Business Webinar

June 10 2015

Rock your business & brand into shape

ftyang Archive, Business Webinar business webinar, Isabelle Mercier Turcotte 0

Date: June 3, 2015

Name: Rock your business & brand into shape

Presenter: Isabelle Mercier Turcotte

Sometimes leaders need to understand it is not the vision that is holding them back, it is the setup of the system in business that needs to be fixed. This webinar, hosted by Isabelle Mercier Turcotte, the co-owner of LeapZone Strategies Inc, will discuss branding strategies to help leaders setup the right business for their success. This presentation will establish the right thinking for leaders who want more freedom and turn their business model into a money machine.

Isabelle Mercier Turcotte is the co-owner of LeapZone Strategies Inc. She identifies herself as the brand builder and brand catalyst. Turcotte also hosts LeapTV and she is one of the North America’s top business influencers. She was awarded the 2003 entrepreneur of the year and the best selling author. Moreover, she has the passion to help leaders to boost their business to the right strategic direction.

Many leaders want to do their businesses in their own way. Turcotte mentions people are good at the skill, but do not know how to implement the right and suitable business model. They need to right ingredients in the right order to generate the best possible business model.

Turcotte believes there are 5 main reasons why people are frustrated from their business. People feel they are stuck in a rat race. People provide too much discount that their customers are not getting right value. There are too many high-maintenance clients. People are not educated to know when to raise prices. Lastly, people do not now the way to reduce workload.

Based on stats, Turcotte states only 6% of entrepreneurs ever make it to 6 figures. There is less than 50% of all small business owners exceed 50,000 revenue per year. Moreover, over 90% of owners discount their services because their clients are not seeing the true value. Turcotte believes people do not buy what they need, they buy what they want. This results of leaders working 25% more time at work to accomplish 45% less work.

“Most people live in urgent mode instead of planning mode”

Turcotte shares the 7 warning signs for leaders who will have a potential risk in their business.

The first sign is that there are not enough hours in a day to put out fires. Leaders are putting their clients’ problems in front of their own. This will jeopardize leaders’ business growth. The second sign is leaders’ business is stuck and the net income looks like a rollercoaster ride. The bottom line on the statement of earnings is inconsistent. Turcotte empathizes that usually actions 3 months ago will dictate the current financial situation. The third sign is unpredictable schedule. Leaders push aside their schedule to meet clients’ expectations. Leaders need to know they are in control of their schedule, not their clients. The fourth sign is high maintenance clients. High maintenance clients are at risk of not paying at the right time. The fifth sign is that leaders believe weekends and holidays are myth. Leaders are not taking the necessary time off to be recharged. The sixth sign is leaders lower their prices to get business because clients are not getting the value leaders provide. The last sign is unclear communication. Leaders are not defining themselves the difference between them and the competitors.

Turcotte indicates many leaders are making one fatal mistake of not having the right business architecture. With the right business architecture, the system will produce the right result. Turcotte defines a business architecture is the planning, designing and implementing of a system that allows leaders to deliver the genius in a meaningful, efficient, consistent, and profitable way. Moreover, business architecture represents the DNA of business.

Many leaders do not know what the right business architecture looks like because their mind never recognize it before. Turcotte shares the 5 factors that make up the right business architecture.

Factor #1: Brand foundation

Turcotte believes any business architecture must build by the right foundation. Foundation includes the mission, promise, ideal clients, purpose, x-factor, value, and story. The foundation has the ability to trigger clients’ emotions and trust and impact how clients feel.

Factor #2: Vision and planning

Turcotte believes leaders need to determine the 5 year vision, 12 months goals, 3 months play, and weekly actions. Leaders can reverse engineered the planning to clarify their priority and actions.

Factor #3: Systems and process

Turcotte believes a great business architecture requires a great system that can be come a lead magnet. The system needs to have the ability to qualify, propose, renewal, and follow up with clients. The system should generate new leads consistently.

Factor #4: Policies and boundaries

Turcotte wants leaders to understand what they are expecting from their clients and what clients are expecting of them.

Turcotte requires leaders to have performance measurement to keep track their financial performance, such as gross income and profitably ratios.

If leaders are missing any of the factors, they will lead their business into chaotic. Turcotte believes the original purpose for many people to start their businesses is to have more freedom, flexibility and money. With the right business architecture, they can attract ideal clients that will understand their true value. The sale process will be consistent and organized that provides a powerful experience. Revenue and freedom both can increase. Schedule will be based on leaders’ rhythm. Moreover, productivity will increase with less input time.

Many leaders are still trying to figure out their business architecture by trial and error. This will take up a massive time from leaders. Alternatively, leaders can hire coach to implement the system one on one.

“Building architecture is a journey, not an event”

June 7 2015

Zero to Multimillionaire

ftyang Archive, Business Webinar business webinar, T Harv Eker, Zero to Mutlimillionaire 0

Date: June 2, 2015

Name: Zero to Multimillionaire

Presenter: T. Harv Eker

Many leaders do not have the right mindset to pursue the success they are after. Moreover, leaders are leading themselves to the wrong direction without even knowing it. T. Harv Eker, the author of Secrets of Millionaire Mind, will discuss his successful mindset strategies to many leaders who are looking for ways to change their financial lives in his newest webinar, Zero to Multimillionaire. This webinar will analyze and discover the right financial path that leaders have blocked over the years. In addition, T. Harv Eker will share his methods to mitigate leaders’ financial struggles.

T. Harv Eker has helped million of students to reach their financial freedom. Eker shares his secret to success to people around the world with his book, Secret of Millionaire Mind. Eker believes many people are taught with the principle of getting rich and stay in middle class; however, Eker believes people need to discard the traditional principle and focus on what it working in the current world. Eker shares a concept that if people are not doing well, it means there is something they do not know about. Rich people do the same way as other rich people. Therefore, information can make the difference and people need to learn the difference.

Eker shares 5 lessons that many rich people do in their road to financial freedom.

Lesson #1: Own your own business

Many people want to be rich, but they are following other people’s rules. In order for people to control their path, they need to be the one who are making and changing the rules. People want to be in charge and creative; therefore, they should not be bounded to get approve from others to get things done. Eker believes people need to put themselves in the position where rich is possible. Rich people put themselves in the environment of opportunities to achieve their financial freedom. Over 90% of rich people work with people who are rich.

Eker emphasizes the number 1 rule for wealth is not to put limitation in the income. When people are employed, they get paid by time, which means it is limited. It is possible to get rich from employment; unless they are great money management or investors.

People still prefer security over rich. Eker believes job and rich are not together. 80% people fail because they do not know what they are doing and they stick to it. However, rich people have the mindset that if they fail, they will proceed to new one.

“If your time is limited, your income is limited”

Lesson #2: Focus, focus, focus

Many people think if they have more business, they can be safer. Eker objects this idea because people with more business will lead to broke. The concept comes from the power of energy. It takes a massive energy to launch a business. If people diversify their energy, it will lead to failure because the energy are scatter.

Eker mentions rich people have many business because they do that after they get rich. It is important to remember that rich people do not get rich from diversify, rich people get rich from focusing on one area at a time.

Multiple Stream Income is something people should not be focusing right away. If people work too much at once, they will crash and fail. Eker believes people should think about Multiple Stream of passive income instead. People should continue earning income, but at the end, they will still need to focus on one.

“Focus, power, and then succeed”

Lesson #3: Do what you love

Many people still separate business and enjoyment as different categories. They are bounded to believe they should never go together. Therefore, people are searching for the right business. Eker believes it will not work. Passion will lead to opportunities and people will proceed it if they enjoy the process. Many people are in the business that they do not love because they are following other people’s passion.

Eker discovers enthusiasm is the greatest sales factor because it can transfer energy to other people. By doing business with passion, people tend to stay in the business longer. People are looking for exit in their current situation because they do not like what they do.

Eker wants people to think about what they do in their spare time, the topic they are looking at when they are buying magazines, and discover the natural talents they can do.

Lesson #4: You are the root of your success

Many people are in their business because it is a hot or a trend business in the economy today. However, they will discover they are not as successful as the person beside them. Eker believes perhaps it is not the business, it is their inner self.

Eker believes personal development is extremely important. It will help people to do something different. They can discover their inner belief, character, and habits. It can also see the flow and understand the true root of failure. Thoughts can lead to feeling. Feelings can lead to actions, which can lead to result.

It is necessary to make the inner change. Business growth depends on the inner self. People must take full responsibility of their actions. Eker believes the reason people are not getting rich is that people do not have rich people’s habits. Eker wants people to eliminate the unsuccessful habits and start to develop success habits. If people wants more money, they need to be better first.

“If your habits are not creating the success, it will never create success later”

Lesson #5: To get paid the best, you must be the best

Athletes get paid based on their performance. This principle applies to business and people are not aware of it. People are not doing their best to achieve their result. Rich people are good at what they are doing and they are continue to practice over and over. They learn and study from other people and they are willing to put 100% attention to their work.

It takes at least 10,000 hours of practice to master one skill. However, many people will not take what it takes to be great. They rarely question the work behind success. Eker suggests people to study, train, and practice to be the best.

Formula of Success

Eker indicates it takes the “right vehicle”, the “right knowledge”, and the “right you” to become successful. People will struggle if one element is missing. Business is a learnable skill and every master is once a disaster. People need to learn to succeed. If they are going to work hard, they might as well get rich.

“Simple is better than complicate because simple is at least usable”

April 11 2015

4 steps to a 6-figure speaking career

ftyang Archive, Business Webinar Brian Tracy, business webinar 0

Date: April 7, 2015

Name: 4 steps to a 6-figure speaking career

Presenter: Brian Tracy

Speaking can be a career for many entrepreneurs because speaking is one of the best ways to deliver messages to their audience. Moreover, professional speaking career is considered to be one of the highest pay careers in the world. This webinar presentation invites Brian Tracy, the CEO of Brian Tracy International, to share his insight of what it takes to become a successful speaker. All entrepreneurs can benefit his strategies and improve their public recognition in their industries. This webinar will demonstrate the importance of professional speaking skill.

Brian Tracy has over many years of professional speaking experience. In addition, Tracy has released many webinars, courses and workshops for entrepreneurs to improve their leadership skills, especially speaking skill. Tracy defines there are 3 important facts about professional speaking. First, speakers are made and not born. Tracy believes everyone starts at the beginning when they start their career and every master once is a disaster. Second, professional speaking takes hard work and persistence. It is never easy and entrepreneurs need to treat this as running their own businesses. Tracy indicates speakers need to be resilient throughout their speaking career. Third, with the right training, anyone can become a professional speaker and earn a great living.

“Every speakers at the top 10% starts from bottom of 10%”

Professional speaking is a business. Entrepreneurs need to focus on business side. Tracy shares many people focus too much on the fame instead of business and their career will lead to failure. Many people fail because they only concentrate on money.

Successful speaker has a strong message. They express through passion and turn it to money. Furthermore, Tracy believes number of money is equivalent to number of marketing that position entrepreneurs themselves as speakers in the market.

Tracy believes speakers need to provide value. Entrepreneurs earn money by filling the gap between the audience at the current stage and the audience at the future stage. They fill the gap with values and insight through speaking. Speakers have an important job and that is to solve audience’s problem. Speakers can change audience lives through speaking. Tracy mentions entrepreneurs can raise their speaking fees as long as the values they provide to the audience is higher than their investment to hear entrepreneurs speak.

Tracy shares his 4 critical steps to become professional speaker.

Step #1: How to determine and set speaking fees

The speaking fee depends on speakers’ content, qualification, and purposes. Tracy shares the list of elements that can improve speaking rates.

The level of expertise on the subject
The length of the talk
Amount of time entrepreneurs will be speaking
The ability to sell from stage
The location of the engagement
The size of the audience
The potential to gain new clients from the engagement

Tracy suggests entrepreneurs to find out their competitors’ rates. The entrepreneurs’ rates should reflect based on their competitors. Entrepreneurs need to position themselves with a better option; therefore, entrepreneurs should set at least 3 kinds of rates: announce, negotiate, and lowest accept.

Tracy provides 3 ways to provide more values to audience.

Offer a bonus or free gift to the audience
Offer to speak for longer
Offer a risk reversal guarantee to build creditability

“The key is not to charge less, but to offer more values than your competitors”

Step #2: How to find speaking engagements

Engagement is in the audience. Tracy recommends entrepreneurs to network before and after the talk. Entrepreneurs can ask the organizers to refer them to someone else because based on stats, 85% of clients are from referrals, recommendations, and testimonials.

For entrepreneurs who are starting their speaking career, Tracy recommends not to spend resource on advertisement to find clients. They should figure out their target audience by asking these five questions.

What kind of people will benefit from the subject matter?
How old are they?
Where are they located?
What do they do for living?
What kind of companies do they work for?

Entrepreneurs need to be persistent by figure out the industry that serves the audience. Entrepreneurs can locate the local clubs, organizations, colleges, universities and networking group to get them out front of the crowd. Stage time is important. Moreover, entrepreneurs can use meeting and conference directories to locate local events or by joining LinkedIn groups to connect with audience.

Step #3: How to position and market yourself as a speaker

Due to advanced technology, there are more opportunities for professional speakers in this generation. Entrepreneurs need to find ways for their audience to link to their marketing assets.

Tracy shares 3 important marketing assets that can help their searchable online presence. First, entrepreneurs need to have a website that illustrates who they are, what they specialize, and why should people hire them. Testimonial and social proof can benefit entrepreneur’s reputation. Second, entrepreneurs need to have blogs to showcase their expertise. Last, entrepreneurs need to connect on social media. Social media can extend their reach and entrepreneurs need to be included in large online dinner table conversation.

Step #4: How to negotiate contracts and deliver powerful talks

Speaking is all about values. Entrepreneurs need to determine their top of expertise. Tracy wants entrepreneurs to figure out what subject matter are they most knowledgeable about. Entrepreneurs should figure out what kind of advice people usually request and expect. Moreover, entrepreneurs need to be on a subject that they are passion about.

Entrepreneurs need to know the content inside out. People will view speakers as experts and thought leaders. Tracy believes speakers must know 50-100 words on their subject for every word they speak; otherwise audience will know they are speaking off top of their head. Audience can sense speakers who are lack of knowledge by how well they prepare.

Tracy believes speakers need to prepare in advance. Without preparation, speakers will lose the audience’s respect and loss creditability.

Entrepreneurs should prepare who they speaking to because each audience is different. There are 5 audience research elements: average age, gender ratio, occupation, average income and average level of education. It is important to let audience feel speakers are talking directly to them.

“Negotiate not to sell yourself short and not to say yes to every deal”

The average speaking rate for entry-level speaker is $2,500 per keynote speech. The intermediate or advanced speakers can earn $5,000 to $7,500 per keynote speech. Tracy shares the speaking formula for speakers to determine their required engagements per year.

Speaking income goal / speaking rate = engagements per year

Entrepreneurs can earn their speaking rate by raising experience. Entrepreneurs need to be 100% confidence and comfortable of the fee they charge and do not afraid to say “no”.

March 29 2015

The Fastback to Freedom – 8 critical elements to becoming financially free quickly

ftyang Archive, Business Webinar business webinar, T Harv Eker, The Fastrack to Freedom 0

Date: March 24, 2015

Name: The Fastback to Freedom – 8 critical elements to becoming financially free quickly

Presenter: T Harv Eker

Many entrepreneurs pursue freedom in time and money. Moreover, entrepreneurs are looking for the ultimate direction towards their financial freedom. In this webinar, T Harv Eker will introduce the 8 elements for entrepreneurs to achieve their financial freedom quickly. T Harv Eker is a top motivational speaker and author. He designs many programs that support many entrepreneurs to breakthrough their beliefs and obstacles. This presentation will inspire many entrepreneurs to expand their limitations on financial freedom.

T Harv Eker starts his journey by changing his misconception of the words “money” and “freedom”. Eker originally believes making money is the only element in the financial game, but he later realizes money is the only factor of the equation. Even if entrepreneurs are rich, they still need to keep the money to continue working. Ever emphasizes it is all about choices. Rich is not equivalent to freedom because their both strategies are different.

