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Have you ever wondered why you seem to hit it off right away with some customers, while with others it’s more like oil and water? That’s because we respond intuitively to the natural chemistry, or lack there of, between temperament styles. Our temperament style not only determines our behavioral traits, body language pattern, and “buying style” but it also influences our compatibility with others.Today we have access to innovative tools such as the Internet, cell phones, faxes, and voice mail all designed to enhance our communications and support us in selling more effectively. Nevertheless, even with all of these technological tools at our disposal, the alarming number of failed relationships, dissatisfied employees, and lost sales all reflect the fact that none of us are as effective at understanding others as we would like to believe.

For example, what about that sale you thought you had made and at the last minute your prospect changed their mind and didn’t buy… or at least they didn’t buy from you. Chances are you lost that sale because of your inability to recognize your prospect’s buying style.

Research in the field of psychology tells us that we are born into one of four primary temperament styles (Aggressive, Expressive, Passive, or Analytical) that are unrelated to race or gender. Each of these four behavioral styles requires a different approach and selling strategy. As a professional salesperson your income is dependent upon your ability to identify your prospect’s buying style and adjust your presentation accordingly.

Ancient Wisdom

Hippocrates, the father of medicine, is credited with originating the basic theory of the four temperament styles twenty-four hundred years ago. Since the days of ancient Greece there have been many temperament theories and a wide variety of evaluation instruments, but essentially, they utilize the four temperament styles that Hippocrates identified. Hippocrates observed that these four styles have a direct influence on our physiology, character traits, and outlook on life.

The Aggressive or Worker style is:

Extroverted – Determined – Demanding – Domineering – Controlling – Practical – Self-reliant – Decisive – Insensitive

The impatient and goal-oriented Worker prefers a fast, bottom line presentation style. Be on time and well prepared. Avoid small talk and get right to business. They are generally quick to make a decision. Workers are focused on results and ask “what” questions. Keywords to use are: results, speed, and control. Give them options so that you don’t threaten their need for control.

The Expressive or Talker style is:

Extroverted – Enthusiastic – Emotional – Sociable – Impulsive – Optimistic – Persuasive – Egotistical – Unorganized

The playful and friendly Talker prefers a fast and entertaining presentation style. They are quick to make a decision and tend to be impulsive shoppers. Keep them focused on the subject and allow time for them to express their opinion. Talkers seek social acceptance and ask “who” questions. Keywords to use are: exciting, fun, and enthusiastic. Keep your presentation big picture – avoid details and numbers. Use colorful pie charts or graphs. Use testimonials with the status conscious Talker.

The Passive or Watcher style is:

Introverted – Accommodating – Harmonious – Indecisive – Patient – Uninvolved – Sympathetic – Supportive – Stable

The peaceful and stoic Watcher prefers a slow, deliberate presentation and requires time to warm up. They are very sensitive to conflict or perceived “sales pressure.” Watchers have a need to accommodate others and ask “how” questions. Keywords to use are: family, service, and harmony. Condition Watchers for change; they are natural born procrastinators who love the status quos. Help the Watcher make a decision by giving them assurance.

The Analytical or Thinker style is:

Introverted – Thoughtful – Organized – Critical – Shy – Detailed – Pessimistic – Introspective – Private

The cautious and frugal Thinker prefers a slow, detailed presentation and requires time to warm up. They are skeptical and typically research before they purchase. Thinkers want detailed information and ask “why” questions. Keywords to use are: logical, safety, and quality. Expect them to take their time “thinking it over.” They will “shop your numbers” to make certain they are getting the best deal possible. Help the Thinker reduce their fear of making a mistake by giving them evidence and guarantees.

While there are certainly many factors that influence the selling process, by far the most important is learning how to identify your prospect’s buying style. In fact, the majority of lost sales can be directly attributed to poor communication and failure to establish trust and rapport. Once you learn how to quickly and accurately determine your prospect’s buying style, you will be able to develop trust and rapport quickly and thereby dramatically increase your sales effectiveness!

John Boe presents a variety of training and motivational programs for meetings and conventions. John brings over twenty years of experience as an award-winning sales trainer to the platform. John’s programs are unique, consistently well received and get results! To have John speak at your next event, visit www.johnboe.com or call 831 375-3668.

Have you ever heard of “Pooch Belly?”

It’s where the the abdominal wall (especially the lower
region), bulges outward (”pooches”), usually occurring more
in women than in men.

is this body fat?

well, yes, but only sometimes.

This distended belly problem is not *exclusively* a body fat issue -
it may go far beyond excess adipose.

