Ignite4Change delivers One-on-One and Group Training in Personal Development –Sales – Sales Management.
Tuesday, December 11, 2012
Ignite4Change: Personal Development: What's your sales enviroment like for 2013?
Ignite4Change: Personal Development: What's your sales enviroment like for 2013?: For Sales Managers Providing an environment of motivation for your sales team is essential. The environment is up to you...
What's your sales enviroment like for 2013?
For Sales Managers
Providing an environment of motivation for your sales team is essential. The environment is up to you. Motivation is a way to provide a winning environment. However, if you want to motivate your sales team there are certain non-negotiables you need to practice every week.
The 4 Laws of Motivation from a Sales Manager to a Sales Professional:
1. Ask for Performance.
2. Positive Reinforcement.
(And then personalize it). Don’t take acceptable work for granted! Thank your sales professionals for the work they do. Praise them every time they improve. BUT, while everyone likes to be recognized, what motivates one may leave another cold----or irritated. Find out what works with each of your people. Ride those key motivational traits all the way to the bank. Use this positive sales management reinforcement by……
3. Building Great Relationships. This doesn’t mean you are ‘hanging with the dude’ at the local night club. But treat your people like real, human beings. That’s what they are and they will respond when your actions show that you respect their individuality and trust their intentions.
4. Refuse to Accept Poor Performers. Tell your people when performance is unacceptable. Sometimes this is a reprimand. Other times you can handle it through coaching either way you are demonstrating that standards matter—and that, in itself, is motivational.
connect for more information tony@pakter.com
New career in 2013
Wanted Executive Recruiters Anywhere in the United States
Work from home or office.
Work from home or office.
We are a boutique executive search company within the fashion/design and creative arenas: Because of our success and aggressive growth plans, we are looking to bring on experience recruiters...
We are highly specialized
and need recruiters who have knowledge either from an agency or in-house career
perspective.
Due to our insatiable appetite for success we are currently looking for recruiters with previous recruitment experience who are money motivated, tenacious, and enthusiastic. You will be educated to degree caliber and enjoy working in a busy, varied and challenging job.
You will:
• Pitch and win retained business (full training provided)
• Excellent knowledge of the fashion/design/creative space
• Proven recruitment experience (agency or in-house)
• Strong client/candidate facing skills
• Ability to prioritize workload
• Relationship builder
• Strong business development and candidate generation skills
• Hungry, driven and highly motivated individual
• Excellent sourcing skills –(headhunter)
we will be able to provide you with internal support and individual training, a huge market reputation and an amazing brand equity! We will also provide an excellent basic salary, a high and uncapped commission scheme and the realistic opportunity to progress through the company.
For more details and to apply please contact Anthony Christodoulou at Janou Pakter tony@janoupakter.com for an informal discussion. 212-355-3197
Due to our insatiable appetite for success we are currently looking for recruiters with previous recruitment experience who are money motivated, tenacious, and enthusiastic. You will be educated to degree caliber and enjoy working in a busy, varied and challenging job.
You will:
• Pitch and win retained business (full training provided)
• Excellent knowledge of the fashion/design/creative space
• Proven recruitment experience (agency or in-house)
• Strong client/candidate facing skills
• Ability to prioritize workload
• Relationship builder
• Strong business development and candidate generation skills
• Hungry, driven and highly motivated individual
• Excellent sourcing skills –(headhunter)
we will be able to provide you with internal support and individual training, a huge market reputation and an amazing brand equity! We will also provide an excellent basic salary, a high and uncapped commission scheme and the realistic opportunity to progress through the company.
For more details and to apply please contact Anthony Christodoulou at Janou Pakter tony@janoupakter.com for an informal discussion. 212-355-3197
Ignite4Change: Personal Development: 10 amazing leadership insights for 2013
Ignite4Change: Personal Development: 10 amazing leadership insights for 2013: 1. Remember that everyone is watching. One of the most important things to keeping mind is that all leaders are role mode...
10 amazing leadership insights for 2013
One of the most important things to keeping mind is that all leaders are role models. You're constantly setting examples, be they good or bad. And your employees will follow your lead and do as you do. Therefore, you must constantly remind yourself that you are a role model. Be cognizant of this truth and let it steer your actions.
2.
Learn from bad examples.
