I am a fitness buff, and unless you’ve been living under a rock for the past 30 years you know that there are countless diets and other dietary or nutritional products promising all kinds of miraculous results. In my quest for better and better fitness, I have learned (and tried) many of these diet and fitness solutions. It's now a hobby to analyze each new diet, gadget, and technique to understand their underpinnings and how much truth, practicality, and hype exist in each.
Unfortunately, a huge percentage of these products are garbage. Many of them have an idea or principle that is valid, but the results are blown way out of proportion in relation to what can truly be achieved using these solutions. On the other hand, some actually work…
If It's Too Complicated No One Will Use ItTake diets for example, there are quite a number of them with merit. The problem is that some diets are ridiculously complicated and too difficult to maintain, let alone adopt as an ongoing lifestyle. All the current leaders in fitness and nutrition now agree that the ease of going on and maintaining a diet is a major factor (if not the major factor) in the creation of a successful diet. If people can’t effectively start or maintain the diet, it doesn’t matter how effective it could be because they won’t be able to sustain it. And that, my friends, is why I am going on and on about diets in an article about advancing the sale—because closing techniques suffer similar complications.
Name any book on closing, and odds are, I’ve read it. There are books with hundreds of sales closes in them, each with their own clever name, like the board of nails close, or the one-dollar-for-one-hundred-dollars close, or my all-time favorite the Atomic-what-would-Jesus-do-BOMB close (no, I’m not kidding).
Someday, to give you a good laugh and protect the innocent souls out there who might actually consider using one of these gems, I’ll put up a website with a Sales Closing Wall of Shame listing all of the ridiculous closes I’ve collected over the years.
Closing ConfusionJust like the diets, most of these closes are garbage—and by garbage, I mean counter-productive. They will actually hurt your chances of closing the sale. But also like the diets, some of these techniques actually work from time to time. And thus, the confusion sets in.
Some of these old-school closes are very elaborate, are specialized for particular situations, and require intricate setups. Some take hours to execute. This is again where they are like diets. If there is too much to remember, or they are too complicated to execute, then no one will use them. Who wants to take the time to memorize one-hundred-and-one closes—one for every possible situation? What if in the heat of the moment I use the wrong one? Oh, the pressure!
It’s a waste of time and effort to use what amounts to a counter-productive close 90% of the time. It is also totally unnecessary.
The Criteria For a Good CloseA good closing approach should meet the following criteria:
That last point is what we are focusing on here. The approach must be easy enough to follow so that when it comes time to actually use the approach, it's natural and simply second nature. That eliminates all the stress and frustration associated with closing that we sometimes feel.
CLOSING TIP: Helping a customer move towards their goal is an act of service. It shouldn't be difficult or stressful at all. It should be easy.
About the Author: James Muir is professional sales trainer, author, speaker and coach. He is the Best-Selling author of The Perfect Close: The Secret to Closing Sales that shows sales and service professionals a clear and simple approach to increase closed opportunities and accelerate sales to the highest levels while remaining genuinely authentic. Those interested in learning a method of closing that is zero pressure, involves just two questions and is successful 95% of the time can reach him atPureMuir.com.
Originally posted on Linked IN by: James Muir
On my lunch break, I took the only open seat at a small three-person table. After quick greetings the two ladies already seated continued their conversation. Since we sat so closely I couldn't help but overhear.
At first I felt awkward; it's no fun trying to pretend you're not listening when you can't help but overhear. But they immediately noticed my discomfort and smiled and nodded at me to make me feel included.
So I listened and was fascinated.
They talked about how they felt a huge responsibility to their employees, not just financially but also in terms of training, development, and personal fulfillment. They talked about how a contract may start a business relationship but ensuring both parties succeed is the only way to keep a business relationship from ending all too soon.
Most of all, though, they talked about themselves -- but in a way I never hear.
"I feel like I'm failing one of my managers," one said. "He does a good job, but the way he does it is so different from the way I I would. So I wind up critiquing his 'style' instead of just focusing on the results he achieves."
"I know exactly what you mean," the other said. "But I have the opposite problem. I have an employee I know has potential, but I can't seem to reach him. No matter how hard I try I can't find a way to see things from his perspective. It's like we're constantly butting heads."
"Will you have to let him go?" she was asked.
"I should, but I just can't do it," she answered. "At least not yet. How do I fire someone when I think it's my fault they aren't performing well?"
And they kept talking. They talked about how they felt guilty they weren't developing their employees more, but resources were just too tight. They talked about how they felt guilty for not spending more time with certain members of their staffs, yet the need to fight fires always got in the way. They talked about constantly trying to balance business with family, and how, no matter what they did, they could never escape feeling they were letting both sides down.
