Open Opportunities by Opening your Mind – Agile EQ, Key to Thriving and Surviving

A lot has been studied and written on Emotional Intelligence (EQ) and I bet we all believe, we are okay in that area. I mean, I use my gut for most decisions and reactions and that serves me well, “Most of the time”.  My husband, who many readers know, well, he challenges assumptions and that serves him well, “most of the time”. But that brings up a question, What about the other times? What would our world be like if we really could manage our first choice emotional response, look at something from a different perspective and possibly, not always, make a different choice?

Emotion as defined by Merriam Webster is – a conscious mental reaction (such as anger or fear) subjectively experienced as strong feeling usually directed toward a specific object and typically accompanied by physiological and behavioral changes in the body. Tied with intelligence means, how smart are you when it comes to managing your emotions and reactions day to day, throughout the day?  Is it possible, we have room to grow and develop in this area and if so, what could it mean for us?

Our newest offering Everything DiSC Agile EQ allows one to recognize his or her natural mindset and how one might naturally approach situations and people. It demonstrates the value of stepping into another mindset with practical strategies as to what it might look like and how to do it.

There are eight different EQ mindsets that you can learn to adopt, depending on the situation and who you are dealing with.  Most people of course gravitate naturally to a couple of those mindsets.  But you could learn the skills to adopt any of them as needed.  You would be a much more successful communicator, both at home and in work situations.  You would recognize the mindsets of the people around you and adapt yours as needed.

For example, if your natural mindsets are “Self-Assured” and “Dynamic”, you would easily know how to relate to someone with the same qualities.  But with Everything DiSC Agile EQ, you will study and learn all of the other types of mindsets.  You may encounter someone who is “Receptive” and “Composed”.  You will learn to recognize those qualities and know how to better interact with them.

After learning about the different mindsets and the connection they have for workers and business, you will begin to stretch those mindsets so that you become comfortable with the ones that don’t come naturally to you.  It takes time, but gradually you will become more and more comfortable doing it. You will find a chart of the eight different mindsets in Agility Unlocked: Revealing the Connection between Agility and Emotional Intelligence (EQ).  Which ones are similar to your personality?

Back to me and my choices. My natural approaches lean right into my DiSC Style, (Influencer at heart).  I lean right into any one of these mindsets without being mindful of the outcome of decisions. I am outgoing and no not a stranger even when someone may want some personal distance. I am Dynamic and want to make things happen NOW versus taking a composed or objective approach. I listen with an Empathizing ear, meaning I am accepting at face value what people say when I should take a more objective or discerning approach. I have countless examples of how the outcomes in my life would be different and better, if in fact, I knew my emotional responses and then could have the ability to step back and make a different choice.  My question to you is, “Do you know your natural mindsets and where could you benefit and find value from choosing a different response?” 

Groundhog (Work) Day

I recently watched the movie “Groundhog Day” again, and if you’re not familiar with that movie, it is about a man (Bill Murray in weatherman role) who keeps waking up to the same exact day as the day before – and it keeps happening until he “gets it right”.

That is when I realized that we are in a kind of “Ground Hog Work Day” existence right now and have been for just short of six months!

We wake up and put on our “daytime pajamas”. The uniform is something that consists of making up the top half of us with a dress shirt and combed hair, and the bottom half, well… sweatpants, shorts and even pajamas for some. And what’s interesting, on our calls, most will admit to not having on shoes or socks, meaning barefoot at work has become a new norm. Instead of walking out the door in a hurry to drive to work, we walk to our makeshift desk/computer set up somewhere in our home and push the ON button and OFF the day goes.

Our situations are vast, as some have children in virtual school, a spouse working from home, babies crying or dogs barking while there are others who are simply alone. Most would agree, our cooking and baking skills have matured and well, for some, the frequency of happy hour has increased.

Our reality has changed! All of the in-person day to day things we took for granted in an office environment have disappeared.  No more water cooler conversations, “drive-by” desk chats or break-room visits.  Gone are the short elevator talks about everything and nothing.  Now if we want to have even the smallest conversation, we schedule it on Zoom or Skype.

Yes, we have gotten to know our co-workers on a more personal level, since we have been able to see fragments of their home life through a webcam lens. We have learned more about our family members as well.  We have never spent this much time together at home!  We are saving money on gas, and possibly taking better care of our plants!

Maybe now that we have learned so much, we can take that knowledge and start a new kind of workday.  A beautiful hybrid called Work/Life Balance.  We always hear the words, but now we know what the potential meaning can be for us.

But if you have not noticed, Groundhog Day is still here – this repetitive day is still happening.  And I’m wondering if we have yet to “get it right”, so let us take what we have learned, and design our day to be fulfilling and finds ways to connect, engage, and thrive.

