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Going beyond Recruitment Leadership – 24 years of nurturing leaders who inspire

Great organizations are built through exceptional leaders who inspire, motivate, and help grow the business. Today leadership goes beyond the four walls of a cubicle, people are constantly looking for role models whose life, habits they can imitate or learn from. Here, we are not just paraphrasing the stereotypical leader who only discusses business & numbers. These are individuals who inspire their peers to live their passions daily and are able to create enthusiasm, empower others, infuse confidence and push others to DREAM BIG & keep going when the going gets tough!

Antal has been doing just that for over 24 years, mentoring entrepreneurs who today are leaders with inspiring stories about persistence, zeal and determination. Our leaders each have success stories that can inspire people to DREAM BIG and not throw in the towel early!

Learning is serious business at Antal. A core and foundational process training is just a start for learning how to create a sustainable and tenured business. The franchise owners, our leaders come from diverse corporate backgrounds- heading functions. At Antal, they become P&L leaders for their own business. In itself, the transition is dramatic and conflicting priorities try to jostle up in the line of sight.

How does one create a method in this madness. That’s when coaching and mentoring leadership kicks in. As an organization Antal has strived to mentor leaders who inspire, motivate through initiatives such as

  • Mentoring programs by Doug Bugie, President Antal International Network and Tony Goodwin Founder & CEO Antal International- Stalwarts of the Antal Network
  • Tony, himself an Award Winning Entrepreneur spearheads a Platinum club where he mentors the Top 3 owners in the India network about employee management, scaling up & hindrances in growing the business. Regular trips across the globe give him the insight apart from his vast experience to help owners mould their teams and succeed in achieving targets.
  • Doug, one of the Stalwarts of the recruitment business for the last 33 years is always available with scores of advice and ideas to grow the business beyond expectations. Even if not contacted directly, he regularly reaches out to owners through Sector Con calls and Inspirational training.

  1. Motivational Speakers at Conferences and Meets
  • Brian Mayne the creator of Goal Maps, shared his rags to riches story and what circumstances led him to create the one of the most powerful techniques to bring about the future one hopes for. Brian’s story moved many of us to tears and his grit encouraged us all to follow our dreams.
  • The World Renowned “Mumbai Dabbawala’s” operating model is a blueprint for how one can build a successful network from scratch. A daily home to office delivery service started with a mere handful of people and is now more than 5,000 associates and has survived the test of time for the past 125 years! Most impressively this network does not have an “Iota of Digital Support”!
  • Tony Seager shared indispensable advice on how to hire top talent and ramp up your leadership ability to retain them
  • Greg Peake’s useful strategic tips and solutions helped Owners increase their competiveness and leadership in the difficult markets they might face.
  • Birender Ahluwalia took a session on increasing productivity at work by nurturing positive people. Aptly titled ‘Converting Yearly Plans into Reality’ it was a highly interactive and energetic session.

  1. Antal Owners Taking Centre Stage
  • Vinu Nair, Managing Partner Antal India conducted a session ‘Leveraging Capability across Offices’ which focuses on offices working in same discipline unifying to pitch and sell Antal as One Multifaceted Entity.
  • Anil P Dev spoke about ‘Position Specific Terms or Empanelment’ another great session to build profitable businesses.
  • Praveen Dewan, Managing Partner Antal India shared his inputs leadership by re-focusing one’s thoughts.
  • Jonathan Edwards, one of the most prolific and dynamic leaders in the global network hosted Ms Shinu Jose for two days in his office in Shanghai and very openly shared secrets of his success and gave open space for interactions into his team. These conversations charted for the India network, career progression of the consultants.
  • Mike Ryall, the exceptional leader of Parkside and part of the Operations Board at HQ has coached the Indian leadership in streamlining the internal hiring process to create a performance culture right from hiring.

  1.  Leadership Lessons with our Trainers…
  • Tony Jones- The “Rock on which Antal India was built” inculcated the leadership culture in the Antal Network
  • Shinu Jose- Antal India’s first employee has been in recruitment for 10 years and she gets practical insights into the business, having worked in a micro niche category herself for 5 years. She believes that the success in this business comes from following the process and brings in her vast experience, continuous learning and humor to motivate and encourage the owners to go for the gold.
  • Rob Barklamb- Rob is a highly regarded recruitment trainer with over twenty years’ recruitment experience. He is able to help you reach your goals and leadership dreams.

