The document discusses the Market Force system, which is a business execution methodology that focuses on communication, coordination, and interpersonal dynamics. It has been used by businesses globally for over 35 years.
The system is described as both scientifically-based and practical. It provides guidance for dealing with business situations and spreads easily within organizations. Users find it applicable from day one as well as years later.
Research shows businesses that use the Market Force system see on average a 108% increase in annual revenue for producers and a 43% higher performance rating for support professionals, compared to those who do not use the system.
CTO Universe Leadership Series: The Six Principles of PersuasionBrittanyShear
As senior tech leaders, we often fall prey to thinking that a “good idea” and logical case is sufficient to get the desired response and result. We might be trying to get our CEO on-board with investment in a new technology or a rearchitecture effort, or we might want culture or process changes by our team. Our “good idea” is simply the beginning. An idea must be communicated; a case must be made; and ultimately other people must be persuaded to get onboard.
Michael Carducci brings a fascinating background to this webinar. He’s a technologist and regularly works to help senior leaders improve their results. He’s also a professional mentalist and has been a student of psychology, human behavior and the principles of influence for nearly two decades.
The current state of technology leaves a lot of people out - of innovation, education, the workforce, wealth and opportunity. This interactive workshop explores the current state for women and underrepresented minorities in tech, then delves into what each of us can do about it.
This workshop was given at Tech.co's Celebrate Tech Conference, and adapted from a talk I initially gave at AlterConf.
Many companies focus heavily on research for how you build a successful, happy team. This needs to be considered very early on in the recruitment process. You might be considering all your current needs but have you thought about all possible future needs? There are many factors that contribute to a successful team, from cognitive bias and more. In this session Xeneta's Chief Product Officer, Erik Devetak will discuss how you can build trust, and achieve true atonomy.
CTO Universe Leadership Series: The Six Principles of PersuasionBrittanyShear
As senior tech leaders, we often fall prey to thinking that a “good idea” and logical case is sufficient to get the desired response and result. We might be trying to get our CEO on-board with investment in a new technology or a rearchitecture effort, or we might want culture or process changes by our team. Our “good idea” is simply the beginning. An idea must be communicated; a case must be made; and ultimately other people must be persuaded to get onboard.
Michael Carducci brings a fascinating background to this webinar. He’s a technologist and regularly works to help senior leaders improve their results. He’s also a professional mentalist and has been a student of psychology, human behavior and the principles of influence for nearly two decades.
The current state of technology leaves a lot of people out - of innovation, education, the workforce, wealth and opportunity. This interactive workshop explores the current state for women and underrepresented minorities in tech, then delves into what each of us can do about it.
This workshop was given at Tech.co's Celebrate Tech Conference, and adapted from a talk I initially gave at AlterConf.
Many companies focus heavily on research for how you build a successful, happy team. This needs to be considered very early on in the recruitment process. You might be considering all your current needs but have you thought about all possible future needs? There are many factors that contribute to a successful team, from cognitive bias and more. In this session Xeneta's Chief Product Officer, Erik Devetak will discuss how you can build trust, and achieve true atonomy.
My talk from the Creative Summit 2015. #cresum15
Work sucks. Despite exponential innovation in technology, the way in which we work and organize haven't fundamentally changed in 50 years. What lessons can we learn from naturally occurring complex adaptive systems (cities, ant colonies, your immune system)? What practices should we take from the most responsive companies of today?
A MUST RAED!
Good to Great: Why Some Companies Make the Leap... and Others Don't is a management book by Jim C. Collins that describes how companies transition from being good companies to great companies, and how most companies fail to make the transition. The book was published on October 16, 2001.
Experience Mazda Zoom Zoom Lifestyle and Culture by Visiting and joining the Official Mazda Community at http://www.MazdaCommunity.org for additional insight into the Zoom Zoom Lifestyle and special offers for Mazda Community Members.
