Coach Deb’s post-boardroom Analysis and Coaching Tips from this week’s episode, Week 7 of “The Apprentice“

Lenny (Goldrush) was as different a project manager from Michael (Synergy) as night and day.

Results from this week:

Synergy - hit the mark - because they understood the concept of incorporating teamwork and the flexibility and variety of the games available.

Synergy’s project manager, Michael mentioned “Teamwork” several times in his presentation. His team ticked me off this week, because they didn’t seem to want to give him any credit. Yet, it was his leadership and ability to listen to his client’s needs and then carry it out that differentiated his team’s success over the others.

Sometimes “Leadership is lonely” and that’s what Michael experienced this week.

Getting a new face from Ace - Michael even melded the ACE brand right in to the banners that hung in the room, seamlessly, as the executives from Ace Hardware Paula & Rick expressed as their goal during the initial interview.

ACE helps their community by helping the boys and girls clubs of America, project: “New Faces for Helpful Places”.

Goldrush - on the other hand, had a leader who simply “didn’t listen.” To anybody. To his teammates, to the executives, even to his partner Lee at the end when he tried to help Lenny stand up for himself in the boardroom. (What a great list he prepared too!)

As entertaining as Lenny has been up until this episode, I found him to be giving way too many excuses this week - which really didn’t seem like him. Frankly, I think he was just plain tired. The Game caught up to him this week. Arrogance will also kill you when it comes to managing and leading a group. He dismissed Charmaine, yet he wasn’t even there to see how much work she was doing while he was lost in New York.

Success Secret of the Week:

Often, success is all about “sticking-to-it” and perseverance.

What do you think about this week’s decision? Was it a no-brainer for you?
Were you shocked?

Or did you predict it from the get go?

Share your comments below…

Coach Deb

Coach Deb’s post-boardroom Analysis and Coaching Tips from this week’s episode, Week 6 of “The Apprentice“

Whether or not you’re dreading the words, “You’re FIRED!” from Donald Trump on NBC’s popular TV reality show, The Apprentice or whether you want to “Get Hired” to work for someone, or simply want to earn a client’s business as a business owner or executive yourself, there are certain rules in business that you MUST follow in order to increase your influence, be admired, respected and ultimately - land the job!

We can learn a lot from a “hindsight” perspective into the successes and failures of this week’s candidates.

Rule #1 in business:
Don’t be late!

Back up Rule #1 in business:
If an emergency arises…

• CALL your prospect, client, or potential employer to let them know you’re going to be late.
• Give them your NEW ETA - and then - make sure you’re there at the new time.
• THEN - immediately upon arrival - build rapport back up by immediately apologizing profusely for being late.

This sign of respect and humility does two things:

1st - and most importantly - it demonstrates to the other party that you respect THEIR time immensely and know how valuable time is.

2nd - it builds rapport back up - which will be CRITICAL in their decision making process when they decide whether to give YOU the job - or your competitor who organized their time well enough to be on time - the first time!

LASTLY - and this is a “DO NOT Rule”

Do NOT evade your clients questions - EVER!
ESPECIALLY when they are asking you directly about WHY you were late - or why your product or service doesn’t do x, y or z in their minds.

Bryce (Synergy’s Team Leader) seemed to “dismiss” Doug’s (Executive and key decision maker from Arby’s) question about WHY he was late by TRYING (quite unsuccessfully I might add) to deflect with his first point of the meeting - WRONGO!!!! This is not only another huge rapport breaker - it is ALSO incredibly RUDE!

Clearly, this was Bryce’s biggest mistake!

“Gold Rush also went to meet with the Arby’s execs, but they were almost a half hour late. When the execs asked Bryce why they were delayed, Bryce ignored the question and moved on to the task at hand.

Instead, if you satisfy a potential client’s concerns, or initial “hurt feelings” you’ll decrease their apparent frustration and be able to move toward establishing rapport with them.

However, if you pretend their complaint or point isn’t serious or real, then your client will quickly see how important they’ll be in the future, once you have them as a client.

