Get ready for the Meeting

Back in 1994 I attended a Tony Robbins seminar. It was held at the Navy Pier in Chicago. Five or six hours into the session, Tony had us in a state where he could ask these two questions: “Think about something you always wanted to do, but for some reason, you never did it. Write it down.” Then, “Think about something you always wanted to have, but for some reason, you never bought. Write it down as well.” Within six months I earned my private pilot’s license. Six months after that I owned a single-engine Cessna and had earned my instrument rating. Now that’s what I call motivation. Thanks,  again, Tony.

But Tony didn’t just motivate the audience. He gave us some real business value.  Here is something I learned that day and have used dozens of times since: BEND-WIMP.

Tony explained that when meeting with an important executive for the first time, we need to have a pretty comprehensive understanding of who they are and what’s on their mind. BEND-WIMP is an acronym for Tony’s checklist.  Here it is:

B – Beliefs. What are the person’s beliefs about you, your company, your product? It would be really helpful to know that before you meet the person.

E – Evaluate. How does the person evaluate? Gut feel? Dependence on a recommendation from a trusted advisor? What questions might they ask?

N – Needs. What are their business needs? What will enable them to achieve their business plan?

D – Desire. What do they want on a personal level? (I think about Larry Ellison and the America’s Cup.)

W – Wounds. Where have they gone off the track. Mistakes, errors in strategy, execution, judgment? What subjects should you stay away from discussing?

I – Interests. What are their personal interests? What common ground might you have with them?

M – Mentors.  Who are their mentors? Whose books do they read? What business leaders do they emulate? I won a new customer years ago because I found out that the CEO had all his people read Who Moved the Cheese? I read the book on the plane on the way to the sales call.

P – Proud. What are they proud of? Accomplishments, big wins, etc.?

LinkedIn, which wasn’t around in 1994, is a great tool for executing your BEND-WIMP process. I find people in my network who have worked directly or even several levels down from my targeted executive. As I fill in my checklist, a clear picture of that person emerges. I’m sure you can imagine how much more effective than an ad-hoc Internet search this process is.

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For start-ups: Best Interview technique

Eventually, almost every interview turns into a question-and-answer session. You ask a question. The candidate answers as you check a mental tick-box (good answer? bad answer?).

You quickly go to the next question and the next question and the next question, because you only have so much time and there’s a lot of ground to cover because you want to evaluate the candidate thoroughly. The more questions you ask, the more you will learn about the candidate.

Or not.

Sometimes, instead of asking questions, the best interviewing technique is to listen slowly.

In Change-Friendly Leadership, management coach Rodger Dean Duncan describes how he learned about listening slowly from PBS NewsHour anchor Jim Lehrer:

Duncan: He urged me to ask a good question, listen attentively to the answer, and then count silently to five before asking another question. At first that suggestion seemed silly. I argued that five seconds would seem like an eternity to wait after someone responds to a question. Then it occurred to me: Of course it would seem like an eternity, because our natural tendency is to fill a void with sound, usually that of our own voice.

Lehrer: If you resist the temptation to respond too quickly to the answer, you’ll discover something almost magical. The other person will either expand on what he’s already said or he’ll go in a different direction. Either way, he’s expanding his response, and you get a clear view into his head and heart.

Duncan: Giving other people sufficient psychological breathing room seemed to work wonders. When I bridled my natural impatience to get on with it, they seemed more willing to disclose, explore, and even be a bit vulnerable. When I treated the interview more as a conversation with a purpose than as a sterile interrogation, the tone of the exchange softened. It was now just two people talking…

Listening slowly can turn a Q&A session into more of a conversation. Try listening slowly in your next interviews. (Not after every question, of course: Pausing for five seconds after a strictly factual answer will leave you both feeling really awkward.)

Just pick a few questions that give candidates room for self-analysis or introspection, and after the initial answer, pause. They’ll fill the space: with an additional example, a more detailed explanation, a completely different perspective on the question.

Once you give candidates a silent hole to fill, they’ll fill it, often in unexpected and surprising ways. A shy candidate may fill the silence by sharing positive information she wouldn’t have otherwise shared. A candidate who came prepared with “perfect” answers to typical interview questions may fill the silence with not-so-positive information he never intended to disclose.

And all candidates will open up and speak more freely when they realize you’re not just asking questions–you’re listening.

 

source: Inc.com

Team work and smart decision making

Every day, your employees are making decisions.

While some are more important than others, it’s in your best interest to help them develop a strong ability to make good ones. How can you do that? Read on for a few helpful tips.

Lead by example.

To help your employees make good choices, you should make good choices yourself. In other words, model the kind of behavior you’d like to see in your workers. You can’t expect people to make good choices when you’re setting a bad example. But when you make good choices, you’ll set the bar high for your organization and people will follow.

Offer choices. 

Never dictate how your employees should do their jobs. Instead, tell them what the goal or desired outcome is, then let them figure out how to get there. You’ll find that people develop their own approach to getting things done and will make many good decisions along the way. They won’t always get it right, but by giving them the opportunity to try, you’ll encourage them to make good decisions.

