodologies in place to apply your infinite supply.

If you want help with that then check the Infographic right here: >>https://www.agilebusinesswisdom.com<<

Thank you for reading this article.

I hope you’ve already received new inspiration to ethically create new capital from thin air now.

Sincerely,

Maurits van Sambeek, MA

Founder, >>The Omnibenevolence Council™<<

Author of >>Omnibenevolence<<

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Best Practices Growth Management Personal Development

10 Ways to Host Hybrid Meetings Like a Pro

Nothing costs your influence quite like an ineffective meeting. The introduction our new hybrid workplace challenges what we’ve ever known about meeting facilitation. Many struggle enough hosting in-person meetings, only to find virtual meetings more difficult. Technical mishaps, over-filled calendars and unproductive conversations result in immediate frustration for our listeners. Hybrid meetings add an extra layer of risk as meeting facilitators juggle both in-person and online listeners. Grow your influence by facilitating hybrid meetings like a pro. In 10 simple steps, attendees will trust your meetings are a productive and valuable use of their time.

  1. Don’t over invite.

The larger the meeting, the greater the chance mistakes will occur. Hybrid meetings are challenging enough to facilitate. By over-inviting attendees, your listeners will struggle to hear everyone speaking or even participate themselves.

  1. Prepare ahead of time.

You never want someone leaving your meeting feeling it was a waste of their time. Take time to prepare your message, no matter the audience. Write down what you need to cover, and in what order. This will keep your thoughts, and the conversation on track.

  1. Provide an agenda.

No one appreciates long-running meetings. An agenda will prevent discussions from going down the wrong path, eating valuable time.

  1. Keep meetings short.

Everything competes for your listener’s attention, challenging your ability to be heard above the noise. Short meetings encourage listeners to pay close attention while reinforcing the need to keep the conversation on track.

  1. Open Zoom early.

Virtual attendees miss the opportunity to make small talk with other meeting attendees, often leaving them feeling like second-class citizens. By opening the Zoom bridge early, you give virtual attendees a chance to engage with others, reinforcing their valued presence.

  1. Establish ground rules.

Explain to attendees how you will facilitate the meeting and take questions in both settings. Invite virtual attendees to utilize the online chat platform, then assign an in-person attendee to monitor the questions posted.

  1. Leverage technology.

If you are presenting in person, attempt to project the virtual meeting so in-person attendees are reminded of their presence and participation. If a projection screen is not available, set up multiple computers around the table allowing all attendees to connect and engage with each other. 

  1. Control the conversation.

We’ve all been in meetings where one or two attendees attempt to dominate the conversation. It’s up to you to guide the conversation, ensuring everyone has an opportunity to speak. Interject when interruptions occur. Let the offender know you’ll come back around to their thought as soon as the speaker can finish what they were sharing.

  1. Check in. 

It is easy for in-person meeting facilitators to forget their virtual attendees. Every few moments, check-in to ensure they can clearly hear and see. Call on them by name, inviting them to contribute to the conversation. This will help everyone feel better connected.

  1. End strongly.

Nothing feels as cold and abrupt as attending a virtual call that immediately ends. Allow yourself a few minutes to wrap up your meeting, inviting others to provide final thoughts or questions. Recap the discussion to reinforce what your meeting accomplished.

 

Each hybrid meeting facilitation provides you the opportunity to grow your influence and build trust among attendees.

Next time you host a hybrid meeting, implement these 10 tips to ensure your listeners time is well spent.

 

 

Categories
Growth Management Personal Development

Employee Retention and The Emotional Connection

The virtual and hybrid workplaces are eroding the emotional connection people feel for their teams and companies.

The Double-Edged Sword

There are certainly upsides that come with the evolving workplace.  Some people prefer the flexibility of the virtual workplace.  It saves time, money and the wear and tear that come with commuting.  Effective and efficient platforms like Zoom, Teams, and other allow collaboration across time zones and geographies.

The big downside is the loss of personal connection with colleagues that can enhance communications, collaboration, and the enjoyment of the job.  I believe the greatest downside is the loss of emotional connection to the company.  With little to no emotional connection to the company, it is now much easier for employees to leave the company for another job.  It is now simply a transactional decision.  Welcome to the Great Resignation.

