A new study of 91 construction markets around the world has found that London is among the 10 most expensive cities to build in globally. Zurich and Geneva are the only European cities where construction costs more, according to the Turner & Townsend research.
With institutions of all shapes and sizes having to do more with less, while responding to huge existential challenges, artificial intelligence is being touted as a solution from healthcare to the corporate world.
Healthcare consultancy CF has picked up an award at the annual HealthInvestor Awards. The firm triumphed in the Strategic Consultants of the Year category, during a ceremony in London. Established in 2013, the firm initially known as Carnall Farrar has since become known as one of the UK’s leading healthcare sector consultancies.
Jamie Peel has joined PwC as a director. He will boost the firm’s deals practice, and draw on 16 years of professional services experience. Peel, said of his new role, “I’m excited to be joining PwC’s deals practice adding to its unique and distinct market offering.
Organizational culture is the one thing that influences every aspect of your business. It directly impacts the overall success of your organization, your people, your customers, and your communities. The underlying values of an organization influence the behaviors of employees and their decisions.
Much has been written on the impact of culture on business effectiveness. Scholarly research has directly linked the effects on customer satisfaction, employee teamwork, cohesion, and employee involvement. Organizational culture creates an internal and external brand identity that influences what and how people think about your organization.
Organizational culture is also key to unlocking innovation. Just as some organizational culture characteristics can support innovation, others can also inhibit innovation. For example, a hierarchical organizational culture type has been proven to decrease an organization’s ability to innovate.
If you are looking for a good discussion topic at an upcoming meeting, take some time to ask those attending how they would describe your company’s culture. You will likely hear many different perspectives on what culture is and is not.
The word culture gets used differently by different people at different times. Edgar Schein is considered to be one of the most influential contemporary thought leaders on organizational culture, and below is his organizational culture definition:
It is easy to focus on the visible things that describe an organization’s culture. However, an organizational culture framework consists of artifacts, values, and underlying assumptions:
Artifacts: These are the things you can see, feel, or hear in the workplace. Examples include what is displayed, office layouts, uniforms, identification badges, and what is discussed and not discussed.
Espoused Values: What you are told and beliefs you can use to make decisions. Examples include a company’s vision and values or mission statement. They are explicitly stated official philosophies about the company.
Basic Assumptions: These things go without saying or are taken for granted. Examples could include speaking up in meetings, holding a door for someone, smiling, or greeting someone by name when walking down the hall.
Organizations with strong organizational cultures are defined by having their culture deeply rooted in how they operate. The following three companies are frequently recognized for their organizational culture.
Southwest Airlines operates within an industry routinely made fun of for its poor customer service; however, it is known for the opposite. Employees at Southwest can do what is needed to make customers happy, and as a result, their customers are loyal.
Zappos is an organization that has tightly connected its culture with its hiring practices. Zappos offers new hires $2000 to quit if they feel the job is not the right fit for them within the first week of employment. Check out this Zappos organizational culture video:
Keeping culture strong becomes more challenging as the organization grows. Google has faced many challenges on its path to becoming the 5th most valuable company by market capitalization in the world. Businesses have to reinvent themselves to grow and adapt to changes.
Google is known for being unique and leveraging data everywhere. Google uses people analytics not just for feedback but also for organizational culture analysis. Check out Google Project Aristotle to learn how data is used to improve teamwork.
The following six proven leadership strategies can change employees’ behavior and what they think, feel, and perceive.
Your attention is one of the most potent mechanisms for culture change that leaders always have available. What leaders choose to systematically measure, reward systematically, and control matters, and the opposite is also true. For example, suppose an organization wants to build an analytical orientation within the culture. In that case, a great starting point is to ask leaders what data they use to make decisions or reward leaders for making data-driven decisions.
Follow the money. Budgets reveal a lot about the organization’s assumptions and beliefs. Additionally, resources include physical assets such as equipment and tools, as well as human resources. What gets resourced gets reinforced. Going back to the example of creating an analytical orientation, leaders should consider what tools and resources employees have available for data analytics.