Think of this process as “a courting phase”. If your date expresses something she (or he) doesn’t like about what you did or didn’t do on the date - would you just ignore their statement/frustration and then try to kiss them?

No! (Unless you’re a complete nimwit and don’t know the slightest about impressing a woman.) Instead, you’d address their concerns, discuss them, and “come to terms” so to speak in order to make sure all parties are satisfied and happy again.

THEN you move in for the kiss - I mean kill - I mean sale! LOL Well - you get my point by now - right?

Coach Deb’s conclusion at the end of Week 6:
Bryce was practically ASKING The Donald to fire him.

Especially when you consider the two people he decided to bring into the room.

Bottom line about the Game, The Apprentice:
Trump wants to PLACE BLAME somewhere.

What Bryce seemed to FORGET in the course of this game - is that “The Apprentice” is just that - A GAME.

It’s NOT a real interview.
It’s NOT a real company team - not yet.

It’s STILL a group of competitors - and as much as Bryce tried to “INFLUENCE” his “team” the night before about telling them how he’s not going to “throw anyone under the bus” he needed to remember that he was still playing a game to “Get Hired”.

Bryce’s biggest success:

While Bryce’s actions may be PERFECTLY respectable with a REAL team - and certainly wins points with the general public who watch him on the show - it unfortunately showed The Donald that Bryce didn’t know how (or didn’t want) to single out the person who contributed to their “loss” which is the SOLE focus with The Trump Brand.

In all reality, what Bryce did to bring this chaotic, self-obsessed team together during this episode, and how he did in fact win their respect as they all complied with his request for “A united front” demonstrates his leadership ability, AND showed him as a true influencer.

IF he ONLY would have used his influencing abilities with the Arby’s executives, Doug and Debbie - well - he might still be on the show.

Coach Deb’s FAVORITE PART OF THE SHOW:

Bryce’s LAST comment in the cab ride “home”:

“Maybe Trump should listen to other people once and a while.”

LOL!

IF only more people had the guts to talk to Donald Trump that way - it would make for a MUCH more entertaining show.

That was probably one of THE most HONEST feedback scripts we ever got from an Apprentice candidate.

Boy - if Trump were to look in a mirror - would he see Bryce?
Hmmmmmmmmmm
What do YOU think?

Enter YOUR comments below.
Let me know if you thought it was time for Bryce to go - or whether you thought someone ELSE should’ve been fired - and if so - why?

Coach Deb

As heard on The Wayne and Jayne Show
All Hit KBS
West Kootenay Region
British Columbia.

(Part five of a seven-part business coaching series on sales strategies that work for small business. ) If you missed the last installment, you can read part four here.

Too many people have adopted a false belief that treating everyone the same is a good thing. Unfortunately, that mindset is one of the most ineffective methods for communication; especially if you need to get your point across – fast!

While it may seem fair to treat everyone the same, in reality, it does more harm than good.

Think about it. Look at your right-hand index finger. Does anyone else have the same fingerprint as you? If we’re each as unique as our fingerprints, doesn’t it also make sense that we each have a unique style of how we prefer to communicate and learn?

Despite how politically correct it sounds to focus on how alike we are, if you don’t spend the same or more time thinking about all the ways we’re different from one another, you’ll sell yourself short. You’ll never communicate as clearly and effectively as you could unless you actively learn how other people prefer to communicate and learn.

Like an ostrich hiding his head in the sand, the sales person who rejects the fact that we’re all different, will stubbornly stick to a one-size-fit-all approach. And when he does pull his head out of the sand, he’ll be left scratching his head, wondering why his sales are the lowest on the team.

How to Start Adapting Your Communication Style:

Keeping in mind that there are four language/learning patterns that people have (Visual, Auditory, Kinesthetic and Digital), let’s grab hold of an understanding as to how the Kinesthetic-style person prefers to be communicated with.

When you are talking to someone who has a high Kinesthetic Language Pattern, you’ll notice he/she uses words that pertain to touching things or interacting with their environment.

