The TOP Performance Blog

40 Rules To Live By For Business Success

by Scott Scholz...

As we get bogged down in our day-to-day business lives, we lose sight of the basics which make successful businesses flourish.  Here are some friendly pointers.

Take a few minutes to review these 40 common sense guidelines and then work diligently to integrate these rules into your approach in running your business.

1. As the owner of the business I will only focus on the things that I do uniquely well that drive profit to my company and delegate everything else.
2. I will always say please and thank you.
3. I will always show up to all meetings on time.
4. I will always finish what I start.
5. I will always do what I say I am going to do.
6. Our customers will be provided with a unique experience that they will not find with our competitors.
7. Our appearance and performance will exude professionalism.
8. I will not be afraid to start from scratch.
9. We might not always be perfect, but we will always be good.
10. At times I will forget common sense and use my imagination.
11. I understand that the internet is merely an aid; people still want to talk to people.
12. I will strive to be more personal.
13. I will simplify things.
14. I will be successful if I can create value for my customers.
15. I will be kind, humble and honest.
16. Anything that I share with my employees needs to be shared with complete honesty or not at all.
17. I will be reasonable at all times.
18. I will not compromise out standards.
19. I will handle all situations calmly.
20. I will strive to make our future greater than out past,
21. I will not waste energy by getting angry
22. I will forget about commodity and focus on relationships
23. I will forget about our losses and focus on our opportunities.
24. I will not think about the future, I will focus on today.
25. I will forget who I was and focus on who I can be.
26. I will forget about what is missing in my business and focus on what is available.
27. I will maintain dignity and grace under pressure.
28. I will always be proactive and not reactive.
29. I will not be afraid to break out of my comfort zone.
30. I will never forget that word-of-mouth is the best advertising.
31. I will only plan around what I can predict.
32. I will be on my customer’s agenda instead of always being on mine.
33. I will strive to make my customers fell that they are part of a unique community.
34. I will always remember that I have competition.
35. I will try to simplify the lives of my employees and my customers.
36. I will have plans and deadlines for all of my goals.
37. I will forget about the event and focus on the response.
38. I will not be mean, petty or rude.
39. I will look at what everyone else is doing and see something different.
40. I will never wait, I will act.

We cannot change the world. We cannot change the economy. We can only change ourselves.

"An unfortunate thing about this world is that the good habits are much easier to give up than the bad ones."- William Somerset Maugham 

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Scott Scholz is a Registered Financial Consultant (RFC) and Financial Architect with a step-by-step process that secures confidence, abundance, opportunity and control in your business and life that enables you to freely choose what to do, where and with whom.  To learn more, visit: http://www.scottscholz.com/.
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Step Three to Hiring & Developing a TOP Performing Staff

by Grant D. Robinson...

(This article is the final in a series of three on how to find, hire & Develop a TOP Performing Staff)

Yes, I know I’ve given you a lot to consider and do in the first two articles.  But I guarantee if you take my advice, you’re “hiring success rate” will greatly improve.  

And by actually following the suggestions in this final article, at least 75% of those you’ll hire from today on will be reliable, productive and profitable people.  

How much more successful would your business (and life) be if your employees did what you hired them to do? 

If all of your employees exceeded your client’s expectations, naturally produced without micro-management and continually accomplished the goals you’ve set for them, you’d more than double (or triple) the productivity and profitability of your business.  

Here’s how to make this dream a reality!

And at the same time, stop spending your days performing the jobs of your inept employees, solving “people problems,” motivating your unmotivated, and finally be able to accomplish your important professional and personal goals.  

Eliminate Instincts and Your “Gut” from the Hiring Equation

Gut feel works both ways.  

You’ve surely had an interview with someone who you knew right away wouldn’t be able to show up for work on time everyday, follow directions or grow your business and you didn’t hire them.  My suggestion is to continue to listen to your gut in these situations for it is probably right.  

Unfortunately, you’ve also hired the person with an impeccable resume, stellar recommendations and a great first impression in your interview.  My suggestion is to question your gut for studies have shown, 84% of the time it is wrong in hiring… and you’ll end up with someone who will do nothing but hold you back from accomplishing your goals.  

Here are 3 Ways TOP Performing Companies Eliminate Gut Feel when Hiring:

1.  Perform Reference Checks

The best thing that a reference check will do is let you know there are at least three people who can say something positive about your candidate.  (If they can’t provide you at least three names, it is probably best to move on to the next candidate).  