How leaders act and behave outside training is more significant than what is said or demonstrated in training events. Leaders looking to build an analytical cultural orientation would benefit by explaining to and showing the organization how they use data to make decisions on a routine basis.
Rewards and recognition come in many different forms. What is considered a reward varies from person to person. What gets rewarded, how it gets rewarded, and what does not get rewarded reinforce organizational culture. There are tangible rewards and social rewards. Simply saying thank you for presenting a decision using data analytics is a social reward.
Who gets hired, promoted, and fired, and for what, creates and reinforces your organization’s culture. Talent management decisions can be viewed as a more subtle nuance to culture change because they are influenced by explicitly stated criteria and unstated value priorities. A leader looking to influence an analytical cultural orientation would benefit from assessing the skill sets needed within the organization and then hiring based on those skills.
Organizations are likely to deny the need for change and become defensive at the suggestion of change. If leaders are not attentive to the resistance, they can be under estimate the change needed.
Just mentioning the word change creates anxiety. Creating momentum within the organizations around the desire to survive and thrive reduces learning anxiety by creating psychological safety. Psychological safety is when you feel included, able to learn, contribute, and provide critical feedback without fear of being embarrassed, excluded, or penalized. Leaders increase psychological safety by consistently helping followers comprehend and accept the challenge.
A critical takeaway observation from the six strategies for change is that they are about the leader’s habits rather than a one-and-done culture change intervention. Also, these strategies tap into critical drivers of organizational change:
The inspiration of employees.
The involvement is of everyone as much as possible.
The internalization of the change.
As the world changes, people and organizations must change too. We partner with clients to cultivate desired organizational cultures so that they can thrive.
Our approach to culture change starts with creating consensus on the current and preferred culture characteristics using a proven organizational culture framework and assessment.
We identify stories about the best of what is and can be.
We apply strategic foresight principles to wind tunnel the preferred culture against trends and possible market influences.
We clarify the preferred cultural identity, values, knowledge, behaviors, and environment.
We establish strategic plans that address organizational culture priorities, blockages, and solutions.
We assess and develop leadership competencies to reinforce the preferred organizational culture.
Contact us to discuss how we can partner to create a pathway toward your desired future.
Büschgens, T., Bausch, A., & Balkin, D. B. (2013). Organizational culture and innovation: A meta‐analytic review. The Journal of Product Innovation Management, 30(4), 763-781.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework (Third ed.). San Francisco, CA: Jossey-Bass.
Doolittle, J. (2023). Life-changing leadership habits: 10 proven principles that will elevate people, profit, and purpose. Organizational Talent Consulting.
Gregory, B. T., Harris, S. G., Armenakis, A. A., & Shook, C. L. (2009). Organizational culture and effectiveness: A study of values, attitudes, and organizational outcomes. Journal of Business Research, 62(7), 673-679.
Nieminen, L., Biermeier-Hanson, B., & Denison, D. (2013). Aligning leadership and organizational culture: The leader-culture fit framework for coaching organizational leaders. Consulting Psychology Journal: Practice and Research, 65(3), 177-198.
Pater, R. (2015). Advanced culture change leadership. Professional Safety, 60(9), 24.
Schein, E. H., & Schein, P. (2016). Organizational culture and leadership, 5th edition (5th ed.) John Wiley & Sons.
Organizational culture is the one thing that influences every aspect of your business. It directly impacts the overall success of your organization, your people, your customers, and your communities. The underlying values of an organization influence the behaviors of employees and their decisions.
Much has been written on the impact of culture on business effectiveness. Scholarly research has directly linked the effects on customer satisfaction, employee teamwork, cohesion, and employee involvement. Organizational culture creates an internal and external brand identity that influences what and how people think about your organization.
Organizational culture is also key to unlocking innovation. Just as some organizational culture characteristics can support innovation, others can also inhibit innovation. For example, a hierarchical organizational culture type has been proven to decrease an organization’s ability to innovate.
If you are looking for a good discussion topic at an upcoming meeting, take some time to ask those attending how they would describe your company’s culture. You will likely hear many different perspectives on what culture is and is not.
