Friday, April 17, 2015

Free Business Coaching for Lightworker Entrepreneurs

Visionary TrainingIf you’re interested in starting and growing a lightworker-style business where you get paid to create positive ripples in the world, here are some free resources from top business coach Ryan Eliason to get you off to a strong start.

First, Ryan’s new ebook The 10 Best Ways To Get Paid for Changing The World is now available for free. Go download it here:

The 10 Best Ways To Get Paid for Changing The World
How To Make A Lucrative Career Out of Profound Service

Second, Ryan released a new Mind Map today to help you improve your business strategy, so you can focus on the right things while letting go of the time wasters. A Mind Map is a single image that shows you how to intelligently connect the dots between different parts of your business. You can download this new Mind Map here:

Client Attraction and Enrollment Mind Map

Third, Ryan’s free webinar training program for lightworker entrepreneurs starts tomorrow, Feb 11th. This includes 10+ hours of free lessons spread out over a couple of weeks. There are specific case studies and examples to show you just how to succeed on this path. Go through the lessons at your leisure. You can sign up for the free training here:

The 2014 Visionary Entrepreneur Empowerment Training

For further details on the free training program, see my previous post about it.

Ryan runs a successful lightworker business. He’s an entrepreneur who makes great money teaching people how to use business as a vehicle for changing the world. He’s been on this path for 20+ years and has an amazing track record of helping people design and launch successful lightworker businesses that actually make money.

To promote his work widely, he gives away a ton of value for free, including a significant portion of his more in-depth training programs. I’ve told him during a previous phone call that given the value of what he provides, I think he actually gives away too much for free and that he should slide more of the free content into his paid program. He noted that he likes giving away more in his free programs than most people do in their paid programs. This approach clearly works for him. Last I checked, he already had 32,000 people signed up for this free training. It’s probably closer to 50,000 by now.

The benefit to you is that you’re going to get a ridiculously generous amount of value just from his free resources. If you want to go beyond that and sign up for his paid coaching afterwards, that’s entirely up to you. That’s why you need to enter your email address to access his free resources. It gives him the opportunity to send you the details on the free webinars as they’re made available… and to encourage you to sign up for the paid program afterwards. I suggest you scoop up all the free info you can, evaluate how helpful it is to you, and then decide if you want to go further with it.

Or you can go work for some corporation doing soulless work for the rest of your life, making other people rich. ;)


Steve Recommends
Here are my recommendations for products and services I've reviewed that can improve your results. This is a short list since it only includes my top picks.

Feng Shui Fest (Free) - Alter your space to increase flow and peace
Site Build It! - Use SBI to start your own money-making website
Getting Rich with Ebooks - Earn passive income from ebooks
Lefkoe Method - Permanently eliminate a limiting belief in 20 minutes
PhotoReading - Read books 3 times faster
Paraliminals - Condition your mind for positive thinking and success
The Journal - Record your life lessons in a secure private journal
Sedona Method (FREE audios) - Release your blocks in a few minutes
Life on Purpose - A step-by-step process to discover your life purpose

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Two Paths for Small Business Success

On my path as an entrepreneur, I realized there were basically two paths that would lead me to some level of business success.

Path #1 was to get really good at marketing and selling. If I could become an expert at persuading people to buy, I could earn plenty of income that way. This path would involve things like copywriting, conversion rates, and search engine optimization. I might not create a lot of products, but maybe I’d only need a few, and then I could learn to market and sell the heck out of them. Lots of Internet marketers use this strategy. Sometimes their material is pretty generic, weak, or even inaccurate, but they know how to sell, sell, sell.

Path #2 was to get really good at creating. If I could become a prolific creator of value, I could afford to be very generous. I could give away copious amounts of free content and let word of mouth do the rest. This would create an interesting relationship with my audience too. My focus would be more on supporting others rather than selling them. If I excelled at this, I wouldn’t need to sell much at all. I could attract a sizeable audience and only need to sell a little here and there. Even a really poor conversion rate could still produce enough income to cover my costs, so I could afford to be very selective and only sell in ways that felt good to me. I wouldn’t have to push people to buy.