Eker will direct entrepreneurs to the right direction of financial freedom. With the right strategies, entrepreneurs will reach financial freedom faster than ever.

Eker designs the Freedom First Formula and he will share his 8 steps of freedom first formula

Step #1: Have a goal and have a plan

Entrepreneurs need to have clarity. They need to know exactly how much they need to be free. Eker is not referring this to net worth, yet he wants entrepreneurs to focus on passive income. Eker mentions entrepreneurs should know how much passive income is enough to live in their desire lifestyle. This will determine what strategies entrepreneurs need to approach their destination. Moreover, many entrepreneurs do not have a freedom plan.

“No plan, no way”

Step #2: Freedom mindset

Many entrepreneurs have a preset mindset from their parents mindsets. Eker believes it depends on the choices. If entrepreneurs continue to have non-support thoughts, they will never achieve financial freedom. Therefore, Eker suggests entrepreneurs to be aware of their mindsets.

“Revise income strategy by changing mindset on their limitation”

Step #3: Spend less than you earn

Entrepreneurs need to accumulate their wealth immediately. The wealth is considered to be entrepreneurs’ soldiers. If entrepreneurs get rid of their soldiers, they will not have anyone to help them fight for their battle. Eker believes it is critical to be aware how much they earn. Entrepreneurs need to understand where they spend their money. By eliminating the unnecessary expenses, entrepreneurs can start compounding their wealth. Eker shares rich people think long term and have one eye in the present and one eye in the future. Furthermore, poor people have both eyes in the present and blind in the future.

Assumptions are created by people and people are the creature of human behaviour; therefore, if people think they can spend their money now, they can assume they can spend the money later. Entrepreneurs tend to do what they do before, so Eker suggests entrepreneurs to start accumulate wealth right away.

Step #4: Manage your money or money manage you

Eker believes rich people can be good money manager and poor people are poor money manager. A good managing money system is to separate their wealth into different accounts with different purposes. Eker wants entrepreneurs to think money as baseball, and money cannot play on one position to win. Therefore, they need to put in different accounts for different functions.

Eker suggests entrepreneurs to have this habit and miracle will come. In addition, bad money managers will lead to disaster.

Step #5: Earn a lot more money

Eker have the theory that more entrepreneurs start with, more it can come in. If entrepreneurs can earn more, financial freedom will come faster. However, people are stuck or limit to their earnings. Anyone can earn more by changing their strategies and actions.

Eker shows money can come from other people. In order for other people to give entrepreneurs money, they need to solve people’s problems.

“I am a problem solver”

If entrepreneurs have solutions for others, people will support entrepreneurs. The more problems entrepreneurs solve, the more earnings entrepreneurs can make.

There are 3 factors that prevent entrepreneurs to earn more earnings.

Entrepreneurs do not know the main problem
Entrepreneurs do not articulate the problem
Entrepreneurs do not solve problems for a lot of people

Eker believes entrepreneurs can set a business to help people. Anyone can do it if there is a system to help others.

Step #6: Power of appreciation

Entrepreneurs need to look for values to increase, and reinvest the appreciation for compound. Entrepreneurs need to reinvest to grow wealth. The issue is entreprenurs do not know how to invest, so they either loss hard earning money or let money do nothing. Eker believes it is important to determine the appreciation investments vehicles that will increase the values in the future. Entrepreneurs need to be careful who they work with because people can push recommendations with the wrong reason. By first understanding the right system, entrepreneurs can filter out the nay sayers.

“You make money when you buy, not when you sell”

“Know how to buy and when to buy”

Step #7: Create massive passive income

Eker emphasizes entrepreneurs who earn a lot from work do not mean they are financial freedom. It is important to make money without using their time.

Eker shows there are two types of passive income.

Passive income investments
Passive business incomes

Passive income investments are fixed amount and that are concentrated on cash in instead of appreciation. Passive business incomes come from business with simple system that works without entrepreneurs. Entrepreneurs can either build a system with existing business or buy a low cost systemized business model.

Knowledge is power and entrepreneurs need to seek opportunities to earn more passive income. Reposition the fund and invest in passive income business.

Step #8: Contribution

It is entrepreneurs’ duties to help others. Millions of people have less than one decent meal a day. Most people are good for themselves but people need to do more for others than themselves. Contribution can motivate entrepreneurs because universe will support people who help others when they are in desperate.

“Good things will happen”

March 4 2015

Brian Tracy’s 12 step method to setting and achieving your goals

ftyang Archive, Business Webinar Brian Tracy, business webinar 0

Date: February 27, 2015

Name: Brian Tracy’s 12 step method to setting and achieving your goals

Presenter: Brian Tracy

Setting personal and business goals are significant for all entrepreneurs. Many entrepreneurs know the importance, but they do know the most effective way. Brian Tracy, the CEO of Brian Tracy International, will share his method to help entrepreneurs to achieve their goals faster and easier. Brian Tracy has consulted many worldwide companies and is also created many business leadership programs, such as Psychology of Achievement. As a speaker, Brian Tracy hosts many seminars on strategy, creativity and Psychology of Success. Moreover, his mentorship has helped many entrepreneurs to achieve top success in their industry. In this webinar, BrianTracy will breakdown the goal setting method for entrepreneurs to adapt in their lifestyle.

Brian Tracy illustrates his goal setting method is easy to understand and it can apply to anything. When entrepreneurs use it in regular basis, they will discover the powerful impact on their life. In this generation, people want “more” and the word “more” is the trend. In human mind, people are driven by goals and people feel happy if they are driven to goals. However, people will never satisfied and they will want more and more. Tracy believes people want to be winner, but they will not do the hard work to achieve it or prepare it.

“It is not the will to win, it is the will to prepare that counts”

Practice is the key because practice will help entrepreneurs to prepare for the upcoming opportunities. Great success requires people to prepare. Moreover, Tracy believes if people does not prepared for their success in advance, when the opportunities come, they will look foolish.

“Luck is preparation meets opportunities; pay the price to take advantage in opportunities”

BrianTracy designs his 12 step method that will help entrepreneurs to achieve their desire goals.

12 steps method

Step #1: Decide exactly what you want in every key area of your life

Brian Tracy emphasizes setting a goal will set apart 80% of people. Clarity is the key and the more clarity on the goals, the faster entrepreneurs can draw their necessary resources to achieve their goals.

Brian Tracy wants entrepreneurs to imagine they could have everything. Furthermore, Tracy wants entrepreneurs to focus on the four elements.

Income
Family
Health
Net worth

Tracy believes when entrepreneurs have self-limiting beliefs or fear of not achieving, they will hold their goals back.

As for income, Tracy wants entrepreneurs to project forward 5 years ahead and think about career, position, earnings and business. Discover the first step is important. Moreover, Tracy wants entrepreneurs to think what will they do and what should happen.

As for family, Tracy again wants entrepreneurs to forecast 5 years ahead and think about relationship, lifestyle, vacation, and children. As for heath, project what will happen after 5 years in weight, excise ability, energy level, and immunity. Lastly, as for net worth, project what will happen after 5 years in wealth, retirement, pension and life insurance policy.

Tracy indicates the reality of entrepreneurs’ wealth will happen 10 times more if they write it down. The first 3 written goals in 30 seconds are the life changing goals entrepreneurs should concentrate on.

Step #2: Write down

Tracy believes writing down is by taking something intangible, such as something people cannot touch, to tangible, which is something people can hold in their hands. Goals must be in writing because it will help entrepreneurs to connect the visual, audio and kinetic to subconscious mind.

Goals must be clear, specific and measurable. In reality, only 3% of adults have written goals, and the rest of people work for them. Tracy emphasizes goals must be clear that 6 years old can understand them and teach to other 6 years old. Goals and wishes are different and writing goals down will have 10 times more chance to achieve them.

Step #3: Set a deadline

It is important to set sub deadline. This will break down the activities into smaller steps. Tracy believes if entrepreneurs want to become financially independent, they need to set a 10 years goal deadline and then break it down year by year.

Entrepreneurs can complete their goals one realistic step at a time. Moreover, sub deadline forces subconscious mind to act.

“There is no unreasonable goals; only unreasonable deadline”

Step #4: Identify the obstacles that you will have to overcome to achieve your goals

Tracy believes there must be something that holding people back from achieving goals. If not, they would of achieve it in the first place. Usually, the first thing people can think of is considered their favourite excuse. In the theory of constraints, there is always one limiting factor or constraint that set the speed at which people achieve their goals. Therefore, Tracy wants entrepreneurs to figure out their constraints.

In 80/20 rule, 80% of the reasons that are holding people back are within themselves. In addition, 20% of the reasons are the external factors. Many entrepreneurs blame external factors and only success entrepreneurs will blame themselves.

Step #5: Identify the knowledge, information, and skills you will need to achieve your goal

Tracy believes it is important for entrepreneurs to learn new stuff continuously. To achieve a goal, entrepreneurs will never achieve it before they require new skills; otherwise, they would of achieve it already. The weakest skill set entrepreneurs income and success. Therefore, it is important to bring the weakest skill into progress.

Step #6: Identify the people whose help and cooperation you will require to achieve your goal

Nobody can do it alone. If entrepreneurs want to be successful, they need a lot of people’s support. Tracy suggests entrepreneurs to make a list of every person in their life that they have to work or work around to achieve their goals. There are two questions they need to ask themselves.

Identify who will support you?

What is it for them?

It is important to be a go-giver than go-getter. Tracy shares the most successful people are those who build and maintain the largest network of other people whom they can help and who can help them in return.

“More people you know and more people they know you positivity will e more successful in life”

Step #7: Make a list of everything you will have to do to achieve your goal

Entrepreneurs need to list the steps toward their goals, such as money and time. They need to understand how they can acquire and assemble them. They need to combine the knowledge and people’s cooperation. Tracy believes entrepreneurs that make a checklist will have 10 times more success rate.

“you can build the biggest wall in the world one brick a time”

Step #8: Organize your list in a plan

Tracy recommends entrepreneurs to organize the list by sequence. They can ask themselves the question of “what do you have to do before you can do something else?”

The next part is to organize the list by priority. They can ask themselves the question of “what is more important and what is less important?”

Using the 80/20 rule, Tracy believes 20% of planning will get entrepreneurs 80% of success.

Step #9: Make a plan

Tracy believes every minute spends on planning will save 10 seconds in execution. Therefore, it is important to be a planner in advance. Tracy wants entrepreneurs to maintain 4 habits

Plan each day, week and month in advance
Plan each month at the beginning of the month
Plan each week the weekend before
Plan each day, the night before

Step #10: Select your number 1 most important task for each day

Entrepreneurs need to set priority using the 80/20 rule. They need to ask this question.

“If I could only do one thing all day long, which one activity would contribute the most value to my work and to my goals?”

Tracy suggests entrepreneurs to get the top 7 tasks for each goal.

Step #11: Develop the habit of self-discipline

Tracy illustrates there is a direct relationship between self discipline and success. It is important to make a list and start the most important task. Once entrepreneurs have decided on the most important task, they need to be single-mindedly on one task until the task is 100% complete.

This habit of completing the task will help entrepreneurs to earn faster achievement than other people. Self-esteem comes from completing a task; therefore, bigger the task complete, bigger momentum, motivation and happiness entrepreneurs will receive.

Step #12: Practice visualization on your goals

Tracy believes entrepreneurs need to create clear, vivid, exciting and emotional pictures of the goal as if they are already a reality. Additionally, a mental picture combines with an emotion can have an impact on the subconscious and superconscious minds.

By visualizing the reality, entrepreneurs can attract many possibilities to achieve their goals. When entrepreneurs get the feeling of visualization, their subconscious mind will act. This will help entrepreneurs to clarify the goals and reach their potential.

“Goal mastery is life mastery”

March 3 2015

CPA – Leadership-ability at work

ftyang Archive, Business Webinar business webinar, Eileen Chadnick 0

Date: February 26, 2015

Name: CPA – Leadership-ability at work

Presenter: Eileen Chadnick

There is an important competency that most leaders overlook is the ability to lead and develop others. Many aspiring and emerging leaders are required to have that certain skillset to enhance their success. This CPA webinar invites Eileen Chadnick, the principal of Big Cheese Coaching, to discuss the fundamental aptitude that leaders must have in the workforce. Eileen Chadnick is a certified coach that focuses on emotional intelligence, positive psychology and neuroscience to help clients achieve better success in their opportunities. With over 20 years of experience in communication, Eileen Chadnick owns her own communication consulting firm and serves over many financial businesses. Moreover, she won the international coach Federation Prism Award. This webinar will benefit many leaders who are looking for brush up on their leadership fundamental skills.

Eileen Chadnick believes leaders have the characteristic to be stood out and be exceptional in the crowd. They have the ability to develop opportunity in their personal development. There is a wide range of topic about leadership today and Chadnick indicates there are different paths for different leaders.

There are several paths to leadership. Some are more linear than others are; however, Chadnick emphasizes there is no path that will guarantee the future success. Instead, what leaders do on the path is what matters the most. People with job titles do not necessary mean they have leadership ability. In fact, leadership is a mindset and way of being. Many people do well but they have a lack of leadership. The length of experience does not equal to the level of leadership. Many leaders are new but they have signs of strong leadership skills. Moreover, Chadnick wants leaders to be careful with the assumptions and focus on the path pursuing leadership.

Chadnick believes leadership and learning are indispensable to each other. Leaders do not have all the answers. Leaders are learners, and many organizations foster leadership in any role. The important thing is self-assess and reflects.

Chadnick shows there are two parts of leadership: managing the work, and developing people. Managing the work means the skills that will align the job leaders have, and developing people is to increase the capacity to get the work done more efficiently. Chadnick indicates leaders need to have the balance between these two parts. Many leaders are one-sided and they need to ensure they are fulfill the necessary personal or professional competencies.

“More so in mindset, not title”

Chadnick has a list for leaders to distinguish the two parts of leadership.

Managing	Leading
Budgets	Inspires / Enrolls / Engages
Assigns	Mentors / Coaches
Controls	Develops People
Focus on the Project	Instils / Role Model
Problem Solves	Vision / Direction
Might tell how	Empowers
Administers	Build on Competency
Accountable for Department

Pitfalls and derailers

There are leaders who only concentrate on projects and deadlines. These will make the team tired. These leaders normally do not acknowledge or encourage others. In the end, people will leave.

When leaders see people as resources, they will miss the potential. They will minimize the teamwork performance and put themselves at risk, especially trust. Sometimes leaders only focus on their success, which will not share the success with other people. This will create a lack of trust from team players and people will not push themselves to the limit for these leaders.

Leaders who have a lack of awareness will influence others due to their leadership knowledge. Leadership starts with awareness. Leaders must be authentic and play their strengths to create trust with others.

Many leaders have the problem of delegating their jobs. This will create overload. Chadnick believes people who are doing too much are fear they will lose their presents in the team. Instead, leaders should find ways to give opportunities to others. Acknowledge and constructive feedbacks are significant. People will leave if they do not get effective feedbacks. People grow from feedbacks and feedbacks are a way to show them leaders are investing in them.

Impact and consequences

With poor leadership, Chadnick believes they will lose the engagement and retention level in the organization. People will not go extra miles for leaders. Moreover, sometimes leaders are not paying attention to the boundaries.

“Too much “them” than “us” is not good for “we””

Many leaders are struggling because they are not improving themselves. They should always ask themselves if there is better ways to improve the current situation.

Strategies to develop leadership-ability

Chadnick defines mindset is a set of beliefs or a way of thinking that determines one’s behavior, outlook and mental attitude. Leaders need to rethink their responsibilities from the managing part of the leadership and think a way to resituate the role. Leaders should learn to coach and mentor. This will help leaders to leverage team strengths. Leaders should always be a learner. They need to evolve their learning agenda continuously.

Leaders need to discover their authentic leadership. Chadnick designs five elements all leaders should know.

Trust
Know and use your strengths
Integrity of your word
Appropriate transparency
Values driven actions

Leaders need to create resilience and momentum on the team. Leaders should know when to ask for help. Help stands for harness, exceptional, leadership, potential. Chadnick encourages all leaders to help grow their leaders’ leadership capacity. Furthermore, Leaders should have the right mindset, right skill set and the right tool set.