The word culture gets used differently by different people at different times. Edgar Schein is considered to be one of the most influential contemporary thought leaders on organizational culture, and below is his organizational culture definition:
It is easy to focus on the visible things that describe an organization’s culture. However, an organizational culture framework consists of artifacts, values, and underlying assumptions:
Artifacts: These are the things you can see, feel, or hear in the workplace. Examples include what is displayed, office layouts, uniforms, identification badges, and what is discussed and not discussed.
Espoused Values: What you are told and beliefs you can use to make decisions. Examples include a company’s vision and values or mission statement. They are explicitly stated official philosophies about the company.
Basic Assumptions: These things go without saying or are taken for granted. Examples could include speaking up in meetings, holding a door for someone, smiling, or greeting someone by name when walking down the hall.
Organizations with strong organizational cultures are defined by having their culture deeply rooted in how they operate. The following three companies are frequently recognized for their organizational culture.
Southwest Airlines operates within an industry routinely made fun of for its poor customer service; however, it is known for the opposite. Employees at Southwest can do what is needed to make customers happy, and as a result, their customers are loyal.
Zappos is an organization that has tightly connected its culture with its hiring practices. Zappos offers new hires $2000 to quit if they feel the job is not the right fit for them within the first week of employment. Check out this Zappos organizational culture video:
Keeping culture strong becomes more challenging as the organization grows. Google has faced many challenges on its path to becoming the 5th most valuable company by market capitalization in the world. Businesses have to reinvent themselves to grow and adapt to changes.
Google is known for being unique and leveraging data everywhere. Google uses people analytics not just for feedback but also for organizational culture analysis. Check out Google Project Aristotle to learn how data is used to improve teamwork.
The following six proven leadership strategies can change employees’ behavior and what they think, feel, and perceive.
Your attention is one of the most potent mechanisms for culture change that leaders always have available. What leaders choose to systematically measure, reward systematically, and control matters, and the opposite is also true. For example, suppose an organization wants to build an analytical orientation within the culture. In that case, a great starting point is to ask leaders what data they use to make decisions or reward leaders for making data-driven decisions.
Follow the money. Budgets reveal a lot about the organization’s assumptions and beliefs. Additionally, resources include physical assets such as equipment and tools, as well as human resources. What gets resourced gets reinforced. Going back to the example of creating an analytical orientation, leaders should consider what tools and resources employees have available for data analytics.
How leaders act and behave outside training is more significant than what is said or demonstrated in training events. Leaders looking to build an analytical cultural orientation would benefit by explaining to and showing the organization how they use data to make decisions on a routine basis.
Rewards and recognition come in many different forms. What is considered a reward varies from person to person. What gets rewarded, how it gets rewarded, and what does not get rewarded reinforce organizational culture. There are tangible rewards and social rewards. Simply saying thank you for presenting a decision using data analytics is a social reward.
Who gets hired, promoted, and fired, and for what, creates and reinforces your organization’s culture. Talent management decisions can be viewed as a more subtle nuance to culture change because they are influenced by explicitly stated criteria and unstated value priorities. A leader looking to influence an analytical cultural orientation would benefit from assessing the skill sets needed within the organization and then hiring based on those skills.
Organizations are likely to deny the need for change and become defensive at the suggestion of change. If leaders are not attentive to the resistance, they can be under estimate the change needed.
Just mentioning the word change creates anxiety. Creating momentum within the organizations around the desire to survive and thrive reduces learning anxiety by creating psychological safety. Psychological safety is when you feel included, able to learn, contribute, and provide critical feedback without fear of being embarrassed, excluded, or penalized. Leaders increase psychological safety by consistently helping followers comprehend and accept the challenge.
A critical takeaway observation from the six strategies for change is that they are about the leader’s habits rather than a one-and-done culture change intervention. Also, these strategies tap into critical drivers of organizational change:
The inspiration of employees.
The involvement is of everyone as much as possible.
The internalization of the change.
As the world changes, people and organizations must change too. We partner with clients to cultivate desired organizational cultures so that they can thrive.