  1. And Finally Building on Passions
  • Owners like Vinu Nair have motivated people in his team to take cycling by facilitating the infrastructure for it
  • Owners like Joseph Devasia and Anil Dev share their passion for biking and have bonded while taking road trips
  • Vinu Nair has also motivated Nagesh Joshi to run Marathons and now both of them are regular marathon runners and share notes on their best timings
  • Anil Dev is following his passion for Photography

 

Building a Brand called – YOU: Compiling Great Content

Continuing from where we stopped.. Our previous article “Getting Started” focused on why professionals can’t ignore social media, how it can be used to showcase one’s expertise and knowledge and thus help build a professional brand for themselves.

In this next article, we will focus on how to compile great content

One of the biggest challenges people face while building their professional brand online is creating good content. Penning down thoughts, opinions to compile a thought driven article that will attract an audience and add value to their knowledge is quite often assumed to be an ordeal. However that is not the reality, on the flipside you need not be an author extraordinaire like Zig Ziglar or Deepak Chopra to write influential content. All you need is some thought provoking topic penned down is simple comprehensible, day to day language and some time and patience and you have some good content. Content that will be of interest and learning for your audiences, content that they will want to share with their network and content that will help increase your credibility within your professional network.

If you’re going through a similar dilemma of whether to ‘Write or not to Write’; we have 5 easy steps to help you draft some informative and shareable content

STEP 1 Pause, Relax & Think:

Before you start penning down your thoughts, start by creating a small review chart with the following

  • Who are your audience?
  • Which platform are they on?
  • Do you have a topic in mind?
  • Are you well versed with the subject you want to write about?
  • Is it already been written about (Google the topic you intent to write about.)
  • If yes, do you have a different opinion about the topic? Are you being repetitive?
  • Prepare a draft content – (jot down points, prepare a rough skeleton of what’s in your mind)
  • Do you have enough content (750 – 1200 words for an article, if its lesser that that you may consider posting it as a post on LinkedIn or as a Tweet if it’s just a thought)
  • Start researching about the topic – take down points, cues that you would want to add to your article

It is important to put down your thoughts on paper before you start punching the keys on your keyboard; it gives you an overview of what your article should look like.

*Avoid controversial topics that may hurt someone’s sentiments or create a controversy or attract negative comments

Step 2 Look for Inspiring stories:

This is for someone who may not have a topic in mind, so how do you go about… Look for inspiration from

  • Blogs
  • News Article
  • Pulse Articles
  • Real Life Experience
  • Conversation with someone that may have triggered a thought
  • Books

These platforms may help trigger a topic you may want to write about for e.g.

  • A news article about something related to the industry you work within. Some new Government policy that may impact your industry, a new trend within the industry that could be a game changer. You may have an opinion on various news articles that make Headlines and these thoughts can then be shaped into an article.
  • An article you read on a blog, magazine or on LinkedIN pulse; you may have a different opinion about it or you may want to add something more to it.
  • A real life experience or a conversation with someone that may have triggered a thought
  • A book you may have read that may have left an impact on you.

These are few platforms where you can draw inspirations or ideas from.

STEP 3 Pick Your Platform:

Like I said in the first step when you start bulleting your thoughts you get an idea of how your article would look. Depending on the content you have you can then choose the platform you want to post your piece on.

STEP 4 Start Drafting:

Now you have the topic you want to write about, the skeleton of the article will give you an idea as to how your article should look, the content you have, the audience you want to target and the platform you should use to post the article on

Now you can start putting your thoughts into sentences and start putting together the first draft. Don’t bother about how grammatically right your sentences sound, as of now focus on your objective. When you are done with the first draft, read it again and this time you will start having a better understanding of how you want this article to look as the article will start taking shape now. Proof reading it the third time may give you more clarity on the article and by now you will have your article ready, another glace will help you edit it to make it more impactful.

It’s always advisable to get someone to review your article and give you honest opinion as well as suggest a few changes if need be. Tell them your intention as to why you want to post this article and ask them if your article resonates your objective.

Pick a headline that will attract audience to click on your post and read the entire article.

Step 5 One Final look

Review your blog one last time, check for spelling or grammatical errors. Format your content. Select relevant images you would like to add along with it

Step 6 POST

Once you’ve proofread the article are happy with the final result; you may post it on appropriate platform.

Note to Remember: Don’t try to write about everything you know in one article. Focus and stick to the initial layout of your article.  Use simple terms that make your article an easy and comprehensible read. If your positioning is clear, it’s much easier to stand out and attract traffic.