To say I was stunned was an understatement. It was clear these two women had just met, yet there they were admitting to weaknesses -- not in a faux self-deprecating way, but openly and honestly.
How many people do you know that readily admit to falling short where leadership and professional relationships are concerned? (And when someone does admit that, how many people respond thoughtfully, compassionately, and without judgment?)
Instead practicality tends to dominate our business discussions. We talk, especially with people we don't know particularly well, almost exclusively about strategies and technologies, metrics and analytics, big data and big ideas.
Practicality is everything -- in not only our public conversations but often also in our private thoughts.
My lunch companions appreciated a different kind of discussion. They clearly felt the fundamentals of business are found not in data, or strategy, or finance but in the emotions, the experiences, the skills and faults and strengths and weaknesses of people.
Business, to them, was all about leading, following, and working with people... something that is all too easy to forget.
Hats off to them.
And hats off to all of you who work so hard to make the lives of other people better -- since, after all, that's what great leaders do best.
Originally Posted on Linked In By:Jeff Haden
I grew up in the 80s. Rock and roll, in all flavors, was part of my DNA. Especially the heavy stuff. From Joan Jett to Anthrax to The Misfits to Yngwie Malmsteen, crunchy chords and killer solos were my thing. I played guitar (my favorite being a purple Charvel I upgraded more than my BMX bike). I had a Carvin half-stack amp in my garage that shook the small Cleveland suburb I grew up in. I even did a short stint in a band called Terror (seriously).
Point being, I loved rock music and the stars that performed it. It was a big part of my life and it let me express myself in a myriad of ways – most of them a bit reckless. Like most people, though, I lived and learned through it.
James Bond has a license to kill. Rockstars have a license to be outrageous.”
– Gene SimmonsBack to the future, I come across a job postings for a “rockstar” designer, developer, producer, or the like every week. Each time I roll my eyes. No, that's not quite right. I actually close my eyes and let out a long painful sigh at the thought of actually having to work with a rockstar, regardless of their area of expertise.
It sounds cool, I guess, to suggest that someone is a rockstar-caliber candidate. But let’s explore the association between what the label rockstar really implies and what employers and coworkers really want. Because, frankly, I just don’t see the match.
For the record, I’m not suggesting every rockstar is a mess. But the general connotation – or the ‘persona’ as my UX friends call it, or the ‘archetype’ as Carl Jung called it – simply isn't loaded with positive traits for being a desirable teammate.
Play along with me on this one.
It's just me myself and I:Rockstars generally come across as egocentric, impulsive, and out of control. They often thrive at being the center of attention and can do some extremely selfish things in the name of fame and personal success. They have also been known to do very irrational and dangerous things when reality throws them a curve ball.
Think of all the rockstars who took their own lives. Or the ones arrested for assault, drug use, and even violent crimes. Or the ones that couldn’t get along with the rest of the band – which resulted in a nasty breakup. I don’t want to call out anyone by name for fear of some slander-based lawsuit, but if your memory isn’t rich with the topic just Google rockstar and: suicide; drugs; money; assault; or any other negatively-associated keyword. The results are seemingly endless.
When we weren't being transcendent we specialized in self-inflicted disaster.”
― Saul Hudson aka Slash
In all of this there’s a sense of irresponsibility that pervades the term rockstar.
Great teammates aren’t irresponsible or saturated with selfishness. Their personal needs aren’t placed above those of the team around them, which is core to why they’re a valued team player and trusted partner. They look out for one another. They're dependable, supportive, and continually looking for ways of making things better for themselves and those around them. One could even say they’re somewhat predictable in their reactions when things get tough: They step up. These are the types of traits I want to elicit when I look for a new employee.
I want you to want me:Rockstars often live for validation from other people. Great teammates don't.
I suspect that fear is a driver for a lot of rockstars. Fear of being what they were as a child; fear of being ‘normal’ like their friends and family back in Iowa; fear of failure; fear of not having enough of, well, everything. Way up high they can't bear the thought of coming back down to the rest us.
Fear and insecurities often manifest as putting other people down in order to rise above them. We'll see rockstars wearing lavish clothing and expensive jewelry, owning a stable of exotic and expensive cars, and getting into trouble with their behavior. (Ironically, they buy all of this stuff with what once was our money and flaunt it right back in our faces. Remember this the next time you ‘can't afford’ something.)
