Comments for R&R Business Development Blog http://richardreardon.com/wp Strategies for Business and Personal Success Wed, 08 Sep 2010 12:55:28 +0000 http://wordpress.org/?v=2.2 Comment on How do you measure your coaching performance by Spiritual Healing Melbourne http://richardreardon.com/wp/?p=10#comment-8074 Spiritual Healing Melbourne Wed, 09 Jul 2008 07:06:03 +0000 http://richardreardon.com/wp/?p=10#comment-8074 Excellent tips! Helps a lot of coaches be more effective. Excellent tips! Helps a lot of coaches be more effective.

]]> Comment on “I really do not like to prospect” by Lori Richardson http://richardreardon.com/wp/?p=18#comment-3014 Lori Richardson Wed, 29 Aug 2007 21:51:46 +0000 http://richardreardon.com/wp/?p=18#comment-3014 hi Richard, I love how you walk people through the prospecting exercise. I like to think of prospecting simply as talking to people I don't know.... yet. Unless one has 100% referral business going, then we need to get out there and share the great values that our products and services offer others so that they can get happily involved. When people can cut off the "baggage" around someone not particularly being interested (at this time) and that it is not about you, then great things happen! Lori www.scoremoresales.com hi Richard,
I love how you walk people through the prospecting exercise. I like to think of prospecting simply as talking to people I don’t know…. yet.

Unless one has 100% referral business going, then we need to get out there and share the great values that our products and services offer others so that they can get happily involved.

When people can cut off the “baggage” around someone not particularly being interested (at this time) and that it is not about you, then great things happen!

Lori
www.scoremoresales.com

]]> Comment on Selling results and attraction. What’s the link? by Jay Hargis http://richardreardon.com/wp/?p=19#comment-2863 Jay Hargis Thu, 16 Aug 2007 18:33:58 +0000 http://richardreardon.com/wp/?p=19#comment-2863 Love the post and I agree--we get what we put out there. My business coach, Shama Hyder, sent your post my way. It is right on target and I can't wait to do my 60 minute exercise tomorrow. Love the post and I agree–we get what we put out there. My business coach, Shama Hyder, sent your post my way. It is right on target and I can’t wait to do my 60 minute exercise tomorrow.

]]> Comment on About by Roger SEarle http://richardreardon.com/wp/?page_id=2#comment-1954 Roger SEarle Sat, 30 Jun 2007 05:42:21 +0000 http://richardreardon.com/wp/?page_id=2#comment-1954 Richard, You are such a treasure!! In today's call, you asked about marketing questions. This week, I went to a networking group and asked for feedback. I said, "Referrals can be difficult or awkward, or they can be comfortable and easy. What do you need from me to help you feel comfortable and easy when referring me to one of your acquaintances?" Their written comments focused on a brochure. Their verbal questions included the following two questions (paraphrased): If someone walks into the room, how do I tell if they are a candidate for your services? How do you measure your success? Unfortunately, I wasn't totally ready for their questions, so do not feel I answered them well. Perhaps I will be able to in future meetings. An additional question I was asked (a bonus Q!): How can I refer someone to you without embarassing them? (That is, referring them suggests that there is something wrong with them, or that they are DEFINITELY in need of help!) Perhaps you've already covered these topics in previous roundtables, blogs, etc. If so, could you direct me to them? If not, perhaps it is food for future discussion. Thank you again for being who you are and doing what you do. Roger (in Chicago) Richard,

You are such a treasure!!

In today’s call, you asked about marketing questions.

This week, I went to a networking group and asked for feedback. I said, “Referrals can be difficult or awkward, or they can be comfortable and easy. What do you need from me to help you feel comfortable and easy when referring me to one of your acquaintances?”

Their written comments focused on a brochure.

Their verbal questions included the following two questions (paraphrased):

If someone walks into the room, how do I tell if they are a candidate for your services?

How do you measure your success?

Unfortunately, I wasn’t totally ready for their questions, so do not feel I answered them well. Perhaps I will be able to in future meetings.

An additional question I was asked (a bonus Q!):

How can I refer someone to you without embarassing them? (That is, referring them suggests that there is something wrong with them, or that they are DEFINITELY in need of help!)

Perhaps you’ve already covered these topics in previous roundtables, blogs, etc. If so, could you direct me to them? If not, perhaps it is food for future discussion.

Thank you again for being who you are and doing what you do.

Roger (in Chicago)

]]> Comment on How to help your client change what they want. by Kerch McConlogue http://richardreardon.com/wp/?p=14#comment-1316 Kerch McConlogue Fri, 25 May 2007 13:33:07 +0000 http://richardreardon.com/wp/?p=14#comment-1316 I'm not sure that looking at what my clients already have will give much of a clue as to what they want. What they have is likely what has them stuck and what's causing their problems seeing where they want to be. I'm wondering if it might be better to be looking at what they have that they DON'T want... and then considering the opposite of that. Kerch McConlogue I’m not sure that looking at what my clients already have will give much of a clue as to what they want. What they have is likely what has them stuck and what’s causing their problems seeing where they want to be. I’m wondering if it might be better to be looking at what they have that they DON’T want… and then considering the opposite of that.

