Blog

Posted on

How To Download My Free Tricky Questions Killer Answers E-book

Hot To Download My Free Tricky Questions Killer Answers E-Book

the 73 rules

After buying The 73 Rules for Influencing the Interview using Psychology, NLP and Hypnotic Persuasion Techniques you can download a FREE copy of the Interview E-Book, Tricky Questions, Killer Answers – over 50 Interview Questions and Answers.

Interview e-cover

 

 

To download your FREE e-book click this link: Tricky Questions, Killer Answers – FREE Download and enter the code found in The 73 Rules for Influencing the Interview book PAGE 115

 

People Who Read This Article Also Read


Posted on

Is the Objective Obsolete?

Is the Objective Obsolete?

 

The objective is obsolete. These days due to the high number of applicants for every signal position, employers only want a maximum of a two page resume, which in the scheme of things isn’t enough to sell yourself while recording all of your employment history.

 

 

cv service

 

The objective takes up to much space, which once deleted, can now be used to sell your unique selling point. Still the employer needs to know the position you are applying for, so the key here is to add the objective on to the covering letter and let the resume to be used only to record your key selling points.

 

People who read this article also read:

 

 

 

 


Posted on

How To use sales Psychology in Job Interviews

How to Use Sales Psychology in Job Interviews

The New book The 73 Rules for Influencing the Interview using Psychology, NLP and Hypnotic Persuasion Techniques teaches you how to sell yourself in the job interview.

You can now download chapter one on Sales Psychology for FREE  by clicking this link below to download your free extract.

Influencing the Interview – FREE EXTRACT Chapter One

The book is now available to buy on Amazon

Which of the 73 Techniques did you like best?  How will you use the hypnotic language patterns to pass your job interview? LIKE US on Facebook and add your comments and questions.

If You Enjoyed This Article You Will Also Enjoy Reading: 


Posted on

Workplace Influence; Internal and External Motivation

Workplace Influence; Internal and External Motivation  

 

Employees are motivated and influenced in different ways, one way is through internal or external references (or meta-frames for all you NLP-ers)

For some employees they are motivated externally, they need a ‘pat on the back’ or colleagues and managers to tell them that they did a good job. External motivated workers need to see the smile or their customers face and they buzz from meeting their targets. By gaining external praise these employees know they have done a good job which motivates them to work harder.

 

nlp

 

At the opposite axis, internal motivated people don’t need or want the ‘pat on the back’ because they know when they have done a good job, they don’t need to see a customers smile, or a chart representing how well they are doing. Internal people just know ‘know’ when they have done well and that’s all the praise they need. Even when a manger says you’re not doing well, the internally motivated employee will be unconvinced unless they agree with them.

Two chefs bake cakes, one internally motivated and one externally motivated. The internal chef will know he has done a good job he can just tell, if a customer leaves part of the cake after only one bite the internal chef won’t care as he knows this is the best cake he has made. The external chef may like his cake, but the proof will be all the empty plates he sees around him and the thanks he receives from his satisfied customers. Without this external reference he may worry about his ability and at the extreme never bake that same cake again.

Frame of Reference

Internal and external feedback is just a frame of reference; in the workplace you can use these frames of reference to motivate your employees, by speaking their language.

External employees need reassurance at all times, give it to them and their workload will increase. If you want them to do X tell how wonderful this thing is, how everyone would like to be a part of this team or project because external people will go with what others tell them.

Internally motivated employees just don’t care what others think, you may shout about the wonderful project until your red in the face but the internal employee will make his own decision.

To influence the internally motivated, you have to appeal to his own experience “last year you were part of the X team, I remember you telling how much you enjoyed the marketing side of the project, well this new project has a large marketing campaign, you should take look and decide if this is something you would like to be involved in?”

Is it one or the other?

We are all motivated by both our internal and external frame of reference, but generally people have a strong preference to one of these motivational traits. By speaking in language that they can reference can motivate and influence the employee in the workplace.

If you enjoyed this article you will also enjoy reading:

 


Posted on

Workplace Extrovert Good or Bad?

Workplace Extrovert Good or Bad?