March 1 2015

Brendon Burchard – How to start building your brand?

ftyang Archive, Business Webinar Brendon Burchard, business webinar 0

Date: February 23, 2015

Name: Brendon Burchard – How to start building your brand?

Presenter: Brendon Burchard

Leaders need to know the current strategies and tactics to build their brand. In fact, leaders need to understand the most efficient way to perform their services in the right platform. Brendon Burchard, the author, public speaker, and online trainer, spends over 8 years on online marketing. He also published many bestselling books, such as The Millionaire Messenger and The Motivation Manifesto. In addition, he specializes in the topic of motivation and high performance skills that will help future leaders to build their success in any industry. Brendon Burchard designs the Expert Academy program that will accelerate leaders to reach their maximum potential. In this seminar, Brendon Burchard will share his knowledge to help leaders to build their brand online.

Brendon Burchard believes all leaders want to express their ideas to build, share, and reach their audience. However, most leaders are lacking the knowledge of fundamentals. When there is a strong fundamentals existing in business, business will improve. Leaders can get distracted easily and lost the impact from fundamental.

People can teach concepts, but Burchard believes in practical because it creates interaction with audience. Burchard believes the only way for leaders to make a difference is to communicate their voice. Things leaders face will prepare for the best and leaders need to use it as a tool to help other people who are struggling. Therefore, it is important to share their voices to the world.

“When you knock on opportunities, work answers”

There are 5 simple things that make the difference in Burchard’s career and break through his current lifestyle.

#1: You must trust

Burchard shares all leaders must believe before achieve. They must have trust in themselves; otherwise, they will not try. Leaders can start something small that matters. Leaders need to trust something they share that could help somebody. Burchard believes leaders’ experience is something that will inspire and motivate people.

The main reason people will not do it is because they do not trust themselves. Leaders need to trust themselves that they can learn. Many people believe they cannot create new content; however, as long as leaders with the learning mindset, they will find the way.

“If you can research it, simplify it, you can teach it”

Burchard shares the next level for leaders is to trust and empower other people to carry them. Leaders should stop doing everything by themselves. In addition, leaders need to figure out the balance between outsource and doing it themselves.

Leaders need to believe they are strong and not limited by the market story. It is important to have the ability to trust and to learn new skills. Experts will always learn how and expert is always a student first.

“Focus, consistent, and habit are the competency of learning”

#2: Go weekly

Burchard emphasizes that content release should be weekly. By releasing new content weekly, it will help leaders to growth like a snow ball. This takes commitment, determination, and consistent. However, many leaders release daily, but this only works in certain social media, such as Facebook, Instagram or Twitter. Burchard suggests weekly because it will reduce stress from the leaders and help audience to absorb the new content.

By releasing new content weekly, audience will filter out the inconsistent leaders in the market. Leaders should start with passion and lead to career. Audience will trust and pay leaders to teach. However, many leaders do not have the guts to release content every week. Burchard suggests leader to get out there and do not worry about getting it right.

There is a myth that leaders cannot do that because they are known or specialized for something else. Burchard believes this is a misconception. Leaders need to find ways to add new things every year. They cannot do everything at once, but they can master one topic at a time.

In human psychology, people need deadline and consistency to be successful. Burchard suggests leaders to have discipline. Leaders can use social media tools to rotate the new content weekly around. This will create momentum. Burchard will schedule to post new message consistently every 4 hours.

#3: Use more video

In this generation, everything goes on video. Leaders need to hire videographer or learn the video production skills. It is used to be difficult to make videos; yet now there are more simple and easy. Video is a source that will outperform other sources. Leaders can use videos to send their knowledge to audience, such as course or seminars. It is a way for leaders to get it together and improve clients learning, which can also lead to more interaction with audience.

Leaders must learn the competency to make videos and it is all about practice. Burchard suggests leaders to teach themselves to overcome fears.

“People do not follow concept, they follow people, so use video to share your story”

Burchard recommends the next level for leaders is to the clarity of the video. The message that communicates through videos will convert to sales. Moreover, leaders need to learn to be excited about it.

#4: Leverage tools

Traditionally, there are no templates for leaders to use and they need to learn many new systems. This includes coding and building webpages. Moreover, leaders will spend time to master the techniques.

In this generation, there are many tools available for leaders to use. Leaders are no longer need to master the techniques; instead, their job is content creation.

Anything leaders use online is based on templates. It was easy before, and now it is dumb proof. There are online tutorials for leaders to learn. Burchard believes if leaders learn the tools that they need and implement it, imagine how much success they will achieve.

The systems today are in 3 simple steps: publish, click, and done. All leaders need to do is to upload the content. Leaders need to think what else they can offer to audience. Leaders can use email and shop functions to utilize the function on the client lists. There are systems that can track and follow up client lists activity. Furthermore, shopping cart and affiliate are both functions that can leverage the online business.

Burchard always over deliver his content because he wants to be there when audience is ready to move to next stage. Burchard provides the tools he uses and audience can have the choice to choose what they want to accomplish. Burchard always want to discover more ways to get more. Therefore, the next level for leaders is to build their brand. Burchard wants leaders to answer the following 3 questions.

How much do you believe in yourself?
What is your voice?
Have you followed your heart?

#5: Live for your audience’s progress

Leaders need to be with the audience. Instead of solving the problems, they need to give them the lifestyle. Leaders need to take their content to progress term. This will accelerate their clients to progress faster. Burchard wants leaders to take care of their audience’s progress because it will create more values for their clients. By making more clear promises, clients will trust more to leaders.

Burchard emphasizes leaders need to position themselves, package themselves, promote themselves, and reach more people. Leaders always need to learn the move first before execute. If leaders have something they want to share, they just do it.

“Live, love, matter”

January 11 2015

Speedwealth – The 8 proven principles for creating wealth fast

ftyang Archive, Business Webinar Adam Markel, business webinar, Speedwealth 0

Date: January 10, 2015

Name: Speedwealth – The 8 proven principles for creating wealth fast

Presenter: Adam Markel

For most entrepreneurs, financial freedom is their ultimate destination. T. Harv Eker, the author of Secrets of the Millionaire Mind and the founder of Peak Potentials, invented the Speedwealth system for entrepreneurs to build million dollar business with 3 years period. The system is intended to create entrepreneurs their roadmap to get rich faster with their own businesses. Adam Markel, the CEO of Peak Potentials, will share the knowledge behind the Speedwealth. Adam Markel has been a business development trainer for many years, and his passion has inspired many potential business owners. This webinar will provide the blueprint for many dedicated entrepreneurs who have the motivation to create a difference in the marketplace.

Speedwealth is for entrepreneurs who have their own businesses. The system is not just to gain rich, yet it is help entrepreneurs to enjoy the process of making money. Adam Markel shows 85% of people are not financial independent because they have the mindset of JOB, which is “Just over broke”. However, the traditional path is not good enough to provide wealth. Instead, Markel believes owing a business will position entrepreneurs to create wealth quickly.

“If someone is doing better than you, it is because they know something you do not”

There are 8 principles that all successful companies have in common, which makes up the Speedwealth system.

Principle #1: Develop a Speedwealth mindset

Markel believes getting rich is feasible and getting rich quicker should be feasible for all entrepreneurs. There is nothing wrong to make wealth quickly. Change brings opportunity and quick change brings quick opportunity. For every change happens, someone will get rich. Therefore, getting rich should be necessity for entrepreneurs.

There is no such thing as job security in this generation. People need to have the mindset of willing to learn new things. Entrepreneurs should have sprinter’s personality, which is the desire to continue going forward. If entrepreneurs feel they are stable, they lost the sprinter’s mindset.

“Success is a learnable skill”

Principle #2: Deliver massive value

Markel defines value is the level of deliver provides in the current market. The law of income defines as people will get paid indirect proposition to the value they deliver according to the market place. Therefore, the more value receives from more value they deliver.

Markel believes income makes up the four factors: demand, supply, quality, and quantity. Entrepreneurs must provide something other people do not. The quality comes from how good entrepreneurs are at their businesses. If they want to get paid the best, they need to be the best. If they want to get paid, they must deliver their value to people. Entrepreneurs need a product or service to sell to people.

Markel shares there are 3 ways to break through the income ceiling in a service business. The first way is to offer a product. The second way is to clone themselves and hire others to work for them. The third way is to create passive source of income in their businesses.

Principle #3: Timing

To become successful, entrepreneurs need to seek opportunity based on the wants and the needs at the right time. They need to time right on the concept and the product. If they enter the market too quickly or too late, they will not receive the maximum result. Therefore, it is important for entrepreneurs to choose the product at the right time.

Entrepreneurs need to find a ground floor opportunity, which is when demand is high and supply is low.

Markel suggests 3 strategies to get rich on timing. The first strategy is to model a proven winner. The second strategy is to get on a piggyback. The last strategy is to remarketing under-marketed products and services.

Principle #4: Systemize

All business should build on a solid foundation and create their unique system to sustain the effective and efficient growth. Entrepreneurs who try to expand without a system in place will fail. System consists of marketing, production and administration. Any business system is repeated process of creating product and value to the market.

There are 4 requirements to build a system. The system needs to be organized. The system needs to produce a profit. The system needs to support rapid growth. Finally, the system needs to work without depended on someone.

Markel emphasizes Speedwealth entrepreneurs are like coordinator. Their primary objective is to work on the business, not in the business. The system should provide time freedom and money freedom for entrepreneurs to continue on other projects.

“If it works, keep doing it”

Principle #5: Duplication

System is like a cookie cutter; therefore, entrepreneurs need to take the system and duplicate it for multiple outcomes. If entrepreneurs can do it for one, they should be able to create more than one.

Markel believes the challenge for entrepreneurs is to get their product or service into the hands of the largest number of people. Duplication can increase quantity, and if quantity is increased, the income will increase. Franchise and MLM are examples of the power of duplication. Basically, duplication is to get to people fast as soon as possible.

Principle #6: Leverage

Markel believes all entrepreneurs should do more with less. It is not what they can do, it is how they can do it. No leverage means work too hard with less value. Therefore, it is important for entrepreneurs to provide people with their value or service while they sleep.

Licensing is a way to create leverage. Licensing can give more control. Repeat the pattern can increase income and provide the reason for people to come back for more. In the market, this is called backend sale.

Markel suggests the best leverage strategies are partnership marketing and joint venturing. Leverage takes many forms and entrepreneurs need to ensure they are utilizing it properly.

Principle #7: Cashing out

Entrepreneurs can either keep the business for income or cash out with an exit strategy. If entrepreneurs keep their business, they can generate passive income. However, Markel believes entrepreneurs will never make as much money running a business as selling a business.

When selling a business, buyers want profits, continuation of profits, and potential growth of profits. Speedwealth entrepreneurs should always start with the end in mind, which means come in the business to sell the business at the beginning.

Another strategy is to allow business to go on IPO. The key factors that determine business value is the net profit and the gross sale. Increase gross sales shows increase potential growth in business.

Principle #8: Dot it now

Markel indicates the statement of “practice makes perfect” is misconception. Instead, practice makes permanent. Entrepreneurs should practice what they want to be in the future immediately. The key is to blend money with joy. Money cannot buy happiness, but it can buy entrepreneurs freedom.

Markel shares the best money advice is to “get it handled”.

There are 3 types of education entrepreneurs should always develop.

General business knowledge
Business-specific knowledge
Personal development knowledge

Markel suggests people to continue their education because money and income growth when they grow.

“Your inner money thermostat control your wealth”

“Money is not everything unless you do not have any. Then it seems to become everything”

January 10 2015

The leader’s role in creating an engaging work environment

ftyang Archive, Business Webinar Bob Freytag, business webinar, employee engagement 0

Date: January 6, 2015

Name: The leader’s role in creating an engaging work environment

Presenter: Bob Freytag

Sometimes employee engagement can influence the morale of the work environment. It is important for leaders to ensure they create the right conditions for their employees. Bob Freytag, the Director of Consulting services from The Ken Blanchard Companies, will share his point of views to help leaders to measure and improve their employee’s level of engagement. His 25 years of expertise in leadership development will provide significant insight for many leaders. This webinar will help leaders to develop their team members to achieve maximum effectiveness and productivity.

The Leadership Profit Chain

Bob Freytag believes the four primary factors to improve employee engagement are context, communication, collaboration, and support.

He introduces the leadership-profit chain model where leadership is makeup of three major components.

Organizational vitality
Employee work passion
Customer loyalty

The three major components are connected by strategic and operational leadership. Freytag believes the strategic leadership includes the vision and values of the organization, the organizational culture and the strategic imperatives. As for operational leadership, it includes policies and procedures, leader behaviors and fairness and justice.

Leadership and Ambiguity

Freytag defines leadership is an influence process. It is working with people to accomplish their goals and the goals of the organization. It is important to ensure people are fully engaged.

Freytag defines clarity is people at all levels of an organization clearly and completely understand what the organization is about. If people cannot understand the clarity in the organization, the organization decision making will be skewed. In most organizations, they do more complication instead of collaboration.

Freytag believes sometime leaders can unintentionally train or communicate the wrong clarity to their employees. Therefore, Freytag suggests leaders to answer the follow 3 questions.

To not know what could be known?
To be inattentive to details and results?
To not share what needs to be known with you?

Leaders need to communicate clarity, and clarity will lead to trust.

Communication – trust, goals, and feedback

In order for leaders to influence others, the key is to increase the frequency and quality of communication between manager and the people they depend on. This means reduce redundant meetings and increase quality of meetings.

“Trust is based on perceptions, not intention”

Trust can be formed by behaviors. Freytag believes there are 4 key leadership behaviors leaders need to understand.

Caring about others
Acting with integrity
Maintaining reliability
Demonstrating competence

Leaders need all four behaviors to produce trust. Leaders to be connected with their employees by understanding their focuses, produce meaningful communication, and provide necessary recognition. By acting with integrity, leaders need to show honesty, value and fair process. Leaders can create reliability by provide strong responsiveness, accountability, and organization dependency. Therefore, leaders need to demonstrate competence by their expertise, performance result and facilitation skills.

Managing people’s energy

In the study, leaders need to concentrate their 50% of time towards performance planning, 40% of time on performance monitoring, feedback and coaching, and 10% of time on performance review. Freytag believes leaders should have a clear agreement about performance and provide effective feedback and coaching. Lastly, leaders need to ensure there is no surprise at review for better results.

The situational leadership II model

Freytag introduces the situational leadership II model for leaders to understand the process of increasing employee engagement. Leaders should switch their leadership style based on the level of directive and supportive behaviors from employees. Leaders should start from “Directing Style” when employees have high directive and low supportive behaviors. When employees start to have higher supportive behaviors, leaders should change to “Coaching Style”. Leaders should switch to “Supporting Style” when the have low directive behavior. Lastly leaders will transfer to “Delegating Style” when employees have low directive and low supportive behaviors.

Leaders should change to different stage when employees are ready. Freytag recommends leaders not to judge employees at certain stage when they are not ready.

“People ask to be at the stage, not judge to be at the stage”

Feedback is important for employee engagement. If leaders realize their employees’ performance is not on track, Freytag suggests leaders to ask these four questions and provide meaningful feedback to their employees.

Is it a problem of an unclear goal or expectation?
How things changed to impact goals achievement?
Is it a problem of lack of competence?
Is it a problem of lack of commitment?

Collaboration

Freytag defines collaboration is working together towards shared goals to create value internally and externally while fostering trusts and transparency without physical or virtual boundaries. In order for teams to have collaboration, each team will need to go through the predictable stages of development, which are “Orientation”, “Dissatisfaction”, “Integration”, and Production”.

The process is very similar to the leadership model mention earlier. Leaders can ask these 3 questions to ensure employees are aligned with collaboration.

Who we are?
Where are we going?
How we get there?

Performance

Performance is a combination of purpose and values, empowerment, relationship and communication, flexibility, optimal productivity, recognition and appreciation, and morale. Leaders can communicate with their employees with “what did we do well?”, “What did we learn?”, and “what would we do differently?” to maintain their performance.