Great teammates don't elevate themselves above the team around them. Their genuine connections are built on personal relationships, with a focus on raising the team collectively. Sure, everyone has different motivators, personalities, and flair for fashion – and healthy competition within the office environment can be very constructive. But the underlying reason great teammates may separate themselves from the pack is different from rockstars. Self expression is important whereas self worship is toxic.
Simply put, being one among many, as an equal, is a critical condition for being a great teammate, and a leader. I think a healthy indifference of what others think about them is the root reason for this – from interns to CEOs alike.
What other people think of me is none of my business. One of the highest places you can get to is being independent of the good opinions of other people.”
– Dr. Wayne DyerBeing true to one's self while doing amazing work with other people is an intrinsic motivator for great teammates. I highly advise you include this type of language, implicitly or explicitly, in all your job postings.
Domo arigato, Mr. Roboto:Look, I don’t follow modern pop culture. I’m stuck in the 80s when it comes to music, games, and, well, general awesomeness. I still own and play an Atari 2600, and I consider WarGames and Ghostbusters to be some of the best movies ever made. So I'm clearly a bit disconnected.
But I did catch wind of the recent Grammy Awards, and was thrilled to hear about Beck being recognized for album of the year. Watching several weeks later on a video site, I saw a man genuinely surprised and out of place on stage; a wonderfully talented musician amongst a sea of new-era rockstar entertainers. When he gave credit and thanks to others involved in achieving this award I actually believed him! Quite unique in an environment set up for the famous to feel even more famous amongst themselves, and where swift, half-hearted thanks are often given to the dozens if not hundreds of people who actually made these entertainers the center of attention they have become.
My point here is that rockstars generally take credit for the hard work of others. In reality they're the front-person for a much lesser-known and lesser-paid supporting cast who really should be getting a lot more recognition (and money).
Credit is something that should be given to others. If you are in a position to give credit to yourself, then you do not need it.”
– F. Scott FitzgeraldRockstars also attract weaker-minded people to them like groupies and paparazzi who only fuel the flames of their illusion of importance. Sure, they're tools of the much larger industry of entertainment – but I would bet that a large number of celebrities actually believe that they're more important than others around them. There are millions of photos and news articles to support this.
But thinking you're better than other people is very different than being great at what you do.
Great teammates learn to take praise and compliments with a grain of salt. I think they have an inner knowing that their successes relied on the efforts of many others around them. They’ve demonstrated to me that, while they take pride and credit (and accountability) for their work, they're the first to point out the contributions of others on their team.
That said, thank you Virginia Raike for the proofread and edits to this article!
Going full circle, I hope you see why I say don't hire rockstars, hire great teammates. Rockstars are great at breaking up our routines. They're great at getting on the news, getting noticed, and giving us something to talk about – and sometimes they're even great at making music. But being a professional career partner just isn't their specialty; and the label isn't a positive one in team environments.
That's my advice, take it or leave it. But consider this: The next time you post a job for that rockstar candidate, you just might get what you're asking for.
Gunter gleiben glauchen globen.
Originally Posted on Linked In By:
About Artificial Intelligence:
Artificial Intelligence is the science and engineering of creating intelligent machines or computer programs, this is how the father of artificial intelligence John Mc Carthy defines or describes it. It is one of the most effectual ways of making an adept and beyond belief computer, a robot controlled by computer, or software which seizes an aptitude and potential to think smartly.
AI woks on the principal of how a human brain thinks, learn, decide, and work in different situations or problems; it is a research wherein once the desired outcome is attained, is then used in creating extremely intelligent softwares and systems which can be of a great use. If we look at the two basic goals of AI, they are to create expert systems and implementing human intelligence in machines.
It is so effective that it can be used in any sphere, and can do wonders if used in the education sector.
Using Artificial Intelligence in Education:
Following are the things which Artificial Intelligence can do for Teachers and Students:
1. Enhancing Adaptive Learning: For good number of years adaptive learning has left an amazing mark in the education sector across the nation. Using Artificial Intelligence in order to augment the excellence of adaptive learning which fundamentally is using various software, programs, games that can assist students learn with no trouble and efficiently, can do wonders in the teaching as well as learning process. It will help the students master many topics or skills which they’ll be able to learn repetitively with the help of AI.
2. Recuperating Course Structure: It is not always possible for the teachers to be aware about the gap in their lectures which leads to students being perplexed about different topics, that’s where AI steps in and can actually lend a hand to the teachers to get over such hitches. One example of such an effective system is Coursera, which is already helping many teachers bridge the gap and administer their lessons effectively.
