Leadership is critical, when it comes to managing other people and getting returning customers. If we do not understand the psychology behind it, we are going to spinning our wheels.

Most people think, influencing others is like manipulating them. If we want to manipulate others, just because our sale is the goal, then sooner or later we are going to lose our clients and business, because “the rhythm” of any business lies within the relationship between you, your customers and your team.

Business is a repetitive process, the way we treat people ones is going to determine any future interactions with those people, and every successful leader knows that returning customers are the ones that maintain and grow your business.

So we need to know what we can do to create better future interactions with our team members, customers and partners.

We want to establish some work ethic that sustains our credibility and trustworthiness, this is what leadership does.

Let’s get a little deeper…

To be a successful leader, we have to understand some important principals:

 

Principal #1: The Only Limitations We Have Are Those We Set To Ourselves

We do not operate on this world directly. We establish some sort of a belief system that determines what’s possible and what’s not. Then through that belief system or module of reality, we make things happen.

Even our self-image is determined by the beliefs we hold as “who we are.” We simply become who we are that’s related to the belief system we hold in our heads.

Just as if we drive a car on a road. We do not operate directly on the road, but the car does.

So that’s a good example of operating indirectly to a given action. That’s exactly the same with our beliefs.

We have to¬†first establish a belief about something, before it happens, that’s going to determine the direction of our life.

What this has to do with leadership? Well powerful beliefs shape or define people as who they are, and if you know how to change another person’s belief, you are having the ability to influence that person into the direction you want them to go.

This is very powerful stuff, and if you use it ethically and correctly, you are going to be a great leader.

 

Principal #2: Beliefs Determine One’s Destiny.

We all have certain value system that determines our goals and desires, it determines the way we think, pursue, react and act upon things. The beliefs you hold about yourself are going to be reflected to others, and they are going to respond back to you based on those beliefs.

All people have a value system that is telling them what’s right and what’s wrong. Well, those beliefs are like a fence, they are setting limits to what we can achieve, because what the mind conceives it can achieve.

If we believe in a certain way that things aren’t going to work, we’ll find proactive ways to support that belief.

 

Principal #3: Wisdom Comes From Multiple Perspectives

People make decisions that aren’t based on the information you give them, but how well that information fits their particular model of the world, reality or a belief system. We all have different beliefs, thus we all live in different worlds, based on those beliefs.

It is insane to think that we all interpret this world in only one way, that’s not the case. Different people see the world differently, because they have different models of the reality that are determined by their beliefs. Their inner reflection is what mirrors out their outer world. They only see what they believe in.

The world is interpreted by series of events and circumstances that form beliefs, based on one’s previous experience. If you change one’s belief, you change their view of the world – it is very powerful.

Successful leaders know the beliefs of others, they see through their experiences. Leaders have the ability to see things through multiple perspectives – and that’s key!

If you look the world through another person’s eyes, you are going to draw a very different picture from your own.

That’s why, if you understand what’s like to be another person, and see their desires, fears and frustrations, you know how to influence them. You know how to put them into a direction that’s consistent with their own values. And they can’t do anything but follow you, because they want badly the direction you outline for them. That’s because you understand them, and they know it.

If you just manipulate others, you are going against their values and current models of the world or beliefs, because you want them to do something that’s associated with your OWN values, not theirs. That’s the difference between influencing others and manipulating others, even through the line that separates both is very thin.

 

Some Beliefs Hold People Back From The Success They Want

Those beliefs are often a contradiction of what one can achieve. That’s why successful leaders “destroy” unproductive beliefs and plant new seeds in one’s mind to give birth to more productive beliefs .

In order to do this, people have to trust you, because if they do not, challenging one’s belief can become defensive and unpleasant.

People even FIGHT for what they believe is true, so if they do not trust you as a leader, there’s almost no way of destroying one’s unproductive belief.

Because simply you are giving them different ways to view the world, and they have to accept it as practical and possible in order to change the beliefs they hold within themselves.

 

So, How To Destroy Or Attack Unproductive Beliefs?

I’ve prepared for you a FREE pdf report that’s going to give you very powerful techniques to attack a person’s belief or your own for better performance and results.

Subscribe to the form below to get an instant access… also you are going to be subscribed to my email newsletter.

So enter your current email address below to get an instant access to the PDF Report.

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Leadership is at the core of every successful entrepreneur and business owner. However, most people do not really understand what’s leadership and how it works.

But here I am going to reveal to you some of the biggest leadership problems and how to avoid mistakes when it comes to getting people together that are working toward a common goal.

Few years ago, when I was working at a three star restaurant in NYC (according to New York Times), trying to make a living, and paying my bills, the management there seemed to barking orders and trying to tell me what to do all the time. That was not just with me, but everyone who worked there. They were trying to tell what other people to do for better performance, and acting out like “the boss” and projecting fear and guilt to those who did not perform well.

What’s wrong with that, you may ask yourself? Here’s what I found out as a result of trying to tell another person what to do and showing some “authority” so that they can do a better job.