 

In every workplace there is always one extrovert, but is having a workplace extrovert good or bad? Leave your comments below.

workpalce extrovert

Good Extrovert – the extrovert always has a story to tell, a quip to share and an ideas to discuss. The Monday morning blues are lightened when the extrovert arrives, their happy chatter can go along way when you need a break. The extrovert will say whatever is on their head, in team meetings they will ask the question that you have wanting to ask for the last twenty minutes, the extrovert will start the group discussions in team exercises, and the extrovert shares their thoughts on new innovative ideas. The extrovert can bring a new energy to a team, they can boost morale and the extrovert can be the one person you can turn to when you need a workplace boost.

 

Bad Extrovert –  the extrovert will often interrupt your work, with no thought to your forthcoming deadline, they will join in conversations even when uninvited, and they will share their thoughts and ideas when they’re not required.  The Extroverts negative side comes out, when on a late Friday afternoon, you are halfway through a series of task, your concentration is complete and then the singing extrovert enters, singing, chatting and discussing any old thing that pops in to his mind. The extrovert can eat away at your free time, as the team meeting ends, the extrovert will have a hundred questions to ask when all you want to do is go home. The extrovert can interrupt, annoy and share unwanted thoughts with whoever is in listening range.

 

If you enjoyed this article you will also enjoy reading:


Posted on

The Difference Between a Life Coach and a Counsellor

There are many varied therapists that people can access and as a potential client, you need to look at what type of therapy best suits you.

Life coaching and counselling are two very popular options; generally, counselling will look into a person’s past, with the view to deal with the individual’s emotional pain or conflict, often discussing past events.

A life coach on the other hand will focus on the persons present and future, helping them to set and achieve goals with a focus on setting new strategies to live by and by taking immediate action.

 life coach

Let’s imagine you wanted to learn how to cook, but something was holding you back.

The counsellor would discuss with you what it is that is holding you back from cooking.

The counsellor will look at past events, maybe you had a trauma when you previous cooked in the kitchen.

The coach in this situation, would help you set goals and will look at the outcome “if you could cook in the kitchen, what would change in your life?” the coach would encourage, motivate and support you.

They would plan the different steps required to give you the skills and personal resources to happily enter the kitchen and create amazing dishes, this can include using NLP techniques to change the way you emotionally feel about a certain activity or event.

Posted on

3 Strategies for Coping with a Job You Hate

Sometime you will find yourself in a job you hate, in these situations don’t be rash and hand in your resignation before finding a career you love, first follow these 3 strategies for coping with a job you hate.

careers manchester

1. Job Planning

– by starting to plan for a new career you will feel you have a way out of the current job you hate, but it’s not good enough to just say I’m looking for a new job, you need to have a plan of action “I will see a career advisor on 12/12/25, I will apply for 5 jobs a week, etc. By having a plan of actions with dates you are much more likely to commit to them, as you start to see your success you will feel less stressed in your current position. 

2. Reframe the Problem

– when looking to get a new job because you don’t like your current role there is always a reason. Maybe there are rumours of redundancies, your manager may be lazy and never does any work or maybe you asked by your boss to do extra work. This negative thinking can make you stressed and ill, which is not a good place to be in when your applying for new jobs.

First, write down what you don’t like about your job “lazy manager”, I’m asked to do all the work”, “I will have no income if I get made redundant” and then look at the positive to all these situations, by looking at the positives or by looking at the problems from a new perceptive will make you feel more positive and in control, and remember because your job hunting you not going to be there that long.

Example reframes “the potential redundancies have given me to the push I need, I have already found 3 jobs I could apply for which pay a higher salary” “Being asked to take on more work shows me that my employer values my work” “my boss not doing any work is a sign that he doesn’t know what he is doing”

 3. Killer Reference

– Knowing you are going to leave is a great feeling, now you have made that decision you can go out with a bang. Pick a new project or task and put your all into it, make it a real success. Your line manager is now highly impressed with your work ethic and skills. Once you hand in your notice, you will know that they gutted that you are leaving especially when they hear that a competitor has recruited you because you have been seen through your last project as a valuable employee. After trying to get you to stay, the only thing they can do now to show their appreciation for your hard work is to offer you a killer reference.

If you enjoyed this article you will also enjoy reading 

Posted on

Improve Your Performance Review

Most organisations complete regular performance reviews with their employees.

