Learn how you can have passive income from internet

February 13th, 2006 by Rolf Erikson

Denise O’Berry is a well-known personality on the Internet and an authority on [tag]small business[/tag] issues.She is also an expert at creating [tag]passive income[/tag] revenue streams that keep the money rolling in week after week, month after month with a minimum of effort.

She has been interviewed by Anita Campbell in Small Business Trends Radio broadcast. Listen to the interview and you will have tips and advice on putting passive income to work for you.

You will learn through some examples why it is crucial to have a niche-focus site and pick [tag]affiliate[/tag] products that are relevant to your niche. And also how you can use autoresponders to effectively grow affiliate commissions, in a fun and interesting way.

You can also download a free copy of Denise’s special 22-page eBook called the “Passive Income Guide”.
[tags]coaching [/tags]

Guide to Organizational Change

February 13th, 2006 by Rolf Erikson

Anytime change is being introduced into an [tag]organization[/tag] there is resistance. What surprises me is that managers don´t seem to understand what to do when implementing a change.

Change has become a constant in organizations – whether through choice or changes in the external environment. Change is seldom easy, but managers can make a difference by communicating reasons, respecting values, attending to emotions, and providing as much information as possible.
Said by Esther Derby and offers 10 lessons on Supporting Organizational Change. The main points are,

1. Communicate a Compelling Reason to Change
2. Communicate Formally and Informally
3. Personalize the Message: What Does This Mean for Me?
4. Acknowledge the Unknowns
5. Surface Rumors and Fill in the Blanks
6. Practice What You Preach
7. Acknowledge and Build on What People Value
8. Reframe Resistance
9. People Do Not Resist Change, They Resist Coercion
10. Empathize

As Esther says, “People Do Not Resist Change”. I believe the [tag]managers[/tag] have set up the aim and goals for the change. They know which group has to be changed but they forget the individuals. In every project ( and I believe that a [tag]organizational change[/tag] should be seen as a project) the leader must:
a. Achieve the task.
b. Build and develop the team.
c. Develop the individual.

What is good PowerPoint design?

February 10th, 2006 by Rolf Erikson

Many of us have seen a lots of boring [tag]PowerPoint[/tag] [tag]presentations[/tag], so what is a good PowerPoint design? Garr Reynolds has thought about what a good design is. He says,

If there is one important precept worth following, it is the idea of simplicity. The best visuals are often ones designed with an eye toward simplicity. Yet, this says nothing about the specifics of a visual presentation. That will depend on the content and context. For example, even the best visuals used in support of a presentation for one audience on, say, quantum mechanics, may appear complicated and confusing to a different audience.
However, as far as design is concerned, it is useful not to think (judge) in terms of “right or wrong,” but rather in terms of what is “appropriate or inappropriate.” That is, is it appropriate or inappropriate for a particular context? “Good” and “bad” are indeed terms we use when talking about design

Then it become very interesting when he comments some examples. The context is a presentation on gender and labor issues in Japan. The purpose of the slide is to visually support the that “72% of the part-time workers in Japan are women.” So how to design a slide that is subtle, simple, memorable, and fits into a theme that is appealing and attractive?

This is the original picture and the redesigned one.

null null

Garr Reynolds give you four other pictures on the same theme. Even more interesting is that he comments the different designs.
As presenting information is important you better read his post and learn from a pro.

Why you need a salesman

February 9th, 2006 by Rolf Erikson

In [tag]small business[/tag] the CEO does the sales too. Pete Caputa writes in his blog that there are situations where a [tag]salesman[/tag] is needed.
In sales, when at the stage of negotiating price, one of the most important things in a salesman’s bag of tricks is to say is, “I’ll have to check with the boss to see if that is an acceptable price. ……… The role of a CEO is to project stability. A CEO should be willing to walk away at anytime. A CEO wants the customer to believe that they can walk away from them at anytime. They don’t need their business.”

I learned that trick when I was young. We had to go and negotiate with a customer and I would like to have my [tag]CEO[/tag] with me but he said I had to go myself. Otherwise we didn´t have anyone to contact if we couldn´t close the sale.

Pete Caputa says the same thing.
So, it is perfectly fine when a salesman explains the ins and outs of why their product or service is priced the way it is. But, they don’t have to accept the price. They can posture. They can check with a superior to see if a counter-offer is acceptable.

How to make changes, the Miracle Question

February 8th, 2006 by Rolf Erikson

Coaching often focus on what is working well and try to get the adept to do more of things that´s working well.

Alvin takes up that in the Life Coaches Blog where a method, [tag]Solutions Focused[/tag] Brief Therapy (SF), is described. The method is nowadays used in coaching as a good way to make changes.

Alvin describes the tools from a actual case and the keypoints are,
It is not necessary to understand the cause of the problem to solve it.
Spend only 20% of your time on what’s wrong, and 80% on what’s right.
No matter what else is happening, you are at least doing one thing right in your life.
Problems aren’t always there!
You are more than just your problems.
If what you are doing isn’t working, do something, anything, different from what you’ve been doing before!
Today is a new day.
Seeing what you want in the future.
What are you grateful for in your life right now?