Job Titles: All about that EGO

Ever so often, I come across candidates who are finicky about the job title, regardless of the excellent advancement the opportunity provides- more exposure, learning, experience and credibility to their careers.

These candidates become myopic to what their business cards would read and really miss the larger picture.

Don’t get me wrong- I am all for Job Titles- Job titles provide pride, self-respect and admiration amongst peers, friends and family, and are also useful for career progression. Well, let me put it this way, job titles are important but should not become deal breakers.

Job titles are meant to tell people what one does, but today, I ask myself “Have job Titles become an insignia of pride and ego?”

When candidates let go of a great career opportunity they fail to realize that the experience and knowledge they would acquire from this career opportunity could be far more important and valuable than a job title.

Job titles are important at multiple levels, in organisations, it symbolizes what one does, it gives identity for a grade which in turn leads to compensation and benefits structure and clarifies path for career progression. It is what is printed on the business cards, and a senior sounding title is always accorded more respect and authority than others. It also raises the social esteem and standing among peers.

However, at times candidates get carried away and make unreasonable demands of titles that don’t describe what they do but just make them sound important and gives their ego a boost. Such a job title is not helpful to anyone because the roles and responsibilities stay the same.

In the long run when they plan to move jobs again, their job titles could be an exit barrier- consultants may not even approach them as they have a senior sounding title- even though the work they do is relevant for the opportunity the consultant has!

Whereas there has to be market linked realism attached to giving titles to role scopes and corresponding compensation, outlandish titles must be avoided as well.

Current job titles fail the very objective of its existence; for example it’s a trend today for booming start-ups to come up with exaggerated, weird job titles to attract candidates but these titles sound juvenile and lack vision. This trend shows that corporates are now using job titles to attract talent, especially in sectors that lack good talent.

Care should always be taken (by the candidate) to ensure that a job title doesn’t become an exit barrier and (by the employer) to ensure that the job title is not a barrier to attract great talent. It should be JUST RIGHT

And here is some food for thought, “Job titles don’t make someone a leader and real leaders don’t need job titles.”

 

Guide to Working with a Recruiter

It’s important to understand how good recruiters work and in turn utilize their way of working for benefiting oneself

Most of my candidates get annoyed when I call them to enquire if they are looking for a job change; with a very irritated tone they reply “sorry, I am happy with my current job” or “I’m not interested in a change” or “Please don’t bother me, and get me off your list, I don’t work with recruiters” .. After which they abruptly hang up before I even say a word.  Hence I decided to pen down my advice to candidates on how to work with good, professional recruiters.

Candidates may or may not be interested in what the recruiter had on offer for them, but they need to realize that contacts with good recruiters may not be handy at present but in the long run it will definitely be an asset.

Most people should have realized by now that recruiters are not only useful when you are changing jobs but also when you are perfectly happy within your current role. It’s important to nurture your relation with a good recruiter and to be on his “favourite list”. For that you need to understand how recruiters function and in turn you use their way of functioning for your benefit.

Send your Resume

Do you get annoyed when you get a call from a recruiter saying “Mr X, I have a perfect opportunity for you, can you give me a brief background about yourself so I can understand you better” or directly ask you for your updated resume, inspite of you telling them that you’re not looking for a job?? Pretty infuriating right??

If you felt this recruiter sounded professional, seemed knowledgeable then what’s the harm in sending it in?? Let’s face it, maybe you’re not actively looking for a job now but you may in the future. Having your details on a specialist recruiter’s folder will make it more likely that the recruiter will call you again when he has another opportunity and maybe you are looking for a change by then.

Avoid tampering your Resume

Some candidates see a benefit in lying on their resume, or to their recruiter or at the interview. Especially when they are desperate for a job. They often lie about academic degrees, inaccurate job descriptions, inflated salaries, fake references, altered employment dates.  Ones who are lucky enough get away with it but once they get on the job they are not qualified for, it’s not too long till their employer finds out the truth about their credibility and they are likely to be fired.

A candidate may find this the most convenient and fastest means to get a job, but they do this by putting their employers business at stake as well as their own careers in jeopardy

A candidate may think that’s it’s only a resume, and he won’t get jailed for lying about his experience or salary. Yes you won’t. But if you get into the habit of constantly altering your resume to suit a job opening you will end up being branded a “Job – Hopper”.