Mentor 3 Due Today Apr 11 Power OB 13 XC 3 Due Apr.docxARIV4
Mentor 3 Due Today
Apr 11 Power OB 13 XC 3 Due
Apr 13 Organizational Culture OB 15 Team Folder Due
Apr 18 Organization Culture
Organization Structure & Change
OB 14
OB 15
Mentor 4 Due
Apr 20 Communication
OB 8
Apr 25-27 Team Presentations
Team Paper submitted
and Project
Presentations made
May 2 Managing Stress OB 7 Mentor 5 Due/XC 4
May 4 Course Wrap Up
Mentor Dinner
Team Debrief
Final Date for Late
Assignments
Attendance Required
Week of May 11 Final Exam
Section 21 – Monday 10:00 AM
Section 22 – Wednesday 12:30 PM
Exam Chapters 7, 8,
12,13,14,15,
Course Schedule
Talya Bauer and Berrin Erdogan
Chapter 13 Power
& Politics
Debate: Is using power on your team or
in an organization where you work good or
bad.
Power
Power is the ability to influence
the behavior of others to get
what you want.
Positive and Negative Consequences of Power
Positive Consequences
• Organize people
• Achieve goals
• Empowering employees to
make decisions
– Motivation
– Retention
– More Productivity
– Better Service
Negative Consequences
• Abuse
• Conformity
• Threatening others
• Errors in judgment
• Failure to listen
Bases of Power
• Power that comes from a role or
position
Legitimate
• The ability to grant a reward
Reward
Power
• The ability to take something away or
punish someone for noncompliance
Coercive
Power
• Knowledge and skills
Expert
Power
• Special access to specific information
Information
Power
• Stems from personal characteristics of
the person
Referent
Power
What is the source of power for
these jobs?
Question
Who is the most powerful person on your team?
What is the source of their power?
Videos/3. Power_ Why Some People Have It and Others Don't.mp4
Whole Foods
Videos/2. How workers spur Whole Foods innovation.flv
Power
The Relationship Between
Dependency and Power
Dependency
Scarcity
Importance
Substitutability
Positive and Negative Consequences
of Power
Conformity refers to people’s tendencies to behave
consistently with social norms.
The
Milgram
Study
The Asch
Study
The
Zimbardo
Study
Videos/1A. Milgrim.mp4
Videos/1. Asch Conformity Experiment.flv
Videos/1C. Zimbardo.mp4
Videos/1B. Zimbardo's Prison Study - YouTube.flv
The Abusive Boss/Coach
2:15
Videos/1C. Ex Rutgers Coach Mike Rice Speaks Out.mp4
Power Around the Globe: Power
Distance
High
• Brazil
• Hong Kong
• Arab Nations
• The Philippines
• Venezuela
• Spain
Low
• Australia
• The Netherlands
• Sweden
Power distance refers to
how concentrated power is
and how hierarchical a
given system might be.
Telling Your Boss
He Made A Mistake
• You are a team member that is developing an
important customer presentation that will be very
important to your company’s future. Your boss is
rehearsing the presentation which he will make. You
not ...
Master Class Consultancy Fundamentals. Attendants: Young Professionals. Topics: Block, Schein, Drucker, Bazerman, Kubr, French & Raven, Novak, Quinn, Scheepers a.o.
Topic at hand: succession as well as personal branding.
Developing a Compelling Communications Presence Arts4good
Nonprofits acquire and expend resources constantly in order to make a difference in their communities. Developing a compelling communications presence allows agencies to attract greater interest for lasting social change. This workshop explores components of a strong communications presence including branded elements, a functional website and engaging social platforms.
CTR Workshop:
• Relationship Between Talents and Strengths
* Clifton StrengthsFinder® Assessment
• 34 Talent Themes
• Four Leadership Domains
• Understanding and Leveraging Team Member Strengths
• Benefits and Challenges of High Performing Teams
Contact www.CTR-Consulting.com for complete PowerPoint presentation and more information about company and services.
We are in a critical time of history. What worked yesterday does not necessarily work today. It’s been proven that
organizations fail when they over-invest in “what is” instead of “what could be.” But why? Truth is, every organization is
successful until it’s not – and there’s only one sure-fire way to protect yourself from it happening to you, re-inventing yourself
destructing. The time of just showing up and doing your job is over. As Gary Hamel states, “Average is officially over because
every employer today has the means much more quickly, cheaply, and easily available to take you out.” That said, a new
breed of worker and leader is now required in the world today. People who are creative, able to communicate and can adapt
on the fly are indispensable. Our ancestors proved that you can shift from one system (agricultural) to another (industrial) as
long as you’re willing to change. So ask yourself, can you adapt?
Change has changed.