Accountability is Your Friend

The blue dot keeps me on track and some of you know what I am referencing. I have tried all kinds of diets, but I finally dropped 25 pounds in a year on Weight Watchers on-line and have kept if off for two years. It is simple, all I have to do is get a blue dot every day.  And now, it would be easy to cancel and save the $19.95 per month but I might get comfortable and slowly see pounds creep up, so I get right back on the plan and work for my blue dot and it gets back on track.  The WW App acts as my weight management accountability partner.

Do you have an accountability partner? Someone you can share your day with, what went well, what worked, what did not work?  Someone to review a proposal with before you hit the send button?  Is there someone to brainstorm creative ways to keep in contact with your clients while they may be still on furlough? Find someone to partner with and will help hold you accountable to your goals.  I challenge you to find someone of “like mind” and set up a buddy system.

Nothing formal is required for your accountability sessions.  It could be text chats, phone calls here and there, virtual meetings, or getting a quick coffee together.  Together we are better is not a new slogan yet it really is true. Be sure you find someone who, like you is a leader and a life long learner. You become who you hang out with, so pick and choose wisely.

For additional sales improvement tips, check out our training options and keep checking this blog.  Happy selling!

Meeting Sales Quotas Requires Planning

Look at your goal for this year. Divide that number by the number of months you have left in the year. Example, If my goal is $100,000 July to December in revenue, then I divide that by 5, I have to generate 20K per month.  Then, outline your prospecting list and identify where you might find this.

You can do so much more if you know and are tracking your ratios.  Consider call to close, proposal to business and you can in some businesses break it down to a daily goal based on the actual number of working days.  Be organized about your prospecting. In other words, Plan your work and then work your plan.

Get some systems in place!  I recommend you look at the calendars offered by Sales Activity Management at SalesActivityManagement.com.   While they market to the insurance industry, they have calendars for everyone. It was this firm that taught me the difference between a SMART (Specific, Measurable, Actionable, Realistic, Timely) Goal and SAMMY Goals. But we all know, if the “why” is missing in SMART.  You will not reach the goal unless you also make your goals SAMMY (Specific, Actionable, Measurable, Motivational and Yours ) style!  If they are not your goals, they are simply an expectation people place on you.

Check back soon for more sales tips!

When it comes to sales, there is no such thing as winging it

There is a skill associated with persuasive selling that goes back to the times of Aristotle, Socrates, St. Augustine, Martin Luther King, and built into what the specific wording trial lawyer states to win over a jury. Those that are students of the skill are at the top 20 percent of revenue generation in their organization, generating 80% of the business. These people know there is no such thing as winging it when it comes to selling.

Yesterday, I heard a story of a gentleman who got into a sales opportunity. The position, in the medical field, was made to sound glamorous. He is up against a wall and simply hating the business, now hating sales and all his management is doing is telling him, “Get out there and do more”.  Why on earth would this organization even consider letting him waste good sales opportunities without giving him the skills he needs and set him up for success?

This reminds me of some multi-level marketing companies that tell me, we do not call our team “Salespeople.” Instead they are considered Independent Business Owners and the organization brings in leadership training and get them listening to Leadership gurus. Do not get me wrong – if you are going to build a team, you have to lead.  How can they be successful if they cannot sell people on the opportunity?

I am always wary of the call, “I am starting a new business, I want your advice” as so often that is the hook for the bait and switch. Yes, I am a magnet and an ideal prospect for multi-level marketing. Please know, I support multi-level marketing, I refer people for products and careers to those that might be a fit for the individual, my point is simply, we have to give people the skill of moving to the next best activity in the process and the sale will come when the time and the fit is right!

Use this time to sharpen your sales skills.  Reading articles, case studies, and my book (see giveaway in previous post) is a start. To Sell is Human by Dan Pink is another great one.  Three Value Conversations (multiple authors) really helps you with the large account sale.  Do not forget the old classics like The Greatest Salesman in the World and Think and Grow Rich.

Sharpening Sales Skills and Winning Sales Opportunities

Blink and before you know it, I is a new month. I went from puzzles, baking and cooking while slipping in a few hours of work here and there maintaining contact with friends and clients to waking up with a packed schedule. As we approach July, traffic is beginning to form during rush hours, restaurants are getting full; business is coming back to life.  Now, with that said, is my business all income generating? No. It’s the result of harvesting a few hours a day through the shutdown and now having those business talks, writing proposals, demonstrating new seminars for free and more.

