HIRE RIGHT THE FIRST TIME: Part II Qualified Sameness

THE CHANGE PEOPLE PATTERN™ – SAMENESS

By Marilyne Woodsmall

HIRE RIGHT THE FIRST TIME:

THE CHANGE PEOPLE PATTERN™ – QUALIFIED SAMENESS

Remember that now more than ever, given the present state of the global economy, it is so critical in your hiring practice to choose the right job candidate who best matches the tasks to be performed. Employers cannot rely on traditional resumes and a person’s physical appearance in hiring the best people for specific jobs. Instead, when you use People Patterns™ in your hiring, you will save you time, money, and valuable resources. You will enhance your productivity since you will be hiring right the first time rather than wasting time looking for new people to replace bad hires the second time around.

Over twenty years ago, we created Profiling Plus™, our own behavioral assessment instrument that specifically targets hiring and personnel. This effective and practical behavioral tool is one that synthesizes our knowledge of behavioral change and typological research and models. In the context of these articles, we are simply focusing on one aspect of work.

People Patterns™ are so revelatory in understanding why people do what they do. Remember that knowing how a person thinks and how he or she behaves in a particular context in the execution of a given task is going to be much more informative as far as determining how competent a given individual is going to be in the execution of a certain job. I insist on reminding you of an important point. It is that the best predictor of future behavior is past history. What determines a person’s suitability for a job is best reflected by what the person has done in the past in similar situations. It is these very factors relating to past and present behavior that are revealed through People Patterns™.

In this article let’s focus on the second element of the Change People Pattern™: Qualified Sameness, as it relates to personnel and hiring. There are obviously certain tasks that are much better suited for individuals who are qualified sameness in orientation.

Interestingly, the average business person in the world is qualified sameness. Chances are that if you are the typically successful business person, you probably see the world and conduct your business through qualified sameness filters. Also, the military often appeals to those who are qualified sameness (as well as sameness people). If there is a lot of variety of task, as in special forces units or with the French Foreign Legion, for example, you will more likely find individuals who tend to have marked difference traits in their behavioral profiles.

What distinguishes a qualified sameness person from a pure sameness person is that although the former likes jobs in which there is some repetition of task, the qualified sameness person needs some elements of variety to be part of the task from time to time. Each qualified sameness person is unique in the manner in which the element of variety comes into play. For example, in sales, the individual may enjoy the sameness in terms of selling the same product line, although he or she may like to expand the customer base so that they are always seeing new people rather than focusing on the same list of customers they see all the time. Or else, they may be selling the same product and experience the difference element by traveling to different cities.

Secretarial jobs and executive assistant jobs are well suited to qualified difference in that there is usually a set routine of certain tasks that need to be performed on a daily basis such as going through mail, taking phone calls, making appointments, etc. The element of variety may manifest in the planning of events, in receiving different visitors.

In the typical business, most managers tend to be qualified sameness and they well suited to handle different types of people because they feel comfortable with repetition and variety to different degrees. I mentioned assembly work in a prior article about sameness and personnel selection. Often, it is the supervisor on a given shift who tends to be the qualified sameness (or qualified difference person depending on the tasks at hand) because he or she is the one who has to be able to deal with changes that may come up. These unexpected elements of variety may take the form of glitches in a system that have to be corrected or changes in scheduling, etc. Generally speaking, good supervisors of sameness employees tend to be qualified sameness (or qualified difference depending on the context and task in question).

The so-called seven year itch cycle applies to qualified sameness people when it comes to staying at a given job for a certain period of time. Unlike the classic sameness person who may stay in a job for years or for life, the qualified sameness person will remain at the same position or job from seven to nine years approximately. Often the time factor is dependent on how much variety the person likes to experience in the job.

The other factor that determines how long a qualified sameness person stays at a given job is often based on how long it takes the person to learn a new set of skills and increase his or her knowledge base in performing the task. As long as the qualified sameness person continues to learn new things on the job, he or she is more likely to stay at the same job. The moment that boredom sets in, then the qualified sameness person is likely to want a change of jobs.

Finally, remember that in the typical business world, most people will be qualified sameness in orientation. They will be most happy and most productive in their jobs when they have a combination of repetition and variety. The context in which the variety manifests will be different for each job and for each person, as will the duration needed for the difference factor to appear.