Our approach to culture change starts with creating consensus on the current and preferred culture characteristics using a proven organizational culture framework and assessment.
We identify stories about the best of what is and can be.
We apply strategic foresight principles to wind tunnel the preferred culture against trends and possible market influences.
We clarify the preferred cultural identity, values, knowledge, behaviors, and environment.
We establish strategic plans that address organizational culture priorities, blockages, and solutions.
We assess and develop leadership competencies to reinforce the preferred organizational culture.
Contact us to discuss how we can partner to create a pathway toward your desired future.
Büschgens, T., Bausch, A., & Balkin, D. B. (2013). Organizational culture and innovation: A meta‐analytic review. The Journal of Product Innovation Management, 30(4), 763-781.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework (Third ed.). San Francisco, CA: Jossey-Bass.
Doolittle, J. (2023). Life-changing leadership habits: 10 proven principles that will elevate people, profit, and purpose. Organizational Talent Consulting.
Gregory, B. T., Harris, S. G., Armenakis, A. A., & Shook, C. L. (2009). Organizational culture and effectiveness: A study of values, attitudes, and organizational outcomes. Journal of Business Research, 62(7), 673-679.
Nieminen, L., Biermeier-Hanson, B., & Denison, D. (2013). Aligning leadership and organizational culture: The leader-culture fit framework for coaching organizational leaders. Consulting Psychology Journal: Practice and Research, 65(3), 177-198.
Pater, R. (2015). Advanced culture change leadership. Professional Safety, 60(9), 24.
Schein, E. H., & Schein, P. (2016). Organizational culture and leadership, 5th edition (5th ed.) John Wiley & Sons.
Faithful reader Eric May unearthed this piece I wrote 16 years ago and suggested I republish it. To my astonishment, I could have written this yesterday and it would be just as appropriate and, I hope, valueable for you.
How to Escape Misery
How to escape misery. That’s right. I’m going to help you very quickly, very rapidly escape misery. So listen, if one or more of these apply to you, here’s how you escape.
Number 1, stop internalizing and personalizing everybody else’s problems. There’s a word for that and it’s called “neuroses.” Other people have problems and they are responsible for solving them. Believing that you are somehow the one who has to take on the burden is ridiculous. Let them have the responsibility. By all means, support them. But don’t think it’s your internal problem or challenge to do so.
Next, forgive yourself. That’s right, you deserve to be happy. Start giving yourself a break. You forgive others, right? Why not forgive yourself? The person we least forgive is the person in the mirror. So stop suffering, stop holding long and deep grudges, stop treating yourself like you ought to be beaten down. You’re not unworthy. So stop telling yourself you are.
Next, stop isolating yourself. Don’t avoid contact. You need a support system. It might be loved ones. It might be family. It might be friends. It might be colleagues. It might be people at work or people at clients or people in trade associations or people in the community or people at the coffee shop. Don’t allow yourself to be isolated. Don’t reject help that’s offered. I’m not talking about unsolicited feedback. I am talking about honest-to-goodness offers of support.
Next, stop trying to please everybody. We spend a whole lot of time trying to make sure everybody else is pleased with us. Don’t compromise your standards. It’s okay if some people are pissed off. “What did he say?” Yes, I said it. It’s all right. Your personal value doesn’t depend on acceptance of others. Your personal value depends upon self-mastery. That is, how do you feel about yourself?
Next, stop comparing yourself to others. You’re your own person. So, speaking of self- mastery, be ipsative not normative. In other words, who are you according to you? Stop looking at others as your standard. Stop looking at another as the person who is your avatar. A lot of those people have feet of clay. A lot of those people are before Congressional hearings right now or they’re indicted for fraud. Please stop worrying about it and just be yourself.
Next, live for the moment. Don’t look back in nostalgia and don’t look forward in anticipation, look around and enjoy yourself. Today is today; it won’t come again. Nor will this minute. And so, enjoy yourself in the moment. That’s what self-actualization is all about. Don’t be afraid to relish where you are right now. Don’t feel guilty about that. Enjoy yourself. Connect with that, don’t dwell on past mistakes and failures. I’ve got news for you, you can’t undo them. In fact, the best thing you can do is learn from them. But then, move on. Stop focussing on things you can no longer change. It’s astounding how many people spend time focussed on things they have no power in the world to change. Making yourself miserable doesn’t help others you’ve made miserable in the past, trust me.