To reduce ambiguity, Freytag suggests leaders to follow this process.

Establish purpose
Generate alternative
Narrow alternative
Make a tentative decision
Confirm final decision
Action plan

Leaders can support their employees by identifying employee’s needs, accessing resources, and empowering employees. Freytag suggests leaders to watch out for false diagnose from their employees; instead, leaders should have effective dialogue to ensure a proper communication with employees. Collaboration connects with trust and a lack of collaboration is due to bad experience from employees. Therefore, leaders should lead by example, and show they care about their employees.

“Transcendent values like trust and integrity literally translate into revenue, profits and prosperity”

January 4 2015

Make 7 Figures with Webinars

ftyang Archive, Business Webinar business webinar, Lewis Howes 0

Date: December 30, 2014

Name: Make 7 Figures with Webinars

Presenter: Lewis Howes

Living in the ideal lifestyle is important for all entrepreneurs. Commitment to their vision and pursuing their dreams are their career challenges. Lewis Howes, the lifestyle entrepreneur, believes people with hustle, passion, focus and consistent vision can make a difference in their life. In addition, Lewis Howes motivates many future visionary entrepreneurs to exceed their ultimate passion. With the power of webinar, he manages to inspire many people around the globe. In this webinar, Lewis Howes will share his secret blueprint to make 7 figures with webinars.

Lewis Howes had a dream to become the best football athlete. Due to unforeseen injury, he lost the opportunity to be in NFL. The frustration leads him to change his current career path. By mastering the ability to utilize LinkedIn social media, he manages to find ways to teach, connect, and build business with people. His career rises when he got the opportunity to speak on stage. Using the webinar, he is able to leverage and deliver his passion and message to his audience. Webinar helps him feature in many public media.

“With every major obstacle comes with great opportunity”

Lewis Howes believes webinar is the new trend of educational resource. It has the ability to presell before manufacturing the product. Webinar has the power to set sales and create the value based on the audience needs. Webinar can help people to get together a package to help others. In statistic, webinar is one of the top 5 most effective strategies to reach audience. Moreover, webinar can utilize the content marketing strategy.

Webinars is a great way to gain the attention of audience. Howes believes the average people stay on webinar for at maximum 56 minutes. This allows entrepreneurs to increase the level of engagement and interactivity. With only 3 webinars per week, Howes manages to receive passive income by providing free contents and advanced programs. Howes believes webinar is the best tool to create entrepreneurs’ imagination to reality.

Howes mentions many entrepreneurs make many similar mistakes when he started his first webinar. Therefore, he designs a system that can help entrepreneurs to follow and gain a profitable result.

7 steps to create webinars

Step #1: The meet and greet (5 minute before call)

Before the start of the webinar, entrepreneurs can use this opportunity to welcome the attendees to increase interaction. This is the time to check the audio levels and get the attendees to warm up. Howes suggests entrepreneurs to request attendees to share this webinar to their business partners and peers.

Step #2: The welcome (0 – 5 minute mark)

During the introduction, Howes suggests entrepreneurs to start their pro framing by introducing who they are and the mandate of their webinars. It is important to provide house cleaning messages and the complete agenda for the webinar.

Step #3: Your story (5 – 15 minute mark)

Creditability is extremely important. Entrepreneurs need to provide social proof to gain trust from the attendees. By providing the struggle and conflict experience to attendees, entrepreneurs can start the webinar with strong pain points. Follow by the solution, entrepreneurs will distinguish the benefits from the outcome. Howes believes without this step, people will feel irrelevant.

Step #4: The content (14 – 45 minute mark)

Entrepreneurs need to provide these 4 critical elements:

Market data
Case studies
Teach the what
Give actionable items

During this step, Howes recommends entrepreneurs to provide a sequence of blueprint to educate attendees. This will allow attendees to clearly understand what they need to do to receive the result they expect.

Step #5: The close (45 – 60 minute mark)

Entrepreneurs need to introduce a new problem for the attendees. The new problem will lead to a new solution that entrepreneurs can introduce to the attendees. The new solution will provide the benefit, value, price and the link. To capture attendee’s trusts, entrepreneurs need to provide testimonials and guarantee. It is important to give people the reason to buy the solution.

Howes suggests entrepreneurs to provide the price breakdown. This will allow attendees to understand what they are paying for. Lastly, entrepreneurs can provide the call to action by sending the attendees to the checkout page.

A majority of attendees might not be able to afford the new solution; therefore, entrepreneurs need to provide other financial options for all attendees.

If entrepreneurs show the quantity is scarce, it will trigger the attendees rush to purchase the new solution. In addition, entrepreneurs can provide fast acting bonus to give incentive for attendees who are taking the action.

Step #6: Question and answers (60 – 75 minute mark)

Howes wants entrepreneurs to highlight the benefit of the new solution and congratulate all the buyers.

Step #7: Final thoughts (75 minute mark)

Entrepreneurs need to thank all attendees who took their time to be on webinar. Moreover, entrepreneurs can provide contact information for any further questions and concerns from the attendees.

“Image, create, and repeat”

“If you lose your audience, you lost the sale”

“Webinar supports your vision”

December 25 2014

CPA Source – Success through strengths & values

ftyang Archive, Business Webinar business webinar, Crystal Campbell 0

Date: December 18, 2014

Name: CPA Source – Success through strengths & values

Presenter: Crystal Campbell

Entrepreneurs need to discover their own strengths and values to enhance their success in their careers. Crystal Campbell, the president of C2 Coaching consulting, is invited to this webinar to support entrepreneurs in career and leadership development. The insights and tools from Crystal Campbell will ignite entrepreneurs’ connection with their careers. She specializes in helping companies to exceed to new levels of excellence. This presentation will help entrepreneurs discover their characteristic strengths and maximize their potential.

The main question for all entrepreneurs is how to define success. Many people have the bias to believe what they own is the only source of success. Campbell emphasizes this bias is leading people to believe success is only involved with money and power. The definition of success is decided by entrepreneurs on whom and how they are.

Success

Campbell defines success is using character strengths and personal values. Many entrepreneurs could not identify their strengths. They take strengths for granted and assume people should already have it. Moreover, entrepreneurs can discover their strengths from positive psychology, which is the scientific study of human flourishing. This study explains how to build a better life with strengths.

VIA survey, Gallup, and other specific career skills are the alternatives to figure out the entrepreneurs’ strengths.

Campbell indicates there are 3 levels of strengths. The character strengths come from the core of entrepreneurs. The talent-based strengths come from situational, and the last level of strengths is specific competency strengths.

Character strengths are universal and scientific. They can be unique like signatures. Strengths can represent their true self. Successful entrepreneurs will capitalize their strengths as assets and treat it as improve performance.

All human share all the character strengths. Furthermore, there are 24 character strengths in total.

Creativity	Fairness	Kindness	Prudence
Perspective	Humor	Leadership	Appreciation of Beauty & Excellence
Judgement	Zest	Social Intelligence	Spirituality
Curiosity	Perseverance	Love of Learning	Self-regulation
Honesty	Teamwork	Forgiveness	Humility
Bravery	Love	Hope	Gratitude

Strengths can be a flow of energy that makes entrepreneurs feel alive. Entrepreneurs who utilize their strengths will increase their engagement and involvement. Moreover, strengths can improve interpersonal relations and career satisfaction.

Entrepreneurs need to discover and express their strengths. Campbell suggests entrepreneurs to find ways to align their strengths. VIA Survey can help entrepreneurs to rank their strengths in order. Entrepreneurs can discover strengths from self-observation, direct feedback and their own strength statements. By sharing their strengths through stories can help entrepreneurs to practice their strengths. It is important to take action and integrate the strengths. Campbell suggests entrepreneurs to create their own action plans. They can start by answering these two questions.

What are my strengths?
How can I use strengths today?

Values

Campbell defines values as the thumb print that measures what matters to entrepreneurs. Examples of personal values can be commitment, consistent, innovative, creative, honest, open-minded, loyal, reliable, playful, and fun-loving. Values are something entrepreneurs are willing to fight for. These reflect their lives and careers.

Entrepreneurs should embed their values to influence other people. Values are from internal choices and entrench. Values can help entrepreneurs to discover what they want. In addition, they can guide entrepreneurs’ action and behaviors. In career choices, entrepreneurs can us them to point to their right direction.

Campbell believes values can setback and overcome obstacles. They create greater focus for people. Campbell understands success is honoring values and strength. If entrepreneurs can discover, reflect, and prioritize their values from write, reflect and accountability, strengths and values will lead entrepreneurs to be honest and themselves and understand who they are and what they should do to be successful in their careers.

December 24 2014

CPA Magazine – 10 Secrets your employees are not telling you

ftyang Archive, Business Webinar business webinar, Jeff Holloway 0

Date: December 16, 2014

Name: CPA Magazine – 10 Secrets your employees are not telling you

Presenter: Jeff Holloway, CA

CA Magazine webinar invites Jeff Holloway, the branch manager for Robert Half, to reveal the secrets from employees that are hiding from management. Jeff Holloway specializes in recruitment with over 12 years of experience. In addition, he analyzes the employment trends and establishes many insights to support major companies through this economy. Nevertheless, under his direction, he manages to lead Robert Half towards a successful recognition in accounting and finance professional industry. Moreover, managers will benefit from this presentation because this presentation will reveal the secrets behind employees.

In this economy, corporation and small companies are facing more work with less available resources. Holloway believes the economy rebound is on the way. However, during this recession stage, employers are facing the challenge to find skilled employees. Many organizations are also facing the challenges on recruitment and retention. Holloway brings this matter to attention and discovers there are solutions to address these issues.

Holloway discovers ignorance is not bliss. Many employees do not share what is on their mind to their employers. In fact, this will lead to either deterioration in service, missed deadlines, decreased productivity and low morale.

Holloway believes knowledge is the power to change and improve. Managers need to keep a pulse on the work environment by understanding their employees’ concerns and satisfaction. The payoff is to improve morale, increase motivation, and reduce turnover rate. Holloway will uncover the 10 secrets managers need to know about their employees.

Secret # 1: Employees feel overwhelmed

Many employees feel lean teams and tight budgets will lead them to stress. Mangers need to watch out for employees who have high absenteeism, missed deadlines, increased errors, and apathy. Holloway emphasizes managers need to remember the law of diminishing returns. This means managers might receive high productivity in the short term, but might lose in the long run.

Holloway suggests managers to reprioritize projects, redistribute workloads, place non-critical projects on hold or hire interim help.

Secret # 2: Employees want to advance

Employees want to move up and advance to higher position. Managers should be involved with their professional development plan. Holloway suggests managers to groom their employees by giving challenging assignments, skill building opportunities and cross training.

Secret # 3: Employees may be thinking of leaving

Based on research, 45% of employees are planning to leave their careers when economy improves. In order to retain the best employees, Holloway suggests managers to conduct job interview to understand employees’ feedback. Managers need to recognize and reward employees’ efforts and allow employees to share their vision with the company. This will allow managers to work along with their employees to change their vision into reality.

Secret # 4: Employees are nervous

Employees are nervous towards their future in the company. Managers need to understand transparency is significant. Allow the work environment with open communication is important. Holloway suggests managers to communicate with their employees about the current performance of the business. In addition, managers should solicit employees’ ideas for better efficiency.

Secret # 5: Employees feel overlooked

Employees want appreciation and recognition. Managers need to ensure employees’ recognition should be rewarded. This includes bravo points, spot bonuses or even employee of the month award. Holloway suggests managers to look at the hidden message during the conversation with employees.

Holloway suggests some possible signals example as follows.

Employee Comments	Signal
I have been doing the work of 3 people for a year	Burnout
Is everything ok with the company?	Job security
A friend of mine just got promoted	Promotion
I have an appointment to leave early	Other job interview

Secret # 6: Employees think you are in their way

Managers need to understand that when employees have progress, it will lead to motivation. Furthermore, it will lead to more progress. Managers need to think if they are the roadblock for employees. Holloway suggests managers to eliminate long and unnecessary meetings, streamline approval processes, and delegate the work.

Secret # 7: Employees want to have a say

Sometimes employees feel not trusted in the company. Trust is empowering and motivating and managers need to ensure employees feel that way. Holloway suggests managers to let their employees to take ownership of the projects. By encouraging them to analyze, strategize, and think creatively, managers can remove this barriers from their employees.

Secret # 8: Employees want a raise

Employees want their payback from their hard work. Managers need to be open about the compensation with their employees. By either telling the truth or give a time frame will reduce the suspense from employees. Holloway suggests if managers could not provide the compensation, they could provide other alternatives, such as additional paid time off or reimbursement for professional education.

Secret # 9: Employees know other great people

Employees have their own network and managers can benefit that from their employees. Holloway suggests managers to allow their employees to find the top performers for the company by team referrals, referral bonuses, and bring along employees to events. Employees will feel motivated and involved because enthusiasm is contagious.

Secret # 10: Employees like their colleagues

Corporate culture is a factor in employees’ satisfaction. Managers need to ensure the company core value is a part of company’s culture. Holloway suggests managers to foster the team cohesion, and celebration.

Mangers can look for secrets from their employees by their behavior, body language and work habits. Managers need to be aware of the whispered conversations, chronic tardiness or early departures. In addition, managers need to be aware of the employees work attitude.

Holloway suggests managers to create trouble shooting team to discover the secrets. Managers can ask their employees to grade their performance. Setting a suggestion box can be effective. Lastly, managers can give out prices for their great ideas.

“Secrets thrive when employees feel they cannot be honest with their employers”

December 22 2014

Day job to dream job – Realize your dream job

ftyang Archive, Business Webinar business webinar, Kary Oberbrunner 0

Date: December 8, 2014

Name: Day job to dream job – Realize your dream job

Presenter: Kary Oberbrunner

Many people are dissatisfied with their current jobs. People are afraid to risk their current financial security to pursue their dream job. Kary Oberbrunner, the author, coach and the speaker, designs the concept “Igniting Souls” to help people clarify their passion and desire of their ultimate dreams. As the founder of Redeem the Day, he helps many business and nonprofit communities. In this webinar, Oberbrunner will help people to escape their trapped world and prepare to live their dreams.

Oberbrunner believes there are people who have not reached their full potential and stuck in the areas of lives, such as professionally, relationally, spiritually, emotionally and physically. In addition, when people feel they are stuck in their job, they could not fulfill their desire lifestyles. Oberbrunner mentions when people feel they are imprisoned in their job, they will never satisfy no matter how big the pay check is.

Oberbrunner discovers dream jobbers will improve their experience when there are freedom, finances and fulfillment. This means they can go wherever they want, earn as much as they want, and live like whatever they want. Therefore, Oberbrunner creates the 9 steps to realize their dream jobs.

9 steps to realize your dream job in 2015

Step #1: Design your story

People should feel they are alive all the time. They need to tie to their unique stories make it powerful. By designing their own stories, they need to assign their stories as their vision. Moreover, Oberbrunner wants people to use their “GPS” to dictate their destination, which are their stories.

Step #2: Design your space

People should create experiences to add value to their positive values. They need to think about their stories and position them in ways that they can see their paths. People can create reference to their stories to help them break free. By creating the space and opportunities, people can see how their stories impact their values. Oberbrunner believes people’s experiences can reflect their values in the long run.

Step #3: Design your service

People want to get out of their current lifestyles, but they do not know what to go in. In addition, people need to drive through the drill by understanding what kind of services they can provide to the world. Services need to be straightforward; in fact, confusion repels people because people will not buy if there is no clarity. Oberbrunner creates the value proposition statement to help people realize their services. The statement starts with “I am”, continues with “who helps”, realizes the “do/understand” and ends with “so what”. Oberbrunner suggests people to choose their solution, then their service style.

Sample of I am
Teacher	Share information
Trainer	Share skills
Mentor	Share experience
Consultant	Share advice
Tutor	Share guidence
Creator	Share inspiration
Specalizer	share expertise
Speaker	Share content
Writer	Share stories
Counselor	Share therapy
Coach	Share information

Step #4: Create your platform

Life is like on a shelf because they need to be displayed. People need to figure out how to recognize their amazing ideas to the world. They need to create platform by position things based on creator, cause and community. Sometimes it is not because of message, but it is how people find ways to be seen or heard. The larger and higher the platform, more people will recognize. In this generation, job landscape is changing and they need to take control of themselves for their career. Oberbrunner believes if people want to be heard, they must be seen.