The deep muscles of your core region may be under-developed and or
lacking a strong neuromuscular connection (possibly due to surgery
incision), which causes them to become lax, and simply “pooch out”,
even if you have relatively low body fat.

If you are female, and if you have had children, and especially
if you had them by c-section, then this is a real issue.

Men, if you’ve had hernia surgery, (or if you have wives), then
pay attention!)

Many people have given up completely on ever getting flat abs – especially
after pregnancy or surgery. They say they have tried everything and nothing
has worked.

Please believe me – you have NOT tried everything. There are specific
exercises you can do to re-establish neuromuscular connection and
strengthen the abdominal wall.

My most popular ezine article of 2006 tackled these problems of
“pooch belly,” Post surgery abdominal training and female-specific
post pregnancy training issues.

I went deep, deep into the subject and I can Guarani tee that in
this column you will discover some tips about flattening your abs
that you never considered before.

If you’re a long time reader of my e-zines you may have seen this
column a year ago. It was mailed out once by email.

I have now just uploaded the entire article to our new article archives
section on the website for the first time:

Visit this page to learn more: http://www.lifetosuccess-recommends.com/firmabs.html

David Grisaffi, C. H. E. K. II, CFT, PN
Corrective Exercise Kinesiologist II
Golf Biomechanic
Nutrition and Lifestyle Coach II

http://www.lifetosuccess-recommends.com/firmabs.html

The Power of Commitment

- by Tony Mase

© Tony Mase – All Rights Reserved
http://www.lifetosuccess-recommends.com/tppc10.html

Not long ago, a young friend wrote me saying something like
this…

“Hi Tony, I wanted to share a quote with you.”

“You’re probably already familiar with it, but, in case
you’re not, I think you’ll like it because it’s similar to
one of your favorite quotes by Wallace D. Wattles.”

“Here it is:”

“Until one is committed, there is hesitancy, the chance to
draw back, always ineffectiveness. Concerning all acts of
initiative (and creation), there is one elementary truth the
ignorance of which kills countless ideas and splendid plans:
that the moment one definitely commits oneself, then
providence moves too. A whole stream of events issues from
the decision, raising in one’s favor all manner of
unforeseen incidents, meetings and material assistance,
which no man could have dreamt would have come his way.”

“I learned a deep respect for one of Goethe’s couplets:”

“Whatever you can do or dream you can, begin it. Boldness
has genius, power and magic in it!”

I was already familiar with this quote by W. H. Murray
(William Hutchinson Murray, 1913-1996) from his 1951 book
entitled “The Scottish Himalayan Expedition”, but, until my
young friend’s email, I’d long forgotten just how good it
was.

Did you ever wonder why most people don’t get what they want
(and, quite frankly, most people don’t!)?

Well…

I’ll tell you why…

I’ll tell you *exactly* why…

Most people don’t get what they want because they’ve never
made a *firm decision* as to *exactly* what it is that they
want.

In other words…

They don’t *really* know what they want.

They may think they do…

But…

The bottom line is…

They don’t!

And…

Out of the very few who’ve made a *firm decision* as to
*exactly* what it is that they want…

Even fewer…

Only a tiny handful…

Have *committed* themselves to getting it by *beginning* to
move toward what they want…

Thus…

Tapping into the power within themselves…

The power that causes, as W. H. Murray wrote:

“A whole stream of events issues… raising in one’s favor
all manner of unforeseen incidents, meetings and material
assistance…”

Of all that Wallace D. Wattles wrote, there’s one passage,
the one my young friend was referring to, that I refer to
more than all the others combined. I’ve quoted it or from it
in my replies to hundreds of questions. It forms the very
“core” of my personal philosophy.

Here it is…

It comes from his book “The Science of Being Great”:

“Have perfect faith in yourself and in your ability to cope
with any combination of circumstances that may arise. Do not
be disturbed if you are alone; if you need friends they will
come to you at the right time. Do not be disturbed if you
feel that you are ignorant; the information that you need
will be furnished you when it is time for you to have it.
That which is in you impelling you forward is in the things
and people you need, impelling them toward you. If there is
a particular man you need to know, he will be introduced to
you; if there is a particular book you need to read it will
be placed in your hands at the right time. All the knowledge
you need will come to you from both external and internal
sources. Your information and your talents will always be
equal to the requirements of the occasion. Remember that
Jesus told his disciples not to worry as to what they would
say when brought before the judges; he knew that the power
in them would be sufficient for the needs of the hour.”

That very same power is in you!

So…

“Whatever you can do or dream you can, begin it. Boldness
has genius, power and magic in it!”