Two Strategies for Creating an Emotional Connection

Purpose.  I read recently that Facebook is experiencing increasing turnover.  Employees who once saw this as an opportunity to work with cutting-edge technology, are now seeing Facebook as just an advertising machine with no noble purpose or values.  Studies show that today’s workforce want to work for companies that have a purpose that they resonate with – something deeper than just the bottom line. The connection becomes even deeper when people feel like their job has a purpose that they resonate with.  They see a linkage to their job and the company’s purpose.   Or it may be more personal. A manager with a client company recently told me that he saw his purpose as a manager is to help people be successful and have rewarding careers.  That purpose provides a deeper meaning to this manager beyond the day-to-day activities. The leadership lesson here is to be clear about the larger purpose with your own role, and help your people find the deeper meaning within their roles.

Fully Engage People.

For at least two decades Gallup and other survey companies annually report that 65-70% of employees across all industries are NOT fully engaged. The are direct linkages to lower levels of performance and retention.  The trend to the virtual and hybrid workplaces may risk more at risk of lowering engagement. I believe the antidote is engaging the whole person – hearts, minds, skills, and abilities.

  • Engaging the heart. The heart is where emotions live.  Joy.  Fulfillment.  And their opposites.  A common desire in every workplace is the feeling of being valued.  Respected.  That our contributions are appreciated, and that they matter. Leaders can engage the heart in many ways.  Expressing heartfelt appreciation to people for their contributions.  Recognizing going the extra mile.  Communicating with people and teams why their work matters.  Celebrating achievement.  Telling success stories that engage the heart.  The ultimate test is simply this:  Do people under your watch feel valued, respected and that their work matters?
  • Engaging the mind. This is where knowledge and experience lives. It is the source of our creativity, ideas and problem-solving skills.  Leaders that engage the minds of people value that potential.  John Maxwell, best selling author of over a dozen leadership books, proclaims, “Good leaders ask great questions.”  Great questions can tap into the minds of people to bring out their full potential.  Not surprisingly, the more people feel like their knowledge and ideas are valued, the more they are willing to offer them.
  • Providing development. Research about today’s workforce reveals that they want to work for companies that will provide development.  It is a win-win-win.  When we invest in people, they feel valued.  Their skills grow.  The company benefits from the expanded skill-set.  Companies don’t have to have corporate universities as much as a mindset that developing people is part of every leaders role.

 

Chris’ story.

I used to work with a colleague named Chris.  Chris was smart, committed and had a great sense of humor.  Chris was an excellent teammate and contributor and was fully engaged. After a change of leadership, I left the company we worked for, while Chris remained.  This new leadership was all about the bottom line and the stock price.  They gave lip service to valuing people.  The culture suffered.  The bottom line and stock price went into steep decline.  One day I called Chris and asked, “How are you hanging in there?”  Chris’ answer was revealing.  “I keep my head down and mouth shut.”  A once highly-engaged person was now focused on meeting expectations, and nothing more.  Chris explained that it was simply too risky in this new environment to point out problems and offer solutions. Chris’ emotional connection to the company was gone.  The good news is “people-first” leadership is back in place and Chris’ emotional connection to the company has been reestablished and is once again engaged and committed.

Conclusion.

The workplace is filled with people like Chris.  As leaders, our ability to engage the hearts, minds, skills and abilities of people can create an emotional connection to the company, and  result in high levels of engagement, performance and retention.  As with Chris, the emotional connection is not static.  It is dynamic, and as leaders, we have to keep engaging the hearts, minds, skills and abilities of our people and connecting them to a purpose they resonate with.  Otherwise, people may stay and check out as Chris did, or be part of the Great Resignation.  Like most everything else in business, the emotional connection (and engagement) rises and falls with leadership.

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 Workforce, and 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
Growth Management Personal Development

Employee Retention and The Emotional Connection

The virtual and hybrid workplaces are eroding the emotional connection people feel for their teams and companies.

The Double-Edged Sword

There are certainly upsides that come with the evolving workplace.  Some people prefer the flexibility of the virtual workplace.  It saves time, money and the wear and tear that come with commuting.  Effective and efficient platforms like Zoom, Teams, and other allow collaboration across time zones and geographies.