At some point in your career, you'll likely find yourself working for someone you believe isn't up to the job. Don't dismiss this experience as a total loss. This is an excellent opportunity to learn a great deal about what not to do.
At some point in your career, you'll likely find yourself working for someone you believe isn't up to the job. Don't dismiss this experience as a total loss. This is an excellent opportunity to learn a great deal about what not to do.
3.
Make the right decision.
Decision making should be rather easy: Simply ask yourself, "What's the right thing to do?" The right thing is usually easy to recognize, though it may not be the decision you want to make. Nonetheless, doing the right thing almost never gets you into trouble.
Decision making should be rather easy: Simply ask yourself, "What's the right thing to do?" The right thing is usually easy to recognize, though it may not be the decision you want to make. Nonetheless, doing the right thing almost never gets you into trouble.
4.
Say what you are going to do, and then do it.
If you tell someone that you will return a call, do it. If you tell one of your staff you will check into something for them, do it. Few actions will cost you others' respect faster than failing to keep your word.
If you tell someone that you will return a call, do it. If you tell one of your staff you will check into something for them, do it. Few actions will cost you others' respect faster than failing to keep your word.
5.
When a tough decision has to be made, deliver the message yourself.
When call upon to make a difficult decision - be it downsizing a department, terminating a poor performer, taking business away from a long-time vendor or relocating your organization - take it upon yourself to deliver the message. Don't hide behind the staff, letting someone else communicate the bad news. Handling it yourself will force you to contemplate your actions thoroughly and completely understand their implications.
When call upon to make a difficult decision - be it downsizing a department, terminating a poor performer, taking business away from a long-time vendor or relocating your organization - take it upon yourself to deliver the message. Don't hide behind the staff, letting someone else communicate the bad news. Handling it yourself will force you to contemplate your actions thoroughly and completely understand their implications.
6.
Let them know where they stand.
Too often, performance reviews catch employees off guard. To be a leader that people want to follow, you need to consistently let others know what they do well and what areas need improvement. A truly successful appraisal process will see employees receiving the outcome they anticipated because they were consistently advised of their strengths and weaknesses throughout the year.
Too often, performance reviews catch employees off guard. To be a leader that people want to follow, you need to consistently let others know what they do well and what areas need improvement. A truly successful appraisal process will see employees receiving the outcome they anticipated because they were consistently advised of their strengths and weaknesses throughout the year.
7.
Always ask for others' opinions.
When faced with a tough decision, ask your staff for advice. By requesting their opinions on various matters, you show that you value their ideas. You may even hear a suggestion that hadn't crossed your mind. Remember, you're not obligated to do anything anyone suggests, but just asking will bring invaluable dividends.
When faced with a tough decision, ask your staff for advice. By requesting their opinions on various matters, you show that you value their ideas. You may even hear a suggestion that hadn't crossed your mind. Remember, you're not obligated to do anything anyone suggests, but just asking will bring invaluable dividends.
8.
Share your philosophy.
When making decisions, take the time to explain to your staff how you reached those decisions. The more they know how you think, the better they will become at meeting your expectations. Tell prospective employees during the hiring process what working for you is going to be like. Tell them ahead of time what it will take for them to get ahead and what mistakes could cost them. Expressing your philosophy is the first step to getting your staff to repeat your message on their own
When making decisions, take the time to explain to your staff how you reached those decisions. The more they know how you think, the better they will become at meeting your expectations. Tell prospective employees during the hiring process what working for you is going to be like. Tell them ahead of time what it will take for them to get ahead and what mistakes could cost them. Expressing your philosophy is the first step to getting your staff to repeat your message on their own
9.
Personalize it.
Remember the little things, such as birthdays and anniversaries. You don't need to buy a gift, but handwritten notes go a long way. And saying something specific shows that you think your people are worth spending extra time on. Also, remember them during the holidays; give them all the same thing or personalize each gift. Listen throughout the year for things they like, collect or do for a hobby. Nothing builds camaraderie like showing your staff you have a personal interest in them.
10.
Set high expectations.
Set expectations high for yourself and others. Demand quality. Don't give in if you know the work could be better. By setting high personal standards, you also show that your hiring standards are high. This translates into a reputation that you only hire the best, which says a lot to the people who work for you: It means they must be great if you hired them. They develop a great sense of pride in working for someone who only expects the best.
