Posts Tagged ‘Leadership Critical Thinking’

7 Ways To Drastically Improve Your Online Sales Copy

Monday, December 17th, 2012

I wanted to share with you an e-book by Matthew Aaron wrote titled, Punch Your Customers, 7 ways to drastically improve your online sales copy.

Matthew Aaron is an independent copywriter living in Denver, Colorado, USA. For more than ten years, he’s grown a solid reputation for delivering effective sales copy for his clients across North America and the United Kingdom.

Writing killer sales copy is an art and Matt provides some great insights for you to consider when writing your sales copy.

Get your no-cost copy here.

Posted with permission by Paul Cummings,

Creating A Results Driven Team – Leadership Skills

Monday, August 20th, 2012

Have you ever had a moment where someone ticked you off and you could feel the negative energy and anger all around you?  Then you gathered some new information and it instantly drained that negative emotion away as you gained a new perspective?

Wasn’t it amazing how quickly that could happen?  Really NOTHING changed about the event, just YOU CHANGED how you INTERPRETED the event.

One of the toughest challenges as a leader is the balancing of different personalities, drives and opinions.  There can be a desire to take care of your team and try to manage the communication between members but there can be serious side effects that which will turn your team from results driven to angry and frustrated.

Here are some ways to avoid that:

1. Realize as a leader you role is not to take on the emotions or concerns of team members but instead to help them positively work through those discussions with others so they learn to create their own link and relationship.

2. Work with those who are comfortable with sharing their voice with HOW to share their voice so you don’t get caught in trying to BE their voice.

Ironically this very thing is what Les McKeown talks indirectly about in his book Predictable Success.  He talks about how the Visionary Leader often grows the business with the sales people and then later on brings in a Processing person to manage operations.  Then because the Processing person is actually trying to put rules, systems and structures to things (which can slow a sales person down) the sales person goes to the Visionary Leader and complains.  At that time, the Visionary Leader usually jumps in to side with the Sales person (after all they have been together for ever) and the Processing person gets chastised.  Thus the result is a cycle of negative action that doesn’t drive the results needed as both sides become frustrated.

So here is your Take Action:

When someone comes with a complaint, challenge or issue work with them on how to directly handle that with you being just the “third” wheel in the process. This will keep your group focused as a team, get things out in the open, allow all people to have a direct voice with no interpretation from you, and will allow you to step back in to a mediator role instead of a translator role.  A much more powerful role for you as a leader!

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Negative versus Inaccurate: Sharing Information So Others Act On It

Monday, July 23rd, 2012

I was telling a story tonight and part way through my daughter, the one with a steel trap for a memory, corrected me on part of it.  My husband stopped and asked her, “you are such a positive person, do you really listen for what is wrong in what a person is telling you?”

That is really a pregnant and poignant question that is worth examining deeper.  See there is a confusion on what is considered “negative” and what is considered “accurate”.  My daughter’s brain listens to hear and absorb accurate information.  Accepting inaccurate information feels negative to her brain and thus her brain rejects it.

So while husband’s brain hears questioning or correcting as “negative” , my daughter’s brain hears accepting inaccurate information as “negative.”  Isn’t that interesting?

My point is that there really isn’t a correct answer to this but there is something you can use as a gauge to determine if what you are sharing in a conversation is being picky or actually being strategic.

 Ask yourself:

1. Will others listening to the conversation gain from getting more accuracy? If so, you should correct and get the accurate information.

2. If what you said was repeated later and you knew what you had said was inaccurate and others made decisions based on that inaccurate information, how would they feel?  This is a trust issue.  The more people know you will give accurate information that they can verify later on their own and ensure it is accurate, the more strategic they will see you and the more they will trust whatever you say.

3. Are you making corrections because it makes you sound smarter?  If so, don’t correct at that time as all you will be doing is making the other person feel small.

Bottom line, if you want your word always trusted make sure you speak accurately, qualify your assumptions or things you are unsure of.  If  you do state something inaccurately, give the other party the accurate information as soon as you know it.

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Leadership Skills – How To Get People To Be Open To A Diverse Idea

Monday, June 11th, 2012

You walk in to the meeting room knowing you need to get people to STOP doing things the old way and be receptive to a new way of doing things.  You look around the room and you see leery eyes, set mouths and people ready to defend why you need to keep doing things the way you have always done them.

So how do you get them out of that mode?

First realize that they are not fighting you, they are fighting the idea that they have to let go of things as they know and understand them and move in to the unknown.  The more chaos and change your organization is in the more people will fight to hold on to things they feel some comfort in.

So don’t try to shower them with how wonderful it will be as they will feel you are just trying to sell them an idea and they will dig their heels in even further.

Don’t try to steamroller them as they will feel they are losing even more voice and will try to push back.

Instead share something that shatters their traditional thinking and gets them to let go of how they see things.  Saying something like, “So what does a soft commercial real estate market and aging sports athletes have in common?  Well both are taking advantage of a new opportunity to take unused industrial space and convert it in to sports centers for gymnastic, volleyball, and basketball programs.  It helps the commercial real estate business stay strong in a down turn and it helps athletes start a business in a market that has temperamental weather conditions. 

Both sides win by using new innovative thinking.  I am here to talk to you about how we too, can use innovative thinking, to do something in a whole new way.  It will require us to let go of how we used to do things and look to setting a new standard.  Here is what I propose…”

Can you feel how that shifts your thinking?

When you are looking to shift the thinking you need to expand the mind and help it let go of the past.

Learn more about the Outcome Focus® Leadership Development Training by contacting Paul Cummings at 952-921-9421

Leadership Skills – How To Really Find Out Your Leadership Score

Friday, June 8th, 2012

Self evaluating is one of the trickiest things to do.  It is a documented fact that you have a hard time truly knowing how you are performing and that you usually over estimate your abilities.

As a leader it is vital that you truly know what are your strengths and weaknesses so you can continue to improve your performance. The more you improve you, the more you improve your team.

So here is a quick was to check how you are doing:

1.  Ask your team to send you an email stating two things you do that make it easier for them to perform their job.  These show you what are your real strengths in the eyes of your employees. Then ask them for two things you could do that would help them perform at an even higher level, these are the weaknesses you need to work on.  If employees write that you could give them more heads up, what they are really saying is you need more concrete direction and consistency, this means you need to do more planning.

2. Commit to changes you will make based on group feed back.  Let them  know what they are and ask them to let you know how they are doing.  Once they see you are committed to constant improvement that means you can hold them accountable for constant improvement as well.

Learn more about the Outcome Focus® Leadership Development Training by contacting Paul Cummings at 952-921-9421