The performance review is designed to boost the employee’s motivation by highlighting their strengths while at the same time putting in a plan of action to help the employee to overcome any working barriers.

In this instance, the performance review should be a positive experience, but many employees see the performance review as a negative experience.

This is often because managers are not trained in coaching employees, and a performance review is in essence a coaching session.

3 steps to perform better in the performance review

1. Preparation for Performance

Most employees see the performance review as a dreaded task, where the employer will pick out the employee’s weaknesses, which can only result in the employee nervously answering the questions sometimes lying about their performance to get a more positive review.

In a team meeting explain what will happen in the performance review, how you will look at the employee’s strengths and skills, that the employee will be given a chance to discuss what would make them happier and motivated in work, explain that the employee will have a chance to discuss what training they require and where they want to progress to in the business long term.

In short, you need your staff to see the review as a positive session, so many businesses will use the performance review as a tool for redundancy criteria or as a tool that can affect the employees bonus – this can only result in an unrealistic session, the key to a performance review is honesty, the employee should be able to say what they like without it affecting their future at the company, this way the employer will end with a stronger workforce

2. Solution Focus

Many managers are trained to coach their employees by asking questions such as “why did that go wrong?” negative questions can only end with the employee feeling accused, worthless and unmotivated. Using solution focus questions such as “what would you do differently next time to get a better result?” allows the employee to feel valued, confident and open.

This will lead to the employees having an action plan to follow increasing their work output, while feeling positive and motivated.

3. Venue

In the workplace, rooms are often unconsciously allocated a feeling. “The dreaded bosses office where people go when they’re in trouble” the performance review should be delivered in a neutral room, where the “power chair” (the bosses chair) has gone.

This allows for a more relaxed air, and it is important that phones are turned off and a “do not disturb” sign is placed on the door – this rule sounds obvious but is rarely followed

If You Enjoyed This Article You Will Also Enjoy Reading:

Posted on

The 2 main reasons why doing something between jobs is so important

When between jobs it is easy to fall into a negative routine off staying up late watching a late-night movie, waking up past dinner time, which leads to a late breakfast and by the time you have finished watching the afternoon talk show the time for job searching is over.

To combat this negative routine job hunters need to fill their time between job searching and a second activity IE training, volunteering, etc.

There two main reasons to fill your time:

Reason One: from the employers point of view, when reading your CV a gap in your employment can look negative, with some employers generalising that gap means your lazy or you have served a short term prison sentence.

As with all generalisations this conclusion has no evidence, but once an employer has a negative thought about you it is hard to  have a change of mind. So the first reason is, by volunteering or training you will have a gap-free CV

Reason Two: a job is more then just an income it is an identify, when being between jobs you can easily become down beat or depressed falling into that negative routine we discussed before.

By undertaking a training course or by volunteering, you will create a purpose, a positive routines and a new identity, in short you will feel good about yourself keeping you motivated during your new job applications and interviews.

If you enjoyed reading this article you will also enjoy reading:

Posted on

Stop Being So Stressed

STOP BEING SO STRESSED

 

Stress is caused because people look at the negative of potential situations, this creates an internal focus which makes you feel sorry for yourself. As an example you have a bad day at work, you go home and feel sorry for yourself. While at home you think about the next day and imagine the worse – this imagine created in your imagination stresses you out; you blood pumps faster, you get headaches and you cant sleep. If this continues your stress will turn into a real illness, one of my clients stress levels lead to her hair falling out.

To stop stress happening in the first place, you need change your perception on future events (because no one knows what will happen in the future) when thinking about a future event, you need to shrink any negative images you create and replace them in your minds eye with a positive film. With the working example, you can imagine going into working having a great day, getting positive praise from a manger and feeling really proud of yourself.

Your mind doesn’t know what is real or what is created, if you imagine a positive event your mind will give you positive feelings, if you imagine feeling stressed your mind will sent signals to your body to feel stressed. In addition people respond different to you if your happy or stress, if you head to work feeling good colleagues and managers will respond more positive to you increasing your positive feelings and the opposite happens if your stressed, people will respond negatively to you, re-enforcing your stress levels.

If you enjoyed this article you will also enjoy reading