The better the questions you ask while performing these checks, the more valuable the time spent on them.  For a list of Employment Validation and Reference Checking Questions that get you the answers you need before hiring someone, visit  http://www.peoplevalues.com/referencechecks.htm

2.  Perform Background Checks

Since nobody advertises being fired for theft or other criminal activities on their resume, you should consider background checks.  And don’t stop there…  Depending on the position, it might be valuable to look at credit history, past employment reports, criminal records, etc.  

3.  Job Match

Yes, I know what you are saying:  “This guy is full of it!  I’ve tried everything he’s said but I still can’t hire the right people.”  

Well, let me tell you why.  

Everything I’ve told you to do (from creating performance standards, to asking better interview questions, to reference checking) is a step in the right direction, but you’ll still be left with the task of basing your hiring decisions on gut feel.  

The same is true for every book, course or degree you can pay for to teach you how to hire the right people.  You’re left with uncertainty, worry and doubt until the new hire either proves themselves as a valuable asset or another expense.  

So what do you do?  

How about try the same thing most of the Fortune 500 and every market leader have done.  Use the tools specifically created for small business to match people to jobs and assure success.  

And I’m not talking about using one of the antiquated “personality tests” that lump and then label people who fall in specific area of a graph, chart or color scheme.  Those tools have been deemed “discriminatory” by the Department of Labor because not all D’s, I’s or green people are the same.  

I suggest using a reliable, validated assessment that that not only measure behaviors, but also competencies and interests (motivators).  I also suggest using one that goes even further to assess the individual to a specific benchmark you’ve created for the position.  

Only then can you eliminate “gut feel,” match people to your job and hire only those that have “Job Fit.”  This will guarantee you hire and develop a TOP Performing Staff and your business continues to grow. 

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Grant D. Robinson is the President of People Values.  Since 2000, People Values has provided the best education & tools available (anywhere in the world) to hire & develop your most productive staff ever.  Learn more at www.HowToHireTheRightPeople.com. 
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Step One to Hiring & Developing a TOP Performing Staff

by Grant D. Robinson...

(This article is the first in a series of three on how to find, hire & Develop a TOP Performing Staff)

Never before has it been more important to hire the right people the first time.

Not only is this true because of a low unemployment rate and a 13+ million person gap in the amount of people retiring to those available to fill their positions.

But because if you don’t start hiring the right people today, you simply are not going to grow your business or accomplish your important professional and personal goals.

The first step TOP Performing businesses take to assure they continually hire productive people is a step that’s usually not ever performed by their counterparts.

The Initial Hiring Step of a Poor Performing Business:

Typically, poor performing companies start with deciding on the media for their ad. They compare costs and then place their ad in the most affordable locations (usually local classified ads and general web boards) hoping to attract quality, qualified candidates.

And those poor performing companies with cash flow (or very lazy HR People) will also turn to outside recruiters hoping they can find a resume from a passive job seeker too lazy to go online themselves to apply for a job.

The Initial Hiring Step of a Mediocre Performing Business:

Typically, the mediocre performing company will give a little more effort in attracting the right people and start with writing an acceptable recruiting ad. This is a step in the right direction but is still not where TOP Performing companies start.

Unfortunately, a mediocre company will then post their acceptable ad on-line, in a newspaper or pass it along to a recruiter; in turn attracting “passive” job seekers.

The Initial Hiring step of a TOP Performing Business (and if you want to become one, you’d better take this step today):

The owners and managers of TOP Performing Businesses don’t ever consider writing or placing a recruiting ad until they establish the productivity (& profitability) expectations of the position.

Until every manager on your team is in agreement on the performance expectations, and most importantly they are in writing, you:

- won’t know the best media to use to recruit qualified candidates
- shouldn’t be spending your hard earned revenue on “passive” recruiting strategies
- don’t have a foundation for a recruiting ad
- can’t create lead, behavioral based interview questions
- and will rarely hire the right people to grow your business (without getting lucky)

If you or your management team cannot come up with five S.M.A.R.T. Performance Goals for every position, you should not be hiring.

Here’s why:

If you haven’t set productivity expectations (goals) for your positions, how do you expect your employees to produce to your expectations? They can’t and won’t.