For practical purposes, when it comes to hiring someone who best fits a given position, it is not about a particular People Pattern™ being good or bad. It is simply a question of finding the right person with the appropriate Change People Pattern™ to fit the task or tasks needed for the job to be done with competence and ease.

Click on the book below to order your copy today! Type in 21 in the coupon code and get $5 off!

HIRE RIGHT THE FIRST TIME:

THE CHANGE PEOPLE PATTERN™ – SAMENESS

By Marilyne Woodsmall

As I mentioned in a prior article, nowadays, given the current economic crisis, it is all the more critical to hire the right person for the right task or right job the first time. Doing so will save you time and money and will increase your bottom line. In this light, remember that basing your hiring on traditional resumes and on someone’s appearance is not the best way to know whether a given candidate is best suited for a particular task. This is where knowledge of People Patterns™ can make a huge difference in hiring the right person for the right job.

Knowing how a person thinks and how he or she behaves in a particular context in the execution of a given task is going to be much more revealing as far as competency and suitability are concerned. Also, as I mentioned at an earlier time, the best predictor of future behavior is past history. It is important to realize that it is not what a person says that he or she will do that matters. Instead, it is what the person has done in the past in similar situations that matters. There are critical factors connected to past and present behavior that are revealed through People Patterns™.

Today in the context of personnel and hiring, let’s focus on the first element of the Change People Pattern™: Sameness. There are obviously certain tasks that are much better suited for individuals who are sameness in orientation. In general, any job that involves routine in any way is perfect for a sameness person. These individuals prefer to be in jobs that require them to repeat specific tasks every day. For them,
“No variety is the spice of life” is their tantrum. Sameness people thrive on repetition and will seek it out whenever and wherever they can. Continuity is the key word for jobs that are best suited for sameness people.

Jobs in assembly lines are perfect for sameness people because they require the repetition of a set of specific tasks and which often are performed during the same shifts every day as well. In fact, the sameness element, the ability to consistently repeat a task in the context of an assembly line is critical to creating quality and defect free products. It is no coincidence that the major car manufacturers are located in the mid-west which is highly sameness in orientation. Sameness workers really take pride in their work and in the products and/or services with which they are involved.

Connected to the element of repetition is the notion of job security. Sameness people need to know that their jobs are secure and that there are no changes in their work environment. It is important that their work conditions remain the same. That is why sameness people have a much harder time dealing with new management, or with new rules that break from the routine that they are used to following in one way or another. Management needs to be aware of how to incorporate policy changes or how to present and frame any modification in an aspect of the job that changes the way in which sameness people are used performing it.

Several years back, we had a modeling project with a firm that manufactures self-adhesive labels. Most of the workers in the plant were sameness (and some qualified sameness). When management wanted to impose a new structure called “High Performance Organization” (recommended by some outside consultant) on the plant workers, it was not only poorly received, it was basically rejected by the sameness workers. They couldn’t deal with a change in the way things had been done there for years. The plant was fortunate to have a really competent and intelligent manager with whom we worked who understood the importance of behavioral elements in a management context. And because of his knowledge of the Change People Pattern™, he quickly understood why the new system would not work as presented, given the mindset of the employees.

As well as repetition of task, sameness workers also work best in jobs that involve a regular time schedule. They work best at 9 to 5 jobs in which they take lunch breaks and other breaks at the same time. They also tend to spend vacations at the same time every year or as close as possible to that time frame. If the requisite sameness element is found in their job, a sameness person tends to remain in the same job from 15 years to an entire lifetime.

Another job that is a good fit for sameness people is telemarketing. In a modeling project that we had modeling top telemarketers, the best ones were sameness in orientation (unless they were supervisors, as we shall see at a later time). Repetition of task is important to them as is job security. Basic jobs in bureaucratic structures such as the Postal Service or the DMV are suited for sameness (and also qualified sameness people).

In sales, sameness people will thrive if there is an element or several elements of continuity in their job. For example, if they are selling the same product to the same customer base without change, they will prosper. As long as these salespeople are following a given routine without deviation, they are quite content to remain at the same job for years if they are really happy and in their sameness comfort zone. What I have found over the years is that sameness individuals will instinctively come up with strategies that promote and support their sameness mindset to the tee. They will unconsciously eliminate any “difference” or change factor that may show up in the workplace that disrupts their routine so that they are surrounded by continuity and sameness.