3. Attaining Suitable feedback: Where it can help the teachers and students in creating and indulging the course effortlessly, and customizing it according to their requirements, it can also endow them with a feedback about the efficacy of the course. The schools which are tech savvy these days are already using effective AI systems to scrutinize the student performance and alerting the teacher about the same.
Such AI systems can help the students to get lucidity of concepts, and can help teachers advance the mode of their instruction which can help the students who struggle with diverse subjects or topics.
4. Amending the role of teachers: Teachers are an imperative part of education system and will always be, AI can help them transform themselves into amazing facilitators. AI could be adapted in many aspects of teaching, if the teachers will get used to this remarkable system they can help their students conquer myriad problems related to a topic or subject as there are plentiful AI lessons which can aid them in doing so. Artificial Intelligence is being used in most of the schools that are following the flipped classroom model, and can be used by anybody who have an impulse for making teaching and learning effectual. It can also help the teachers in the grading system, and make it easy for them to work on that exacting area.
Apart from them AI can be used in other areas as well, as it is a valuable and smart mechanism to attain the finest yet desired results if used aptly.
Originally posted on Linked IN by: Tina Sobti
I have five sons ranging in age from 11 to 19. A few weeks ago, one of the older boys was angry at dinner because a teacher had scolded him when his younger brother arrived late for school. How unfair!
In the family, we have a well-established tradition of discussing serious topics at dinner, so my son’s anger gave me a good reason to tell the boys about the importance of learning to control their emotions—a useful skill whatever your age.
I began by explaining that one simple way to think of intelligence is by dividing it into two broad categories: IQ (intellectual ability) and EQ (emotional intelligence), as popularized by Daniel Goleman’s book Emotional Intelligence (1995).
But over a decade earlier, in 1983, Howard Gardner, a professor of developmental psychology at Harvard, proposed a theory of multiple intelligences in his book Frames of Mind.
Gardner suggested that we have seven different kinds of intelligence.
What’s the result? That schools tend to underteach intrapersonal and interpersonal intelligence (Nos. 6 and 7) even though they are so important in adult life. As is so often the case, the skills we learn at school and the skills we need in life don’t quite match.
My son certainly needed greater intra- and interpersonal intelligence if he wanted to successfully jettison his anger and control his emotions to become more positive.
I suggested a simple, two-step method.
STEP ONE: Jettisoning anger
That’s the anger out of the way. “But what about the business of controlling my emotions?” my son asked.
That brought us to…
STEP TWO: Controlling the emotions
To control your emotions, I recommend the following.
If you can get yourself into a positive frame of mind and project that positivity, then you can easily attract and inspire other people—an essential quality for a business leader.
Carlos Ghosn, the charismatic French-Lebanese head of Nissan, is respected in Japan and worldwide for his rescue of the struggling national carmaker in the late 1990s.
Ghosn bases his approach to public speaking around a simple cast-iron rule: Your audience will forget 90% of what you say within 24 hours. What stays with them is your attitude, your emotion, the feelings you convey.
“So if you want to make something of yourself in life,” I told my son, “you’ve got to be able to keep your negative emotions under control and project positive emotions.”
By this stage, my son was getting so interested in the idea of emotional control and projection that all his anger toward his younger brother had evaporated. The change in his mood proved my point for me.
What about you? Do you have any favorite techniques for reducing your negative emotions and projecting positive vibes to inspire the people you work with? Why not share them with us in the comments below?
Originally posted on LinkedIN by: Yoshito Hori
At HotelTonight’s weekly all-hands meeting, HT Nation, we always end with an AMA (ask me anything). This reflects my goal of running a transparent organization and one where people freely give feedback to one another. I get direct questions about our finances, our strategies and our future plans. I love it. A few weeks ago, I got a great question asking what I was most proud of achieving at HotelTonight. Among the significant business milestones, I shared how excited I am about the culture HotelTonight has built and sustained.
It was always a goal of mine to build a company with an amazing team culture. A place where people will not only do the best work of their lives, but also somewhere they genuinely love coming every day, surrounded by people they enjoy being with. I wanted to create the environment that I wanted to work for when I started my career. Also, building a company is about the journey, not the destination, and when you’re on a journey you want to be with fun people. And it’s also good business – the team that likes and respects one another is more innovative and productive.
While we certainly have more work to do, and continually are gathering feedback from the team and acting upon it, I’m really proud of the culture that has emerged at HotelTonight. From what I’ve observed from my time building and working at startups, a key way you’ll know your culture is working is when people spend time together outside of the office or any company-sponsored event.