We are in a critical time of history. The age of farms and factories and even information worked for a while, but everything has changed. What worked yesterday does not necessarily work today.
Organizations fail when they over-invest in “what is” at the expense of “what could be.” Executives often say, “This is how our industry work.” My stock reply: ‘Yeah, until it doesn’t.” Truth is, every organization is successful until it’s not. In a world of unprecedented change, there’s only one way to protect yourself from creative destruction—do the destructing yourself.”1
“Average is officially over because, you see, every employer today has in this hyper-connected world access to above-average computer software, robots, and not just cheap labor, but cheap genius, from so many different places. So Woody Allen’s observation that 90 percent of life is showing up is, as they say, N/A, no longer applicable. If you just show up to your job and do average, whether you are a lawyer, an accountant, or a butcher, a baker, a candlestick maker, there is a machine, a software, a robot, or a foreign worker now that is so much more quickly, cheaply, and easily available to take you out. So you had better be a creative creator or a creative server.”1
We have to say goodbye to the knowledge economy and say hello to the creative economy. A new breed of worker and leader are now required...people who are creative, good at connecting with others, and able to see solutions like no one else. Indispensable.2
We are at a “tipping point” in education. With competition from private schools, charters schools, home schools, and virtual schools; with education funding in a crisis of epic proportions; with new, yet inefficient, assessment systems; and with the shift toward globalization, it is time.
As our ancestors proved in shifting from the agricultural system to the industrial system, we can do it, but we must be willing to adapt. That’s why we need to change the way we change.
1 From What Matters Now: How to Win in a World of Relentless Change, Ferocious Competition, and Unstoppable Innovation by Gary Hamel (Hardcover - Feb 1, 2012)
2 From Linchpin: Are You Indispensable? by Seth Godin (Hardcover - Jan 26, 2010)
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
More Related Content
Similar to Market Force - October 2013 Cayman Workshop
My talk from the Creative Summit 2015. #cresum15
Work sucks. Despite exponential innovation in technology, the way in which we work and organize haven't fundamentally changed in 50 years. What lessons can we learn from naturally occurring complex adaptive systems (cities, ant colonies, your immune system)? What practices should we take from the most responsive companies of today?
A MUST RAED!
Good to Great: Why Some Companies Make the Leap... and Others Don't is a management book by Jim C. Collins that describes how companies transition from being good companies to great companies, and how most companies fail to make the transition. The book was published on October 16, 2001.
Experience Mazda Zoom Zoom Lifestyle and Culture by Visiting and joining the Official Mazda Community at http://www.MazdaCommunity.org for additional insight into the Zoom Zoom Lifestyle and special offers for Mazda Community Members.
Mentor 3 Due Today Apr 11 Power OB 13 XC 3 Due Apr.docxARIV4
Mentor 3 Due Today
Apr 11 Power OB 13 XC 3 Due
Apr 13 Organizational Culture OB 15 Team Folder Due
Apr 18 Organization Culture
Organization Structure & Change
OB 14
OB 15
Mentor 4 Due
Apr 20 Communication
OB 8
Apr 25-27 Team Presentations
Team Paper submitted
and Project
Presentations made
May 2 Managing Stress OB 7 Mentor 5 Due/XC 4
May 4 Course Wrap Up
Mentor Dinner
Team Debrief
Final Date for Late
Assignments
Attendance Required
Week of May 11 Final Exam
Section 21 – Monday 10:00 AM
Section 22 – Wednesday 12:30 PM
Exam Chapters 7, 8,
12,13,14,15,
Course Schedule
Talya Bauer and Berrin Erdogan
Chapter 13 Power
& Politics
Debate: Is using power on your team or
in an organization where you work good or
bad.
Power
Power is the ability to influence
the behavior of others to get
what you want.
Positive and Negative Consequences of Power
Positive Consequences
• Organize people
• Achieve goals
• Empowering employees to
make decisions
– Motivation
– Retention
– More Productivity
– Better Service
Negative Consequences
• Abuse
• Conformity
• Threatening others
• Errors in judgment
• Failure to listen
Bases of Power
• Power that comes from a role or
position
Legitimate
• The ability to grant a reward
Reward
Power
• The ability to take something away or
punish someone for noncompliance
Coercive
Power
• Knowledge and skills
Expert
Power
• Special access to specific information
Information
Power
• Stems from personal characteristics of
the person
Referent
Power
What is the source of power for
these jobs?