The point here is, whether you are ready or not, the time is here to prepare to make your quotas, not lower them in the final quarter. If you are an entrepreneur or in sales, it is time to get ready because you cannot afford to miss one opportunity.

In the next few posts, I will provide details on these three tips for winning every sales opportunity:

1. There is no such thing as winging it.
2. Meeting quotas requires planning.
3. Accountability is your friend.

For a free e-copy of my book The Sales Messenger, contact me immediately, as I am giving them away for a limited time only.

How PXT Select Can Help Managers Close the Engagement Gap

As we pointed out in the post “How Managers Can Close the Engagement Gap with Employees,” there are five conditions to stronger employee experience.  In this post, we will discuss how PXT Select hiring and placement assessments can help management close the engagement gap with their employees.  This is done mainly with performance models  and PXT Select reports.

1. Meaningful work:  PXT Select measures 20 traits, its performance model pages help you to determine person-to-job fit using skills and talents not only for the current job, but for future career planning as well.   Matching the employee to the job assignment helps the employee be successful and makes them want to stay longer.  PXT Performance Models define the styles and traits necessary for each job so candidates can be better matched to functions where they will fit best.
2. Hands-on management: PXT Select provides information on employee-to-manager fit using management reports that provide summary data and trait scales for reflection, in order to leverage employee strengths.
3. Positive work environment: For team work environments, PXT Select can provide insights on employee-to-team fit with the Team report. Utilizing PXT Select helps organizations build teams that achieve results.
4. Growth opportunities: PXT Select indicates person-to-culture fit for the organization’s environment so succession planning and career growth are possible. The Coaching report is helpful in planning advancement and future roles, which will require more skills as well as a person-to-culture fit.
5. Trust in leadership: PXT Select allows organizations to support the development of leadership skills within teams and individuals by focusing on the development of 6 critical leadership skills. These skills are outlined in the PXT Leadership Report as:  create a vision, develop strategies, ensure results, inspire people, be approachable, and mentoring others.

Using PXT Select to close the gap between management and staff will build a stronger employee experience and increases employee engagement.  The result will be higher productivity that exceeds expectations.

If you are interested in finding out more about how PXT Select can help you, please contact us.  We also offer The Five Behaviors of a Cohesive Team and Everything DiSC behavioral assessments and training.

How Managers Can Close the Engagement Gap with Employees

Gallup’s “State of the American Workplace” 2017 survey showed only 30% of employees are engaged, 52% are disengaged, and 18% are actively disengaged.  In most organizations, that means less than a third of their employees are actively engaged in the job they do. Signs of an employee who is disengaged include:  lack motivation, does not take part even in fun company activities or celebrations, often silent, not enthusiastic about learning new things, or growing their career within the company. How can you motivate your employees and increase engagement?

Employee experience drives engagement and productivity.  Yours and their good intentions have to be transferred into behavior which leads to action.  To change behavior and close the engagement gap, it is important to understand the five conditions that lead to stronger employee experiences in these turbulent economic times.  Managers must provide employees with the following:

1. Meaningful work: First, make sure you have a good talent and skills fit for their current role. Give them the independence and necessary tools to do their work. Share opportunities for individual empowerment and working in teams.  Allow time for creativity and necessary rest.  You may also want to review How PXT Select Can Help Managers Close the Engagement Gap.
2. Hands-on management: Set clear goals and guidelines for activities. Acknowledge their accomplishments and offer coaching as needed. For ideas, see 5 Tips for Managing a Multi-generational Workforce and 5 Simple Tips to Managing a Successful Team.
3. Positive work environment: Leverage their strengths and consider flexibility on their work schedule and place. The work culture should be inclusive and diverse.
4. Growth opportunities: Have various training and support options available (this is especially key during work-from-home situations) that increases: skills, job flexibility, and career mobility.
5. Trust in their leadership: Create mission and purpose for company and staff. Embrace leadership development; proved inspiration and motivation through positive and transparent communication. You may also review 10 Tips for Preventing Isolation in Your Remote Workforce.

For more about the issue of employee disengagement and the five conditions to engagement, read case studies in Mending the Engagement Gap: Driving Organizational Success through Employee Engagement.

Texas Business Achieves Highest Sales Honor for the Fifth Time

Mary Anne and Roy Davis celebrating award

Wiley announced that Dallas-based business Davis Success Solutions is a 2019 Diamond Award winning partner for Everything DiSC^® and The Five Behaviors of a Cohesive Team^®. This achievement is in recognition of the company’s continued commitment to improving organizational culture and teamwork.  Typically, this award is announced and given during the April MindLab Conference.  Due to current circumstances, the conference is rescheduled for October 2020 and award winners were notified in advance.