Here are a few anecdotes I’ve collected over the past few months to demonstrate what this looks like at HotelTonight:
The Company That Runs Together...
A bunch of us recently ran the SF Half together (my first and definitely last half marathon). Not only did a group train together, but one of our Regional Managers, Adam (who crushed the race, btw), invited everyone over to his house for a BBQ afterward – whether they’d run the race or not.
We also offer a subsidized gym membership as a perk, and it’s fun to see people heading over there together to try out new classes, or encouraging each other to squeeze in a workout. I’m a big believer in both the mental and physical benefits of exercise, and it’s very cool to see the team motivating each other.
Over the years, Team HT has taken many trips together, from big-group trips to Tahoe and Vegas to taking a work-friend on a hometown tour (as far away as Dublin!) to attending each other’s out-of-town weddings. We’re a travel company (with unlimited vacation), so I especially love seeing people bonding in this way.
The week before last, our North America Local Ops team took a travel week to visit their hotel partners all over the continent. Gaby, who manages Mexico City, invited everyone to come check out the city (New York Times’ #1 “Place To Go” in 2016) the following weekend. A group from teams across the company went, and it was awesome to see their Instas and Snaps (and made me want to go there, too).
One of the other sweet perks we offer is HT Roulette, where once a month someone wins a totally-free spontaneous trip for two. Your plus-one can be anyone, but it’s been so cool to see how many winners picked an HT coworker as their travel buddy.
Mates Across the Globe
We’ve got several offices internationally, and the team is so incredibly welcoming when they’ve got visitors from other offices. One way we’ve helped foster this is by having virtual “coffee dates,” pairing up people across teams to get to know each other (we’ve also done this in person within our SF office).
Recently Kelsey from the SF office was visiting the UK... and several people from the London office ended up joining her on a trip to Paris. And Donnie, our Strategic Partnerships Manager, just relocated to our London office. Serendipitously, a past employee he’d stayed in touch with had a room available exactly the week he was set to move!
It’s inevitable that people move on. But a mark of a great, lasting company culture is when people stay friends even when they don’t see each other in the office every day. Maybe they’ll work together in the future, maybe they’ll start a company with a great culture of its own, maybe they’ll be at each other’s weddings or will be travel buddies for life.
I’ve even heard from people who left HT for new opportunities that while they like the people at their new jobs, there was something special about HT that they haven’t been able to find elsewhere. If there’s any one indicator of a great company culture, I’d say that’s it!
I’d love to hear: is there one thing you notice that indicates a great team culture?
Originally posted on LinkedIN by: Sam Shank
Admit it. You've either told your employer a white lie on the way out the door or you know someone who has. Who can blame you? However, as an employer these little white lies do more harm than good. How can you fix what may be broken in your organization if you don't know where to begin?
Here are five lines employees give when joyfully leaving their companies. Be prepared to dig deeper if an employee gives you one of these stock lines.
1. It’s not you; it’s me. If your employee ends the relationship with this age-old cliché line than you can bet it’s about you. You’ll be able to learn more about what you might have done differently to have prevented this employee from breaking up with you, if you don’t get defensive. Instead, ask what you might have otherwise done that would have ended with a different result. Be prepared to give examples to get this person talking. Asking questions like, “I often wonder if I had spent more time mentoring you, if that would have made a difference. What’s your thoughts on that?” can certainly help you learn more and can help you prevent making the same mistake twice.
2. I’m leaving for a better opportunity. This may be partially true, but there is usually more to this one than meets the eye. Otherwise the employee wouldn’t have given the other opportunity further consideration. Ask targeted questions to help better understand those areas where you may not be as competitive as you think. Be sure to ask if there was a certain point in time where this employee would not have considered other opportunities. Follow up by asking what changed for them and why.
3. I don’t have another job. It’s quite rare in this economy for people to leave a job when they don’t have another one lined up. This means that things were either so bad that the employee couldn’t take it anymore or they don’t want you to know that they just took a job with your competitor. You can test out your theory by asking them if they’d be willing to stay until a replacement is found. If they say no before you finish your question, then you know there is more to this story than they are revealing. You aren’t going to be able to beat the real reason out of them, but you do want to be sure to keep your eyes and ears open, especially if the employee who is departing has a non-compete agreement with your company.
4. I’m leaving for more money. Studies consistently show that the majority of employees don’t leave companies for more money, although you wouldn’t know this if you added up all the people who actually say this is why they are quitting! It’s usually something else. We do know that people leave their bosses more than they leave their companies, so that would be a good place to start. Look for patterns. Are the people who are leaving for more money all working for the same boss? If you gave them a counter offer and they immediately dismissed your offer, than most likely it’s not about the money. It’s about something else.