Step #5: Create your product

People want solution to their problems. Therefore, the products people create must match solve their issues. Every product has a framework. The framework is a process that helps provide a solution to a problem. The more simple and clear, the better influence and impact. Oberbrunner indicates products can increase influence, impact and income.

Step 6: Create your promotion

There is a difference between the traditional and current ways of thinking about marketing. Many unsuccessful people think they should manufacture or design the product without let others know and market at the end. However, this will create issues when people do not want the product. Successful people break the traditional ways with backward thinking. They will market before produce because this will help them figure out the demand. By understanding what market wants, they will be likely to accept the products people design. Oberbrunner believes it is important to market before manufacture to avoid any side way dramas.

Step #7: Maintain your community

People cannot success on their own. They need partners and teamwork to work together. There are 4 types of teammates.

Fans	The people who believe in you
Freelancers	The people who work with you
Friends	The people who vouch for you
Funders	The people who invest in you

Money is the rarely the problem because people will invest if they are serious and passion about their businesses. Oberbrunner emphasizes every dream needs a team.

Step #8: Maintain your clarity

People are trying way too much to be successful. Many successful people only do few things well and only choose few to show up. By understanding what the critical core things are is important. When people are on social media, they try to do too many things at once, which can confuse audience. People need to move on. Massive action creates massive result; however, massive redundant action will lead to massive unnecessary result. Oberbrunner believes complexity kills clarity.

Step #9: Maintain your creditability

Oberbrunner believes “victim lies in BED, victor uses OAR”. In the first part of statement, the BED stands for blame, excuses, and denial. On the other hand, the OAR stands for ownership, accountability and responsibility. Oberbrunner believes success is found in singularity.

People need that daily accountability. Leaving the day job is a big decision. However, Oberbrunner understands the risk can be very high. If there is a plan with small safe and smart steps, it will lead to a successful payoff. Many people feel they play life not to lose; nevertheless, Oberbrunner wants people to feel they play life to win.

“Fear is not the enemy. Inaction is”

“By choosing not to make a decision, you choose to stay exactly where you are”

“Get busy living or get busy dying”

November 17 2014

Ultimate Life Makeover System

ftyang Archive, Business Webinar business webinar, T Harv Eker 0

Date: November 12, 2014

Name: Ultimate Life Makeover System

Presenter: T. Harv Eker

Many people do not have money, freedom, health, relationship, fulfillment and happiness. These are the factors that make up the ultimate life for many people’s dream. T. Harv Eker, the author of Million Mind Intensive, designs the ultimate life makeover system to help people achieve the life people desire the most. The main problem of everyone’s life is they never learn the skill of internally designing and creating lives; therefore, only very few people live in ultimate life.

Eker believes the key word is “really want”. When people increase or concentrate on money, they tend to decrease health and family. Therefore, when people start to improve on balance, they decrease money. Eker notices the issue or challenge and decides to help people to overcome the problem.

Eker lists the life of dream for all people include the main 7 factors. The factors are money, business, relationship, family, health, personal growth, and environment. Eker will reveal the 8 steps process in the Ultimate Life Makeover System.

Step 1: What do you really want?

Eker emphasizes clarity leads to power. The number one reason people do not have their desire lifestyle is because they do not know what they really want. The key word is “You”. People need to forget what everyone else want and need to live the way they want, not by others.

“Live your life”

Eker wants people to ask themselves “what do you want today?” The question will reflect people to understand what they want today might be different from the past. A majority of people put down the same New Year resolution every year. Eker suggests people to emphasize right instant and now a year from now.

Eker recommends people to not settle unless it is what they truly want. People might have different goals. Therefore, Eker has breakdown main categories to help people focus on their needs.

Money & Finance

Busienss or Career

Relationship

Health & Wellness

Recreation & Play

Personal, Spiritual & Personal Education

Personal Environment

Serve & Contribution

Step 2: Why do you want this?

Eker believes people do not get what they want is because they do know why they want it. People’s “why” is extremely important because it is the root of everything people do and act. Based on the categories Eker listed, there could be many reasons behind everyone’s action. As long as there is a reason, people will force to continue.

Step 3: Why not? Why do not you already have it?

Eker thinks most people spend their time trying to solve the problem that is not the right one. In other words, people are avoiding the true problem. People’s “why not” for this may be the exact same “why not” for many other things in their life. The reason people do not have what they want right now is because of themselves. Eker believes mindset, attitude, habits and characteristics will influence their reasons behind their problems.

Step 4: Strategy / plan

Eker emphasizes people need new strategy and plan. Eker believes if people keep on doing what they are doing right now, they will continue to get what they have right now. Therefore, people need to know the “how” to strategize their plans. The overview plan or strategy will evolve around what people want.

Step 5: First action

It is great to research, but if there is no action, people are not going anywhere. People think more than doing. Thinking is the mental part and doing is the physical part. If people want to be successful in physical life, they need to concentrate on physical part.

Eker wants people to think less and do more. Eker suggests everyone to write down the first action. The first action is critical because it can initiate momentum. A body in motion will tend to remain in motion and a body at rest will tend to remain at rest. This is the power of momentum. When momentum starts, people will gradually continue towards that direction.

Eker wants people to start their first step simple. If it is too big or complex, people will give up. All people need is momentum.

Eker shares the secret of life is to set themselves for an easy win. Therefore, it is important to start something small, get the momentum going, and receive the small win.

In addition, Eker believes each first step must be completed within 24 hours. People who complete the first step within the first 24 hours will have more than 75% success rate to continue. If people complete their first step within 72 hours, the success rate will reduce to 50%. Moreover, if people complete in a week, there will be less than 10% success rate.

Step 6: Commitment

Eker emphasizes the commitment is the hardest and people struggle the most. There are 4 levels: thinking, writing, talking, and committing. Committing requires the highest level of energy.

When people have giving their words, they have responsibility to complete their commitment. Eker wants people to treat commitment as the form of declaration. Moreover, people will think it is their responsibility to accomplish the task.

Step 7: Reward

It is important to have positive reinforcement. People usually reward negative behavior; instead, Eker believes people should reward the behavior they want. Short term reward is also important as the long term reward. Therefore, it is important to decide on a reward when people completing an action. This will trigger people’s mental to believe doing the same thing will continue to receive positive impact.

Step 8: Accountability

Eker defines accountability as “to explain what you have done”. It is important for people to be accountable to their actions and others actions as well. When people are accountable to someone else, they will add their energy and resource to the direction they want to go. In addition, other people can help others to be accountable because they can see what other people cannot see. It is human nature that people will do more if other people are watching. People have strong desire for acknowledgement and approval to avoid disapproval and disappointment.

“If you could have done it on your own, you already have done it on your own”

Life Makeover Coach

Eker believes it is important for people to hire a life coach. They can track and help improve the progress. Working with a coach can improve the efficiency. This can gain friendship and connection as well. Eker states that there are 3 reasons why people might not need a coach. They might not need a coach right now, but people can enhance their current situation. They might believe they do not have the time, but people always make time for priorities. They might believe they do not have fund, but people tend to spend their resources on the wrong reason.

Eker states if people do not have time to earn a lot more money, increase net worth, create multiple steams of passive income, have closer relationships, be healthier and stronger, master the field, or live the life they have always want, what do they have time for?

“If you keep doing what you have always done, you will keep getting what you have always got”

November 17 2014

CPA Magazine – Creating a rolling forecast

ftyang Archive, Business Webinar business webinar, financial forecast, Mitchell Max, rolling forecast 0

Date: November 10, 2014

Name: CPA Magazine – Creating a rolling forecast

Presenter: Mitchell Max

Many organizations are looking beyond the fiscal year to create their forecast. Moreover, organizations are implementing rolling forecast to update on a monthly basis to ensure their performance and forecast are aligned. Mitchell Max, the co-Founder of Better Vu, will provide his insight on creating a rolling forecast. This webinar will help organizations to create a must more effective and efficient rolling forecast that can also provide visibility in future. Max will provide his 20 years of knowledge and expertise in performance management to help organizations have a better understanding of forecasting.

In average, organizations review their financial forecast quarterly. Max indicates the trend on forecasting has shifted from once or twice to quarterly. Organizations are realizing the importance of forecast; therefore, Max believes the new trend will eventually shift from quarterly to monthly.

There are four reasons why organizations need to forecast.

Financial Forecast
Projections / Commitments
Operational Forecasting
Actions and Decisions

As for financial forecast, there is a need from CFO of getting the relevant financial information to determine the variance. Management will use the variance to forecast a plan. Organizations need to know if they are hitting the target or if any further actions required for their projections. Many organizations are focusing on operation matrix to determine their operating forecast. Lastly, organizations require knowing if the outcome is aligned to their objectives; otherwise, new actions and decisions will be initiated.

In general, forecast is related to planning. Organizations think backward from outcome to design their forecast. When new facts appear, the budget will be irrelevant. Furthermore, organizations need to adapt the change, which influence the forecast model.

“Plan is a plan at the point of time; forecast begins at an equivalence of plan”

Max defines the main purpose of forecasting is to facilitate decision-making based on an understanding of likely future outcomes. Organizations need to look at the gap between the projection and the target. Organizations will determine ways to close the gap. Therefore, Max believes forecast is not the answer to operation issues; in fact, it is the way to the answer.

In traditional forecast, there is a consent length of time. Organizations are forecasting to the wall if they will determine whether or not if their performance are hitting the projection. In rolling forecast, organizations are always moving forward and looking at 12-18 months in advance. Therefore the main difference between the traditional and rolling forecasts is the business cycle.

Organizations are facing many challenges during the forecast process. The first challenge is time and effort. Forecast can take up a lot of time to prepare. The second challenge is the timeliness. Organizations will face time pressure, which can create irrelevant data and assumptions. The third challenge is the reliability. Forecast needs to be accurate, freedom from bias, and integrated with consistency. The fourth challenge is the tools. Organizations will need to determine the best tools to integrate data information into forecast model.

Max suggests forecast should not be 4 or 12 times per year; instead, organizations should complete their forecast in days within monthly performance cycle. The forecast model should base on drivers and data, but not consolidate financial submissions. This will help organizations to leverage data. Iteration and simulation are important. Lastly, Max recommends forecast is basis for decision making, not a prediction of the future.

There are 3 key concepts Max want organizations to implement in their forecast.

Concept #1: Forecast for discussion and simulation, not an answer

Max indicates organizations should create models that change based on drivers and assumptions. Organizations need to know “if-what”, “so-what”, and “do-what”. Organizations should concentrate on retention and growth.

“Create models based on key drivers that can be changed at a high level”

Concept #2: Model, not consolidate

Max believes forecast model should begin with operations and ends with finance. Therefore, forecast process can be separate into different layers. Organization can start with demand forecast, then supply forecast, and end with result forecast. Each layer will leverage the drivers. Organizations can focus on the drives and key to control. The system will do the work for the organization. Organizations need to allow the system to forecast by exception and let the system do the heavy lifting. The system need to have the ability to overwrite. The system also needs to be flexible. This means system can set assumptions by dimensions and let the system drive the details. The system can identify or alert organization the change to support their decision making.

Concept #3: Collaborate is not equal to coordinate

Max suggests organization to engage those closest to the front. This means receiving feedback within the organization. The organization need to provide a sandbox for simulation. This will allow the forecast to be flexible and provide sensitivity analysis. There is always room for measure and improvement. Organization need to reward for making accurate forecast happen.

In budget process, Max believes organizations need to recognize that each has a role. Budget should be a guide and goal, not an obligation or regulation. Budget should not prevent a good forecast to avoid linking variances. Moreover, organization should shift the effort from budget to forecast by redirect the resources.

In the future, Max wants organizations need to assess their forecasting needs and capabilities. They need to understand and create driver-based business model. They should start looking beyond the fiscal year and incorporate flexible forecasting into performance cycle.

“Not about creating prediction, it is to crate ways to engagement to forecasting”

November 3 2014

The 6 biggest money mistakes coaches make and how to avoid them

ftyang Archive, Business Webinar business webinar, coaches, Pam Sterling 0

Date: October 29, 2014

Name: The 6 biggest money mistakes coaches make and how to avoid them

Presenter: Pam Sterling

Coaches help others to move beyond their limitation and continue to make ends meet. Pam Sterling wants to help coaches to increase income and increase impact. She used to work in the interior design show room and she quickly discovers her passion is not in the current workplace. Her passion is to transform others and the process of helping makes her alive. She uses her own principle and techniques and become the game changer that quadruples the monthly income. Furthermore, she creates the company, “Coaches on Fire”, to continue her passion to help others.

Sterling believes all coaches need these certain characteristics to break the limits. Coaches need a compelling mission with a core message. Coaches need to have coaching mastery from continue investing themselves. They must have clear monetization that integrates captivity marketing. With comprehensive management and courageous mindset, all coaches must have catapultic momentum to help customers to transform.

Sterling shares 6 mistakes that all coaches make about money. These mistakes can jeopardize coaches’ careers.

Mistake #1: I do not care about the money, I just love coaching

It is important to have passion, love and care, but if coaches do not care about money, they will not have any. If coaches tell the universe money is not their concern, the universe will not attract money opportunities to coaches. Money is the result of the value coaches present and coaches need to ensure their mindsets and attitudes are integrated with money element.

Sterling suggests coaches to create a message to remind them to bring value and reward money to sustain business. Coaches are professional businesses and they need money to sustain their business; in fact, coaching and mentoring are different.

Mistake #2: We charge by the hour or by the month

Most coaches believe if they charge their clients by hour or by month, they will sustain their income and keep them on a treadmill. However, if clients quantify their service by hour or month will limit their freedom to help their clients. In addition, clients will not expose their commitment and deep inner feeling if they know they are billed by hours. Therefore, coaches will limit predictability and reduce personal interactions with clients.

Sterling suggests for all coaches to package their services by 3, 6 or 12 months program. The minimum amount is 3 months with minimum of 12 sections. This will leverage the clients and give clients the flexibility to express personal engagement with coaches.

Mistake #3: We do not charge enough

A lot of coaches are under charge with their services. Their services do not reflect on their payments. However, this happens because coaches are afraid to ask for more. Coaches need to express to clients that it is not about the dollar figure, it is about the experience and expertise for the time they spend together.

Sterling suggests all coaches to charge what client is worth. People who invest more will concentrate more. They will go all in due to high level of intensity. Coaches need ensure the payment is the reflection of clients’ worth. By raising the price for clients, clients will do the work and will receive the results they want. Moreover, coaches need to serve above the level and beyond.

Mistake #4: We have not done the math

Coaches need to do financial preparation. This includes financial forecast, valuation and breakeven figures. These financial models will help them build businesses. In addition, it will assess the business and figure out the financial goal to meet their outcome.

Sterling suggests all coaches to exam their program and evaluate the pricing. It is important to figure out the monthly goal, closing percentage, and the amount of clients require for breakeven. All financial analysis will help coaches to understand their expectation. Moreover, coaches can use excel worksheet to calculate their financial goals.

Mistake #5: We try to chase down clients

Many coaches are chasing down clients and convince people to get interest about their coaching. Sterling believes prospects have two different doors they can enter. The first door is the health fair model, and the other is the emergency. Prospects who use health fair model will want free stuff because their situation is not urgent. However, prospects who are in emergency will want support immediately. They are the people they need help now and they do not know how to help themselves.

Sterling suggests coaches to attract prospects who are in emergency. Moreover, they will not shop around and they need the service right away. These prospects will know the pain, aspiration, and worry. Therefore, coaches can solve their problem because they are looking for answer, which is coaching.

Mistake #6: We do not present the offer in a way that makes it a “no brainer”

Many coaches believe if they present their offer, they might scare their clients away. However, if clients are interested to coaches’ services, they want to work with coaches. It is important to realize clients do not like to guess. In fact, they want coaches to be simple and straight forward. Coaches need to provide their call to action in a way that is not complex and easy to reach.