Of course it’s possible to do both simultaneously, and many larger companies do, but I felt I’d be better off if I focused primarily on one side or the other. I think that was a wise decision in retrospect.

I chose to focus on path #2 for StevePavlina.com.

I like this path because it generates a lot of support. I like the relationship it creates with the community around me. I get to treat my readers like real human beings, not as prospects or leads.

Instead of focusing on things like SEO or sales skills, I focused on creating lots of quality content. I worked on getting better at helping people. I listened to people to see where they needed help. I didn’t do formal market research. I just applied some curiosity and empathy. I did my best to share my own path of growth and to connect with people. I’ve really enjoyed this path. I like focusing on the creative and community side of my business much more than the financial side.

Most of the people who follow my website don’t pay me a dime — ever — and I’m perfectly okay with that. They still often provide me with other forms of value, such as encouraging feedback, referrals from friends and family, interesting opportunities and invitations, and hugs and smiles in person.

There are many people on path #1 who make a lot more money than I do, with significantly less web traffic. However, they often have a harder time feeling happy and fulfilled on their paths. I think that’s because of the relationships they create with the people they serve — path #1 is more competitive while path #2 is more cooperative.

I often find that successful path #1 people don’t necessarily enjoy their work that much. I’m not saying they hate it, but they frequently have to discipline themselves a lot to get their work done. Then they use the results of their work — namely money — to try to create more happiness, like enjoying nice vacations and acquiring possessions. If they succeed financially, they can spend money to purchase the experiences they desire. Many of them also find some aspects of earning money to be pretty exciting too.

Money is only one way to hold wealth though. Social goodwill is another.

Often when I travel, it begins with an invitation to speak at someone’s event. I usually do that for free. They cover my airfare and give me a place to stay for a while, ranging anywhere from a few days up to a week. At the event I share stories and lessons. I don’t sell anything. I focus on connecting with the people there and encouraging them on their journeys. When I’m not on stage, I like to go around talking to people. I ask them about their challenges. I listen. I share lots of hugs. Sometimes we joke around. I reconnect with some people I’ve met before, perhaps in another city at a different event a few years ago.

After the event I often get some invitations. Let me show you around the city later. Come speak at this other event a few months from now. I’d love to get to know you better and share some cuddle time with you. These invites rarely involve financial transactions. Instead they involve positive exchanges of friendship, support, and fun.

Is it so terrible to run a business in such a way that it makes less money but creates much more happiness, fulfillment, and fun?

Because I receive so much value from my work directly, I already have the kind of life that many people think they need money to purchase. Making a huge sum of money doesn’t inspire me. I already have my expenses covered, and I already feel fulfilled. Now I’m more interested in how I can go even deeper on the fulfillment side, as opposed to racking up more income.

I’ve met a lot of people on path #1, and they’re often stressed or depressed. I usually don’t like the energy in the room when I speak to groups of such people. It’s a cold, calculating energy. People’s hearts feel mostly closed. I usually speak to them about following the path with a heart in business. To many of them, what I have to share falls on deaf ears. They can’t see how it will contribute to their bottom line. But then one or two people will sneak up to me afterwards, checking to make sure no one else is looking, and they’ll tell me how much my talk meant to them and how it validated their own feelings. These are the path #2 people stuck in the path #1 world. I know from experience that they’ll be so much happier if they shift their priorities.

After a very successful path #1 person gives a speech, they have people rushing to the back of the room, pulling out their wallets to put down hundreds of dollars on the exciting “time limited offer” they just pitched. After I give a talk, people often come up to me and give me very warm hugs. Their wallets stay in their pockets and purses.

I know that some people would rather have the results of path #1. That’s fine. If that’s what you desire, go for it. You have my full support.

I prefer the hugs. I love to enjoy the abundant warmth of real human connection in my life. It’s very empowering and inspiring to me, more than any amount of financial compensation could provide. Having lots of loving support flowing through my life is what makes me want to get out of bed early each day and dive into my work. I love to create and share. I love giving form and expression to ideas. I love to encourage and uplift people, whether they pay me or not. I love that my business can help people who can’t afford to buy anything – people that other businesses ignore and disenfranchise. Those same people, however, can still provide a really nice hug, or a fun invitation to connect, or some information that might be helpful to me. Or they can pay it forward and help create more transformation elsewhere in the world, which I also see as a major reward of doing business this way.