Because without productivity expectations IN WRITING, your business and your employees don’t actually have any productivity expectations.

Don’t Hire Another Employee Until You…

So before hiring your next employee, you need to create written performance standards and expectations. More specifically, Job Descriptions that contain all of the following elements:

- at least 5 specific, measurable goals and objectives of the position
- major duties and responsibilities (what the employee must do to accomplish the goals and objectives of the position)
- precise hours of employment
- minimum work, educational and skill requirement to be considered for employment
- exactly what it takes to get a pay raise or promotion in the future

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Grant D. Robinson is the President of People Values.  Since 2000, People Values has provided the best education & tools available (anywhere in the world) to hire & develop your most productive staff ever.  Learn more at www.HowToHireTheRightPeople.com. 
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Bosses Suck

By Ken Peters...

Once upon a time, the parts of the body were debating who would be in charge. “It should be me,” blurted the brain. “Without me you couldn’t think.” “No,” chimed in the eyes. “Without us, you couldn’t see, so we should be in charge.” “Hold on,” argued the heart. “I’m the engine that drives the body, so clearly, I should be in charge.” “Wait,” waved the hands. “We have all the skill, so we’re the obvious choice.”

As they argued, the sphincter timidly mumbled, “Actually, I think I should be in charge.” The other body parts roared with laughter. Embarrassed and angry, the sphincter clinched up. Pretty soon the brain got fuzzy, the eyes got blurry, the heart started palpitating and the hands got shaky. “You win,” the weary body eventually conceded to the sphincter. “You're the boss.”

The moral of the story… to be the boss you don’t need brains, vision, heart or skills, you just have to be an asshole.

Ever work for an asshole?

Of course you have. We’ve all been there. Everyone has a tale to tell of the boss from hell. The jerk. The drunk. The addict. The bigot. The bully. The crook. The touchy-feely creep. The half-witted, incompetent, creatively-barren, intellectually-impotent, enthusiasm-squelching, soul-sucking, sadistic, ungrateful, cowardly, (add your own adjectives here), sanctimonious prick.

The asshole.

At some point in your career you no doubt toiled under the thumb of someone who damn well had no business telling you what to do. Now, those days are history. You’ve marshaled your talents, mustered your courage and boldly stepped out to follow your dreams. You’re an entrepreneur. Congratulations. But be careful, because the shoe is suddenly on the other foot. You may be in charge now, but you don’t have to be a boss. Be something better. Be a leader.

Dare To Lead

Truth is, the role of the traditional boss is quickly becoming obsolete. Leadership is where it's at and leadership requires a special kind of person. Brains, vision, heart and skills are the foundation, but real leadership takes something more.

Real leadership takes balls (metaphorically speaking, of course). Proclaiming, “I’m going this way, who will follow?” is a profound act of courage because the answer might be “no one.” Sometimes you have to blaze part of the trail by yourself before anyone is willing to walk it with you. That’s why to lead others you must first be willing to go forward alone. You must believe in yourself because there will be times when no one else believes in you. You have to be willing to make tough decisions and to do things that aren't always easy or popular. Leadership requires risk and laying yourself bare. Leaders must dare.

Any of that sound familiar to you? It should, because the gifts required to be a great leader are the same gifts you possess that make you a great entrepreneur.

Misfits, Rebels & Troublemakers

Leaders and entrepreneurs are cut from the same cloth. They’re both crazy enough to believe they can make a difference – perhaps even change the world – and that’s exactly why they can and do. It takes a unique mindset to ask “why not” when others simply say “why”. Leaders and entrepreneurs are never satisfied with the status quo.

Good enough never is because with creativity and imagination there’s always room for innovation and improvement. Without creativity and imagination there is no future, just more yesterday and today. Leaders and entrepreneurs, by their very nature, learn from the past, live in the moment and constantly look toward the future.

Over the past decade and a half, America's small businesses have created 65% of all new jobs in the U.S. All of those small businesses were launched by leaders – entrepreneurs with the vision to see an opportunity, the boldness to reach for it and the creativity and imagination to exploit it. People just like you. Entrepreneurs fuel the engine that drives innovation and the economy. Entrepreneurs lead. In fact, they have a responsibility to lead and to make the most of their unique gifts to advance society and humanity.