We recruiters are well connected with industry insiders and so are your employers – our Clients. They will eventually find out and do their own reference checks. They have many ways to find out and once a candidate is caught their career is doomed.

Keep it to yourself

The moment I call a candidate saying they have an opportunity for him; he wants to know which firm it is with, that’s what most of the candidates want to know, to which I politely respond that “Sir, I can’t share these confidential details as of now, but I will do that once I am sure that you are the right fit for the job profile.” The bizarre thing is that, when I do say this most of my candidates get offended. Candidates need to understand that the best for them would be to just wait and respect the recruiter’s request. Just like good recruiters stick to complete confidentiality for the Clients we do the same when it comes to our passive candidates. Candidates as well as clients depend on a recruiter’s ability to keep secrets. If a recruiter calls you, don’t expect him to answer your queries first, rather help him to understand your career graph, your abilities so that we can advise you better on your career. You will be given information on an as-needed basis, and you will be expected to keep it to yourself. Don’t be afraid to share personal information with your recruiter. Knowing what is important to you helps us to find you a suitable combination of position, company, and location.

Follow your Recruiter’s instructions and listen

Most important: A recruiter not only places you from one job to another but we also counsel you about your interview, advise you about negotiating the offer, on how to resign from your current job once you’re selected for a new one, how to tackle a counter offer…etc. We are your career counsellors and we understand where you come from, what your strengths and weaknesses are and the expectations you have from your new job. A recruiter is the one who helps mould your career. We know more about the your potential employer, the organisation, what they are looking for and hence we will be able to guide you better. Take note of the advice and direction your recruiter gives you and follow it.

Make up your Mind

The worst thing that could happen to a recruiter is that his candidate drops out of an offer. Such a situation is even worse than a candidate not being selected. This situation puts the recruiter in an extremely embarrassing position. It’s difficult for the recruiter to go back to his client and break the news to him. It shows that the recruiter lacks candidate control.

As candidates, you have to be completely sure about your decision to move; keeping in mind all the key factors that will be affected by your decision.  Be sure that your spouse, parents, kids are aware of your decision and are prepared to adjust to the change. This is one of the most common issues that cause a hindrance in the recruitment process that too at an extremely crucial and final moment.

You have to make sure that other important aspects like pay, responsibilities, designation etc are all at par with your expectations. If there is something you are not happy about, make sure that your recruiter is well aware about it in the very beginning. This saves the recruiter the embarrassment and you being branded as the “Unprofessional Candidate”.

Call Promptly

Call your recruiter as soon as you are done with your interview. Give him your feedback before the client does. A good recruiter will always prefer getting your feedback before reaching out to the client to get his feedback. Use your recruiter to negotiate and express any concerns. This will help facilitate communication and allow some of the details to be handled at a more comfortable arm’s length.

Infact to build your relation with the recruiter, you should keep in touch with him and get some inside news about your industry hiring trends. But this doesn’t mean you pester him all the time, maybe every 6 months…you could call him or just drop in a mail to say hello.

Use social media to keep in touch; this is the best option you have today. Connect with your recruiter on LinkedIn, follow him on Twitter. Keep a track of his updates on social media. You never know he may just post an opening for your dream job one day.

Face Negative Feedback Positively

Many recruiters shy away from sharing negative feedback as many candidates don’t take the feedback positively. If your recruiter comes back with a negative feedback about your interview don’t be offended instead be professional and polite, this is for your own betterment. Being rejected on a particular opportunity could be to do with another stronger candidate in the process and not necessarily about you. You have to maintain your relation with the recruiter since he will be the same one who may land you your next job. It’s better to know about your flaws and work on them rather than living with it for life.

Multiple offers

This is the most critical issue, which has to be handled carefully. If you have received more than one offer, it is generally best to let your recruiter know about it as soon as possible to avoid any complexities in the future.

Contemplating on an offer

The longer you take to make your decision, the more likely it is that the employer will think you are not committed and that they have, perhaps, made a wrong choice. We have even seen cases where, due to inordinate delay, employers have retracted offers of employment. Good recruiters also understand that delay in decision-making at this stage could mean you are hesitating; and we will very quickly put in alternate options from our “Favourite List”.

This article appeared in People Matters on Feb 20, 2014

Are your fears holding you back from taking the Entrepreneurial Plunge?

There is so much planning that goes into starting a business – arranging finances, making a business plan, organizing the infrastructure etc., but there’s something more that is important that one should consider before commencing their entrepreneurial journey – being prepared from the inside & ready to face your fears and the challenges ahead!