5. I wasn’t looking. They called me. I’ve done enough direct sourcing to know that if an employee is happy, there is nothing I can do or say to interest him or her in an interview. Somewhere along the line, discontent has set in. Nothing much you can do to save this relationship. Instead, focus your efforts on finding out if the remaining members of your staff are content or if they are ripe to take a call from a third-party or another company who knows exactly what to say to pique their interest.
© Matuson Consulting, 2017. All Rights Reserved.
Want to dramatically reduce employee turnover? Download my latest book, The Magnetic Leader. Sign up to receive my monthly newsletter, The Talent Maximizer®.
Want to be sure your new leaders are the type of leaders that employees stick to? Check out my latest Lynda.com/LinkedIn learning course on Transitioning from Individual Contributor to Manager.
Care to share some lines you may have used that were less than truthful? Feel free to do so in the comments section,
Originally Posted om LinkedIN by:Roberta Chinsky Matuson
Why do some people succeed and others fail? In this video and article I get into the 7 signs you are going to be successful.
Great coaches, mentors, and CEOs are all very good at having a certain intuition where they know which player, talent, or future leader to bet on. There’s something about them. Somehow they know who’s going to be successful. They get credit for choosing and putting their money on the right people.
Think about it. What if there was a technology for you to be able to tell that Arnold Schwarzenegger would become who he is today when he was only 14? How about Michael Jordan, Alexander the Great, Mohammad Reza Shah? What if you could figure it out ahead of time? Think about it. I mean, Mohammad Reza Shah was given Iran at the age of 21. Alexander the Great conquered two million square miles of the world. Can you tell ahead of time if somebody’s going to be successful?
I’m here to tell you that there are seven signs that you’re going to be successful in life.
#1: Super Competitive
Let's start off with number one. Number one is that the people that are going to be successful in life are absolutely super competitive. It doesn't matter what it is. They have to do it faster, better, bigger than everyone else. Their one desire is, "I'm going to do it better than you."
And in the world of capitalism, it's all about competition. Competition is what makes capitalism work. It's what makes sports work. Politicians that go to the top are typically the ones that are most competitive. They want to figure out a way to do things better.
There's a first place person in every office, every team. Even if the team sucks, there's somebody that's the best on that team. Then you get a new cat that comes to town. Whether it's a work environment or a team, if the new guy's competitive, he puts the guy that's higher than him as a target. He wants to beat him. This impacts everything he does - diet, work ethic, the time he comes in - everything. Why? Because he's super competitive. And eventually, he'll pass the top guy up. It's simply how it is.
#2: Finish Things
Next, people that are going to be successful like to finish things. Let me explain. When working a puzzle, they can't stop until they finish the puzzle. If they play a video game, they can't help themselves; they have to finish the game. When reading a book, they have to finish it.
Guys, this is a sign. When I see people that only read the first chapter or two of a book and then ask the question, "Pat, what do you think, man? I have 30 books that I've started that I haven't finished." Well, that's a sign you don't like to finish things. You like things to be given to you easy. The people that finish things always finish things. And that's a sign they're going to be successful.
#3: Circle Out-Earns Them
The next sign that someone's going to be a success is that their circle out-earns them. The people they spend time with are bigger than them. It's a formula. It's not an accidental thing. That's why you'll notice that some of the people that don't achieve success always want to be around smaller people because it makes them feel bigger. The people you meet that are super successful, they always put themselves in situations where people are bigger than them. Why? Because it's the next platform, the next level they're getting to.
#4: Mind Never Stops
Next, one way you can tell that a person is going to be successful is that their mind never stops.
#5: Credible People See You Going Places
Another sign that someone's going to be successful is how credible people view them. Let me explain. Let's say I meet John. And John's principal, football coach, uncle, and boss all say, "This guy's going places. He's going places." If those guys gave authentic, real answers, that cat's going places. Why? Because those people have spent endless hours with him. They know his flaws and habits. They know whether or not he finishes things if he spends time with people that are ahead of him, and how competitive he is. So if a lot of credible people say that someone's going places, that's a sign he'll be successful.
#6: Always Learning
The next sign that someone's going to be successful is that they won't stop learning. They can't stop learning. They can't help themselves. There's a desire to get better at everything. So they want to be a better student and learn more.