The people who worked there, they were not only doing what the managers wanted them to do, but often they did things in the opposite way, having their own agendas. Is that really represents the incompetence of the employees of this restaurant? Or the incompetence of the management team?

To be honest, I do not know. But if you try to be over others (even if you are the business owner) you are probably going to get away with this, in the first 2-3 months. But if you preaching at others, if they make mistakes, or not performing well, then we really have a problem.

If you even have great people on your team, but for some reason they make a mistake, and if you yelling at them for not doing the job right, or whatever, you are not only destroying that person’s dignity, but also that person is losing the respect of you. This may lead to serious problems down the road.

 

Here are some common leadership problems, and how to fix them:

1) Never criticize those who work for you, because of a past event. We all make mistakes, but you do not want to criticize your staff for something that already happened, because there’s no way of changing that – the damage is already done. So how to react upon such situations?

When they make a mistake, let them accept responsibility for it. They have to admit for making that mistake, because if they are not emotionally attached to that mistake, it is very likely to be repeated or even worse – not caring too much about it. Let them tell the truth, and what did they learn from that mistake. Try to focus the conversation on the lesson, the learning experience, not on the mistake itself.

Focus on the future, not on the criticism, just discovery. Find out what caused that mistake, and what can be done next time so that it may not be repeated. Simply because you can do something in the future, but you can’t change the past – mistakes live always in the past.

2) Never show any negativity. If the mistake has damaged and cost you a lot of money, get over with it. You have to position or structure your communication with them in a way that’s going to make them feel empowered, supported and stronger. You do not want them to feel bad about themselves, because this is going to affect their performance in the future in a negative way.

3) Never bark orders, and tell others what to do. Unless you are a big business with 500+ employees that can hire people with no skills, and take years to train them, as a small business owner, you want to always pick the best people for the job. You have to be able to take the fruit that falls off the tree, only the best people. And simply, if you tell them what to do, or trying to teach them something in what they are really good at will be a complete non-sense. You are the supporter now, providing them with everything they need to make things happen. If you are acting like the boss, and trying to take the authority on the subject, by showing them things, they are going to feel intimidated, and not showing their full potential, because of the chains you put around their hands.

You want to let them fully express themselves in the work they do, in the way and the style they are most comfortable with.

I did not figure out non of this on my own. All those concepts and ideas I’ve learned from Brian Tracy, who has dealt with over 10 companies, and thousands employees in the last 30-40 years.

I highly recommend his book on leadership, because it has some modern ideas and aspects of leadership which “traditional leadership” education does not teach. Get a copy of “How The Best Leaders Lead” by Brian Tracy


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One of the main reasons for any business failure is the lack of knowledge by management. Almost 90% of businesses fail, because of poor management and leadership.

Best leaders select, motivate and guide people (team members, customers, partners) to achieve results. It is not just the ability to communicate information and ideas, but successful leaders communicate a vision to other people.

 

Vision

Having a vision, is the ability to construct a reality or an outcome that doesn’t yet exist. It is a future that does not exist yet, but the vision is used as a template for driving people toward that outcome. This is what motivates them and moves them toward the desired goal.

Simply, a vision brings group of people together, by developing conditions and circumstances in which the group can engage in practical actions.

All you have to do is to put a picture in their heads, that triggers emotions. If you get this part right, you’ll get people involved in your business that make things happen.

Emotions are the most powerful driving force toward an outcome or an action. This is what moves people toward the desired goal or away from failure.

Before you go motivating and influencing others, you have to learn how to motive and influence yourself. Leaders always lead by example, not by telling others what to do. Because if you do not “walk the talk” simply you are going to lose the respect in others.

 

Motivation

Let’s talk about motivation, because any successful leader posses this critical ability in the influential process.

Motivation builds the bridge to action. We do not have control over other people, but we can engage them in a way that make them feel good about their decisions.

Here are the 3 motivational factors we must consider when it comes to motivating and influencing others:

1) Power – people who are under this category are usually seeking authority, control and influence. Those people are either toward power or away from weakness.

2) Affiliation – people who are under this category are seeking love, acceptance, validation and friendship. They are motivated toward affiliation or away from rejection.

3) Achievement – in this category, those people are seeking for goal setting, goal reaching, accomplishment, and progress. Those people are motivated toward achievement and away from failure.

If you learn those three categories pretty well, then you are going to be certain in advance about other people’s behavior and conditioning. Of course, some people are involved in more than one category, and some category can be mixed, depending on the individual, but these are the overall motivators that engage people emotionally.

You can also use those 3 principles to engage your customers, not just your people who work in your business. If you know your customers well, and using those principles I’ve outlined above to structure your content or information products, you are going to gain raving fans that like you and trust you even more.

If you really want to learn how you motivate, hire and keep the best people, developing a powerful vision that inspires others and how to build a winning teams, I recommend you checkout the Brian Tracy’s new book called “How The Best Leaders Lead.” Some of the ideas outlined in this articles are from there.

Get it today! – And transform yourself and your business!


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