Money is the primary fuel for a path #1 business. Love is the primary fuel for a path #2 business.

Money is taxed. Love isn’t. When I receive a hug, I get to keep 100% of it. I don’t have to give some percentage of it away. That would be pretty funny if there was a love tax. Imagine if you received 1000 hugs this year, and you had file a hug return and remit 200 hugs to the IRS. To pay your tax bill, you’d go to their nearest office and hug 200 agents. That wouldn’t be such a bad way to pay your taxes, would it? Imagine how fun it would be to work at the IRS if every day, thousands of people showed up for a hugfest. :)

When you generate a lot of love income, you don’t need as much money. By being generous with others, you can attract a lot of generosity in return.

When I was in L.A. last weekend, I hosted a small meet-up at Cafe Gratitude in Venice. We all greeted each other with hugs and shared some lively and playful conversation together. At the end of the meal, as I was pulling out my wallet to pay for my food, one of the attendees stopped me and said, “Steve, let me pay for your meal.” He also gave me a nice gift afterwards. Then most of us went for a long walk down the beach together, having some great conversations about our personal growth journeys. This kind of flow happens a lot in my life. Technically, some of the people at the meet-up were customers of my business; they had paid money to attend previous workshops of mine. But to me they’re just friends. It would feel weird to label them as clients or customers.

In my experience, path #1 will often do a better job of earning more money. In that world, persuading people to buy does actually work. But I find that path #2 does a better job of creating a flow of positive feelings, support, happiness, and fulfillment. It makes me feel like I’m part of a community that really cares about my success (both personally and professionally) and wants me to succeed. I don’t feel like we’re on opposite sides of the fence, with one person being inside the company and the other person being the outside customer. My business doesn’t have a wall between the inside and the outside. All are welcome to participate with me on this journey, whether they have money to spend or not.

Actually I wouldn’t say that’s quite accurate. Whereas a path #1 business will repel people who can’t buy, a path #2 business, to some degree, may repel people who can’t love. For instance, if someone thinks they’re entitled to personally interact with me in a harsh or overly critical way, I may avoid dealing with them. So whereas a path #1 business may ignore people with no money to spend, a path #2 business may ignore people with no willingness to share love.

In my business there are no sharp divisions between friends and customers. Those labels don’t describe our true relationship. What we really seem to be for each other is fellow explorers on a shared journey of conscious growth. We’re all at different stages on our journeys. Some are very far along their paths. Others are just starting out. What we all share is that passion for wanting to improve our lives, to align ourselves with the flow of inspiration, and to encourage the heck out of each other. We want to live lives that are beautiful to us. And we all need to lean on each other for support now and then.

A path #1 person could easily point out all the things I’m doing wrong in my business, and from a path #1 perspective, I’d have to concede failure in that sense. I’m definitely not earning as much money as I could be. There are many obvious optimizations I’ve failed to make.

But from a path #2 perspective, my business is an unequivocal success. It inspires and encourages people around the world every hour of every day. It keeps me feeling motivated, happy, and fulfilled. It enables me to enjoy a lifestyle that I love. It creates a flow of connections with truly beautiful people. It has even saved some lives. And it still successfully covers expenses and meets my material needs with grace and ease. It may not meet someone else’s definition of success, but it surely satisfies mine.

Of course there are other paths and combinations of paths you could explore as well. I’m simplifying the ideas here to encourage you to consider which type of path inspires you.

Where is your path with a heart in the world of business? Which type of business would you prefer if you were the customer? What sort of abundance would you like to create?

Allow yourself to be a rule-breaker now and then. Don’t feel you have to do what everyone else is doing. Roughly 80% of employees don’t even like their jobs. Why would you want to join them? Learn to start trusting your intuition, even if you can’t logically see how things will work out. Give your own path a chance to prove its merit.


Steve Recommends
Here are my recommendations for products and services I've reviewed that can improve your results. This is a short list since it only includes my top picks.