The big downside is the loss of personal connection with colleagues that can enhance communications, collaboration, and the enjoyment of the job.  I believe the greatest downside is the loss of emotional connection to the company.  With little to no emotional connection to the company, it is now much easier for employees to leave the company for another job.  It is now simply a transactional decision.  Welcome to the Great Resignation.

Two Strategies for Creating an Emotional Connection

Purpose.  I read recently that Facebook is experiencing increasing turnover.  Employees who once saw this as an opportunity to work with cutting-edge technology, are now seeing Facebook as just an advertising machine with no noble purpose or values.  Studies show that today’s workforce want to work for companies that have a purpose that they resonate with – something deeper than just the bottom line. The connection becomes even deeper when people feel like their job has a purpose that they resonate with.  They see a linkage to their job and the company’s purpose.   Or it may be more personal. A manager with a client company recently told me that he saw his purpose as a manager is to help people be successful and have rewarding careers.  That purpose provides a deeper meaning to this manager beyond the day-to-day activities. The leadership lesson here is to be clear about the larger purpose with your own role, and help your people find the deeper meaning within their roles.

Fully Engage People.

For at least two decades Gallup and other survey companies annually report that 65-70% of employees across all industries are NOT fully engaged. The are direct linkages to lower levels of performance and retention.  The trend to the virtual and hybrid workplaces may risk more at risk of lowering engagement. I believe the antidote is engaging the whole person – hearts, minds, skills, and abilities.

  • Engaging the heart. The heart is where emotions live.  Joy.  Fulfillment.  And their opposites.  A common desire in every workplace is the feeling of being valued.  Respected.  That our contributions are appreciated, and that they matter. Leaders can engage the heart in many ways.  Expressing heartfelt appreciation to people for their contributions.  Recognizing going the extra mile.  Communicating with people and teams why their work matters.  Celebrating achievement.  Telling success stories that engage the heart.  The ultimate test is simply this:  Do people under your watch feel valued, respected and that their work matters?
  • Engaging the mind. This is where knowledge and experience lives. It is the source of our creativity, ideas and problem-solving skills.  Leaders that engage the minds of people value that potential.  John Maxwell, best selling author of over a dozen leadership books, proclaims, “Good leaders ask great questions.”  Great questions can tap into the minds of people to bring out their full potential.  Not surprisingly, the more people feel like their knowledge and ideas are valued, the more they are willing to offer them.
  • Providing development. Research about today’s workforce reveals that they want to work for companies that will provide development.  It is a win-win-win.  When we invest in people, they feel valued.  Their skills grow.  The company benefits from the expanded skill-set.  Companies don’t have to have corporate universities as much as a mindset that developing people is part of every leaders role.

Chris’ story.

I used to work with a colleague named Chris.  Chris was smart, committed and had a great sense of humor.  Chris was an excellent teammate and contributor and was fully engaged. After a change of leadership, I left the company we worked for, while Chris remained.  This new leadership was all about the bottom line and the stock price.  They gave lip service to valuing people.  The culture suffered.  The bottom line and stock price went into steep decline.  One day I called Chris and asked, “How are you hanging in there?”  Chris’ answer was revealing.  “I keep my head down and mouth shut.”  A once highly-engaged person was now focused on meeting expectations, and nothing more.  Chris explained that it was simply too risky in this new environment to point out problems and offer solutions. Chris’ emotional connection to the company was gone.  The good news is “people-first” leadership is back in place and Chris’ emotional connection to the company has been reestablished and is once again engaged and committed.

Conclusion.

The workplace is filled with people like Chris.  As leaders, our ability to engage the hearts, minds, skills and abilities of people can create an emotional connection to the company, and  result in high levels of engagement, performance and retention.  As with Chris, the emotional connection is not static.  It is dynamic, and as leaders, we have to keep engaging the hearts, minds, skills and abilities of our people and connecting them to a purpose they resonate with.  Otherwise, people may stay and check out as Chris did, or be part of the Great Resignation.  Like most everything else in business, the emotional connection (and engagement) rises and falls with leadership.