Sterling suggests coaches to master “The No-Brainer Enrollment Conversation”. Sterling designs this framework to help coaches to ask the right questions. This will show coaches how to lead clients to walk into effective conversation.

Sterling shares her framework to guide coaches to their offers.

Steps	Questions
Identify the problem	What is your biggest challenge right now?
Probe the pain	How is this challenge effecting your health, career finances, relationships?
Paint the picture	What would you love to see in these areas of health, career, finances, relationship?
Test their preparedness	How long are you willing to stay where you are at?
Ask their perspective	What do you feel you need to get from where you are at to where you would love to be?
Offer your prescription	I have a prescription that I believe will get you to where you want. Would you like to hear it? How does that sound?
Explain the process	So this how it works. How does that sound?
Execute the payment	Explain the investment and payment options. Which payment option do you prefer?

November 3 2014

CPA Magazine – Strategies for creating value in a low-growth environment

ftyang Archive, Business Webinar business webinar, economic growth, Howard Johnson, shareholder values 0

Date: October 29, 2014

Name: CPA Magazine – Strategies for creating value in a low-growth environment

Presenter: Howard Johnson

When economic growth remains at low growth, many executives are facing the challenge to increase shareholder values in their organization. Many organizations need to overcome this challenge in order to remain profitable in the economic environment. Howard Johnson, the Managing Director of Vercap M&A International Inc. and Campbell Valuation Partners Limited, works with many executives to maximize their shareholder value. His experience will help many business owners to improve their current strategies. CPA Magazine invites Johnson to share his insight. Moreover, this webinar will create positive impact for any business owner who is looking for guidance to assist their organization’s operations.

Based on the economic growth rate, Canada, US and Western Europe are remain low and expect to be low for many years. Johnson conducts the analysis of public information to see if there is any strategy to retain or create shareholder values, and the research discovers there is a pattern from many major corporations to pursue higher shareholder values.

Johnson indicates there are 4 strategies to create shareholder value. All strategies are not mutually exclusive. The first strategy is acquisition, which is to purchase or merge other corporation. The second strategy is capital discipline, which is to look at the financial position from the capital investment’s perspective. The third strategy is operational excellence, which is to improve the operation practice. The last strategy is innovation, which is to create niche value from existing core competency.

In the technical perspective, shareholders value is created when the return on capital is greater than the cost of capital. The research shows many organizations have challenge or ignore to measure the cost of capital. Therefore, Johnson believes it is important for all business owners to identify and measure the cost of capital as often as possible.

Johnson believes the framework of shareholder value creation comes from entrepreneurial environment. In order to execute all 4 strategies, Johnson identifies the 6 criteria that all companies should incorporate in their organization environment.

Strong management team with open communication
Culture of passionate employees
Attentiveness to customer needs
Progressive approach to risk management
Moderate use of debt in their capital structure
Long-term perspective to shareholder value creation

Clear communication is essential in all companies. The influence of positive culture is important because the biggest asset of any company is employees. It is important to initiate the response to customer in timing matter. Management needs procedure to assess risks. Companies should make use of debit financing and have future goals.

Strategy #1: Acquisition

Johnson looks at the company called “Constellation Software” and studies their successful acquisition strategy. He discovers the company performs internal rate of return (IRR) and mutually exclusive and collectively exhaustive (MCECE) on every acquisition. Constellation Software will target small companies that have customer diversification, customer attraction, strong leading market share, and potential growth through geographic or product expansion. Moreover, companies need to have the ability to add value to the existing practice.

Strategy #2: Capital Discipline

Johnson uses the example of a firm called “Birch Hill” that executes the capital investment strategy to acquire another company called “Softchoice”. Instead of looking at the bottom line from income statement, Birch Hill forces on the balance sheet. Softchoice has no debt or any significant cash reserves, and it signals Birch Hill to seek the opportunity to use debt financing to leverage equity return. The asset is less than depreciation and the working capital is less than 2% of revenue. Another main factor is that Softchoice has low accounts receivable because of upfront customer payments. Based on the analysis, it has high return on equity. Johnson suggests companies should not just look at the earnings before interest, taxes, depreciation, and amortization (EBITDA); instead, company should look at other financial factors.

Strategy #3: Operational Excellence

Johnson reviews the company called “Goodlife” and discovers Goodlife emphasizes on culture of excellence and employee engagement. Goodlife offers new products and promotions to retain members. Goodlife utilizes social media to identify possible opportunities and reduce risks. Goodlife creates attention that focus on customers’ needs and demands. Moreover, Goodlife demonstrates the values come from people, customer, and system. Johnson realizes the cultural fit and integration are important elements in operational excellence.

Strategy #4: Innovation

Johnson interviews a movie theatre company called “Cineplex” to identify their successful innovation strategy. Cineplex captures the home entertainment trend and finds way to leverage new capabilities. Cineplex offers new innovative products add value towards customers’ demand. Cineplex creates efficiency on customers’ experience and improves the infrastructure for the customer base. By focusing on customer loyalty, Cineplex has successfully incorporated culture of innovation in every theatre. Johnson believes innovation involves two way communication and front line engagement.

Johnson suggests all companies to conduct employee survey. The stats can potentially become the important factor in all acquisition. It is important to perform risk management procedure as regular exercise. Companies can implement balance scorecard to measure companies’ targets. Nevertheless, companies can identify the financial position through working capital ratio.

November 2 2014

Directors Source – 20 questions directors should ask about strategy

ftyang Archive, Business Webinar business webinar, Corporate strategy, Ken Smith, strategy development 0

Date: October 28, 2014

Name: Directors Source – 20 questions directors should ask about strategy

Presenter: Ken Smith

Company’s success comes from strategies and implementation. Directors need to ensure the proper delegation of roles of strategy. Understanding the role behind the strategy will reduce the risk of business going to the wrong direction. Dr. Ken Smith, the Associate Dean, Executive Programs and Associate Professor of College of Management and Economic, will share his view of questions directors need to ask to focus the right strategic choices for the business. He is also the chair of SECOR consulting and the author of “20 Questions Directors Should Ask about Strategy”. In this webinar from Directors Source, he will condense his research and present his experience to help board directors to ask the right questions. All directors in any industry will be benefit from this webinar.

Smith believes all directors should ask the main 20 questions to assess the corporate strategy. The first 6 questions relate to the process of strategy development. The next 11 questions relate to the content of the strategy, and the last 3 questions relate to the oversight of the strategy. The purpose of the questions is to take directors deeper into strategy while remaining in directors’ roles.

Question 1: What is the board’s role in strategy versus management’s role?

It is important to distinguish the roles between board and management. The board is responsible for company’s direction and the management responsible for analysis and planning. The important element is to ensure the board actively collaborates in the strategic thinking.

Question 2: What is the process for developing the strategic plan?

Smith thinks the process should incorporate future planning, internal and external considerations, different levels of analysis, the usage of external resources, the action plan with appropriate financial models, associate risk analysis, and the appropriate level of involvement.

Question 3: What is the education so directors understand company and context?

It is important to understand that not all directors have the right industry knowledge. Therefore, board should incorporate independent competitor briefings and discussions to maintain the necessary knowledge for the strategic decision making.

Question 4: How will management and board be engaged in strategy development?

Smith indicates the engagement between management and the board is critical. Board needs to raise expectation and concerns early before the implementation of the strategy. Directors need to engage scenario analysis to assess any possible risks.

Question 5: What is this board ‘s risk appetite with respect to strategy?

Directors need to discuss about the uncertainties and other possible risks circumstances. Smith believes board’s role is not to minimize risk; instead, the board should take on the right amount of significant risks to move to the right strategic direction.

Question 6: Each decision: what is the strategic context; does decision alter strategy?

In the business world, all strategies are ongoing process. If decision is right but not align with the strategy could mean any of these 3 possibilities: the strategy is right but the decision is wrong, the decision is eliminating one of corporate alternatives, or the decision forces to change to new strategy.

Smith emphasizes the content of the strategy consists 4 levels of concern to the board.

Strategic vision and goals
Corporate strategy
Competitive strategy
Functional strategy

During the first level of concern, there are 3 questions directors should ask.

Question 7: What is the future context for the industry and the company?

Directors need to know the plan to address the strategic choices for future context, seldom the current context.

Question 8: Where will the company compete and why?

Directors need to identify the market, the stage in value chain and the position in the economic trend.

Question 9: Given the future context and the choices above, what are the overall strategy goals?

Directors need to know the outcome they want to target.

As for the second level of concern, directors need to ask the next 4 questions.

Question 10: Are any of the industries in which the company operates likely to restructure?

Directors need to know if restructure is necessary to compete with other competitors in the same market.

Question 11: What role should the company play in industry restructuring?

Directors need to know where company is positioning themselves in the market during the restructuring, such as if company acts like a buyer or a seller position.

The next 2 questions only consider for corporation with subsidiary companies.

Question 12: Considering a portfolio of businesses held, how is the parent company add value?

Directors want to know how company can add value to the subsidiary companies in the future.

Question 13: Is the proposed corporate strategy consistent with the role and capabilities of the parent?

Directors want to know if the company is ready to face the new market.

In the stage of third level of concern, directors will ask 2 questions.

Question 14: How does the proposed strategy advance the company toward its goals?

Smith believes it is important to link the strategy back to vision. Therefore, this question will analyze the basic.

Question 15: How does the new strategy affect the skill and resource requirement?

If company is changing strategy, there will be new direction. Directors want to know if the direction requires new capabilities or resource. In addition, directors will need to assess if there is any risks to avoid or reduce.

The last level of concern will require directors to ask the next 2 questions.

Question 16: What are the functional strategies that are instrumental to success and associated risks?

Based on risks analysis, directors need to leverage the right amount of depth in the management.

Question 17: How has the strategy incorporated corporate social responsibilities?

Many companies are incorporated their strategies with Corporate Social Responsibilities (CSR). Directors need to ensure all solutions are related to CSR model.

The last stage of strategy development is the oversight phase. The last 3 questions focus on the implantation part of the strategy.

Question 18: What are the key steps, risks and expected returns of implementation?

Companies need to create their action plan based on the strategy. The action plan includes financial projection, monitoring process and the clarity with the organization.

Question 19: What options does the strategy keep open or eliminate?

Companies need to ensure there is flexibility on the implementation to ensure other options available in the future. This will allow companies to seek new opportunities to enhance the current direction.

Question 20: Is board prepared for events that could put directors on the front line?

Companies need to prepare for the worst. This includes possibility of losing CEO or other unsolicited takeover. As long as the board is prepared for any unexpected or unplanned events, companies will be in healthy position.

“If directors have been sufficiently engaged, they will serve the company well when the stakes are highest”

November 1 2014

Evercoach – The Live Master Class Experience

ftyang Archive, Business Webinar business webinar, Rich Litvin 0

Date: October 25, 2014

Name: Evercoach – The Live Master Class Experience

Presenter: Rich Litvin

Evercoach is founded by Rich Litvin, one of the world’s most exclusive success coaches. He helps coaches, including Olympic athletes, presidential candidates, film directors, physicians, and other professionals, to exceed their limitation and achievements. He is also the co-author of the book called “The Prosperous Coach” and the founder of The Confident Woman’s Salon and The High Achieving Introvert Project. The webinar is published by Mindvalley , and this webinar is designed to break many coaches limitation and create a potential platform to achieve to the next level of their financial goals.

The process to create a thriving coaching business

Litvin has a framework to create thriving businesses for all coaches. The steps are “Deep Inner Work”, “Fearless Coaching” and “Client Creation”.

Coaches need to understand that they need to have deep inner work inside them before they can help their clients. This means all coaches need to understand about themselves before approaching others. In order to approach high performing and high paying clients, coaches need to find their ways to be fearless. Litvin believes fearless coaching means to show up to clients, interact with clients, and take no for answer.

Litvin believes coaches should not attract clients; instead, they should create them. In order to create a thriving coaching business, Litvin creates a 4 steps procedure: connect, invite, create, and propose.

Enrollment of high performing, high paying clients

Litvin emphasizes all coaches do not realize coaching can be an enrolment process. Coaching is the best way to enroll those high performing, and high paying clients. Litvin believes the difference between successful coaches and struggling coaches is the ability to engage their clients in a powerful conversation.

“No high-performing client was ever created outside of conversation. And no high-paying client was ever created outside of a powerful conversation.”

The perfect pitch

Litvin suggests all coaches before starting their powerful conversations with their clients, they should ask themselves “Who do I love to work with?”. This question also leads to another question “Who would I love to speak to?”. Litvin wants all coaches to understand themselves their niche markets. If coaches believe the people around them are not their clients, they are considered to be referring clients. Coaches now need to ask themselves “Who do I know?”. All these suggested questions are ways to help coaches to connect with their clients. To fully connect with clients, Litvin recommends all coaches to spend at minimum of 2 hours with them. It is also important to ask for permission before coaching the clients.

“Be a professional coach, not a social coach”

To invite the clients to have a powerful conversation, Litvin suggests all coaches to start a question “Would you like to have a conversation about that?”. All coaches should always challenge clients’ ways of thinking . When clients are aware, coaches can follow up with another question “Would that be ok with you?”. Litvin believes there are many different ways to approach clients, but they always include the key factor of understanding the use of language. People have sell-resistance; therefore, coaches should not try to sell them. Instead, coaches should serve and support them.

To create a powerful conversation, coaches need to serve them so powerful that they will never forget. Litvin suggest all coaches to keep asking for permission. Coaches should never hold back. By giving it all, clients will be inspired and will want to start a business relationship with coaches. The more powerful the conversation, the more time is required and more connect clients will form.

“Do not close a sale, open a relationship. And start finding out what would work powerfully for you and your client. And then you got your proposal”

Fearless Coaching

Most coaches forget the power of silence. It is important to have clients to do the work. This can achieve by asking the question “What else?”. Coaches can connect deeper if they can figure out deeper facts about the clients. It is important to be vulnerable in front of the clients and be willing to share in front of the clients. By bringing out the fearless coaching, coaches need to ask questions that make clients uncomfortable. All high performing clients will trust their coaches when they realize coaches are open to speak the truth. Litvin wants all coaches to remember that coaches should sell their experience, not the concept of coaching.

The powerful conversation will lead clients to ask “Can you help me?”. Coaches can only figure out the solution is when they spend time with the clients. A concept Litvin wants all coaches to keep in mind is that coaching is about being present at the right moment. Coaches do not make magic; instead, clients are the one who are making the magic. Coaches are not there to sell or teach, yet they are there to serve and please.

“Fearless coaching is willing to feel uncomfortable. If you are not, you will never take your clients to that place”

The Proposal

Coaches need to learn how to tell the story and learn to lead their clients. After the powerful conversation, coaches can proposal to clients by understanding “how many times you would speak?”, “How they can reach you?”, and “How much it would cost?”. It is important to provide the fact that money is the least they can do. Litvin suggests all proposals must include these elements.

Pay a fee to be coached
Bring the commitment that is needed for coaching
Get past the fears that come up

If clients have denied the proposal due to money issue, Litvin believes the conversation is not powerful enough. Coaches need to go back to the previous step and conduct a better powerful conversation.

Litvin believes all coaching starts with “why”. Let clients know the “how” and the “look”. Coaches need to communicate with the clients to plan to handle their biggest fear and focus on that as the main reason of coaching the clients.

The fears

Litvin explains there are fears and excuses that block coaches from their success. Coaches need to find ways, such as hire their own coaches, to help them with their fears.

Fears

Being Needy

not showing up powerfully

showing up powerfully

Excuses

Cannot afford it

Not with that much

Do not know who to speak to

Do not know how to get into the corporate world

“If you are vulnerable, you create space for your clients to be vulnerable”

October 20 2014

CPA Magazine – CFO Success: How to Get There and Stay There

ftyang Archive, Business Webinar Business Seminar, Certified Professional Accountants, CFO, Samuel Dergel 0

Date: October 19, 2014

Name: CPA Magazine – CFO Success: How to Get There and Stay There

Presenter: Samuel Dergel, CPA, CA

CPA Magazine is a resource provided for Certified Professional Accountants to discuss the current events related to accounting world of different industries and organizations. This webinar is presented by Samuel Dergel, the executive recruiter and consultant of Stanton Chase International. With the involvement of searching Chief Financial Officers for many major corporations, his understands the true reflection of the quality of current CFO in the market today. Moreover, aside from financial and accounting skills, business owners will learn other requirements of successful CFO in this presentation.