When selling to people with a Kinesthetic Language Pattern, give them something to do. Perhaps you hand them your product. If you’re selling over the phone, you could ask them to go to your Web site, and visit certain pages together or ask them to complete something and turn it in. Anything they can “try before they buy” will appeal to high Kinesthetics.

Here are a few phrases that click with people who have a preferred Kinesthetic Language Pattern:

I’m just calling to touch base with you to check how you’re using the cleaning products in your home.

Toss the idea around and see how it feels.

Can you grasp how that might work?

Does that click with you?

Coach’s Corner:

When coaching Internet marketers, I coach them to include something interactive on their Web site for their kinesthetic visitors. Examples may include a questionnaire or survey, or an interactive poll or forum where they can connect with others who use the product or service being sold.

Whether it’s selling in your store, online, or in your client’s office, keep in mind that kinesthetic people need to interact with your product or service to feel comfortable.

In part six of this series of business coaching articles, we’ll show you how to listen to your prospects for clues on how to influence them and close more sales.

Deborah Micek is known as the “Business Communication Coach” by business owners around the world thanks to members of the Business Owners Coaching Club™.

Official Life Coach for the Dream Makeover Hawaii TV show aired on NBC, internationally published author and weekly columnist for the business section of the Honolulu Star Bulletin. Deborah is a managing partner with the international small business coaching company RPM Success Group Inc.®

The © Copyright to all audio, video, images, and text are held by RPM Success Group Inc.® and licensed under a Creative Commons License.

(Part one of a seven-part business coaching series on sales strategies that work for small business. )

Have you ever noticed how you just “click” with some people almost instantly, while other people seem to be a bit more challenging to get to know?

On a recent speaking tour, my partner and I found ourselves clicking with one particular sales consultant to the point where we wound up in the lobby of the Sheraton talking story for more than four hours.

A bewildered guy stumbled out of the hotel bar and couldn’t help but express his astonishment that we were sitting out there all that time without caffeine or alcohol until two in the morning, yet we seemed to be having a blast.

This natural connection progressed into a successful, enjoyable business relationship – all without either party having to engage in traditional sales approaches. Too many sales professionals have been trained to engage in ineffective “closing” strategies that aren’t nearly as effective in creating long-lasting relationships as knowing how to build rapport, naturally.

Here’s the good news about overcoming ineffective sales training:

The better you become at discovering other people’s preferred communication styles, the more effective you will be in communicating with all types of people.

As important as it is to know what type of communication YOU prefer, it is equally important to understand and adapt to the communication preferences of OTHERS.

By adapting your communication style, you’ll successfully get your message across. You’ll also leave the impression that you’re someone who is enjoyable to do business with. And isn’t that what we all want — to enjoy our business relationships and have fun while we work? The root of sales success Each of us has a unique combination of communication styles which form our own behavioral fingerprint. When you fully understand what motivates you to do the things you do, you will be able to modify your own behavior when necessary.

Anytime I coach a business professional who is struggling to get her point across, whether with her coworkers or team, I’ll encourage her to take personal responsibility. It is a basic human tendency to "place blame" or think that the "other person" should adapt to us.

A true leader and master communicator will take ownership of any challenge and discover ways to negotiate through conflict or misunderstanding in order to work together more effectively.

Each of us has a “preferred” way of communicating. The quicker you discover what your prospect or client’s style is, the quicker you’ll be able to find solutions to their most pressing challenges, and give them what they’re looking for.

There are a number of factors that contribute to a person’s overall behavioral style including an individual’s propensity toward one communication style over another.

In part two of this series of business coaching articles, we’ll get you started with four tips that will quickly show you how to discover what type of person you are communicating with, and what is his/her preferred communication style.

Deborah Micek is known as the “Business Communication Coach” by business owners around the world thanks to members of the Business Owners Coaching Club™.

Official Life Coach for the Dream Makeover Hawaii TV show aired on NBC, internationally published author and weekly columnist for the business section of the Honolulu Star Bulletin. Deborah is a managing partner with the international small business coaching company RPM Success Group Inc.®

The © Copyright to all audio, video, images, and text are held by RPM Success Group Inc.® and licensed under a Creative Commons License.