Site Build It! - Use SBI to start your own money-making website
Getting Rich with Ebooks - Earn passive income from ebooks
Lefkoe Method - Permanently eliminate a limiting belief in 20 minutes
PhotoReading - Read books 3 times faster
Paraliminals - Condition your mind for positive thinking and success
The Journal - Record your life lessons in a secure private journal
Sedona Method (FREE audios) - Release your blocks in a few minutes
Life on Purpose - A step-by-step process to discover your life purpose

If you've found Steve's work helpful, please donate to show your support.
Get Steve's Free Newsletter to stay in touch and receive the newest updates


View the original article here

Learning and Talent Manager

Learning and Talent Manager City of London

A multi-international specialist Financial Services business is looking for an L&D and Talent Manager to join the team. The new hire will work alongside the new Head of Learning and Talent to design and implement talent initiatives.


The focus of the role is on development, retention and talent management. There is excellent buy in from the wider HR team and senior stakeholder group, therefore the L&D Manager will be innovative and creative.


Responsibilities




Design and implement talent initiatives in line with the firm wide talent strateg to drive high performance



Support firm wide performance management processes including performance appraisals, 360 degree feedback, succession planning and promotion



Engage and partner with the HR Business Partner's to help identify and meet specific functional development needs and consult with the business as appropriate



Assist with the effective communication and marketing of talent and development initiatives



Look for creative opportunities to continuously improve existing L & D processes and work with the wider HR team to re-engineer existing processes



Participate and or lead in wider HR projects as required




The successful candidate will have a broad, full cycle L&D background including significant team management experience and a proven track record of developing and delivering line management training.


LocationCity of LondonSalary£60000 - £65000 per annumReference20541/001Contact NameEmma Castillo

A multi-international specialist Financial Services business is looking for an L&D and Talent Manager to join the team. The new hire will work alongside the new Head of Learning and Talent to design and implement talent initiatives.


The focus of the role is on development, retention and talent management. There is excellent buy in from the wider HR team and senior stakeholder group, therefore the L&D Manager will be innovative and creative.


Responsibilities




Design and implement talent initiatives in line with the firm wide talent strateg to drive high performance



Support firm wide performance management processes including performance appraisals, 360 degree feedback, succession planning and promotion



Engage and partner with the HR Business Partner's to help identify and meet specific functional development needs and consult with the business as appropriate



Assist with the effective communication and marketing of talent and development initiatives



Look for creative opportunities to continuously improve existing L & D processes and work with the wider HR team to re-engineer existing processes



Participate and or lead in wider HR projects as required




The successful candidate will have a broad, full cycle L&D background including significant team management experience and a proven track record of developing and delivering line management training.

Apply now


View the original article here

Talent & Development Manager - eCommerce

Talent & Development Manager - eCommerce West London

Creative and fast growing international eCommerce business have an exciting opportunity for a Talent and Development Manager to develop a function in line with the business and its unique culture. This is a truly entrepreneurial and forward thinking environment and an amazing chance for someone to really put their own stamp on a role and inspire the business!

Initial focus will be scoping out training needs requirements throughout the business - from entry level roles right up to the senior management team and across all business areas from Creative, Customer services through to Technical.

You'll develop a strategy and propose the best solutions for delivery against these needs, driving the leadership and management development program forward and designing a program of effective and engaging training activities to cover everything from core business skills, soft skills and everything in between.


The ideal candidate will have:-



Extensive experience working in Learning & Development and strong experience of designing, managing and delivering a variety of development programmes.
Extensive experience of working in Learning & Development including recent experience in an L&D business partnering/management role
A strong network and proven relationships with relevant L&D providers and suppliers
Proven experience in a fast paced, growing organisation where you have had to design and deliver new training programs
Industry-relevant accreditation's in psychometric tools such as MBTI, Firo-b and able to offer profiling and coaching sessions with individuals and teams to support their continual development
Excellent presentation and facilitation skills demonstrating the ability to communicate, engage and inspire
Proven strategic ability, and pride yourself on effectively partnering with your business areas in line with their training need to support delivery of their goals.
A creative approach, and are always looking to identify new ideas but you are also super organised, structured and comfortable with change and facilitating transformation.