In short, if you a have a job or task that requires constant repetition, and one in which pride in workmanship and continuity are key, then you had better find a sameness person for the job. You will have someone who will be happy doing the same thing over and over again to his or her delight. And you will be happy in the long run, having hired the right employee for your business.

Finally, in hiring, it is not about a particular mindset or orientation or People Pattern™ that is good or bad in itself. It is simply a question of finding the right person with the appropriate Change People Pattern™ to fit the task at hand.

Click on the book below to order your copy today!  Type in  21 in the coupon code and get $5 off!

An interview with the author of the new book “Personality Language” Marilyne Woodsmall

(OK, I threw in the part about finding the love of your life but it is possible   )

I did this interview when this book first came out and I see that there a few people have picked on just how valuable this really is and are starting to teach it. But, why not get it from the Horse’s mouth so to speak instead.

Get comfortable and take a listen to an interview I did with the author of the new book Personality Language. Listen in as we discuss how using Personality Language can dramatically boost your profits.

This is a totally new way to reach not only new customers, but get a lot more sales from your existing customers.

I hope to have more chats with her about this mind-blowing new way to communicate with your customers and increase your profits.

We talk about how Personality Language and you will find out why you want to layout all of your Blog posts, Sales Letters, and Information Products this way if you want to have the most success with them and become profitable.

Marilyne Woodsmall and Wyatt Woodsmall, who are Human Success Modelers wrote this as a primer to introduce this new way of thinking.

While you may not have ever heard of them before, I can bet that you have heard of, or seen on TV, or on the Internet, or read the books of some of the many people that either one or both of them have coached. People like Anthony “Tony” Robbins, Eben Pagan of Internet Marketing fame (if you have never heard of him before, under the pen name David DeAngelo who sells over $20,000,000 of Dating eBooks and Advice on the Internet every year and doesn’t even have a published “real book”) , Joe Polish of Piranha Marketing, world-class Marketer and Joint Venture specialist extraordinaire, and finally a host of Olympic Athletes and Coaches that brought home oodles of Medals, and quite a few other people that you have heard or seen as well.

Again the Woodsmall’s don’t go out of their way to mention them as they don’t like to talk about the people that they have worked or are working with all that much. It is just the way they operate, and I can respect that.

The only reason that I bring these people up is help you give some weight to what I am about to share with you. The folks that I mentioned have used what they learned from Marilyne and Wyatt to help make themselves tens of millions of dollars and to achieve success at a world class level that very few people are ever able to obtain.

Part of what those individuals did to obtain those ultra-high levels of success was to Leverage, with a capital L, what Marilyne and Wyatt gave to them to propel themselves to higher levels of success faster than they could have done on their own.

Now imagine if you had access to that same type of information that you could use to Leverage yourself to those ultra-high levels of success and profitability? Now you can.

Take a listen and let me know what you think.

Press the play button and find out how to improve your sales with Personality Language.

1.mp3

Or you can download it here Marilyne Woodsmall Interview.

Click below on the book cover to order the book and type in 21 to get a $5.00 discount. I can’t recommend this book enough. It is a game changer. I will also be posting other interviews with Marilyne and Wyatt as soon I can talk them into giving up more information.

Even if you don’t buy the book, go and sign up for their newsletter at www.PersonalityLanguage.com as it is well worth it.

Could not say it better myself.

Cheers,
Andrew Anderson

THE CHUNK SIZE PEOPLE PATTERN™ – PART III

Now that you know what the Chunk Size People Pattern™ is all about, it will be helpful to know what types of questions to ask in order to identify whether a person is global or specific. First, let’s have a quick review. Remember that in communication, people will either show a preference for scope or for depth. We refer to those who prefer scope as global people and we refer to those who prefer depth as specific people.

Global people decidedly prefer to communicate the overview or the big picture. They chunk up which means that they go into less and less detail or inversely, consider greater scope and less depth. They don’t like details. Specific people, on the other hand, prefer to communicate all the small details no matter how minute. Furthermore, specific people often like to have the particulars or details presented to them in some kind of hierarchal order.