Set expectations high for yourself and others. Demand quality. Don't give in if you know the work could be better. By setting high personal standards, you also show that your hiring standards are high. This translates into a reputation that you only hire the best, which says a lot to the people who work for you: It means they must be great if you hired them. They develop a great sense of pride in working for someone who only expects the best.
connect tony@pakter.comMonday, December 10, 2012
Ignite4Change: Personal Development: Hitting your goals!
Ignite4Change: Personal Development: Hitting your goals!: Are you caught up in your comfort zones? Fear is usually a natural emotional response to a perceived threat. It is an inherent sur...
Hitting your goals!
Are you
caught up in your comfort zones?
Fear is usually a natural emotional response to a perceived threat. It is an inherent survival mechanism that all living creatures use when they are confronted with danger. However, sometimes the fear in unwarranted and the effects on our lives can be devastating!
Fight
or Flight
Fear is an emotional state that triggers the "fight or
flight" response which is a state of hyper-arousal designed to protect us
from danger. In this state we have two options - to fight or to run.
In each case the body requires extra adrenaline to complete the task effectively; if we wish to fight we need more energy in our muscles and heightened awareness and likewise we need more muscle energy to run fats and escape the danger.
Fear can range from slight discomfort and a desire for caution to extreme phobias and terror where your body produces so much adrenaline that you become "frozen" to the spot!
In each case the body requires extra adrenaline to complete the task effectively; if we wish to fight we need more energy in our muscles and heightened awareness and likewise we need more muscle energy to run fats and escape the danger.
Fear can range from slight discomfort and a desire for caution to extreme phobias and terror where your body produces so much adrenaline that you become "frozen" to the spot!
The Effects
of Fear
In the time of our ancient ancestors this was a very advantageous
natural reaction. If we were confronted by a predator then we needed to either
defend ourselves or run to safety.
However, although we rarely require such an extreme response from our body due to 21st Century living "fight or flight" is still an active part of our natural responses.
When we become stressed at work, for example, the brain will often activate this response and cause excess adrenaline to enter the bloodstream. As we cannot fight or run in such a situation this adrenaline is not properly used and it puts major stress on the body.
This phenomenon is even more intense when it comes to phobias and unwarranted irrational fears.
Fear is an emotional response to perceived future events. Although it may be triggered by a current situation fear is always a direct result of your projection of what might happen.
Research shows that 80-90 percent of what you fear will happen never comes to pass!
However, although we rarely require such an extreme response from our body due to 21st Century living "fight or flight" is still an active part of our natural responses.
When we become stressed at work, for example, the brain will often activate this response and cause excess adrenaline to enter the bloodstream. As we cannot fight or run in such a situation this adrenaline is not properly used and it puts major stress on the body.
This phenomenon is even more intense when it comes to phobias and unwarranted irrational fears.
Fear is an emotional response to perceived future events. Although it may be triggered by a current situation fear is always a direct result of your projection of what might happen.
Research shows that 80-90 percent of what you fear will happen never comes to pass!
Fear of
Failure or Success
There are two other types of fear that can debilitate you and stop
you in your tracks; the fear of success and the fear of failure.
The
Fear of Success
Often times we stop ourselves from moving forward in life because
we are fearful of what might happen if we succeed. Likewise, the fear of
experiencing the failure of defeat will often stop us from even trying in the
first place.
Many people harbor an unconscious fear success because striving for success would their limits and launch them into new or unknown situations. Success can also expose a person's weaknesses and force them to confront their flaws.
Success is also scary to a lot of people because it involves change with new challenges and responsibilities which can be a threatening proposal for some.
Other people fear success because they are unsure if they can live up to the hype of their achievements; they feel that they are just not good enough. For many of us avoiding success feels like a safer option, at a subconscious level, and we therefore exhibit many self-sabotaging behaviors.
Many people harbor an unconscious fear success because striving for success would their limits and launch them into new or unknown situations. Success can also expose a person's weaknesses and force them to confront their flaws.
Success is also scary to a lot of people because it involves change with new challenges and responsibilities which can be a threatening proposal for some.
Other people fear success because they are unsure if they can live up to the hype of their achievements; they feel that they are just not good enough. For many of us avoiding success feels like a safer option, at a subconscious level, and we therefore exhibit many self-sabotaging behaviors.