If this sounds like something which would excite and inspire you, and you fit the above then please apply.

PLEASE NOTE: Due to the high volume of applications we receive we are unable to respond to everyone. If you have not heard from us within 5 working days of sending your CV then unfortunately you have not been shortlisted for the position you have applied for.


LocationWest LondonSalary10% bonus, fantastic benefitsReferenceBBBH42849Contact NameEmma Richardson

Creative and fast growing international eCommerce business have an exciting opportunity for a Talent and Development Manager to develop a function in line with the business and its unique culture. This is a truly entrepreneurial and forward thinking environment and an amazing chance for someone to really put their own stamp on a role and inspire the business!

Initial focus will be scoping out training needs requirements throughout the business - from entry level roles right up to the senior management team and across all business areas from Creative, Customer services through to Technical.

You'll develop a strategy and propose the best solutions for delivery against these needs, driving the leadership and management development program forward and designing a program of effective and engaging training activities to cover everything from core business skills, soft skills and everything in between.


The ideal candidate will have:-



Extensive experience working in Learning & Development and strong experience of designing, managing and delivering a variety of development programmes.
Extensive experience of working in Learning & Development including recent experience in an L&D business partnering/management role
A strong network and proven relationships with relevant L&D providers and suppliers
Proven experience in a fast paced, growing organisation where you have had to design and deliver new training programs
Industry-relevant accreditation's in psychometric tools such as MBTI, Firo-b and able to offer profiling and coaching sessions with individuals and teams to support their continual development
Excellent presentation and facilitation skills demonstrating the ability to communicate, engage and inspire
Proven strategic ability, and pride yourself on effectively partnering with your business areas in line with their training need to support delivery of their goals.
A creative approach, and are always looking to identify new ideas but you are also super organised, structured and comfortable with change and facilitating transformation.

If this sounds like something which would excite and inspire you, and you fit the above then please apply.

PLEASE NOTE: Due to the high volume of applications we receive we are unable to respond to everyone. If you have not heard from us within 5 working days of sending your CV then unfortunately you have not been shortlisted for the position you have applied for.

Apply now


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Why Customer Service Certifications Matter

There is good reason our society values a licensing/certification system. When one is licensed or certified, whether it is for operating heavy machinery or professionally to offer services, there’s a sense of assurance that the licensee has undergone extensive training and testing to be qualified for whatever operation or service is being performed. Of course, a license or certificate doesn’t guarantee that there aren’t occasional hiccups or errors in judgment, but for the most part, it imparts a level of competency and skill.  

For businesses whose success depends on excellent customer service skills, there are a number of certification options to ensure that customer facing employees are properly trained and knowledgeable regarding customer service delivery. If you’re rolling your eyes thinking that customer service certifications are just another money-grabbing scheme, think again. Certification should be an extension of your training. It adds another level of accountability and validation to the investment you’ve already made in training. Let’s explore why you should consider making the investment in certification programs.

Customer service certifications—what and why

When your company invests in training, you want some sort of assurance that your training dollars were well spent. Training isn’t effective if it isn’t retained. Certification is one way to ensure that what is taught in training is learned and implemented, in addition to standardizing best practices. Taking training to the next level through certification is more than putting a nice certificate on the wall. Certifying what is learned through training is another way for managers to hold employees accountable. Managers can focus on bigger-picture issues when they trust that their direct-reports can put into practice what has been learned through training. In addition to providing a tangible way for managers to hold employees to higher standards, certification also empowers employees. When employees feel invested in, they are more likely to take pride in their work and stay with a company longer. Engaged employ­ees are often more cus­tomer focused, which often leads to higher sat­is­fac­tion, loy­alty and reten­tion. Certification helps promote a shared culture of customer service excellence and gives employees a goal to aspire to. Employees who have completed the certification process can demonstrate to others that they’ve reached a certain level of training and are invested in their own professional growth by keeping their certification current.