So, after reviewing all five questions in this seven part series on your small business team building — where do you stand?

Have these small business ownership questions revealed any gaps in your current hiring and management systems? Have any coaching notes we’ve laid out stimulated ideas generating some serious growth in your company?

If you’ve just read the series and not taken action by writing your answers down on paper, things will not change.

But… if you’ve given serious thought to these questions and ready to make lasting improvements in your business — then it’s time to get serious about finding the answers.

To get started now, write down the answers to the questions in this article series you think will have the most impact on your business. Next, prioritize your list. And then start seeking the answers.

Here are three practical strategies to get you started:

1. Find and read books that address your top questions.

You can start with a search at Amazon with the keywords “small business team building” or “small business management.” They have a powerful search engine that will give you lots of great ideas even if you don’t buy your books from them.

If you want to keep up with the latest books coming out in all areas of business and personal performance, consider getting a subscription to Executive Book Summaries. Deb and I have been subscribers with them for nearly 10 years now and their service is a big time-saver.

2. Research and attend seminars / workshops / Teleclinics so you can learn how to initiate changes on your own.

In today’s virtual learning environment the economics and convenience of distance learning really leave little in the way of excuses for not taking advantage of this method. For example in the Business Owner’s Coaching Club™ business owners from around the world regularly mastermind on management and team building. Owner’s Club members and other entrepreneurs can also participate (from their own office) in advanced MBO™ coaching courses to hire smart and manage more effectively for more free time and profits.

3. Enlist the assistance of a mentor or business coach in developing a systemized approach to effective management and team building.

With the experience of a business coach who’s started, grown, and sold successful businesses you can gain a tremendous competitive advantage in the marketplace. It’s not that you can’t do it on your own. It’s just how long do you want it to take? I learned my lesson in the early 90’s and found that things go much smoother and growth comes much faster with my business coach and mentors.

Remember that honest answer to good questions is the root of accelerated growth

Whether you’re running a company with two or three employees, or one with 40 or 50 — learn to ask yourself better questions in order to get better answers. Better answers will lead you to better results. Better results will lead to better teams, more self-sustaining systems and increased profits.

John-Paul Micek
The Click-and-Mortar Business Coach
Business Owners Coaching Club

The © Copyright to all audio, video, images, and text are held by RPM Success Group Inc. and licensed under a Creative Commons License.

This final question may really hit hard for some small business owners. But it’s an important one to honestly answer if you ever want to maximize your profits and enjoy the freedom, fulfillment, and lifestyle you want. Here’s question #5:

Is compensation truly “results based” or are we paying people based on “time-in-class”?

If you don’t have a structured system for employee selection, management, and motivation it’s very likely that you’re reinforcing the wrong behaviors with your team. As a busy business owner I know how easy it can be for months to quickly fly by, and all of a sudden one employee or another is due for raise. Or are they?

How can you tell what you’re really basing employee raises on?

If the main criteria for giving an employee a raise is the fact that it’s been six months or a year since their last raise, it’s likely you’re paying them an inappropriate amount. In some cases you might be shortchanging yourself. And in other cases you may be holding back or de motivating a high-performing employee who deserves more.

Without clearly defined expectations, responsibilities, and benchmarks for rewards, the majority of employees will gravitate towards the easiest measuring stick — and that will always be “time-in-class.” With performance expectations and clearly delineated benchmarks for rewards your employees will always know the next step they need to take in order to qualify for increased compensation.

Dealing with team building issues as a busy small business owner

I know it’s difficult for busy small-business owner to keep track of all the ups and downs for each employee when some days feel like a fight for your very survival. But it’s really much easier than it sounds. Many of our business coaching clients who’ve gone through this process of developing a policies, procedures, and rewards manual are surprised at how intuitive it really was.

Yes… it does take some time and dedication up front. But with a little coaching and guidance you can get it done painlessly. And the good news is — once you have a system and review schedule based on a solid policies, procedures, and rewards manual — it takes very little time and effort to stick with it.