Tony Mase is a serious student of the works of Wallace D.
Wattles and the publisher of “The Science of Abundant Life”
ebook by Wallace D. Wattles…

“The Science of Abundant Life” by Wallace D. Wattles
“The Science of Getting Rich” by Wallace D. Wattles together
with Wallace D. Wattles’ “The Science of Being Well”, “The
Science of Being Great”, “How to Promote Yourself”, “The New
Science of Living and Healing” and “Hell-fire Harrison”.
Click Here => http://www.lifetosuccess-recommends.com/tppc10.html

What are the critical factors that contribute to the retention of top producing salespeople? Why are some sales managers able to consistently recruit and retain quality salespeople, while other managers have a revolving door? Excessive personnel turnover is not only unhealthy for the morale of a sales force, but it is also costly in terms of time and money. Perhaps less obvious, but just as detrimental, is the negative impact excessive turnover has on eroding customer confidence and loyalty.A career in sales can be extremely lucrative for the person who is able to prospect effectively and willing to work hard. However, surveys indicate that compensation is just one piece in the career satisfaction puzzle. Salespeople make their decision to leave or stay with a company for a variety of personal and professional reasons. Retaining successful salespeople is not a secret recipe, but a formula that includes factors such as leadership, recruitment, training, and professional growth opportunities.

Salespeople Don’t Quit Companies, They Leave Managers
While the skills required to be an effective salesperson are fundamentally important, they are not always a reliable indicator of leadership potential. Companies need to select the right people for management positions and offer them development opportunities to ensure that they continue to enhance their leadership and communications skills.

A sales manager’s career and income potential is inescapably intertwined with their ability to recruit, develop, and retain a top producing sales force. The most effective sales managers acknowledge the reality of personnel turnover and prudently plan for replacements. Only na�ve or inexperienced managers are oblivious to their critical role in the equation of agent retention. Job exit surveys consistently indicate that job satisfaction is directly linked to the quality of the relationship they have with their sales manager. Award winning managers intuitively understand this important fact and as a result, treat their salespeople more as business partners than employees.

Progressive leaders choose to inspire and empower rather than direct and control their sales force. Recognizing that a strong relationship is indeed the key to their success, they lead by example, praise achievement, and strive to maintain open communications. Those managers who adopt and practice the principals of enlightened leadership find that their people understand what is expected of them and deliver.

Both Success and Failure Leave a Trail
The retention of quality salespeople is not accidental and begins up front in the recruiting and selection process. Due to the high rejection and demanding nature of a sales career, it is fundamentally important to administer a temperament suitability evaluation early on. While there is no testing instrument that can guarantee you will hire the right person every time, a temperament evaluation will provide valuable insight into a candidate’s career suitability and potential success as a salesperson. Sales managers who utilize temperament evaluations find that they are better prepared to interview in a more in-depth manner.

During the selection process, it is imperative to check references and look for a history of job stability. In my opinion, there are two mandatory qualities any new hire should possess. The first quality I look for is loyalty. If a person is not loyal to their company, they are more likely to violate company policies and procedures. Disloyal employees are also the first to leave when the going gets tough. The second quality I look for is dependability. It makes absolutely no sense to invest huge amounts of emotional and financial capital training someone you can’t depend on.

Training
There is absolutely no substitute for a well-trained and highly motivated sales force! Training is critically important for both the new and seasoned agent alike and is a key ingredient for agent retention. Experienced sales managers place a high premium on training and purposefully design their programs to be timely, relevant, realistic, and reoccurring.

In his best selling book, The Seven Habits of Highly Effective People, Dr. Stephen Covey makes a strong case for the fundamental importance of training, or as he calls it, “sharpening the saw.” Salespeople are often reluctant to take time away from their busy schedule for training and as a result, over time, become less productive. While established salespeople might not always ask for assistance, they frequently need help game planning appointments and appreciate their sales manager’s involvement.

Growth Opportunities
In an effort to retain solid performers, progressive companies offer a clear career path and proactively support the leadership development of their top salespeople. People want to grow personally and professionally and wise managers encourage and accommodate this need by providing a wide range of opportunities. Access to ongoing training and personal development is important and often provides a strong incentive to stay with a company.

Recognition and Rewards
Traditionally, sales managers have relied primarily on commission to motivate their sales force. A compensation structure based solely on commission does not address separate motivational factors and therefore, commission alone will not adequately motivate nor retain a sales force. To be effective, a sales incentive program should not only appeal to top producers, but it must also excite average to below average salespeople as well. Once a salesperson stretches to a new level of personal production, their self-confidence and expectations skyrocket!

The key to staying one step ahead in these competitive times is recognizing that people are by far a company’s most important asset!