#7: Extremely Obsessive
And last but not least, the people that are going to be successful are extremely obsessive. If you could dissect the mind of an obsessive person, it would concern a lot of people. You might ask, "Does this person really think that way?" They do. They really do think that way. They're very good at getting what they want because they have to have it. They're obsessed with it. And anytime they're obsessed about it, they start figuring out creative ways to get what they want. Whether it's a girl, business, position, accolades, a certain place or lifestyle they want, they'll figure out a way to get it because they're obsessive. They're just wired that way, and they have to have it.
So those are the seven signs that if you see, you can tell someone's going to be successful.
By the way, there's no 100% to any of this. No one's ever going to be 100%. But you want to be at least 70 or 80%. Because if you do this right, the majority of the time you'll put together the most incredible team in your business so you'll grow and go to different places.
The post is inspired by a video by Patrick Bet-David.
If you think you possess these 7 qualities, join us in building one of India's finest tech products. And if you have any questions or thoughts on what was covered in today's article, please comment on the bottom.
I am Aditya Ruia, an undergrad student at BITS Pilani, one of India's premier engineering institutions || CEO and Founder of Quorg, a messaging app for business communication, simply said, a Whatsapp for Professionals. Follow me on LinkedIn or drop a mail at email@example.com Subscribe for product launch at quorg.in
Oringinally posted on Linked IN by:Aditya Ruia
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Demand for big data expertise is growing every day, as more and more companies become aware of the benefits of collecting and analysing data. Unfortunately, the number of people trained to analyse this data isn’t growing in line with the demand. This creates a challenge for companies looking to hire expert people, especially for smaller firms less able to compete on salary and benefits.
The good news is that, even if you’re having trouble recruiting data scientists because of stiff competition, or if you simply haven’t got the budget to recruit, you can still access big data skills. Hiring in-house staff isn’t the only way – let’s look at some of the best alternatives.
Focus on attracting or developing certain skills
I believe there are six key skills required to work with big data: analytical skills, creativity, a knack for maths and statistics, computer science skills, business acumen, and communication skills. Rather than hiring people with these skills, you may be able to build on your existing skills in-house. For example, you may have an IT person who already covers the computer science side of things who would love the opportunity to learn about analytics. You could pair them up with a creative, strategic thinker who understands the business’s needs and you’re well on your way to having the skills you need without hiring anyone new.
Nurture your existing talent
Developing your existing people is a brilliant place to start, especially in smaller businesses or companies on a tight budget. Increasingly colleges and universities are putting courses online for free. Some of the courses offer certificates of completion or other forms of accreditation, some don’t. But the skills learned should be more important than a piece of paper.
Excellent examples include the University of Washington’s Introduction to Data Science course, which is available online at Coursera (www.coursera.org/course/datasci), or Stanford’s Statistics One course, also available on Coursera (https://www.coursera.org/course/stats1). For those interested in the programming side of things, check out Codecademy’s Python course.
Thinking outside the box
It’s worth considering unusual sources where you might be able to recruit help, either on a permanent basis or on a temporary basis (such as getting help to analyse data for a one-off project). Universities with a data science department, or any kind of data institute for that matter, are a good place to start. You could offer an internship, taking on some students to help with an analysis project, or you could see if the university is open to a joint project of some kind. If you’ve got data to crunch, they may very well be up for crunching it! In return you could mentor students on the key skills needed to survive in business or offer interview training and practice.
Thinking outside the box is really about finding creative ways to pull the necessary skills together in whichever way works for you. It may be easy to find someone with statistical and analytical skills but they may fall short on business insights or communication skills … but that needn’t be a problem if other staff could help supplement those skills.
Also consider whether there’s an opportunity to create an industry group with other companies facing similar challenges to your own. Even if you’re not keen to share detailed data with these companies (they probably don’t want to with you either), you can still pool resources to get data analysis done on a large scale without necessarily sharing your private data. Remember that data can always be aggregated or anonymised to remove specifics that you don’t want shared.
Harness the power of the crowd
You might consider crowdsourcing your big data project. Crowdsourcing is a way of using the power of a crowd to complete a task. (If you haven’t heard of crowdsourcing before, you’ve probably heard of crowdfunding platforms, like Kickstarter, which operate on a similar basis – using the power of a crowd to achieve a goal.)
A few crowdsourcing platforms, like Kaggle, now allow thousands of data scientists to sign up for big data projects. A business can then upload the data they have, say what problem they need solving, and set a budget for the project. It’s a great option for companies with a small amount to spend, or those who want to test the waters. But it’s also a regular resource for big firms like Facebook and Google. Some firms are even known to recruit full-time analysts from crowdsourcing platforms if they’ve been blown away by the work they’ve done. This gives you an idea of the quality of talent on crowdsourcing platforms.