To paraphrase Brain Tracy “The Key to Success is to focus our Conscious Mind on Things we Desire not Things we Fear.”

There are many people who aspire to become Entrepreneurs but few make it happen. Every Entrepreneur – failed or successful goes through fear and anxiety before launching their business. However, there is a difference between the two – the successful entrepreneur faces and overcomes fear while the other gives into his fear and quits.

Have you been nurturing an entrepreneurial dream but your inner fears are holding you back?

Entrepreneurship is not an easy task, there are many known and unknown hurdles at every stage that one needs to endure.  Like Brain Tracy rightly says; In such situations an entrepreneur needs to focus on his goal and work towards achieving it rather than focusing on his fears and anxieties.

If your fear is holding you back from taking the entrepreneurial plunge, review this list of fears that are holding you back and learn how it’s possible to overcome them:

  • Fear of Failure: It is often assumed that entrepreneurs do not fail; every entrepreneurial venture is successful; sadly, this is not true. Failure happens to lots of people. Most successful entrepreneurs have faced failures, endured it, learnt from it, moved on and then succeeded. If fear of failure is holding you back from starting your own business, remember you’re not alone. You have to keep your goal is mind and focus on it instead. Failure is inevitable but it’s how you overcome it, is what determines your entrepreneurial success.
  • Lack of confidence, not being an expert: It’s always advisable to venture into an industry/business that you have been passionate about. It’s absolutely essential to have some understanding of the business you are getting into so that you know enough about your product or service to be able to sell it to your clients. At the same time you always have to be open to learning, as willingness to learn will help you grow and succeed & there is so much knowledge that you will pick up on the way.
  • Fear of quitting your job: Moving out of their comfort zone is a common fear faced by aspiring entrepreneurs who fear losing out on income and not being able to manage responsibilities. There is no guarantee that your business will make money in its initial stages and therefore the initial days can be difficult especially if you have a family and are the sole bread winner of the family.In such a situation it is best to have your family’s complete support and cooperation. To prepare for this you have to manage your finances to take care of your personal & professional needs. There is no guaranteed timeline as to when you will start generating income.  The best solution to overcome this is to plan yourself well (financially, mentally and emotionally) till a period where you guarantee projected revenues.
  • Fear of rejection: We want to be accepted, appreciated and rejection is most dreaded. No one wants to be told that their idea is not great, that their services are not better than competitors. The key is to keep in mind that rejections are stepping stones to understand why people are rejecting your product/idea and improve it.

Learning and growing comes hand in hand in Entrepreneurship. Being fearless would also be overconfident which may not be good for a new business. Fear is good and it’s normal to have worries & anxieties as these will help you keep your head on your shoulders and think through the decisions that you make especially when you’re faced by difficulties.

Entrepreneurship is for people with fears, anxieties and who are well prepared and willing to face their fears, learn & overcome them rather than giving up when the Going gets Tough!

Specialist Recruitment- from the lens of an Industrial Sales Professional

I started my career in industrial sales. And like every other industrial sales person, I was also trained to prospect with those customers who experience a pain area, and my product/service/solution would alleviate that pain. Only after establishing that I can help remove that pain area, would I move forward with commercial conversations with the purchase/procurement teams.

This process is almost the norm in the industrial sales sector where salespersons develop their knowledge of a sector and at the same time, continue to develop their relationship with the line managers – people who we then used to refer to as MAN- a person with Money, Authority and Need. Even though the term is a thing of the past, the concept remains the same – prospect with the one who has a need and authority.

When I talk to my ex-colleagues who have continued to work in the same space and have grown from the ranks to manage country level operations and in some cases, multi-country operations, I safely conclude that the sales process remains the same and the gestation to become a good sales leader is still a function of knowledge and connections of/within the Industry.

You may be wondering what this ramble has to do with recruitment?

When I joined Antal, I was pleasantly surprised to learn that Antal’s market development and sales fundamentals closely resonate to what I learned in my formative industrial sales years- GO TO THE PERSON WITH THE PAIN.

And therefore, we emphasize prospecting with line managers – hiring managers – people who are in real pain because they are missing a team member. These line managers have a department goal/ objectives that contribute to the larger revenue and profitability picture of the company as a whole. Having an appropriate team in place is pre-requisite for achieving the goal.