Your good employees will rise to the top and thrive in this environment. Your mediocre employees will often be pulled upward by your top performing employees. And any employees who have been trying to “just get by” will weed themselves out in this type of system. What you’re left with is a high-performing small business that gets more done, exceeds the net profit average for companies in your industry, and does it all with fewer people.

John-Paul Micek
The Click-and-Mortar Business Coach
Business Owners Coaching Club

The © Copyright to all audio, video, images, and text are held by RPM Success Group Inc. and licensed under a Creative Commons License.

Ahhhhh, being a small businesss owner. It’s the life! Working with who you want, when you want, and able to leave your business for three or four weeks while things hum along. It’s great isn’t it?!

Wait — what’s that you say? You don’t have that type of lifestyle. You feel more like you have a job instead of a business. Well then … answering the next question in this seven-part series, and taking action on the answers you get will help to free you from that frustrating situation.

Here’s Question #4:

What’s the “culture of communication” within our company?

I’ll be blunt. If your company is currently being run with a traditional “top down” hierarchy — that’ll have to change. The 21st-century marketplace moves way too fast for any business team to rely on one “top dog” for all the answers. And this is true even if your company has as few as four or five employees.

What the wild Wild West can teach small business owners about leadership

In the days of the Wild West when people still had to hunt and gather food for their meals, there was a hunting practice that was commonly practiced by both cowboys and Indians alike. It had to do with hunting buffalo. It seems that buffalo have a deeply embedded herd mentality. That causes them to focus intently on, and follow without question, one lead buffalo.

Hunters would carefully observe the herd watching for the lead Buffalo to make themselves known. Then they would shoot that Buffalo first. After that, the rest of the herd would just stand around for quite a while, not knowing what to do. In the meantime hunters could pick off as many Buffalo as they wanted, much like shooting fish in a barrel.

A top down hierarchy can yield the same disaster your small business

This analogy can very easily occur in a similar way in your business — IF you’re communicating and managing based on a traditional top-down hierarchy. In that case, you’re the lead Buffalo. When you’re not there (if you’re sick, out of town on business, or on vacation,) the rest of the herd wanders about, not knowing exactly what to do.

The alternative is to create a radial structure to your organization, an organizational structure that creates an open culture of communication. With this approach employees will feel empowered, and they’ll think more proactively. This lightens your management load while at the same time increasing client satisfaction and supercharging your company’s growth.

This approach does take some planning and it does require a systems-based business structure, but it’s not as difficult as some guru’s make it seem. Get to work on the answers to this question today! If I could apply this simple philosophy to a landscape design company to create a communication culture and supporting structure that allowed me to take off a month at a time — you can do the same thing with your business. There’s hope for you no matter what industry you’re in! Go for it!

John-Paul Micek
The Click-and-Mortar Business Coach
Business Owners Coaching Club
http:/www.AdvancedBusinessBlogging.com

The © Copyright to all audio, video, images, and text are held by RPM Success Group Inc. and licensed under a Creative Commons License.

Question #3. How do we develop the full potential of employees and out source agents so our company can deliver optimal client satisfaction? Could our hiring system be better? How specifically?

Once you’ve identified the natural skill sets and technical capabilities of a person, then it’s time to lay out a detailed overview of the expectations and responsibilities of the position. Only then can you set up a system for improved morale and motivation using regular performance appraisals, bonuses, and active management.

Don’t tune out and think this doesn’t apply to you because you have too few employees. These practices are not just for larger companies. They’re actually even more important for smaller companies.

In survey after survey we hear the same thing from the employees of small businesses. They feel they’re pretty much thrown to the wolves. These employees are frustrated with insufficient formal training, very little structure, and a dramatic imbalance between the “carrot and the stick.”

With a properly designed system for management and development you can effectively coach your team to peak performance without putting added stress on your already busy schedule. With a systemized approach you win with increased profits and higher client retention. And your team wins with a more enjoyable and rewarding work experience.

John-Paul Micek
The Click-and-Mortar Business Coach
Business Owners Coaching Club

The © Copyright to all audio, video, images, and text are held by RPM Success Group Inc. and licensed under a Creative Commons License.