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 Workforce, and 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
Best Practices Entrepreneurship Management Marketing Negotiations Sales Skills Women In Business

“What Is Your Comfort Level And Why It Matters” – Negotiation Insight

 

“What Is Your Comfort Level And Why It Matters”

He had a stomach swirling feeling. It was an internal alarm indicating that he was out of his comfort zone. At that point, he didn’t feel overly exasperated. Nevertheless, he knew he had to control his level of discomfort. He knew such feelings matters to one’s emotional wellbeing.

Are you aware of when your state of comfort is challenged – when your levels of uneasiness begin to alter your perspective and behavior? You should – those are the points at which you might begin to engage in negative behavior. And that’s why it matters.

The following are thoughts to consider to improve your comfort level and enhance your mental wellbeing. You’ll also uncover insights about your thought process. That will allow you to discover more about what matters to you and why.

 

Importance of Comfort:

Comfort, it’s something you constantly seek but don’t think a lot about until you become uncomfortable. You should note it more frequently. Because when it’s altered, your stability and wellbeing can become mired in self-emotional conflict. That can make you feel awkward in some environments. Not only should you know your level and degree of comfort, but you should also know what triggers it to go up or down. That insight allows you to gain greater control of yourself and the environments you’re in.

Going forward, note your emotional change based on your environments. Seek to understand why you feel more comfortable in some situations versus others. Before entering those that might cause you to experience discomfort, think about how you might obtain greater control of yourself and the environment. Look for common variables that you can use to become emboldened to assist in your assessment. By doing that, you’ll become empowered and gain an insightful introspection about yourself. [eut_single_image image_type=”image-link” image_mode=”medium” image=”32023″ link=”url:https%3A%2F%2Fc-suitenetwork.com%2Fbecome-c-suite-network-executive-membership%2Fpricing-options%2F|||”]

Past Occurrences:

In considering your state of comfort, consider your current state of mind. Ask yourself why you have such feelings – what caused them – and what you might be associating from past occurrences that may be shadowing your perception. If you’re conflating past occurrences, especially if they’re negative, realize that you might be placing too much emphasis on the past. Separate the occurrence. Assess whether it causes the degree of angst as before the separation. You will have begun to control past triggers that might negatively sway your perspective. Doing that should allow you to become more at ease.

 

Controlling Your Mind Controls The Environment:

Before entering an environment, you have expectations about what might occur – how you might feel and what you might do. If it’s a new environment, you might experience a higher degree of angst than those that you’re more familiar with. Regardless of your emotional state, reassure yourself that more than likely you’ll live through the situation that you’ll find yourself in. Thus, there’s nothing worse than death that’ll occur to you.

Anything other than that is okay. So, assuage your mind – focus on the fact that you’ll learn something from being in that surrounding. By thinking like that, you’ll relieve the pressure from overthinking what might occur and how you’ll fair. That should allow you to mentally perceive yourself as flowing freer in the environment. You’re going to be a rock star … and everything will be right with the world.

 

What does this have to do with negotiations?

The negotiation process is about comfort and discomfort. When a negotiator feels comfortable about an offer or concession, he’s more likely to continue upon the same path. Conversely, one can use pain and discomfort as a tool to motivate the opposing negotiator to alter the path he’s on. Thus, the tool of comfort and how it’s used during a negotiation is something that you should give with great consideration. If you overlook it, you overlook an ally that you can use to advantage your negotiation position. Smart negotiators don’t waste this tool. Are you a smart negotiator?

 

Remember, you’re always negotiating!

 

 

Listen to Greg’s podcast at https://anchor.fm/themasternegotiator

 

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

 

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

 

#Negotiate #Emotion #Comfort #Level #Matters #Business #Progress #SmallBusiness #Negotiation #NegotiatingWithABully #Power #Perception #emotionalcontrol #relationships#HowToNegotiateBetter #CSuite #TheMasterNegotiator #ControlEmotions

 

“Comfort, something we all seek but don’t appreciate until it’s gone.” -Greg Williams, The Master Negotiator & Body Language Expert (Click to Tweet)

 

[eut_single_image image_type=”image-link” image_mode=”medium” image=”32020″ link=”url:https%3A%2F%2Fc-suitenetwork.com%2Fbecome-c-suite-network-executive-membership%2Fpricing-options%2F|||”]