Next, try to stay positive and oriented towards solutions and new levels of performance. Don’t be negative. Don’t always look at problems. I talk to people who sigh after every other sentence. “That’s right, {sigh} well I guess I’ll get more money today.” Oh, that’s too bad, sorry to hear it. For goodness sakes, remain positive. Self-talk is real talk. Talk to yourself positively and look at your surroundings positively. Believe me, it could be worse.
Next, don’t allow yourself to be controlled by others or by circumstances. We’ve touched on this a little to this point. But it’s too easy in a world that is trying every day to make you into something else and to fall victim to that. So don’t allow yourself to be controlled. Don’t worry about what the advertisements say you should be wearing. Don’t worry about what unsolicited feedback tells you about your behavior or your speaking or your interactions. Don’t allow yourself to be controlled by others unless you respect their opinion and unless you solicit it.
Next, take on involvement and responsibility. People who take on accountabilities are better off. The best people I meet on committees, on boards, on task forces are those who stand out in a crowd and chair something, or head something, or take a risk. Try new things. You’ll be successful. You’ll get increased satisfaction. But don’t sit around avoiding involvement, avoiding responsibility. The world is not like that. Step out of the crowd. Get into the limelight.
Two more. First, set realistic expectations for yourself. If you want to lose weight, if you want to get in shape, fine. But telling yourself to lose 35 pounds in 2 months is ridiculous. On the other hand, signing up for a gym and promising to go 3 times a week is probably pretty achievable. Don’t set unrealistic goals. Don’t tell yourself you’re going to make a million dollars one year from now. If you do, great! Listen, I’m not against having all the confidence in the world. But it’s much better to say, “Someday, in the meanwhile, I’m going to double my present income from $200,000 to $400,000.” So don’t set unrealistic expectations. Set expectations and achievements that you’re likely to hit.
Finally, base your worth on things that you believe in. Don’t base your worth on externals. Not external feedback. Not the way you look. Not what you do. Not your job title. Not the possessions you have. Love yourself unconditionally. Don’t base your worth on things to be pointed to. Now that comes from someone who wrote Million Dollar Consulting, and I am well aware of that. But I also know who I am. You have to know you’re a good person. You have to believe that you’re a good person. And if you do, the world will look a lot better because you are a good person.
© 2008 Alan Weiss. All rights reserved.
Friendship improves happiness and abates misery, by the doubling of our joy and the dividing of our grief. —Marcus Tullius Cicero
When will our consciences grow so tender that we will act to prevent human misery rather than avenge it? —Eleanor Roosevelt
If misery loves company, then triumph demands an audience. —Brian Moore
He who has not the spirit of this age, has all the misery of it. —Voltaire
Not Without Honor….
“A prophet is not without honor except in his native place and among his own kin and in his own house.” —The Gospel of Mark, 6:4
Join me for a monthly newsletter that will explore, analyze and predict ramifications of issues and events in global societies. Each issue will focus on topics that will include politics, social mores, the arts, sports, technology, financial affairs, and other contemporary issues.
Develop the ability to discuss current issues with dexterity and insight and become an object of interest to others, whether clients, colleagues, or friends. The discussions will be brief and focus on three-to-five issues per edition. Letters and commentary from readers will be welcome.
For example, as we are undergoing the dynamics of morbidity outpacing fertility in most developed countries, there will be a profound labor shortage if actions are not taken rapidly. This includes such diverse political systems as China and the US. There are three key areas, that must be utilized to accommodate what is apparently a multi-generational problem. We’ll discuss what they are and analyze what must be done to successfully resolve the dilemma.