The Path To Success

Every moment in life is a chance to get it right, but if you don’t it becomes a chance to learn. What’s important is the forward momentum. Failing isn’t the problem, letting failure stop you is the problem. Entrepreneurial leaders understand that. It’s often a winding road, an uphill climb and a shot in the dark but the effort is never wasted when the goals are worthwhile.

Effective leadership requires a goal, someone willing to lead people to that goal and people willing to be lead. Goals are central to success. Business is no different. You have a goal for your business. You have to be willing to lead people to help you achieve that goal and you need talented, committed collaborators willing to work with you.

Note that I said “collaborators” and not “employees” and work "with" you not work "for" you. That’s not semantics it’s a subtle yet profound shift in perception. Understanding the difference is fundamental to leading versus merely bossing. Understanding the difference is fundamental to not being an asshole.

It's Already In You

If you inspire others to have confidence in you, but more importantly you inspire others to have confidence in themselves, you are a leader. If you lift up whole groups by empowering individuals, you are a leader. If you can enable people to do their best and are smart enough to stay out of the way while they’re doing it, you are a leader. If you share the credit but bear the blame, you are a leader. Finally, in the words of John Quincy Adams, “if your actions inspire others to dream more, learn more, do more and become more, you are a leader.”

As an entrepreneur, inspiration, dreams, learning, doing and becoming are part of your DNA. You already possess the skills to be a great leader. Find them within you, then get out there and lead.

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Ken Peters offers innovative design, grounded in smart strategic thinking, to give his clients an unfair advantage over their competition.  For more information, visit: hhttp://www.nocturnaldesign.com/.
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Stress Free Living With Ten Practical Tips to Save Time

by Linda Hampton (http://www.keytostressfreeliving.com/)

Are you stressed for time?  Do you feel like the number of hours in one day just isn’t enough for all your activities? 

Well, here are several practical ways that you can do to save time without making sacrifices:

1. Sticking to your schedule for the day.  There’s a lot to be said for being organized and strictly following your itinerary.  When you have it mapped out, you focus on the current task instead of worrying about keeping them all in a balance.  It’s a good idea to know all your family members’ plans too.  That way, you help each other out and nothing is set aside.

2. Planning meals for the entire week.  When you’ve listed down all the ingredients for the meals that you will prepare, it means that the grocery trip would only be done once.  Rushing to the store is avoided.  When you’ve planned your meal, it also means that you’re not as tempted to go to the restaurant.  You save both time and money as a result.  If you need some help with your planning, you can search recipes online.

3. Keeping lists.  Honestly, it feels so good when you cross off the items on your list.  Keeping a list helps keep you on track and lets you avoid making mistakes or worse, forgetting about a task altogether.  It lessens your worrying too.

4. Being organized.  This saves you the most time.  When you know where things are and how each aspect fits into the picture, you’ll get rid of the stress associated with your responsibilities.  Staying organized is the key however, since it’s very easy to get your things all in a clutter.

5. Getting errands done in a single trip.  To accomplish errands the most efficient way, get them all done at one time if possible.  You can’t imagine the wasted minutes or hours that are spent waiting for the next task.  When you interlace jobs with errands, you’re exposing yourself to the risk of getting distracted.

6. Delegating if you can.  There can’t be a way for you to accomplish all the tasks yourself.  Thankfully, we have family members and co-workers who can assist us.

7. Eliminating distractions.  Don’t do too much multi-tasking.  You will find that when you’re working on the computer, turning off the social networking sites will actually mean that you’ll have more time for them later on.  Doing so also has the desirable effect of maintaining the quality of your tasks.

8. Knowing when to say no.  Sometimes, you will be required to accomplish more than one person could possibly do.  I suggest that you decline properly and either delegate or reschedule the task.

9. Using idle time wisely.  When you’re commuting or waiting for a meeting to begin, there are many productive things you can do.  You can respond to text messages and emails, plan your report, or make the shopping list.

10. Grouping similar tasks.  If there are tasks that you can do simultaneously, then you better schedule them to be accomplished together.  While talking on the phone, there are chores that you can do.  Or you can rearrange and clean at the same time.

Saving time means that you can have more time for things that are most valuable to you.  Managing one’s time also means that you can keep your lifestyle.  Apply these ideas and you’ll soon find that you have a lot of time for yourself.