Question
Who is the most powerful person on your team?
What is the source of their power?
Videos/3. Power_ Why Some People Have It and Others Don't.mp4
Whole Foods
Videos/2. How workers spur Whole Foods innovation.flv
Power
The Relationship Between
Dependency and Power
Dependency
Scarcity
Importance
Substitutability
Positive and Negative Consequences
of Power
Conformity refers to people’s tendencies to behave
consistently with social norms.
The
Milgram
Study
The Asch
Study
The
Zimbardo
Study
Videos/1A. Milgrim.mp4
Videos/1. Asch Conformity Experiment.flv
Videos/1C. Zimbardo.mp4
Videos/1B. Zimbardo's Prison Study - YouTube.flv
The Abusive Boss/Coach
2:15
Videos/1C. Ex Rutgers Coach Mike Rice Speaks Out.mp4
Power Around the Globe: Power
Distance
High
• Brazil
• Hong Kong
• Arab Nations
• The Philippines
• Venezuela
• Spain
Low
• Australia
• The Netherlands
• Sweden
Power distance refers to
how concentrated power is
and how hierarchical a
given system might be.
Telling Your Boss
He Made A Mistake
• You are a team member that is developing an
important customer presentation that will be very
important to your company’s future. Your boss is
rehearsing the presentation which he will make. You
not ...
Master Class Consultancy Fundamentals. Attendants: Young Professionals. Topics: Block, Schein, Drucker, Bazerman, Kubr, French & Raven, Novak, Quinn, Scheepers a.o.
Topic at hand: succession as well as personal branding.
Developing a Compelling Communications Presence Arts4good
Nonprofits acquire and expend resources constantly in order to make a difference in their communities. Developing a compelling communications presence allows agencies to attract greater interest for lasting social change. This workshop explores components of a strong communications presence including branded elements, a functional website and engaging social platforms.
CTR Workshop:
• Relationship Between Talents and Strengths
* Clifton StrengthsFinder® Assessment
• 34 Talent Themes
• Four Leadership Domains
• Understanding and Leveraging Team Member Strengths
• Benefits and Challenges of High Performing Teams
Contact www.CTR-Consulting.com for complete PowerPoint presentation and more information about company and services.
We are in a critical time of history. What worked yesterday does not necessarily work today. It’s been proven that
organizations fail when they over-invest in “what is” instead of “what could be.” But why? Truth is, every organization is
successful until it’s not – and there’s only one sure-fire way to protect yourself from it happening to you, re-inventing yourself
destructing. The time of just showing up and doing your job is over. As Gary Hamel states, “Average is officially over because
every employer today has the means much more quickly, cheaply, and easily available to take you out.” That said, a new
breed of worker and leader is now required in the world today. People who are creative, able to communicate and can adapt
on the fly are indispensable. Our ancestors proved that you can shift from one system (agricultural) to another (industrial) as
long as you’re willing to change. So ask yourself, can you adapt?
Change has changed.
We are in a critical time of history. The age of farms and factories and even information worked for a while, but everything has changed. What worked yesterday does not necessarily work today.
Organizations fail when they over-invest in “what is” at the expense of “what could be.” Executives often say, “This is how our industry work.” My stock reply: ‘Yeah, until it doesn’t.” Truth is, every organization is successful until it’s not. In a world of unprecedented change, there’s only one way to protect yourself from creative destruction—do the destructing yourself.”1
“Average is officially over because, you see, every employer today has in this hyper-connected world access to above-average computer software, robots, and not just cheap labor, but cheap genius, from so many different places. So Woody Allen’s observation that 90 percent of life is showing up is, as they say, N/A, no longer applicable. If you just show up to your job and do average, whether you are a lawyer, an accountant, or a butcher, a baker, a candlestick maker, there is a machine, a software, a robot, or a foreign worker now that is so much more quickly, cheaply, and easily available to take you out. So you had better be a creative creator or a creative server.”1
We have to say goodbye to the knowledge economy and say hello to the creative economy. A new breed of worker and leader are now required...people who are creative, good at connecting with others, and able to see solutions like no one else. Indispensable.2
We are at a “tipping point” in education. With competition from private schools, charters schools, home schools, and virtual schools; with education funding in a crisis of epic proportions; with new, yet inefficient, assessment systems; and with the shift toward globalization, it is time.