What Makes a CFO Successful?

Dergel believes all successful CFOs in any corporation are a part of successful background stories of the existing corporation. CFO is hired to make a difference in the organization. CEO expects CFO to have strategic leadership that can impact the organization’s procedures. CFO needs to have well recognized relationship professionally and socially. Moreover, CFO also needs to be known on the outside.

CFO is required to have successful experience. Everyone loves a winner and success attracts success; therefore, CFO needs to ensure they have stable experience that can admire and lead the rest of the financial team.

In the current organizations today, successful CFO is visible from inside to outside. To establish visibility requires hard work. CFO needs to consistently improve their personal learning.

Successful CFO needs to have the ability to be recognized internally in the organization. The decision making should not be bias and should consider all areas of organization. CFO needs to find ways to connect the departments within the organization. Moreover, it is important to become a leader among leaders.

Even though CFOs are focusing on the financial statement, they need to solve issues that are outside of the financial boundaries. The CFO relationship in the organization is to report to CEO, the board and the investors. Furthermore, CFO needs to keep a good external relationship with lawyers, auditors, bankers, other outsiders and maintain a good internal relationship with other executives, HR, operations, IT and sales. CFO is supported by finance team members, which means leading the team is very critical.

“If your relationship is limited, your success is limited”

How to Plan for Success

Many CFOs do not have a good success plan. When CFOs have no plan, they usually wing it, which increases the chance of failure. When CFOs have successful plans, they will have higher chance of success. Therefore, successful CFOs will plan with the elements from their employers, careers, and personal challenges.

“Fail to plan is plan to fail; you are the only one who can plan for success”

People in this generation are way too busy with distractions and unnecessary events. Dergel believes any successful CFO will put 120% of effect into their careers.

During CFO success planning, there are two questions Dergel wants CFO to ask themselves

Do you know how to plan?
Can you properly plan for yourself?

CFO can ask for mentors and coaches to help out the planning.

What you need to do to be more successful

CFO branding is important. Dergel suggests all CFOs to take career success test to understand the strength and the weakness. All successful CFOs will focus on strength and act on weakness by asking for help.

Never look for another job again

Dergel recommends all CFOs to never be CFO in transition. CFO needs to focus these three factors:

Developed your brand
Have visibility
An excellent network

Dergel means “developed your brand” is to ensure CFO knows how people can preserve them. “Visibility” means how other people find CFO. Moreover, “Networking” means to build professional values in the professional network.

CFO can build network internally and use it as a leverage to build externally. It is important to understand that CEO hires CFO, not CFO hires CFO.

“Being a great CFO does not make you a great CFO in transition”

Catching from behind

Dergel believes CFO should identify these criteria when finding a suitable CFO position.

What your next role should look like
Your daily schedule
Track your contacts and follow up
Targets and metrics

Before accepting the next CFO role, Dergel emphasizes it is important to understand if the role fits, if the location is acceptable, there is due diligence, compare with multiple opportunities, and gut check.

People can consider small company to start building CFO experience. Small companies can help CFO to improve other areas of operations.

Dergel indicates title is not important in the short run, but it might influence greatly in the future. Title can shows recognition in the industry, which can distinguish between others.

“How do you know if you are ready for CFO? If you have competency, believe in yourself and others believe in you”

October 20 2014

Affilorama – $112K per month – The incredible 3 steps strategy

ftyang Archive, Business Webinar business strategy, business webinar, industry entrepreneurs, Mark Ling, online marketing 0

Date: October 16, 2014

Name: Affilorama – $112K per month – The incredible 3 steps strategy

Presenter: Mark Ling

Affilorama, founded by Mark Ling, provides coaching services to entrepreneurs who are seeking to improve their online earnings. Affilorama provides many marketing tips to promote entrepreneurs business products. Affilorama presents this business strategy webinar to help entrepreneurs understand the formation of online business approach for today.

Ling comes from a struggle financial background environment. He motivates his focus by learning how to make websites and studying the earning commission strategy. After mastering the email marketing techniques, he begins to create strong and loyal subscribers and provide business tips and strategies to all various of industry entrepreneurs.

Ling believes successful people are inspired by other successful people. With the philosophy of learning from successful people and do the basic fundamental well, he begins to inspire other entrepreneurs. Therefore, Ling considers he is the guy that is at right place at the right time, he creates Affilorama.

Comparing with the traditional marketing, Ling understands internet is an easy place to earn money. In addition, more people are preferred to purchase from online; therefore, it is the right time to diversify revenue streams with online marketing.

Ling will share his 3 steps strategy framework using online marketing.

Step 1: $0 – $500 dollars per month online

Many people give up when they encounter obstacles. Ling believes in order to be successful, entrepreneurs need to have the mindset and attitude to succeed no matter what. The Ling’s framework is shown below.

Choose Niche with high converting products to promote
Set 1 to 5 page website
Make free report with affiliate links
Make opt in page
Monetize with your auto responder
Drive traffic to the opt in page

The goal is to achieve 500 relevant prospects onto the customer lists. Ling suggests to all entrepreneurs to concentrate on one free traffic source by providing free reports and giving people what they need.

Step 2: $500 – $10,000 dollars per month online

This step is to generate more traffic, build more money magnets and automate the system. Traffic can be found from PPC, Facebook, media, sold ads and kindle books. These traffic can be potential prospects. These prospects will lead to opt in page and the prospect system will provide the solutions for the prospect automatically. Prospects are converted to loyal subscribers and they will help the business to generate passive income. From the word of mouth, all satisfied subscribers will attract new prospects and the cycle continues.

As the list of prospects is increasing, the more money business will generate. Entrepreneurs will need to reinvest the income to generate more traffic. The cycle continues.

Ling suggests a strategy called “Traffic Exchange Strategy”. This strategy is to exchange the current list with other entrepreneurs list to expand the amount of potential prospects. This strategy will dilute the quality, but expand the list.

Step 3: $10,000 – $112,000 dollars per month

Ling believes entrepreneurs at this step should have a strong and stable customer base. Entrepreneurs can either scale up the paid traffic by negotiating higher commissions and become meticulous with the current tracking, or make and sell the current existing information product.

Ling states the key in this step is for all entrepreneurs to become more obsessed with copyrighting for conversations. Entrepreneurs can convert the information into sales. Entrepreneurs need to ensure their copywriting must be beneficial for their needs. If the copywriting can buy more traffic and convert it to money, it will be easier to put offers for others to promote the business.

The examples of copywriting, such as video sales letter, and webinars, are potential assets to publish information for converting to sales.

The framework is one of the generalizations of online marketing. Ling recommends all entrepreneurs to have mentors and coach to support their framework. The details are different in every industry. Nevertheless, all entrepreneurs need to ensure all basic is well covered.

October 19 2014

CPA Source – Influencing for Impact

ftyang Archive, Business Webinar business webinar, employee, interpersonal skills, Joseph Sherren 0

Date: October 15, 2014

Name: CPA Source – Influencing for Impact

Presenter: Joseph Sherren, CSP, HoF

CPA Source is a service of the Chartered Professional Accountants of Canada that provides valuable business leadership management support to CPA members. In every organization today, the success is heavily depended on the ability of manage and motivate people. Joseph Sherren, the past president of the Canadian Association of Professional Speakers and Global Speakers of Federation, will share his view of the difference between management and leadership. Business owners will learn from this webinar that how manager’s style can influence the performance and development of their staff.

Sherren believe there is a correlation between the ability to perform and the eagerness to engage. Sherren treats these relationships as the pillars of competence.

Ability to Perform	Eagerness to Engage
Education	Confidence
Experience	Enthusiasion
Track Record	Commitment
Training	Assertiveness
Knowledge	Cooperation
Innovation	Activity Level
Planning	Flexibility
Judgement	Self-motivated

These pillars determine the stage of employee competence. There are four stages of Employee competence. The first stage is called “Instructing” when employees are unable to perform but reluctant to engage. The second stage is called “Informing” when employees are still unable to perform and eager to engage. The third stage is called “Inspiring” when employees are able to perform but reluctant to engage, and the fourth stage is called “Impowering” when employees are able to perform and eager to engage.

Sheeren emphasizes the coaching behavior from each stage will be different. In “Instructing” stage, managers should provide more directive than interpersonal skills. In “Informing” stage, managers should provide maximum directive and interpersonal skills. In “Inspiring” stage, managers should reduce the directive but remain high in interpersonal skills. Lastly, in “Impowering” stage, managers should minimize both directive and interpersonal skills.

In the organization, all coaching system goes through these stages. The influencing behaviors will impact the result of overall organization performance.

Stage	Coaching to Employees
Instructing	Tell Them
Informing	Guide Them
Inspiring	Let Them Try
Impowering	Leave Them Alone

“A good leader knows the right road to take”

“A good manager will ensure the right people are going efficiently down the road”

“A good coach will help the people navigate the road ahead”

The coaching style will be different in every organization. However, Sherren believes the consistent behavior patterns will modify the behavior of other people. The patterns of behavior will cause employee to react in urgent situation. When managers emphasize too much on informing stage, it will lead their employees to burnout. If the focus is too much on inspiring stage, managers will rely too much on employees. Moreover, if there is too less impowering, managers will lose employees’ trusts.

Sherren indicates when managers are not following the format, it is suggested to search for other coaching mentors. Sherren designs a system that calculates the coaching preferences. The research shows the coaches should have average rating between all four stages. If coaches realize their employees are disengage, they could be either they are still in the first stage, request new manager, boredom, or personal issues. Nevertheless, it is important to understand where employees are currently at in the influencing model.

“Leaders influence is based on the belief that effectiveness results when the coach behaves in ways which are appropriate to the competency levels of each employee”

October 11 2014

CPA Magazine – Enterprise Risk Management: Common Causes of Failure and What you can do about it

ftyang Archive, Business Webinar business owners, business webinar, Enterprise Risk Management, risk management, Robert Torok 0

Date: October 6, 2014

Name: CPA Magazine – Enterprise Risk Management: Common Causes of Failure and What you can do about it

Presenter: Robert Torok, CPA, CA

Robert Torok, CPA, CA is the co-founder of Better Vu. He specializes in performance and risk management, including risk identification, assessment and monitoring. His expertise in wide range of industries has been benefiting many business owners. Moreover, in this webinar, Torok will share his personal view of enterprise risk management and provide directions for business owners.

The things that can go wrong

Based on statistic from IBM Global Business services, material risk events encountered in history categorize in operational, environmental /heath, legal, strategic, political, and financial.

Operational	Environment / Heath	Legal & Compliance
Hurricane Katrina	West Nile Virus	Fraud
Date center outage	Safety crisis	Product Liability claims
Delivery risk	Compliance with environmental standards	Missed timeline for legal changes
Balst furnace cold run	SARS	Embezzlement of parts
ERP application crash	Food sanitary management problem	Safety of goods or products
Plant disaster causing production Stoppage	Climate change
Environment Pollution
Strategic	Political / Geopolitical	Financial
Industry consolidation and globalization	Change of government – and minority government	Currency Exchange Rate
Error-filled release of software upgrade	Grants and budget changes	Interest Issue and increasing reserves
Change in core product demand	Constant change of ministers	Accuracy of realistic balance sheet reporting
Cancellation of major customer contracts	Federal Accountability Act	Ability to manage cash
Performance standards and service quality	Terrorism	Non-transparent markets
Economic recession
Energy and commodity costs

Torok believes many organizations assume CFO has the responsibility of risk management; however, finance is a small portion of overall risks. The operational risk events are related to other sections and it has rappel effects. Therefore, risk can be encountered everywhere in the organization.

Understanding Failure and Positioning for Success

Torok emphasizes 70% of business owners failed to identify half of the risk events in the organization; therefore, more than 50% of the risk events are totally unexpected.

In addition, 70% of business owners failed to accurately estimate the impact of the half of the risk events that are identified. This indicates in average, organizations have 20% success rate in dealing with business risk events.

Torok believes there are 3 reasons organizations fail.

Lack of understanding
Enterprise culture
Focusing on the wrong things

If organization cannot define their risk appetite or tolerance, business owners will have hard time to determine the risk valuation. If organization do not have share risk information incorporate in the in the business culture, organization will not be able to learn from the mistakes. Moreover, if organizations focus on different direction, they will have poor management in strategic risks.

Torok suggests business owners to think over 5, 10 or 20 years vision instead of fiscal quarter or year. This is important because business owners can define their goals with effective decisions.

“The biggest risk is the question you forgot to ask because the danger is always something you do not know”

Business owners can be in 4 kinds of positions.

Hero	Organization are prepared and the risk occur
Unsung Hero	Organization are prepared but the risk has not occur
Lucky Fool	Organization are not prepared and the risk has not occur
Villainous Scoundrel	Organization are not prepared an risk has occur

Business owners need to understand numbers and quantitative analysis are not enough to identify the risk. Therefore, Torok has listed several questions business owners can ask to dig deeper in to the risk.

What happen if…?
Have we considered…?
What is our past experience…?
What kind of competitive reaction might we expect if we do…?
How will other stakeholders react to…?
Have we tested the response plan what is the best backup plan?

A Deeper Dive

In average, half of organizations do not have proper risk management philosophy documented. Therefore, many organizations are making independent decisions. Business owners need to understand it is not one person responsibility; it is the whole organization’s responsibility to determine the risk.

Torok recommends all organization should have cross-function risk team. The team will help organization to develop risk management philosophy that can be embedded in key business processes. Organization will apply proper practices when risk events occur. All processes will be documented, captured and analyzed for future review.

Business owners need to provide flexibility for employees to response or make risk-related decisions instead of creating boundary. Organizations can utilize risk management through rules, policies, procedures and controls.

Overall, enterprise risks are chain reaction from external risks. This involves financial, strategic, hazard, and operational risks.

There are different set of risks business owners need to consider.

New Competitors
Offensive Advertising
Skills Shortage
Pollution
Geopolitical
Natural Disasters

Lessons learned and call to action

Before organization can create Enterprise Risk Management (ERM) strategy, Torok emphasizes the practitioners are not judge, and yet they are consultant. They should ask questions instead of challenge them. ERM is a combination of what is expected to go wrong and what could go wrong. Therefore, the reporting should not be too elementary or simplistic. It is important to think ERM leads to potential cost, not expected cost.

The irony of ERM is that at the end, nothing bad happens. This might lead to segregation of responsibility, such as “not in my term of office” or “not on my watch”. Therefore, Torok suggests all business owners to take these considerations when implementing ERM.

Take a broader and longer-term view of risks
Be more inclusive in the organization
Establish a feedback and learning process to avoid repeats of failure to identify and failure to estimate impact
Establish a culture of risk, with employees knowledgeable about risk tolerance and appetite and able to act within those bounds.

October 11 2014

Million Dollar Keynote Framework

ftyang Archive, Business Webinar business webinar, Keynote, motivational speaker, Paul B Evans 0

Date: October 2, 2014

Name: Million Dollar Keynote Framework

Presenter: Paul B. Evans

Paul B. Evans considers himself as the conversational speaker instead of motivational speaker. In the age of 23, a devastated tragic happens and change his life. He believes the picture of success is connected with sharing and helping the lives of others. He designs the Million Dollar Keynote to impact people around him to be successful. This webinar will share a simple framework to every entrepreneurs the recipe of being successful financially.

Two Anchors

Evans believes there are two anchors to his philosophy of speaking. The first is the impact, by impacting other people’s lives. He realizes based on his framework, if he is able to make others feel like a million dollar, they can share the same feelings towards other people as well.

The second anchor is income. Evans believes everything flows in a system and everything can be linked to keynote. Moreover, the overall message is based on the structure and the structure is based on sharing.

Therefore, impact represents responsibility. The responsibility is to provide the best to the audience. Income represents result. The result is to receive what it is delivered. Moreover, the result gets paid for the framework.