Certifications related to the more technical aspects of our industry are also important indicators to customers and colleagues. Similar to customer service certifications, when technical representatives achieve their certification, whether for diagnostics or other technical proficiencies, they demonstrate to others that they are skilled and capable.  As service delivery options become more technical in nature, and response time to service customers shortens, having competent, well-trained employees are critical if a company is to remain competitive.

For certifications to have any teeth, they should be related to training courses that the participants have completed. There are a number of companies that offer customer service certificates, but you want to ensure that the certificate means something to your organization and provide your management with tools to take your customer service to the next level.  

Take your training investment to the next level

Certification is more than training completion.  To achieve certification in either customer service or technical expertise, the participant has demonstrated that s/he has gone beyond the fundamentals of training and has reached a level of competency or excellence that is more rigorous and demanding.

Having well-trained sup­port staff who have achieved proficiency and are proven competent, allows you to reduce call times and attain higher first con­tact res­o­lu­tion rates. With these per­for­mance gains, your organization will be able to mea­sur­ably reduce costs while increasing efficiency. Consider taking your training investment to the next level by encouraging certification.


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Thursday, April 16, 2015

2014 Year in Review || GCC


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Don’t Ignore These Signs to Grow as a Leader

The signs that it’s time to refine your leadership style are sometimes subtle. They can be easy to ignore and self-reflection isn’t always an easy task. Take the time to evaluate your current effectiveness from two vantage points: internal and external signals.

From your internal (or personal) perspective, here are some signs that suggest your current leadership style might not be working for you:

You experience negative emotions about work at least once a day – frustration, anger, weariness or resistance to the work at hand or to certain people.You wonder about your health and wellbeing more than once a week or it is a constant concern in the back of your mind. You find yourself uninspired. The idea of being in your current role in two years makes you dream of quitting, even without an enticing career alternative.  You begin missing meetings or confusing appointments on your calendar and aren’t sure why.

From the external (or constructive criticism) standpoint:

You were surprised by the content from a review in the past eight months.Your career seems stalled. Others are being promoted around you and your next logical career step isn’t clear.Your comments or emails are met with hostility or dismissal.You are experiencing a personality clash with more than one person.  

If any of these signs apply to you, now is the time to address your leadership style.

Here are some simple steps to try: 

Realistically assess where you are. Create a file on your personal computer or in your home office and put all your feedback in one spot. Jot down the feedback that bothered you over the past year. Keep track of positive, constructive and negative feedback. See if you are receiving similar feedback from more than one person. Pay attention to the input as an unbiased resource – as if you reporting to the police or a doctor. You want to identify themes, not judge them. Look for themes to guide your development areas.   

Tackle persistent self-awareness themes. Self-awareness demonstrates integrity, congruency and a desire to be at one’s best. Own your development areas. No one is perfect – it’s what people do to balance their vulnerabilities that can make a big difference.  Small steps can yield big results. Always late? Drop one thing per day from your to-do list. Interrupt often? Write down your interruption rather than speak. Control freak?  Find one thing to let someone else perform and praise their results without feedback. Watch for changes in how people treat you over the month.

Have a picture or plan for what these changes could bring you in three, six and twelve months from now. If visualization works for you, picture how it would feel to walk into your office with specific changes in place. For example, visualize how it would be to start each morning knowing your entire action list could actually be completed at the end of the day. Imagine that every interaction would be welcome because it wouldn’t contain a reminder of something promised that is late or forgotten. The idea that you could have even one day like that can motivate you to make changes.

Create a simple, written plan for what you are going to do for 30 days – then do it. Look at your plan every day, even more than once. For example: 

Keep an action list of everything you will do daily and remove two items.  Don’t defer…take them off. If your objective is to be more self-aware, find an assessment and try out one suggestion in the assessment daily for 30 days. Find a partner to work on your leadership styles together. If you want to be a better listener, count the number of times you interrupt others or cut them off. Invite someone you trust to do the same and compare numbers. No judgment…just the number. 

Finally, make this a monthly activity. Think about what you want your internal and external feedback to be and what you want to be known for as a leader. Then get started. Your style is evolving with or without thoughtful input, so take the necessary steps to be more of who you want to be.

Gwen Parks is a respected global expert in leadership and team success.


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