As our ancestors proved in shifting from the agricultural system to the industrial system, we can do it, but we must be willing to adapt. That’s why we need to change the way we change.
1 From What Matters Now: How to Win in a World of Relentless Change, Ferocious Competition, and Unstoppable Innovation by Gary Hamel (Hardcover - Feb 1, 2012)
2 From Linchpin: Are You Indispensable? by Seth Godin (Hardcover - Jan 26, 2010)
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
6. Who Am I?
PRIORI
international
Your Chief of Staff
Use my experience as a 3-time business owner, 10+
years as business coach, along with my law and
business degrees, to help individuals and companies
solve their most pressing business issues.
!
7. Market Force
Market Force is a business execution system that has
been used for over 35 years by businesses in numerous
industries and around the globe.
The Market Force system is both scientifically-based and
practical. Its methodology focuses on the mechanics of
communication, coordination of action, and interpersonal
dynamics – the key components necessary to help people
inside of businesses thrive.
9. Installation
The beauty of the system is its simplicity:
1. Easy to learn and use
Provides guidance for dealing with almost any situation.
2. Rapid adoption
Spreads virally creating a common language and
common approach to execution.
3. High stickiness factor
Users find application day one as well as years later.
10. Results
1. Reduce friction and improve team performance
2. Improve accountability and follow through
3. Make more money
Specific
Example
11. 108% Higher
Average annual increase in
revenue for producers who
use Market Force vs. those
who do not.*
43% Higher
Average performance
rating (NPS score) for
support professionals who
use Market Force vs. those
who do not.*
*Colliers University 2011 Course Catalog, with data from five previous years.
29. PRIORI
international
Trust: Concern Rank Order
Control and Authority
Influence and Power
1. Competence
1. Sincerity
2. Sincerity
2. Competence
Golen Rule?
What about the Platinum Rule?
41. 23 Total Questions
• 20 Core Questions
• 3 Questions for Tiebreakers
Methodology
• 1 Style v. 1 Style per Question
• Limits Pattern Thinking
Request
• Please copy down your raw score.
61. Cross Axis
•
In
Pw
international
Downside:
Ct
Au
PRIORI
•
Control does not trust Influence.
Influence feels as though Control is
always telling them what to do.
Upside:
•
•
•
Control sets a direction and gives
Influence latitude to run.
Influence learns to run with some
direction and input so that their action is
targeted.
Working together = great offense.
62. Cross Axis
international
Downside:
Ct
•
In
Au
PRIORI
•
Pw
Influence looks at Power and wants
nothing to do with their structure (loss of
freedom).
Power feels as though Influence is too
chaotic for their process.
Upside:
•
•
Influence gets relationships started.
Power takes the relationship and turns it
into a long-term alliance.
63. Cross Axis
•
Defense
In
•
•
Pw
international
Downside:
Ct
Au
PRIORI
Power wants to “crank out” a large volume of
work (quantity).
Authority wants everything perfect (quality).
Therefore, Powers avoid Authorities.
Upside:
•
•
•
Powers look for some assistance on editing
and prioritization.
Authorities back off a bit and give Powers
some latitude to work away.
Functioning properly = great defense.
64. Cross Axis
international
Downside:
Ct
•
In
Au
PRIORI
•
Pw
Control is certain they are right about
the future.
Authorities are confident they can prove
Control wrong with evidence from the
past.
Upside:
•
•
Authorities deliver options to Control.
Controls pull the trigger with some
grounding from the past.
70. Second Most Principle
The Style
counter clockwise
is typically each Style s
second most comfortable
Style to their own.