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Linda Hampton RN, MSN a Wellness and Stress Management Breakthrough Life Coach is the publisher of a free 5-part e-course full of revealing information to help you deal with the stressful changes in your life.  For more information, visit http://www.keytostressfreeliving.com/.
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The Inspiring Leader - Top 10 Language Tips To Inspire Others

by Trevor Hill (http://www.inspiration-at-work.co.uk)

Choosing your language carefully will have a big influence on your ability to inspire other people.  Great orators and speech-makers know all about this and we can learn from them.  We can also learn from psychology and how language works.

Let's be clear: this is nothing about manipulating the truth.  The first principle is to be honest; other people will respect your integrity.  Yet there are simple adjustments you can make to your language which will increase the likelihood that your listeners will be inspired.

These changes to your language work in two ways: they avoid sabotaging your message and they also empower your listeners.

Here are my top 10 tips:

1. Use the inclusive 'we'.  Using 'we' rather than the isolated 'I' is much more likely to inspire.  If you look at famous motivational speeches in history - such as those from Gandhi, Martin Luther King, Winston Churchill, Barack Obama - you will find that they are all use inclusive language.

2. Describe a compelling future.  Fill in as much detail as you can.  People are inspired by aiming for a better future.  This is another characteristic of the famous speeches already mentioned.

3. Engage the attention you want by using sensory language.  This is done by choosing words that directly appeal to the senses: use visual words (eg. see, focus, view, scene, horizon); aural words (eg. hear, loud, whisper, harmony); kinesthetic words (eg. feel, grip, hold, touch, texture).

4. Choose language that encourages others to look for what they want rather than what they don't want.  The law of attraction means that you get more of what you put your attention on.  Therefore it makes sense to help others to put their attention on desired outcomes.

5. Presuppose that together you will succeed.  This conveys an optimistic tone and it clearly signals your expectations.  We all have an inclination to live up to (or down to!) expectations so it makes sense to set them high.  Phrase statements as 'When we reach ...' rather than 'If we reach...'  Express yourself in the positive rather than the negative: make it clear what the objective is rather than what it isn't.

6. Use language that is consistent with your actions - walk the talk.  If your actions are not congruent, your language will be undermined and taken as merely hot air.

7. Say what you mean and mean what you say.  Be clear as you can and check that your audience has understood the meaning you intended.  Ultimately, the meaning of any communication is the response you get from it, so if you're not getting the response you hoped for you need to communicate more clearly.

8. Use 'Yes and...'.  If someone comes to you with a suggestion and you reply 'Yes but...' they hear that straightaway that you are canceling their suggestion with you own.  This is deflating for them and discourages them from participating in the future.  Simply changing 'but' to 'and' makes your reply additional to their original suggestion.  It gives them recognition that there may be value in their idea.

9. Ask instead of assume.  It's easy to fall into the trap of mind-reading.  We see a certain behavior and we assume we know the reason for it.  Then, to make matters worse, we act on the assumption!  It's far better to ask the necessary questions to find out what is really going on.  This sensitivity to the people around you will encourage a stronger sense of connection and enhance the degree of influence you have.

10. Keep your sense of humor!  Sharing a joke appropriately and seeing the funny side of a situation are both part of a healthy team.  Humor can strengthen relationships and keep the human dimension in sight.

You can experiment with these tips to see what works best for you.  One option is to focus on one at a time, say one each week, so can you get experience using it in a number of situations.  As it becomes part of your natural language, you can move on to the next tip.  Then you will see from the reaction of people around you how you can be successful at inspiring others.

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Trevor Hill is the Owner of Inspiration At Work - he Trevor helps leaders who want to inspire the people they lead.  To learn more, visit http://www.inspiration-at-work.co.uk.
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The "New" Paradigm Shift - What are You Selling?

by George Sierchio (http://consultantscoach.com)

Things are starting to settle a bit in the economy.  Some businesses did not or won’t make it through this year.  Some will barely survive and others will be doing well and be poised to do even better in the next 6 months.  Where do you fit in?

I can only hope that I can help you learn from the mistakes of others before they happen to you.  If not, then at least you will have the ability to recognize certain problems before you end up learning the hard way.

Failing to Have Tracking Systems in Place - This includes not having procedures in place to keep track of time, work, income, expenditures, marketing, clients, assets, etc.  Without this information, you can’t effectively operate a business causing wasted time and money on a regular basis.