You get the idea. The first issue launches in October. The fee is $500 for the year of newsletters, including all back issues if you join during the year. If you subscribe prior to August 1, the fee is $400. https://alanweiss.com/growth-experiences/not-without-honor/
NEW!! The Spontaneous Session
People laugh today when I tell them I’ve “prepared” for a Zoom or live session. They know my speeches are mainly riffs, and that I never change a word or phrase when I’m writing my books. (My all-time best-seller, Million Dollar Consulting, through six editions, has had exactly one paragraph changed by the publisher.)
What I want to do on Halloween is give you a treat by showing the tricks of my trade. I will actually demonstrate how you can be spontaneous and also highly impressive, controlled, and effective. You will walk out of the morning able to use spontaneity in business meetings, social and civic settings, in speeches and presentations, and in conflict. If you stay for the afternoon, you’ll be able to practice this with your colleagues and then with me. If you can do this with me, you can do it with anyone!
If anyone else is providing this kind of help, I don’t know about it. If you stay for the afternoon, I’m buying lunch. And at the end of the day we’ll vote as a group on the best extemporaneous performance of those remaining and I’ll provide a credit for your entire fee to use for any of my future programs.
Stop saying, “I wish I had said….” or, “Next time what I’ll do is….” You don’t have to risk $200,000+ (as I once did) and I guarantee you won’t be risking this tiny investment either in freeing yourself to be even more successful immediately.
October 31, 2024. Las Vegas, venue TBD 9 am to 4 pm (afternoon optional) Full day $1,250, Half day $950 Lunch included with full day. https://alanweiss.com/growth-experiences/spontaneous-session/
Thought Leadership 2024
I’m hosting a tenth Thought Leadership Conference, and our first such session post-pandemic, in Delray, Florida area on September 10-12, 2024. This will probably be the last such “live” event of its kind since my future plans are to create a quarterly Zoom subscription for this endeavor in 2025 and beyond. We will focus on:
• The No Normal® of the workplace and how to market and succeed in continually turbulent times. • What the impending US presidential election will mean for professional services. • How to create weekly, relevant, dramatic IP. • Staying ahead of the innovation curve using your own past and continuing “body of work.” • Passive, global income generation—creation and sustainability. • Options for successful use of discretionary time. • Financial realities and metrics for safety and security (and prudent risk). • Topics raised in the prep work sent to participants.
My newest book, Building Dynamic Communities: creating an evergreen client ecosystem, to be released later this year, will be personalized as my gift to you when it’s available, and the morning of the third day of the 2.5-day event will be optional and included in the fee. I’ll be “riffing” on that day on politics, society, education, personal wealth, and so forth.
The fee is $15,000, which includes rooms, breakfasts, lunches, and a cocktail reception. Finally, if you attend this session you may join the quarterly Zoom sessions next year for free, a $2,000 value.
My very special guest is the leadership guru, Hall of Fame speaker, and great wit Lou Heckler, who will be with us throughout the workshop.
Register here, please: https://alanweiss.com/growth-experiences/thought-leadership-2024/
Million Dollar Consulting® for the World: I’ve provided 14 modules with videos from me, from your colleagues globally, slides, and text. They include everything from launch to self-esteem, proposals to fees, closing business to creating a brand. No upsells! It’s only $115. What do you think about a 10,000:1 ROI? We have over 500 people from 47 countries. https://milliondollarconsultingcourse.com
Million Dollar Consulting® for the World ADVANCED: The new program contains over 60 videos and has 15 modules focusing on what to do in the buyer’s office, overcoming crises, financial planning, and much, much more. https://alanweiss.com/growth-experiences/advanced-global-learning-program/
Sentient Strategy Certification: My new book on the topic (above) has been released, so this is an ideal time to market Sentient Strategy. Write me to apply, join over 70 people certified in six countries. One-time fee of $12,000, includes 90 days of my support, free admission to all future certifications, and admission to a private web board with other Sentient facilitators. In a recent program a participant sold a $100,000 strategy program within 48 hours. Write me at alan@summitconsulting.com
NOTE: I’ve reinstated my inexpensive, limited coaching program I last used during Covid because I’ve found people who need help right now growing their practices. I’ve offered it to past coaching participants, but I can handle several more people at this point. Five calls at your desire: review proposals, prepare for meetings, create passive income, etc. $2,024. You simply have to use them before the end of the year, 30 minutes each. Should pay for itself 20 times over. You can write to discuss (alan@summitconsulting.com) or sign up by paying here: https://alanweiss.com/store/quick-pay/
Want to join me for my Book Sprint? In 60 days complete a proposal for an agent or an acquisitions editor (or the outline and marketing plan for a self-published book). We have an 80%+ “hit rate” for obtaining book contracts, complete with my introductions. The schedule is flexible and I’ll create one around the first people to register. The fee is $4,500—we meet weekly by Zoom with assignments in between and a common Drop Box to review each other’s work. Write me at alan@summitconsulting.com.