 

“We are proud to partner with Davis Success Solutions in their mission to enrich people’s lives by building better workplaces and high-functioning, cohesive teams,” says Susie Kukkonen, Vice President of Channels at Wiley. “We are honored to have them as an Authorized Partner.”

 

This is the fifth time the Davis Success Solutions has won the Diamond-level award.  The Diamond designation recognizes the Roy Davis’ commitment to building better workplaces with the help of Everything DiSC^® and The Five Behaviors of a Cohesive Team^® proven workplace assessment-driven solutions from Wiley.

 

About Davis Success Solutions
Davis Success Solutions (DavisSuccessSolutions.com) is committed to providing professional training solutions and resources with outstanding support. The company focus is delivering workplace performance improvements that align with the professional development goals of organizations and individuals. It has been that way since the beginning of Davis Success Solutions in 2004.  With his extensive management and training experience in various industries and professions, Roy Davis has a proven track record of helping organizations improve communication, processes, productivity and ultimately their profitability and efficiency.  Owner and president of Davis Success Solutions, Roy has almost fifteen years of experience using DiSC®-based tools. Roy Davis, in collaboration with his wife Mary Anne (Wihbey) Davis of Peak Performance Solutions, deliver client-focused solutions and engaging training to their customers throughout the United States and internationally.  Both are certified Everything DiSC® training facilitators and accredited facilitators for The Five Behaviors of a Cohesive Team®.

 

Roy Davis says, “I find my partnership with Wiley is an increasing factor in my business success.  Offering Everything DiSC^® and The Five Behaviors of a Cohesive Team^® training programs and profiles has been of great benefit to my customers as well. I look forward to similar success with the PXT Select^® hiring and placement tool. I am proud to receive the Diamond award for three years straight [2017-2019] and for a total of five times.”

 

About Peak Performance Solutions

Peak Performance Solutions (PeakPerformanceSolutions.com) is committed to “moving individuals to action” through training and advanced learning. Mary Anne (Wihbey) Davis is president and owner of Peak Performance Solutions.  She is an internationally recognized sales and management consultant and trainer.  Her company provides multiple business training and coaching options for her clients, including customized workshops.  Mary Anne is also the author of “The Sales Messenger: 10 Lessons for Sales Success in Your Business and Personal Lives,” which went into a third printing in 2018.

 

Mary Anne added, “Coordinating with Davis Success Solutions on Everything DiSC^® and The Five Behaviors of a Cohesive Team^® has allowed me to offer even more options to my client base.  Participating with Roy in the MindLab conferences and associated awards program, along with receiving Wiley certifications, have taken my company to a different level from when it was started in 1994.”

 

About Everything DiSC® and The Five Behaviors®

Everything DiSC is the leading suite of DiSC®-based workplace training and assessment solutions. These advanced applications combine online assessment, classroom facilitation, and post-training follow-up to create powerful, personalized workplace development experiences. With a global network of independent Partners, Everything DiSC solutions are used in thousands of organizations, including major government agencies and Fortune 500 companies.

 

The Five Behaviors of a Cohesive Team is the result of the partnership between Wiley Workplace Learning Solutions and Patrick Lencioni, author of The New York Times best-selling book, “The Five Dysfunctions of a Team”. This team development program improves team effectiveness and productivity through the understanding and application of The Five Behaviors: Trust, Conflict, Commitment, Accountability, and Results. This unique learning experience helps individuals and teams build effective work culture through communication and collaboration.

Three Methods to Build a Job Performance Model

It is important for proper employee placement and as a tool for feedback to have performance models for the job titles within an organization.  Many organizations do this by staring with the job classifications they feel are most important to their organization or for their key functions at the management level.  Afterwards, they will continue down through all the job titles within the company.

There are many methods to build an organization’s performance model.  You can use a lot of time trying to find the best solution, which might include:  trial and error, pricey consultant.  or even create your own models with your Human Resource (HR) department.  You can go through several months and lots of dollars only to find out that your selected approach may not meet your expectations or fit your specific needs.

You may know PXT Select as a hiring and placement tool with a variety of useful HR and manager reports.   Did you know the tool is based on job performance models?  The advantage of PXT Select reports are how they show the candidates results against your performance model and provide potential questions for interviewers.  With PXT Select, you have three possible methods to build performance models for your organization.  PXT authorized partners can help you build a model by:

1. Replicating your top performers by using your existing job descriptions, tasks and skills lists
2. Helping you to create custom models built especially for you via PXT consulting
3. Utilizing their existing PXT Select performance model library of general job specific data

If you are interested in building or updating your job performance models, please contact us.  We are a PXT Select authorized partner.