Too much Tech, Not Enough Business - As you grow you need to move yourself to working more on the business than in it leaving the heavy tech work to the techs while you concentrate on operations and applying new technology offering to help your clients run and grow their businesses.  Even if a one person show that intends to remain that way, you can’t have a real business without removing yourself from the tech work as much as possible.  If not with employees then with joint venture partners utilizing your systems and processes to deliver the value your clients expect.

Not Making Good Hires - Taking a longer period of time to find and hire the right person for the job will have a much less negative impact on the company than hiring the wrong person for the job.  This is why you should technically always be recruiting people to what I call a virtual bench.  Joint Venture partners and potential employees that you know will fit your future needs make the difference when it comes time to pull the trigger.  Looking when the need has already come upon you is what causes a scramble and diminishes your ability to properly vet out the best candidates for you.

Not Providing Proper Training, Regulations & Expectations - Having employees and contracted partners means spelling out exactly what is expected of them and had to do the job you are tasking them with.  Be ready to provide any necessary training or risk a variety of future problems.  Also, even with only 1 employee, you should have a handbook with employee policies & procedures.

Not Firing Problem Employees/Contracted Help Fast Enough - Have your HR processes in place and get rid of the problem employee/contractor as fast as you can while following policy and state/federal laws.  Your headaches will go away quicker than you think.

Not Using Defined Contracts - In any business you should have clear contracts with your accountant, lawyer, banks, suppliers, landlord, etc.  Without a doubt, this is necessary.  It’s also important to have strict agreements with employees or contractors especially those working on a commission basis.  And without a doubt, clear and concise agreements with your clients is a must, especially if performing any managed services.

Not Knowing YOUR Numbers for Pricing - This mistake is all too common and often involves using competitor pricing instead of your own cost factors.  Every normal outflow of money & time needs to be recovered in your pricing especially when you are selling time and knowledge.  Profit is then built into this number, which should be a factor of VALUE.  If you have the value built into your business, there is no reason why a service that costs your business $500 to perform can’t be sold for $600, $700 or even $1,000.  Perceived value is the key and is the difference between those that say “I can’t charge that” and those that do.

Not Having a Means to an End - Having a prize and keeping your eye on that prize is the reason to be in any business.  That means having an end goal of retiring, divesting (mergers) or outright selling your business no matter what business you’re in or how new or old it is.  There is no way to make positive movements forward and actually know how you did it so it’s repeatable without having an ultimate goal with smaller goals in the middle to achieve that ultimate goal.  Would you get into your car every day, start it up and drive without having a place to drive to?  That’s equivalent to working your business every day with no end goal in mind.  Building your business value to correlate with your means to an end goal is also how you maximize profitability now.

Being in business for yourself is not just about sales, or marketing or revenues.  It’s about you profiting from providing valuable services for your clients, doing it in an organized and repeatable manner, and getting it done with the business working for you more than you working for it.  Being an entrepreneur is a lifestyle and not a self made job.

Keep these simple tips in mind when running your business and you will see a much smoother and stable organization emerge.

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George Sierchio is the Owner of Action Business Partners, Inc. - he assists other technology educated people that have jumped into the world of entrepreneurship make a better life for themselves.  To learn more, visit http://consultantscoach.com.
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The 3 Reasons Your Sales Stink

by Grant D. Robinson (www.HowToHireTheRightPeople.com)

Is your organization currently meeting its sales goals? 

Besides your market’s leaders, who continually meet and surpass their sales goals, a good majority of those in your industry are failing to meet their productivity, sales and revenue expectations. 

Although they give many excuses for this (the economy, too much competition, seasonal business, the sun and the moon aren’t in alignment, etc.), there really are only three reasons for poor sales.  Here they are:

1.  No Demand for Your Product or Service

The first reason is nobody wants your product or service.  This is rarely the case. 

There is a simple test to figure out if this is the reason for your stagnant sales. 
- Have you been able to sell your product or service in the past?
- Is another salesperson successful in selling your product or service?
- Is another organization successful in selling your product or service?

If the answer to any of these questions was “yes,” there is a market for your goods.  Therefore, it must be one of the other two reasons. 

2.  Ineffective Marketing and Advertising

The second reason for poor sales is your ads and marketing are ineffective.  The goal of your advertising is to get your phone to ring, hits on your website or walk-in customers. 