71. Control
Authority
The Analyzer
The Past
Ought to
Reflection
Competency
The Director
5 Years/Future
Should
Ideas
Competency
Power
The Builder
Next 90 Days
Have To
Replication
Sincerity
PRIORI
international
Influence
The Facilitator
Right Now
Could
Relationships
Sincerity
74. Control
Authority
The Analyzer
The Past
Ought to
Reflection
Competency
The Director
5 Years/Future
Should
Ideas
Competency
Power
The Builder
Next 90 Days
Have To
Replication
Sincerity
PRIORI
international
Influence
The Facilitator
Right Now
Could
Relationships
Sincerity
77. Control
Authority
The Analyzer
The Past
Ought to
Reflection
Competency
The Director
5 Years/Future
Should
Ideas
Competency
Power
The Builder
Next 90 Days
Have To
Replication
Sincerity
PRIORI
international
Influence
The Facilitator
Right Now
Could
Relationships
Sincerity
80. Control
Authority
The Analyzer
The Past
Ought to
Reflection
Competency
The Director
5 Years/Future
Should
Ideas
Competency
Power
The Builder
Next 90 Days
Have To
Replication
Sincerity
PRIORI
international
Influence
The Facilitator
Right Now
Could
Relationships
Sincerity
84. Control
Authority
Hibernate
The Analyzer
The Past
Ought To
Efficiencies
Dictate
The Director
5 Years/Future
Should
Ideas
Power
Tolerate
The Builder
Next 90 Days
Have To
The Work
PRIORI
international
Influence
Migrate
The Facilitator
Right Now
Could
Relationships
87. Control
Authority
Hibernate
The Analyzer
The Past
Ought To
Efficiencies
Dictate
The Director
5 Years/Future
Should
Ideas
Power
Tolerate
The Builder
Next 90 Days
Have To
The Work
PRIORI
international
Influence
Migrate
The Facilitator
Right Now
Could
Relationships
109. Step 2
PRIORI
international
Style
Body Language
Their Focus
CONTROL
Calculated (pensive)
Big picture and ideas
INFLUENCE
Restless (can t sit still)
The present and relationships
POWER
Affable (gregarious)
The work that needs to be done
AUTHORITY
Withdrawn (arms crossed)
A historical perspective
NOTE:
You won’t observe any of this IF
you are listening to yourself
(See Step 1)
111. Step 3
PRIORI
international
Look and Listen for
Primary Trust Concern
Competence
Sincerity
NOTE:
You won’t observe any of this IF
you are listening to yourself
(See Step 1)
115. Step 5
PRIORI
international
Style
Speaking From
Their Position
CONTROL
You should
In charge (director)
INFLUENCE
We could
Relationship person (facilitator)
POWER
We have to
Go-to person (builder)
AUTHORITY
They should have
Protector of quality (analyzer)
How are they positioning themselves?
Observe
116. Step 5
PRIORI
international
Style
Speaking From
Their Position
CONTROL
You should do this
In charge (a director)
INFLUENCE
We could
Relationship person facilitating success
POWER
We have to
Go-to person getting it all done
AUTHORITY
They should have
Behind the scenes protecting quality
NOTE:
You won’t observe any of this IF
you are listening to yourself
(See Step 1)
117. 5-Steps
Stop
listening to yourself
and talking out loud!
Open Ended 1st Question
Which Trust Concern?
What’s Missing?
Their Positioning?
What’s missing???
PRIORI
international
119. 5-Steps
Stop
listening to yourself
and talking out loud!
Open Ended 1st Question
Which Trust Concern?
What’s Missing?
Their Positioning?
Go!
PRIORI
international
147. 5-Steps
Stop
listening to yourself
and talking out loud!
Open Ended 1st Question
Which Trust Concern?
What s Missing?
Their Positioning?
Go!
PRIORI
international
150. The Situation?
STEP 1
Style
STEP 2
Situation
POWER
First meeting
CONTROL
Breakdown
INFLUENCE
Deal is over
POWER
Trying to close
AUTHORITY
Presenting to
CONTROL
How to work with
PRIORI
international
153. The Goal?
PRIORI
international
STEP 3
STEP 1
Style
STEP 2
Situation
Goal/Concern
POWER
First meeting
Strong first impression
CONTROL
Breakdown
Get back on track
INFLUENCE
Deal is over
Set up for next deal
POWER
Trying to close
Close
AUTHORITY
Presenting to
Best setting
CONTROL
How to work with
Address their concerns
WHY?
157. The Situation?
PRIORI
international
STEP 1
Style
STEPS 2/3
Situation
STEP 4
Tactics
CONTROL
Breakdown/
Back on Track
Focus on their big picture
Ask them questions
Create a menu of options
POWER
First meeting
1. Sincerity
2. Competence
First Impression
Principle:
Come along side, then
focus on making their hard
work pay off.