Read the post! It is a very interesting method.

If you are interested in SF read more about it here. As a coach we often use the [tag]miracle question[/tag].

The miracle question is a method of questioning that a [tag]coach[/tag], therapist, or counselor uses to aid the client to envision how the future will be different when the problem is no longer present. Also, this may help to establish goals.

A traditional version of the miracle question would go like this:

“Suppose our meeting is over, you go home, do whatever you planned to do for the rest of the day. And then, some time in the evening, you get tired and go to sleep. And in the middle of the night, when you are fast asleep, a miracle happens and all the problems that brought you here today are solved just like that. But since the miracle happened over night nobody is telling you that the miracle happened. When you wake up the next morning, how are you going to start discovering that the miracle happened? … What else are you going to notice? What else?”
[tags]coaching [/tags]

Even a No has a value when you try to sale.

February 8th, 2006 by Rolf Erikson

What Do You Do When Someone Just Won’t Buy? asks Jim Logan in his blog That´s interesting. As you know a [tag]salesman[/tag] never gives up. But this is another approach according to Jim Logan, Ask for a referral,
he says.
“If you can’t get the [tag]business[/tag] of the person you’ve approached, ask them who they believe you should call next. Ask for the name of a business or person they believe you should call that will find value in your product or service. Then call that business or person and use your first prospect’s name as reference to your call.”

This means that even a No has a value.
[tags]coaching [/tags]

Trust your employees

February 7th, 2006 by Rolf Erikson

Carmine Coyote in Slowleadership-blog put the question, What can organizations do to improve [tag]work/life balance[/tag] without losing out to less scrupulous competitors?

According to one survey:
…among all age groups, the opportunity for work/life balance was cited as the second most important recruitment/retention criterion. More than half(56%) of today’s employees rate work/life balance as a key job selection criterion, with a roughly equal percentage of men (56%) and women (58%) listing “balance” as critical.

Media articles, on and off-line, repeat the same points as survey after survey (almost all funded by consulting firms, it seems) report people are becoming tired of trying to fit their lives around ballooning work demands. But as Carmine Coyote says, Sadly, they have far less to say about how to do better—probably because they think the answer is obvious: hire the consulting firm.

So work/Life balance is important but the question is, What can organizations do to improve work/life balance without losing out to less scrupulous competitors?

A rather tricky problem but I believe what Carmine Coyote is saying, ..trust [tag]employees [/tag]more. For decades—probably for centuries—bosses have been working on the assumption the only way to get people to pay attention to their work is to keep them firmly in the workplace.

Coyote gives some good examples in the post. I remember one myself. A CEO got the advice to trust his employees but he was afraid doing that. Why? i don´t know that but I believe it is a question of loosing power. Coyote is right but it can be a tricky problem.

Conducting Brainstorming

February 6th, 2006 by Rolf Erikson

[tag]Brainstorming[/tag] can mean different things to different persons. I myself used brainstorming when we had to find out what actions we should do in a specific situation. But if we think differently about brainstorming does that also mean that we conduct brainstorming in different ways? Probably we do.

Never Work Alone – blog got the question how to conduct brainstorming and posted a summary of the response from the great community of [tag]managers[/tag] and [tag]leaders[/tag] over at the Never Work Alone Google group.

Here are some of the answers:

Dick Richards says: Brainstorming can be powerful in the hands of someone who knows how to set a climate of openness, a free flow of ideas, withholding judgment, encouraging participation, trusting the wisdom of the group, etc.

Here’s what works for Stacy Brice when she facilitates brainstorming sessions:
* No criticism of self/others
* No censoring of ideas–sometimes the best idea is the craziest one
* Everyone in the space is vulnerable; everyone in the space is completely safe
* What happens here stays here (meaning that people don’t have to fear having their thoughts talked about/laughed at after the session ends)
* There’s always a note taker who is not part of the brainstorming group. This frees me up to facilitate, and everyone else to participate

When they’re stuck, she ask them any questions that get people thinking about possibilities from angles other than the ones they most often use can be helpful in stimulating creative thinking. Knowing they’re safe in the brainstorming space allows them to be open, vulnerable, and sometimes even silly.

Another interesting method is described by Chris Bower who likes to use Post-it notes. The method:

* Make sure the topic being brainstormed is clear to all (write on a flip chart)
* Invite participants to record ideas on a note – 1 idea per note.
* Get everyone on his or her feet in any order, standing round a white board and ask him or her to stick all the notes on it.
* Then ask them to group the ideas according to theme and draw a circle round the group and label the theme. Probably needs a coordinator but everyone should join in.
* Encourage cross-fertilization of ideas and combining two or more ideas into one. New ideas should be recorded on additional Post-its.