The only way you’ll accomplish this goal is to distinguish your organization as the one to do business with in your industry.  By tracking and measuring all of your ads, you should know which ones are working and which ones you should modify or cancel immediately.

3.  You've Hired the Wrong Salespeople

The third and most common reason for poor sales is the 80/20 Dilemma.  Unlike your Market’s Leaders, you haven’t beaten the 80/20 Dilemma; where 80 percent of your sales come from just 20 percent of your salespeople.  The dilemma robs your managers of their time and energy and is the most costly issue in sales. 

To improve your sales, your number one goal this year is to beat the 80/20 Dilemma.  Let me reword that:  Not only beat it, but conquer it. 

To do so, you must first understand why it has seized your sales force.  Here’s the hones truth:  You simply have hired the wrong people to sell your product or service.  Perhaps not all of them, but 80 percent of them. 

A recent study of salespeople found that half of the people in sales should have never been hired in the first place.  I’m sure you’d agree that the sales profession requires natural qualities that not everybody has. 

Of the remaining 50 percent, only half of them will achieve their potential.  There are two reasons for this.  One, they are trying to sell the wrong product or service.  Two, their skills are never properly developed. 

That leaves the 20 to 30 percent who are in jobs they fit.  They are the people who sell 80 percent of your products and services. 

You must realize, your TOP Performing sales people don’t meet their goals because they have a great product or service to sell.  They don’t meet their goals because your advertising and marketing distinguishes you as the one to do business with in your industry. 

It still comes down to salesmanship.  If quality products and services, and great ads and marketing were their reason for goal accomplishment, wouldn’t all of your sales people be exceeding their expectations?  If they are, you have succeeded in “Job Fit.” 

If not, you need to make hiring, developing and retaining only TOP Performing sales stars your number one priority.  It is the quickest and easiest way to insure you meet your sales goals in the future. 

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Grant D. Robinson is the President of People Values.  Since 2000, People Values has provided the best education & tools available (anywhere in the world) to hire & develop your most productive staff ever.  Learn more at www.HowToHireTheRightPeople.com. 
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Comment Below:  What did you love, learn or disagree with in this article.  Thanks for your feedback!

The 4 Essentials of Effective Leadership

by Mark Raciappa (http://www.actioncoachmarkraciappa.com/)

I remember a bumper sticker: “Either Lead or Follow — But Get Out of the Way!”

When our role calls for the former, here are 4 important things to keep in mind:

1. Great leaders communicate

Realizing that good communication is a 2-way street, we must be responsible for our part.  That being said, true communication is the response that you get. 

Whatever form you choose (verbal, mail, e-mail, etc), if you don’t get the outcome you seek (from a “willing” recipient), the responsibility lies with the sender.  Great leaders confirm, gain commitment, and solicit feedback to improve the process.

2. Great leaders make decisions

Far too often, those in positions of authority delay choosing a course because they have to keep gathering more information.  We call this: the paralysis of analysis. 

If you’re the Leader, rest assured that the followers are well aware of this handicap.  If you are received as indecisive, this severely hampers your ability to lead the Team.  How many opportunities have slipped away because the leader took to long to make a move? 

One more thing: great leaders admit when they make a mistake, take corrective action, and move on.  This will do wonders to build respect from Team members.

3. Great leaders delegate

Once the decision has been made, it’s time to share the workload.  Great leaders don’t try to do everything themselves, realizing that dividing the work multiplies the results.  This also demonstrates trust in the Team and fosters individual growth.  When the communication works (see #1 above), distributing responsibility contributes to great results. 

As a side note, a great leader shares the credit with those responsible when those great results come in.

4. Great leaders hold others accountable

Leaders do what they say they will do and expect the same from others.  One of my mentors used to say: “You expect what you inspect.”  Great leaders follow up and follow through.

Those who study the human condition have found that “behavior that is recognized is behavior that gets repeated”.  The Team knows what the Leader, historically, has paid attention to and what has been “overlooked”.  As the Leader, change your behavior and you change your results.

It starts with you, it starts today.  From Gandhi: “Be the change you want to see in the world”.

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Mark Raciappa is an ActionCOACH Business Coach in Florida.  He works with business owners who want to make more money, while working less hours by systematizing their business.  For more information, visit http://www.actioncoachmarkraciappa.com/.
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Comment Below:  What did you love, learn or disagree with in this article.  Thanks for your feedback!