The
Fear of Failure
The fear of failure, known as Atychiphobia, is
equally debilitating as the fear of success. It causes us to procrastinate and
stops us from taking action. Being fearful of failing can usually be traced
back to early childhood causes where a person was demeaned or belittled by
peers, parents or authority figure.
This fear can also be linked to traumatic events in a person's past where embarrassment was caused due to a minor or insignificant failure that has, however, been given a great deal of importance.
This fear can also be linked to traumatic events in a person's past where embarrassment was caused due to a minor or insignificant failure that has, however, been given a great deal of importance.
If you wish to progress within your goals, whether
they be work orientated of personal, you need a strategy/impetus to address
your comfort zones.
For more information on how to - connect with
Tony@pakter.com
Monday, December 3, 2012
Ignite4Change: Personal Development: Are you a great Leader?
Ignite4Change: Personal Development: Are you a great Leader?: What it is that makes a good leader? What characteristics or traits does a good leader need to have? It often seems in our modern world...
Are you a great Leader?
What it is that makes a good leader? What characteristics or traits does a good leader need to have? It often seems in our modern world that one of the most important things that a leader needs to have is a publicity ‘machine’; an organization or company that will present them and their views in the best possible way to the general public. Putting publicity or ‘spin doctoring’ aside, what true characteristics or personality traits does a good leader need to have?
Of course, a leader is not always the leader of a country or a ‘movement’. A leader can be in so many different walks of life, be it business, entertainment, sport, politics, charities etc... But, in whatever field, it seems there are these certain traits that characterize a good leader.
(1) A Vision
I do believe that a good leader needs to have a vision or a philosophy. He, or she, needs to have a personal belief or a set of principles to guide them toward a successful outcome. I believe also that a good leader needs to have the ability to convey their vision to others and to win them over to their side and get them to support their/the vision.
Sometimes, we have seen leaders guided by a corrupt vision or a dogma that leads them to act against the people they claim to lead. People such as Hitler or Stalin may fall into this category. But often we see leaders who have a beneficial vision, such as Gandhi. Good leaders will often eschew personal gain in favor of seeing their vision become reality.
(2) Inspiring
A good leader would appear to be one who is inspiring; that is to say that they inspire people to follow them and support their aims. Their inspiration inspires other people to achieve and bring about change.
When you think of some leaders, such as captains of sports teams, you can see that they, themselves, may not be the greatest or most skillful of proponents. It is their ability to lead others and to get others to produce or perform their best which makes for a good leader or captain. It is their ability to get people to work together, to act as a team and to use their special skills for the benefit of a bigger aim which distinguishes a good leader.
(3) Value Others
Leaders make other people produce their best, either as individuals or collectively. A good leader makes other people feel valued and genuinely values their worth and their contributions. As well as having a vision, a good leader is also a ‘people person’; they know how to influence people, how to win people over and how to make them feel valued.
(4) Takes Action
A leader is a person who takes action, either directly or by encouraging and directing others. A leader is not a person who sits back and does nothing, a leader is not a person who waits for something to happen; unless waiting is what is required in order to prepare for acting at the correct moment.
(5) Confidence
A leader has confidence. They have confidence in themselves; they have confidence in their vision. Perhaps above all, they have confidence in other people and in their skills or abilities. They convey this confidence in their words and their actions and this confidence are distilled into those who work with them.
Ultimately a leader creates change where change is needed but that change is often brought about by encouraging other people to see the value of the change and the necessity of that change. Often it is the skills and actions of other people that bring about the change rather than the particular actions of the leader. It is as if a good leader can identify and support those people who have the necessary skills to bring about the changes that are required.
So there you are 5 traits that, in my opinion, make a good leader. In this time of economic and social difficulties do you or your leaders need to address invoke these similar principles – do you need help?
Ignite4change can do this individually via (coaching) or as a team initiative via (workshops)
Tony Christodoulou
O:212-355-3197
C:917-351-4684 *new
D:917-464-4311
Ignite4Change: Personal Development: Wanted Executive Recruiters New York City
Ignite4Change: Personal Development: Wanted Executive Recruiters New York City: Immediate start!!! Wanted Executive Recruiters New York City Janou Pakter We are a boutique executive search company within...
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