Karl Whealton suggests setting up a collaborative website or just a single document on something like Writeboard could facilitate this. Maybe you can have an hour meeting and seed the page with the results of the meeting and keep it open for more input until a meeting the following week for next actions, etc. And of course, a collaborative page, especially one updated dynamically, would be incredibly useful for brainstorming with a distributed team.

What is your method when conducting brainstorming?
[tags]coaching [/tags]

You had to learn Schmoozing

February 5th, 2006 by Rolf Erikson

[tag]Schmoozing[/tag] is, as you know, to converse casually, especially in order to gain an advantage or make a social connection. That´s important in [tag]business[/tag] and other relations so there are many advice out there on how to do.

Phyllis Davis said in [tag]entrepreneur[/tag]: Remember that networking is not selling. Networking is about meeting people with whom you can begin to build a [tag]relationship[/tag] over time. If you attend a networking event with that “hungry look” in your eye, people will avoid you. In fact, if you’re too aggressive in your card-gathering efforts, people will avoid you.
Phyllis gives you 10 fail-proof suggestions for you to follow if you want to become a power-schmoozer:

You need a good business card and a 10-second elevator pitch that introduces you.
Meet people by standing near the food. People like to talk when they’re eating.
Listen 80 percent of the time and talk 20 percent of the time.

For Guy Kawasaki it’s taken twenty years, he says, to figure out that it’s much easier to make a sale, build partnerships, create joint ventures–you name it–with people that you already know than with people you just met.
Guy Kawasaki wrote for many years ago a book about Theory of Schmoozing. In his blog he now presents version 2.0 of his theory saying The key is to establish a relationship before you need it. And this is why I’d like to provide the art of schmoozing.
From Kawasaki you can learn:

Discovering what you can do for someone else.
Get out there and press flesh.
Ask good questions, then shut up.
…….. and six other good advice. I like the last one: Ask for the return of favors. because many of us don´t do that.
[tags]coaching [/tags]

Are your boss a monkey?

February 3rd, 2006 by Rolf Erikson

Sue Pelletier has found a press release from CareerBuilder after surveying 2 050 people saying, “Fifty-three percent of workers say they feel like they work with a bunch of monkeys. One-in-five say they think their boss is a monkey.”

In her blog Sue present the top 10 beefs.
10. The [tag]manager[/tag] who tried to get employees in another department fired for eating bagels that were reserved for an event the next day.
9. The co-worker who constantly e-mails the person who is sitting right next to her.
8. The co-worker who sits in a crowded cubicle area and insists on putting every conversation on speaker phone, including the exploits of the night before.
7. The boss who cut his fingernails while standing in his employee’s cube.

While they don’t define “monkey” in the PR, my guess is that this is not a compliment says Sue Pelletier.
I don´t think so either but you better have to red the article.
[tags]coaching, boss [/tags]

Trust your intuitive thoughts

February 2nd, 2006 by Rolf Erikson

Trust your intuitive thoughts because they are products of your [tag]subconscious mind[/tag]. The subconscious mind is a very strong factor in your life. But You have to learn how to use it.

The subconscious mind is susceptible to impulses mostly emotional. It´s easy stimulated by negative emotions like fear, hatred, jealousy,revenge and greed. But you have to learn how to trigger it with positive thinking like faith, love, [tag]desire[/tag] for something and enthusiasm.

In trusting your intuitive thoughts you must be aware of what you desire most, in your life, in your business … set up goals and plans and think of what you are doing with faith, love and enthusiasm. Doing so your subconscious mind will work and you can trust your intuitive thoughts.

Debbie Call has in her blog “Spirit in Gear” written three good posts about True Guidance vs. False Guidance where she analyses the distinctions between true intuitive guidance, and ego-driven guidance (which actually sabotages us).

Debbie Call shows how easy negative thoughts can take over, so have trust in what you are doing and think positive thoughts!
[tags]coaching, intuition [/tags]

Hot to get a company to grow?

February 1st, 2006 by Rolf Erikson

You have to read this article by Nancy Hauge, Great minds at work; please pass the Cheetos. What she says is that junk-food isn´t good for your health but very good for a [tag]growing company[/tag].

“It’s always a sign of decline when a company slows down on [tag]junk-food[/tag] purchases. Many CEOs and CFOs deny the value of the kitchen. It is an easy expense to control or cut when money gets tight. It seems like no big deal. People can bring food in or buy their drinks from a vending machine. They will understand that investors don’t want the company “wasting” its limited resources buying snacks for the staff.

But the purpose of junk food is not just to give the team a little blood sugar bump at 3 p.m. When you stop supplying fun food, morale and productivity decline.

As soon as your supply of Twizzlers and Diet Coke runs out, so do your people. They leave the office to go home or go out to eat. And when people leave, even for a short lunch break, you can lose the rhythm …..”

I really hope this isn´t true. There must be some other way to to get people working. But Nancy Hauge is sure: “The lower the nutritional value of the food choices, the greater the intellectual property produced.”
Well read the article and made up your own mind.