Kerch McConlogue

]]> Comment on Help your client improve “employee performance” by richard http://richardreardon.com/wp/?p=12#comment-731 richard Fri, 04 May 2007 02:05:24 +0000 http://richardreardon.com/wp/?p=12#comment-731 Barbara Thanks for the input. I imagine the ideal will be to have employees take responsibility for their own job success...self set goals and self evaluation--- with a collaborative role (with edit authority) from the leader... Maybe we need to coach on "job success, growth and self-set goals" Sound right? rr Barbara
Thanks for the input.

I imagine the ideal will be to have employees take responsibility for their own job success…self set goals and self evaluation— with a collaborative role (with edit authority) from the leader…

Maybe we need to coach on “job success, growth and self-set goals” Sound right?

rr

]]> Comment on Help your client improve “employee performance” by Barbara http://richardreardon.com/wp/?p=12#comment-730 Barbara Fri, 04 May 2007 01:05:09 +0000 http://richardreardon.com/wp/?p=12#comment-730 I find the same situation regarding the inability or unwillingness to confront performance gaps to be present in large companies as well. In my opinion, it's a problem of people not wanting to confront other people! And who blames us? When we do it, we usually aren't very skillful and get hammered. We've also learned the strategy of shutting up and putting up to work quite well. I agree, it's a great area to coach on...it takes courage, intent and a good deal of skill-building. It's also transformational for both coach and client. I find the same situation regarding the inability or unwillingness to confront performance gaps to be present in large companies as well. In my opinion, it’s a problem of people not wanting to confront other people! And who blames us? When we do it, we usually aren’t very skillful and get hammered. We’ve also learned the strategy of shutting up and putting up to work quite well. I agree, it’s a great area to coach on…it takes courage, intent and a good deal of skill-building. It’s also transformational for both coach and client.

]]> Comment on Help your client improve “employee performance” by richard http://richardreardon.com/wp/?p=12#comment-724 richard Thu, 03 May 2007 14:51:43 +0000 http://richardreardon.com/wp/?p=12#comment-724 HI Larry, Thanks for the above. You are right on -- in my experience the lack of know how leads to a lack of courage, and so on The other factor that is overlooked is that reviewing another = judging and that is always a weird/counterproductive dynamic. Great topic to coach --however! RICHARD HI Larry,

Thanks for the above. You are right on — in my experience the lack of know how leads to a lack of courage, and so on

The other factor that is overlooked is that reviewing another = judging and that is always a weird/counterproductive dynamic.

Great topic to coach –however!

RICHARD

]]> Comment on Help your client improve “employee performance” by Larry Galler http://richardreardon.com/wp/?p=12#comment-721 Larry Galler Thu, 03 May 2007 14:15:40 +0000 http://richardreardon.com/wp/?p=12#comment-721 Excellent entry Richard. Few small companies conduct reviews with staff because they do not want to confront them or appear to be overly demanding. They don't realize that, by not conducting reviews in the non-confrontational manner you suggest in this entry, that they are doing a disservice to the employee, the company, and themselves. Often the reasons given for not conducting reviews are smokescreens hiding their lack of confidence or courage. This method of review should help the employer get past their confidence issues and, with the help of the employee, build a more productive, forward moving environment. Larry Galler Excellent entry Richard.

Few small companies conduct reviews with staff because they do not want to confront them or appear to be overly demanding. They don’t realize that, by not conducting reviews in the non-confrontational manner you suggest in this entry, that they are doing a disservice to the employee, the company, and themselves. Often the reasons given for not conducting reviews are smokescreens hiding their lack of confidence or courage. This method of review should help the employer get past their confidence issues and, with the help of the employee, build a more productive, forward moving environment.

Larry Galler

]]> Comment on How do you know if your client can be a leader? by richard http://richardreardon.com/wp/?p=11#comment-715 richard Wed, 02 May 2007 15:46:52 +0000 http://richardreardon.com/wp/?p=11#comment-715 Hi RJ You are so right, behavior is nothing more than the gateway to possible change. As a great mentor (one of mine) use to say "man does not live by disc alone” (Myers B, etc). Key is to introduce these tools in a much larger client context –as in significant change for the coming year. Ultimately people can "change" when what they believe changes. Nice points, thanks. Richard R Hi RJ

You are so right, behavior is nothing more than the gateway to possible change. As a great mentor (one of mine) use to say

“man does not live by disc alone” (Myers B, etc).

Key is to introduce these tools in a much larger client context –as in significant change for the coming year. Ultimately people can “change” when what they believe changes.

Nice points, thanks.
Richard R

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