Personal Note From Anne:
Okay we have a new President in. Some of you are happy about the person and some of you are not so happy.
The truth is that no matter what party you are, there is one thing you absolutely want to know about the person elected to office--will they do the job in a way that will leave me and the country better in four years time?
What you have been trying to do these last four months as you have watched the candidates debate is to evaluate their ability to do just that. In business we don't have the luxury of town hall meetings where potential employees debate why they would be good for the job, what they would do to make your company better and how you can be guaranteed that they are the right choice! (Some of you are thinking I may have hit on a new idea for hiring!)
We have all watched the candidates do things that have built our trust and things that have eroded it.
So, if trust, is so important in order for us to hire someone to do a job, do you know how to project that immediately with a person? Do you know how to interview so they see how your skills will translate in to you being a great employee for the job open?
Check out our IMP Webinar Series to help yourself get the fine edge. Why do 90% of all people who use the Outcome Focus® Approach to Interviewing land the job they want? How can you get people offering you more money? (Our graduates have had raises offered of up to $30,000 more than what was originally offered for the job- now that's a bonus check all of us would like to have!)
See you on November 12, 2008 at 1:00 (cst).
- Anne
How can I get people to embrace change especially when they are overwhelmed with other things at work?
Use as a training tool: Present the situation below to the group and have them brainstorm how they would best handle the situation. Then share the Outcome Focus® answer and see how it relates or differs from solutions the group found.
Situation:
Dear Anne,
My company is getting ready to implement changes that will affect many of the employees from management on down. My job will be to inform all of the divisions on what these changes mean for them and their teams. Currently these same teams are facing a drive to create more business so there is a lot of pressure. So, what is the best way to structure my presentations so they are well accepted, as well as, prepare for questions that will come up?
Outcome Desired:
You want everyone to implement the new changes and not see it as another task on their plate or worse yet, as "flavor-of-the-month".
Other Person's Perspective:
The first thing you need to realize is that every single person in your audience will process change differently. A few will be excited by it, a few will be scared by it, and a few will resist it. Recognize that, by nature, most people do not like change because it implies that the things we have done in the past were wrong or not perfect. It also messes with their world and hence, their competency. No one wants to feel incompetent!
So how do you get around this? Mainly, you want to eliminate any misunderstandings or confusion, while relaying the information.
How to Handle:
Utilizing Outcome Thinking® to come from your audience's perspective. Think about why they should embrace this change. If they face realistic obstacles, such as limited time or limited training, acknowledge those. Too many times when we talk to employees we forget that management has been dealing with the topic for several months, while the employees are just now hearing about it for the first time. They need time to process it, just as management has had time to process it.
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Quotable Quotes “Change is the law of life.” - John F. Kennedy
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Opening and Closing with Impact By Renee Houston Zemanski, SellingPower.com "In the first 30 to 60 seconds the audience is not only deciding if they will listen to you, but also how they will listen to you," says Anne Warfield, CEO, Impression Management Professionals, a consulting and coaching firm that helps people say the right thing at the right time every time. "They are determining what value you can bring to them and if they believe you have the authority to speak about this topic and help them with their issues." "Most people follow the typical presentation format of 'this is who we are, this is what we do, and this is what we can do for you,'" says Warfield. "Your audience is thinking in the exact opposite - they are thinking, 'How can you help me with my issue or problem?' 'Do you understand my company and my issues?' 'Why you instead of someone else?'" Your sincerity in delivering your opening can help you earn credibility with your audience. This is why Warfield suggests beginning with something that shows clients that you know what you are talking about and that you can add value to them. It's important to grab their attention right away, she says. Openings such as, "Hello, how are you?" and, "My name is..." can cause your audience to tune you out immediately because you sound like everyone else. Instead Warfield recommends starting off with a startling statistic, a question that provokes thought, or something specific about their company. "You have to immediately demonstrate that you know their industry and how your product can help their company," Warfield says. "You also have to open in a way that is authentic to you and your personality - for example, don't try to tell a joke if you are a serious person. It is not authentic and your body language won't match and it will come off as if you are not prepared and you don't know what you're talking about. Don't alter your style; work with someone to find your style and then work to maximize it. Keep in mind that this is your customer's time and it's really valuable to them stop trying to sell. Be transformational rather than transactional." Closing is one of the things that people find most difficult, says Warfield and warns: "Never ask, 'So, what do you think?' 'How does that sound?' or 'Do you have any questions?' None of these are closes. First, your questions should come out in the first third of your presentation. The presentation is not about you; it's about them. Then you can tailor the presentation to them." Warfield suggests finding out where you stand by asking, "On a scale of 1 to 10, how interested are you in moving forward from here?" "I would rather find out is it a five or six or eight early on," Warfield says. "If they give you a number, you can rectify if you've missed information or you over-talked something, or if they misunderstood what you were saying. Sometimes you can turn a very low score into a very high one just by clarifying something." If everything seems to be fine, Warfield suggests moving forward by saying something such as, "Sounds like you want to get going on this - let's talk about the timing - when do you want to start?" "Always go beyond and focus through the presentation," Warfield says and adds, "I would rather get to a 'no' sooner than later." "Remember, it's not about how intelligent the audience sees you, it's about how intelligent you make your audience feel," she says. "Have you solved their problems? Have you made them feel better? That's what it's all about. If your energy is focused on them, you will be able to open and close with impact." © 2008 Renee Houston Zemanski |
| About Anne and IMP |
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Anne Warfield, CSP*
CEO Impression Management Professionals 15768 Venture Lane Minneapolis, MN 55344 952-921-9421 952-921-9420 Fax Email to: ezine@imp.us.com Visit us at: http://www.impressionmanagement.com "A true leader is not one you look up to because they are the best. A true leader is one that draws the best out in you." Anne Warfield *CSP- Certified Speaking Professional; a designation held by only 7% of all speakers nationwide Member of the National Speakers Association |
| Special Note: |
Send Anne your situation to be included in an upcoming E-zine.
E-mail to: ezine@imp.us.com If your situation is used we will send you a $15.00 Starbucks Card so please include your contact information. |
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Copyright 2008, IMP. Feel free to share information you learn. All we ask is that you credit us as the source as everything we are putting in here is copyright protected by our office. Copyright note: Submission of an e-mail message or artwork affirms that you are able to and have given Anne Warfield non-exclusive permission to reprint the content of your message in all forms, electronic or otherwise, in all languages throughout the world. Privacy Statement: We will not distribute your address to anyone. Period. If you received this from a friend and you want to receive your own copies, just email to:ezine@impressionmanagement.com and put "Add me" in the subject line. To remove yourself from this mailing list, simply follow the instructions at the end of this email or, |
I used to have 300 sales people giving 300 different sales presentation messages. I now have 300 people delivering a consistent message in their own authentic style.
-Brad Boyer,
American Woodmark
If you had ever told me a group could transform so much after just two-days I never would have believed it. The power of sustaining it afterwards with your long-term coaching/HOT sessions has caused everyone to constantly apply this way of thinking. Our discussions, meetings, and trust have gone to such a higher level. As a Vice President that makes my job so much easier. We no longer avoid the elephant in the room!
-Tricia Dege,
HealthPartners