If the right talent is not available, it puts a lot of strain on the Team Lead/Head and the rest of the team- it means stretching self to breaking point, compromising work-life balance and quality of life, cutting a sorry figure with the management team and some cases not using the best of the Technology.

When I prospect, I am looking for pain – I am trained to look for pain. Even as somebody in recruitment, I am looking for the pain the line managers are going through because of lack of great talent in their teams. And if I am able to present the right candidate who can help not only fix the problem but also increase productivity, market share and increase the morale of the team- I believe my role as a specialist recruiter is justified.

But if only, selling within Recruitment was so easy!!

Into this equation, however, I have to very often deal with, is somebody completely unrelated to the pain, Somebody who doesn’t empathise with the pain of the line manager, somebody who is extremely clinical – sometimes to an extent, that they are only talking about number of resumes,  lowest quote and not the best candidate. This somebody is the Talent Acquisition (TA) team.

I have been a hiring manager myself within IT industry and I do think that more than the cost savings, the TA team also need to be measured against opportunity costs lost to the business, compromise in quality of life, deteriorating health of the line manager because a great talent couldn’t come on board.

I think it’s time to end the thought that talent is the responsibility of the TA team only.

Talent is the responsibility of the direct supervisor, of the department/delivery head, of the CEO of the company. Great talent enriches the company in more ways than one, and the only way to achieve a great talent mix in the company is to give greater autonomy to department heads in hiring, within a corporate governance and ethics framework.

This article was penned by Mr Vinu Nair, Managing Partner Antal Chennai. He focuses on Head Hunting, recruiting key talent and business leaders for my clients in the ITES industry. Prior to joining the Antal Network, Vinu Nair has worked in the Sales & Marketing and IT sector for more than 20 years. He was Vice President at NTT Data, managing their business in India and Middle East region. He played key roles in the SAP delivery team for many years before moving to Sales and Business Development.

Vinu would be happy to hear from you..any comments and rebuttals either on the blogs comment section or through a direct email to him on vnair@antal.com.

5 great books for Sales Professionals

Long weekends are a great way to relax and there’s nothing better that having a great book to accompany you. This weekend we are giving you 5 great books that you can get your hands on if you are a sales professional, business owner.

With a goal in mind to inspire you and help you improve your sales skills we asked our Franchise Training Director, Ms. Shinu Jose to suggest 5 of her favorite sales books that she believes are a must-read for anyone who is involved with sales on a daily basis

So here’s her list….

Secrets of Closing a Sale- Zig Ziglar

Zig Ziglar is synonym with sales, if you’re passionate about sales there is a very low change that you may not have reads his books. ‘Secrets of Closing a Sale’ is a must on my list of recommendations because of one of the key things he highlights which I feel that most of us choose to ignore “there’s no room for success in a salesman’s career if he’s taking the fast route, making the quick sale, and then locking the door behind him.” He gives a number of examples through humorous real life situations and thought provoking questions that can be used to influence a yes from your prospects.  He suggests techniques that are easy to understand and apply, yet have a far-reaching impact.

How I raised myself from failure to success in selling- Frank Bettger

This is one inspiring story that someone can relate to, how Frank Bettger failed insurance salesman, to owning his own estate and having the possibility for early retirement. This book is a  journey through his financial stability with examples from his personal experience. Some overarching themes that his book highlights include the best ways to conquer fear, the power of enthusiasm and more. A must read for someone who is going through a rough patch and is trying to find a find their spark again

Influence- the Psychology of Persuasion- Dr Robert Cialdini

Whenever we are asked to purchase something, do something, meet someone we have to be persuaded before we agree. We simply want a reason behind everything we do. As a sales professional persuading business prospects, customers is part of our daily work routine.  In this book Dr Robert Cialdini brilliantly puts down 6 principles of persuasion, talks about why people say “YES” and how to persuade them to say yes.

Negotiation Genius- Deepak Malhotra, and Max Buzerman

A brilliant book by 2 geniuses, who list down proven strategies, principles and habits that can help you achieve positive results in any negotiations. This book is the perfect guide for preparing and executing negotiations – whether its cracking a business deal or negotiating a home deal or your next salary.

Hardball Selling- Robert L Shook

Shook guides sales persons to master hard selling using four basic principles. He focuses on various steps in a sales process such as getting past the “gatekeeper” to the single-minded tactics necessary to close a sale.

Here’s to a great weekend… Happy Reading

Keep Learning, Keep Grow

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