“We do not pay for speaking; we pay for result”

Many speakers do not have a clear system to follow and do not have sustainable bookings. The framework will solve these problems. In this generation, there are many misconception of speaking comparing from old school and the new way.

In the old school, speakers need to take on the stage and need to be alive in front of the crowd. However, in the new way, everyone can be speakers and they have more platforms to reach the audience. The delivery system has broadened in this society and people are not required to be face to face with audience.

In the old school, speakers have limited access to audience because there is only one way to get in front of crowd. However, in the new way, all contents and meetings are digital. They are not obligated and afraid to hurt audience because there is no need to face to face interaction.

In the old school, speakers need to find representative to help you book meetings. Nevertheless, in the new way, speakers have the full control and in charge of booking.

Therefore, there are 4 factors shift from old traditional to new ways in this generation.

Million Dollar Keynote Framework

Evans emphasizes the framework has three primary layers: message, marketing, and monetize. All three layers are linked to complete the framework.

Layer # 1: Message

The first layer, message, consists of three elements. The first element is content. The content is the core of the framework. Content makes up of promise, points and proves. Speakers need to know what they want to share to audience. Speakers need to provide ideas and principles to elaborate the information they want to share. Moreover, speakers need to provide evident or case studies to back up the information.

Speakers need to have the second element, which is confidence. The confidence comes from skill and the skill can be improved from the positive response reaction of audience. It is important to engage with audience and increase audience interaction.

The last element is connection, which comes from thrill. The speaking must contain emotions. This includes personal life experience. This will shift the audience energy and increase personal connection with audience and the speakers.

Layer # 2: Marketing

Audience need to know where they can access the content. Speakers need to design website and content must connect with all devices. Evans suggests speakers to target only one industry.

In marketing layer consists of 3 elements: attract, automate, and apps. Evans believes it is important for speakers to attract audience instead of chase audience. If speakers are able to deliver their content that is memorable, portable and sharable, the audience will market the content themselves.

Speakers need to find a system to automate the communication with audience. The system must streamline the audience experience. Moreover, the system will help speakers to engage and connect with the audience after the content is delivered.

Speakers should have apps because apps can create reflections for audience. By providing extra contents, apps can help speakers to interact more with the speakers.

Layer # 3: Monetize

If audience wants deeper content, speakers can provide pay products and live events for potential clients. In this layer, monetize consists of 3 elements: paid, products and proximity.

Speakers can charge clients by collecting keynote fees, but Evans indicates this is not the most effective way to closely connect with audience. The products speakers provide to clients represent speaker’s knowledge. This will get the audience closer than the keynote fees. By providing proximity, which is one on one coaching, is the most effective way to interact with audience.

“If you believe you have the keynote, you can be confidence”

Where are you?

Evans designs a chart that can help speakers to know their position in speaking. The chart is based on the relationship of the impact and the money flow. As the level of impact increases, the more money speakers can receive. The impact level goes from “Impact”, “Income”, “Influence”, and “Independence”. As speakers spend more time in speaking, the level of earnings will also increase. This can represent speakers from “Startup”, “Survival”, “Stability”, “Success”, and “Significant”.

Evans believes everyone has his or her own personal million dollar keynote. By following the framework, speakers can reach to “Significant” no time.

“You do not need to be a professional speaker; you only need to be a conventional speaker”

“Speak with passion or just leave me a note”

October 2 2014

CPA Source – Five Rules of Creative Leadership

ftyang Archive, Business Webinar business owners, business webinar, Katherine Danks 0

Date: September 25, 2014

Name: CPA Source – Five Rules of Creative Leadership

Presenter: Katherine Danks, BFA (Honors)

CPA Source provides business webinar presentation for members of Certified Professional Accountants in Canada. This webinar invites Katherine Danks, the president and founder of Creative Business Culture, to share her insight of current leadership challenges in the global economy. Business owners can use her principles to develop new habits of thinking in their business today. This webinar will help business owners to strategize their business culture to improve better productivity.

Danks believes creativity comes from response to a problem or opportunities. Mind and senses will react to stimuli creativity. Creativity is important in business world because it leads to better office culture, better employees’ motivation, and feel valued in the workforce. When business owners stop taking risk, they stop to explore new innovating ideas. Moreover, they will start to ignore their intuition and creative thoughts.

Business owners need to know it is important to reframe perspectives and utilize their creative mind. Danks emphasizes business owners should start to move from traditional leadership to creative leadership. In the current generation, it is important to aware creative leadership because it will help business owners to focus, energize, and see the value of work.

Traditional Leadership	Creative Leadership
Authority	Inspiration
Hierachy	Network
Linear	Non-linear
Yes or No	Maybe – Comfort with ambiguity
Live to avoid mistakes	Learn from mistakes

Five Rules of Creative Leadership

Rule # 1: Engaged Communication

Business owners should always challenge their business assumptions. They can drill down the concept by at least 5 questions to have clear understanding of the problem. In average, 55% of communication is nonverbal. Therefore, Danks recommends business owners to evaluate their listening skills. Internet can increase ability to listen to their clients, so they can serve better to than before.

Danks understands the order of information is important. Business owners should start with positive comment followed by negative comment. This will leave the receiver a positive impact. Communicate well with the group and engage everyone with the responsibility of the outcome.

Communication connects with emotional intelligence. Business owners encourage impacting their business with idea boosters instead of idea busters.

Idea Boosters	Idea Busters
Yes, what if	Are you kidding?
Let’s explore this more	It is not in the budget
What I like about that is	Yes, but it will never work

“It is better to answer 1 question in 8 different ways than 8 different questions in 1 way.”

“Never make assumptions; ask why questions”

Rule # 2: Motivate with Autonomy

In average, business spends $25 thousands to hire a new employee and 70% of employees are disengaged. Danks believe how people feel at work will directly impact their performance. If business owners can fully engage their employees, in average, 22% increase of productivity, 10% higher customer satisfaction, and 48% less safety incidents.

Danks suggests all business owners to give more focus and autonomy over hours worked. Employees will engage with their performance if their physical, emotional, mental and spiritual are met. Many employees are afraid of implementation because they are afraid of distrust. Therefore, it is important to create autonomy.

Autonomy comes from 4 factors.

Accept input
Provide freedom, challenge and purpose
Enable control
Lead to innovation

“Need to feel control; acknowledged for their contribution”

Rule # 3: Connecting Polar Opposites

Business owners need to allow employees to look outside the box for answers. By creating new thinking, it allows people with different expertise and background to mix.

Danks believe new employees have no preconceived notions and expectations. This will allow them to seek new ideas or solutions for the organization. It is important for all business owners to seek out new experience and friendships. Danks believe this will help them to see new perspective and be inspired.

“Turn ideas upside down, back to front, what are the insights?”

Rule # 4: Active Brainstorming

Business owners are encouraged to challenge all assumptions. Sometimes it is difficult to see the roadblocks. Therefore, there are 4 pillars approach from Alex Osborn to help business owners.

Differing judgment
Generating lots of ideas
Encouraging unusual ideas
Combining ideas

Danks wants business owners to do brainstorm frequently. Business owners should start with warm up exercises with the team before brainstorm. Using white board or flip chart will help the team to engage the activity. It is important to frame the topic, so they can stimulate the right direction of ideas.

Danks believes there are no bad ideas. Business owners are encouraged wild thinking. After brainstorming, business owners can capture the ideas and implement with the team.

“Nonjudgmental free mind flow”

Rule # 5: Inspired Leadership

Business owners need to clarify their business purpose and the product values they want to represent. People will accept companies that can articulate what they believe in. Therefore, they need to feel there is alignment with beliefs.

Leaders’ energy must be contagious and convey passion. Leaders must care for their employees. All decisions from leaders in corporation must in line with the business purpose.

“Successfully communicate why they do what they do”

Danks believe if employees only come and do what they are asked to do, the outcome will be minimal. However, if employees are trusted in business culture, they will be supportive to each other. The outcome will go above and beyond.

“Remember what the business stands for”

Danks suggests many strategies for creative leadership to improve the business today.

Set aside regular time for creative or strategic thinking
Allow yourself time to focus on one thing at a time
Connect your work in your mind to your company’s vision
Develop new approaches to creative perspectives to handle complex problems
Develop a sense of community within your team or department
Understand empathy and communicate to others effectively
Take advantages of time to learn and grow
Look for opportunities to do what you do best
Invest in opportunities to generate greater overall positive energy with your team
Review your failure regularly and ask how you can learn and develop from them
Strive for a balance of work life and home life
Be confident to take risks and to truly be yourself at work

“Injecting Creativity into Leadership”

September 8 2014

Secrets of Spiritual Millionaire

ftyang Archive, Business Webinar business webinar, Millionaire, money blue print, money management, T Harv Eker 0

Date: August 26, 2014

Name: Secrets of Spiritual Millionaire

Presenter: T Harv Eker

This special webinar is collaboration between Vishen Lakhiani, the founder of Mindvalley Academy, and T Harv Eker. This webinar is designed to shift business people’s financial blue print. It also assists people to improve the connection to nature universe. People who want to have more money and enjoy their lives more will benefit from this webinar.

Eker believes the mission of life is to be kind, generous, loving, balance, spiritual and become really rich. It is important to make the best life it could be. In addition, money is one of the survival factors in life and many people do not know the method.

In Eker’s early life, he could not concentrate either or money or spiritual to drive his life into happiness. When his life is in stumble, he realizes he can embrace both. Instead of choosing one or another, he believes it is possible to do both at once. Therefore, he starts his business that connects heart and mind. He also emphasizes to combine love and passion with business.

Eker believes it is important to share his insight and principles by contributing to others.

Principle:

Who I was
Habits
Business concepts

Since there are 90% of people making the same mistakes as he did, he can relate and feel others’ frustration. He believes he can use his principles to make the difference.

“Your heart will resonate with you”

“The pain you have now is serving a purpose”

Formula to Success

Eker mentions to become spiritual millionaire, people need to combine spiritual strategy with finance strategy together. People need to work and learn from other people’s successes and understand what works and what does not work.

Therefore, the formula to success is:

Learn
Do what you learn
Learn more
Do what you learn
Learn some more
Do what you learn

The formula will continue until people are successful. If people stop consistently learning, they will stop reaching their successes.

People have a belief that they can only choose either rich or happiness. Eker believes as long as their mindsets shift, they can have both.

“Either you are growing, or you are dying”

8 Millionaire Blocks

Eker believes when people think rich people are bad, they will never be rich and never become them. People should be blessing of what they have and anything people negate, they will never have. Rich people create stories to can support people, help people, and good for people.

People can be rich and wealthy, and the only thing that is stopping them is the block they put in front of them. All types of blocks can be categorized by 8 primary blocks that Eker likes to call it “8 Millionaire Blocks”.

Block 1: Money and Self Worthiness

Many people believe they are average and similar to everyone else; however, rich people think different. Rich people think they are special and they are unique. Average people believe high self-worth will create a high net worth and happiness. Eker disagree this statement. Rich people need to prove themselves first with low self-wroth. In addition, people are rich have low self-esteem.

Block 2: Money, Balance, and Journey

Many people believe they have to sacrifice money to enjoy their journey of life. Eker refuses this statement. Eker believes people can enjoy their love while having money. It is important to make sure they are doing what they love. People who are doing what they love will be on a journey they desire. Many people lose their money because they do not like what they do because their heart is looking for the exit.

Eker emphasizes in order to get rich, people need money. They can get it from other people because people are willing to give if they are helped.

“If you do what you love, you will never work a day in your life”

Block 3: Money Management

Rich people are good at these three things:

Earning money, a lot of it
Keeping money
Growing money

People are bad at money management because they never taught the easy way. Eker believes it is important to become a great money manager to get financially free.

Block 4: Money, purpose and passion

Eker believes people have their special purpose in their life. They need to have a special heart print to give to people. People need to find their passion, and it will redirect people to the success they need.

Block 5: Money, Mind, and Fear

Many people are afraid to lose things they already have for something they are uncertain. Eker believes anyone can do anything to succeed in anything. Most people do not have a route to success, so they are fear to try anything. If they have plan to success, they will not afraid to try something new. As long as their routes to success match who they are, they should get rich and worry about it later.

Block 6: Money and Relationship

In any relationship, Eker believes the number 1 cause of breaking relationship is money. Everyone has their own unique money print that they design when they are young. When people are fighting about money, they are fighting about their money blue print. Eker realizes if people have similar money blue print, they will reduce the chance of fighting about money.

Block 7: Money and Spirituality

Eker believes people’s lives should not be about all money. Money is an enhancement to people’s lives, not a requirement. People need to find the balance between money and spirituality to ensure they are enriching their lives.

Block 8: Money, Income and Freedom

Money is a form of energy. Eker thinks people should need to work hard for a short amount of time since other energy will take place. When money can cover for people, they can concentrate on their life purpose. People are creatures of habits, so it is important to turn happiness to habit. Universe has a flow for people, and they are born to be rich, help other people with their purposes.

Eker wants people to begin to stay open mind and accept new business financial knowledge. All the blocks mention should help people to break their barriers. Eker suggests people to enrich their lives with their purposes by helping other people to solve their problems.

“How you do anything is how you do everything.”

July 29 2014

Turning Terrible into Terrific – Changing your life at the speed of thought

ftyang Archive, Business Webinar business webinar, Dennis Cummins 0

Date: July 16, 2014

Name: Turning Terrible into Terrific – Changing your life at the speed of thought

Presenter: Dennis Cummins

This webinar is a follow-up presentation from Dennis Cummins, the coach presenter of Millionaire Mind Intensive seminar. Cummins published a book called “Turning Terrible into Terrific” for his daughter Lauren. His actions and advices motivate everyone deep down to their hearts.This presentation is an introduction of his book and it provides a set of tools to change people’s lives from great to excellent.

Dennis Cummins believes changing anyone’s lives can be as fast as the speed of thought. The main trigger is attitude because attitude changes everything and it is the way to approach things around people’s lives.

There are seven areas people want to change in their lives

Home
Relationship
Education
Recreation
Career
Finance
Health or Fitness

On the average, most people rate their areas of lives as average, which means people are not completely satisfied their lives.

Perspective vs Expectation

When a glass of water is presented in front of people, a majority of people believes the glass is half empty. In fact, some people believe it is half full. The correction answer from Cummins is that glass of water is always full because it is filled with half air and half water. Different perspective gives different result.

People expect things in their lives will go getter because their perspectives expect them to believe that. However, doing the same thing over and over again and expecting different results is never going to happen unless we change the perspective.

Three Keys

Gratitude, focus, and action are the three keys to turn from terrible to terrific.

Sometimes when people are facing difficult situations that are out of their comfort zone, they can be either a winner or a whiner. People should stop whining because their actions are telling the world they are not ready for the solution. How the world works is that the world will only bring solution to people who are ready. When a tight situation comes, people need to calm down and they will realize the solution is already there.

People need should be grateful how the world works because what people put out is what people get. Gratitude is the element that people should never forget.

People always focus on what is wrong instead of what is right. What people focus on will expand; therefore, if people focus on the negativity, they will receive negative result. It is important to keep the focus on the prize.

People will lose focus from other distractions, such as social media. When people focus, their brain will trigger more pathways to find ways to achieve the result. This will become automatic and it is important to activate the correct pathways.

Multi-tasking is a way to diversify people’s attention and focus on many things. Based on research, multi-tasking will slow things down; therefore, it is important to focus on one thing at a time.

“Prioritize your wants, eliminate distractions, and visualize your success”

People are always waiting for something to initiate their action. If people want to wait for perfect condition, they will never get anything done. The time to act is always now.

People are afraid to act because of risk; however, no risk equals no reward. When people are trying to take a giant step, it will trigger their little voice in their minds to prevent people to step out of the comfort zone. Instead of taking a giant step, people should take small steps.

If people are concerned whether they should act or not, they should answer the following questions:

Yes or No?
Does the decision will move me towards my goal?

People should always ask for help. It is important to be willing to ask for help because people do not know what they do not know. Therefore, others are willing to help if they ask.

“You do not have to get it perfect, you just have to get it going!”