Tapping into external service providers
If none of the above options work for you, you can still make the leap into big data. A great way to supplement missing skills, particularly when it comes to the statistical, analytical and computer science aspects, is to hire external providers to handle your data and analytics needs. There are more and more big data providers and contractors springing up who are able to source or capture data on your behalf and analyse it (or work with data you already have). Some big data providers are household names, like Facebook and IBM, but you certainly aren’t limited to big blue-chip companies. There are tons of smaller providers out there who have a great deal of experience working with small and medium-sized firms, or expert knowledge of specific sectors.
As always, I’d be interested in hearing your thoughts in the comments below.
Thank you for reading my post. Here at LinkedIn and at Forbes I regularly write about management, technology and Big Data. If you would like to read my future posts then please click 'Follow' and feel free to also connect via Twitter, Facebook, Slideshare, and The Advanced Performance Institute.
Businesses of all shapes and sizes can access big data skills – and on almost any budget. My new book Big Data for Small Business For Dummies is packed with ideas and information on how to get started with big data, along with real-life examples from a wide range of sectors.
You might also be interested in my new and free ebook on Big Data in Practice, which includes 3 Amazing use cases from NASA, Dominos Pizza and the NFL. You can download the ebook from here: Big Data in Practice eBook.
Originally posted on Linked IN by: Bernard Marr
"What do you want to do with your life?" It's a question that almost every young adult is faced with after graduating college or university. For some, the answer is simple: grad school, medical school, travel or volunteer. For many, the answer is unclear.
It's difficult to know what you want to do with your life without experience. For me, I tried as much as I could before I graduated university -- including running my own business, which I sold when university ended in order to live in Australia and Singapore -- and gained even more great experiences that shape much of what I have done in life. Today's young adults are tomorrow's leaders, a generation exposed to more information and resources than many of us thought possible. The Internet and social media offer more opportunities for self-education than ever. With this in mind, young adults are asking: Do I need higher education?
(1) There are a lot of lessons that you won't learn in the classroom: A master's program is not an across-the-board answer for all; it really depends on your field of study. When it comes to something quantitative like accounting, an MBA will likely give you a high ROI. If you're going into a field that is more focused on coming up with creative ideas or sales pitches, hands-on experience may be a more effective teaching tool. Learning how to interact and collaborate with people is essential for success. Anyone who works in an office can attest to the fact that good people skills are a necessity.
(2) Soft skills are essential to becoming successful: A broad knowledge is key when it comes to successful networking. It is life experience and self-education that develop these skills; for example, following key entrepreneurial influencers, or writing a daily blog to develop writing skills. Information is more readily available than ever; access to education is literally in the palm of your hand.
(3) Customers want the best experience: When it comes to the market, your level of education becomes much less relevant. Higher education may look great on paper, but it's not going to guarantee that you can satisfy an unhappy customer. There are a plethora of websites and blogs dedicated to sharing knowledge about customer care, entrepreneurship, leadership and the like. I have found these types of resources to be very useful and informative. As a business owner, I actively keep myself informed and up-to-date with the industry. It also connects me to influential people that I can learn from.
(4) When exploring career paths, ask yourself: What does day-to-day work look like? One thing people tend to overlook when pursuing a career is asking this simple, yet necessary, question. Business verbiage is very ambiguous; it's best to ask people working in the field or participate in an internship if you can. Look up blog posts on people's experiences in a given field or reach out to someone who inspires you. Connecting and engaging will help give you an inside look at a career experience.
(5) Temporary work is somewhat of a "stepping stone": Consider this before committing to higher education. Entry jobs provide you the opportunity to get your feet wet and explore different types of work environments. How do you come across these job opportunities? Do your research. LinkedIn is a great tool that reveals people's backgrounds and career evolution and is a good gauge of what kind of experience you'll need.
(6) Ten heads are better than one: If you're interested in entrepreneurship, the incubator model is something to consider. The latest learning experience offers a hub where like-minded individuals can come together, collaborate and learn from one another through hands on experience. Why not start up your own? Another great option is a post-secondary diploma or certificate; these are typically one year in length and often offer a co-op that provides hands-on work experience. There may be opportunities to complete the course online, giving you time to work in conjunction to achieving your degree.
(7) Social media is an essential tool for exploring your passions and planning your future: There is a wealth of knowledge readily available, whether it be reading tweeted articles or watching educational videos like Ted Talks. The important thing is to expose yourself to as much as you can so that you can confidently decide your future endeavours.
Originally Posted On: Huffingtonpost.com
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