Give them permission to make mistakes. 

Making mistakes and suffering failure is how we learn. If you don’t allow your employees to make mistakes or if you punish them when they do, they will never learn how to think for themselves. Picture a bike with training wheels: If you don’t take the wheels off, your child will never learn to ride without them.

Praise good decisions. 

Most of the time your employees will make good choices, and when they do, you should let them know you appreciate it. You’ll get more of the behavior you reward, so make it a point to praise the people who are doing things well.

Offer feedback–good and bad

If you don’t offer immediate feedback, it will be hard to tell which choice was a good one or not. Make it a point to offer regular feedback, explaining the impact it had on your organization and customers and why you want to see more or less of it in the future.

 

source: inc.com

How did I started my own Business

There’s no age limit to start dreaming about your own business and making the dream come true.
Since my masters in business administration got completed , I was also willing to do something at my own but did not have any knowledge regarding  business procedures and funding even after knowing the scope of my business.

One day I got introduced to the team of Business Plan Writers US for their services of Business plan writing, presentation and proposal submission to investors network , That looked perfect to me according to my need, still I was not sure if putting the mentioned amount of money would deploy the satisfactory results or not. from the initial requirement gathering till the complete report submission, I must say the team was supportive to me and great on business plan due to their experts knowledge f financial analysis, market watch and marketing strategies.

The business plan i received from them was such wao that I almost became sure to get funding on it plus it included my coming years operational and business strategies, smart enough. I must therefore say, if you are a start-up looking for business plan, funding or bank loan and feasibility plan; the best solution is available at Business Plan Writers US.

Business Plan Writers US have worked for more than 650 business to help obtain funding. they do not provide start-up business written plans and funding as well complete consultancy for law related matters, infrastructure, Technology solutions as well as digital and conventional branding.

You may reach them on following email address: info@businessplanwriters.usor visit their website : http://businessplanwriters.us

cheers  !

Tools to manage Home based Employees

With more business owners allowing employees to work from home or satellite offices, the need to make sure those workers stay on task and productive is growing. From the employee’s perspective everything seems rosy. According to a recent Harris Poll, 64 percent of telecommuters say working from home increases productivity and output.

But for employers, allowing workers to telecommute can be akin to working in the dark. If you can’t see Harry, how do you know he’s actually working?

If you’re suffering from remote worker separation anxiety, these three tools can help you monitor actual time on task. Remember, these tools only provide you with raw data. You need to interpret the results on a case-by-case basis. Also, it’s wise to let employees know they are being tracked and how.

Related: 3 Free Apps to Help You Network Like a Pro

1. Hivedesk 
If you’re juggling multiple remote workers on multiple projects, Hivedesk has a simple solution for keeping everyone on task. Workers check in by choosing their project from the central hub. Then Hivedesk tracks their time and adds each day’s information to the weekly time sheet.

During the work session, Hivedesk snaps random screenshots so you know your developer is on task and not, say, on Facebook. The system also sends a graphical productivity gauge for each worker so you can see at a glance who is performing and who isn’t.

Pricing starts at $14.99 a month for up to two workers and goes up to $100 a month for 20. It requires a desktop download and is compatible with Windows, Mac and Linux.

2. Worksnaps 
If you need more detail, there’s Worksnaps. This tool takes screenshots every 10 minutes and logs keyboard strokes and mouse movement. In addition, it catalogs the applications that were used so you can tell if an employee spent 10 minutes reading a Word document or plugging numbers into an Excel spreadsheet.

The User Management panel gives project managers access to reports on their team members, creating multiple levels of accountability.

What’s more, Worksnaps has an optional webcam feature that allows you to see not just what’s on a worker’s screen but the worker as well. This can be a useful feature if your employees need to spend a lot of time on their phones, tablets or handling non-computer based desk work.
Plans start at $14 a month for up to four users and go to $60 a month for up to 30 users. Worksnaps requires a desktop download and is compatible with Windows, Mac and Linux. Worksnaps also integrates with project management software Basecamp, invoicing software Freshbooks and time tracker Harvest.

Related: Mobile Apps to Make Business Travel Easier

3. MySammy 
For business owners who prefer a less heavy-handed approach, there’s MySammy. This application is all about balance. As long as an employee’s bar graph is mostly green (active) you can forgive the 10 percent that’s red (non-productive.)

In order to categorize activity, the manager must mark every desktop application and website in the system as either productive or not. Excel gets a thumbs up, Facebook gets a thumbs down. The system also allows for overrides so your social media manager isn’t penalized for time spent on Twitter.

MySammy’s reporting system allows you to filter the data in a variety of ways so it’s easy to see who is getting the job done and who needs some motivation.

The starter plan is free for up to four employees but has limits on long-term data storage. A small-business account is $7 per person per month for up to 50 users. For larger companies, the price is $17 per person per month and it includes five years of data storage.

The MySammy client must be installed on all work computers. It’s compatible with Windows XP, Vista, Windows 7, Windows 2003 and above. It is not compatible with Mac OS.

source: entrepreneur.com