2024 Virtual Workshop Series:
Major Growth Issues for Professional Services Providers
I’ve designed this series around the most frequently asked questions in my global coaching program, and from the advice I’ve provided that has most rapidly propelled people to much higher income and far less labor intensity. Everyone enrolled in each 90-minute program will receive a recording. I also encourage questions in advance.
All sessions are on Mondays at 10:30 US Eastern time so that you can begin your week with new approaches. The sixth session is intended to create a far more powerful 2025.
Session One: Ghostbusters
July 22, 2014: Learn how to prevent people from “ghosting” and what to do in case they do refuse to return calls and emails. However, my methods for avoiding this entirely are highly effective, and can be applied immediately—in fact, as soon as you leave the workshop or video. People call me back because they can’t afford not to.
Session Two: The Real Story: August 26, 2024
Story telling has been proven to be one of the most effective and high impact methods to influence others. Learn the three components of any great story, how to create them, introduce them, deliver them, and exploit the results. Discover the events in your life that are great stories that you don’t even realize you own. And learn how to immediately recall the appropriate story when needed extemporaneously.
Session Three: Brevity: September 23, 2024
Learn to shut up.
Session Four: Achieving and Sustaining Results Leadership: October 21, 2024
Step away from the hackneyed “thought leadership” (Does that mean you have more thoughts than everyone else?) and into the rarefied atmosphere of unequivocal achievements and concomitant brand power. Believe it or not, the thinking didn’t go into creating drills, but rather how to create holes.
Session Five: How to Be A Contrarian and Live to Tell About it: November 18, 2024
You need an “edge,” the ability to unsettle people. There IS such a thing as “too much quality,” and “overly happy employees.” The customer is NOT always right, and while the early bird may get the worm, it’s the early worm that gets eaten. Follow me right to the edge without falling over it, and learn how be a constant object of interest.
Session Six: The 20-Hour Week, the Million Dollar Year: December 9, 2024
Some people say, “The harder I work, the luckier I get.” I say, “The smarter I work, the luckier I get.” Learn how YOU can create a 20-hour-a-week approach to your profession and/or practice, and how that can create a million dollars (or more) annually. These are not metaphors. I’m serious. You don’t believe that? Well, what if a thousand people bought this entire series that you are considering right now? That’s over a million dollars for me “working” 90 minutes a month for six months. If you think I can do that, but not you, I thank you, but shame on you! Don’t you think you ought to invest enough to see what you’re capable of, and if it’s possible for you? I mean, even if it’s 25 hours….
All sessions are recorded and distributed promptly as part of the program. The Special Sessions (below) are arranged with me at mutually-convenient times over the ensuing 12 months.
Single Session: $350
Two Sessions: $650
Three Sessions: $900
Four Sessions: $1100
Five Sessions: $1,200
Six Sessions: $1,300
Special Sessions: All six plus six 30-minute Zoom coaching calls with me, one-on-one: $2,500. These appointments will be adjusted to accommodate differing time zones.
Register here: https://alanweiss.com/store/quick-pay/
INSEAD, renowned as “The Business School for the World,” has a long-standing reputation for its MBA program, which is consistently ranked among the top international business schools globally. Now, the …
The post INSEAD MIM Admissions 2024 appeared first on Best MBA Admissions Consultants in India | GyanOne | MBA Abroad.