There are several questions that you can ask to determine whether a person is global or specific in his or her orientation. Here are just a few of the questions that you could ask someone to find out where they are coming from. It is helpful to frame the questions around a particular context. For example, you could frame the questions around a product you are selling or around a work project with which you would require assistance.

1. “If you were going to work with me on this project, what would you like me to tell you?

2. “What would you like to know about my product (service, program, etc.)?”

3. “Would you like more information about ….?”

4. “Would you like an overview of my product’s benefits or do you prefer specific information?”

The most important thing is to listen to how the person responds to you. LISTEN TO THE AMOUNT OF DETAIL OR LACK THEREOF THAT THE PERSON GIVES YOU in response to your question. There are some tell tale clues here. Specific people will often chunk down several levels in their response to you, giving more and more detail as they go along. They will answer with multiple layers of detail. Global people will be the total opposite in their response. They tell you what they want to know in a general way without asking for details. In fact, they will be quite uncomfortable with lots of detailed information about the product or project.

Also, when it is you who are speaking, be aware of whether the person seems bored by the amount of detail that you are providing, or whether the person asks you for more details. Obviously, the latter is a specific person and the former is a global person.

There are a few specifics I’d like to share with you about the linguistic approach used by each one. It is that specific people tend to use lots of proper nouns with extra modifiers because doing so hones in more specifically on the topic of discussion. This proclivity also manifests in their sentence structure which is more complex in nature than that of a global person. Global people will prefer to use simple sentences without the need for prepositional phrases. They also have a tendency to not use extra modifiers in their communication.

We are merely scratching the surface when it comes to the different facets of the Chunk Size People Pattern™. There is so much more that we can say about it and we could literally chunk down to another level. For now, however, remember once again, that the important thing to know is when enough is enough or not enough as the case may be; and tailor your communication accordingly.

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This is from Marilyne Woodsmall of www.TheScienceOfidiots.com .   If you have not purchased the book, Personality Language yet, I highly recommend it.

Cheers,
Andrew “Easy” Anderson

Here is a link to Part 1 and Part 2 of the series.

Want to find out more about what Marilyne is talking about?

Click below on the book cover to order the book and type in 21 to get a $5.00 discount. I can’t recommend this book enough. It is a game changer. I will also be posting other interviews with Marilyne and Wyatt as soon I can talk them into giving up more information.

Even if you don’t buy the book, go and sign up for their newsletter at www.PersonalityLanguage.com as it is well worth it.

THE CHUNK SIZE PEOPLE PATTERN™ – PART II

In the last article, I briefly introduced the concept of how much is enough when it comes to the scope and depth of your communication as it relates to sales. As I explained, one of the biggest challenges in communication is to know when enough is enough in terms of the level of details which you are giving or not. The question of when enough is enough can be understood and explained by the Chunk Size™ People Pattern of the Information People Pattern™.

The two components that correspond to Chunk Size People Pattern™ are 1) global and 2) specific. They correspond to the two ways in which we take in information and communicate it back. Global people look for the broad overview and specific people look for details. These two opposing viewpoints represent both sides of a continuum that have inherent challenges in communicating with the opposite orientation.

This becomes obvious in sales and is one of the reasons that a knowledge and application of this pattern can certainly influence your sales in a positive way. So to best utilize the Chunk Size People Pattern™ in sales, it is important to be aware of how much information you are giving and to what type of individual you are giving the information. (And, of course, most important is knowing when to stop talking once you’ve made the sale.) The general rule is to match specific to specific and global to global. If you are dealing with someone one on one, it is easy to tailor your communication based on whether the person is global or specific in orientation. If you are involved in on line sales, then it would be best to have both aspects covered.

So how do you customize your communication to fit each type?

If you are selling to a global buyer, what you have to do is to present an overview of your product or service and forget the details. With global customers or prospects, you want to avoid sequences. Also, be sure to use generalities. As soon as you delve into details, you are going to lose the customer and you won’t make the sale. Be prepared to handle general objections and to deal with them broadly. And for the close, it is important that you keep it general. Keep your language simple throughout your interaction when dealing with global customers or prospects.

With specific customers, the opposite is true. With this type of person, you must be prepared to present lots of details about your product or service. Be sure to avoid using simple sentences. Furthermore, be certain to make your presentation sequential. If you resort to using fluff, you will instantly turn off the specific buyer. When it comes to handling objections, be ready to handle specific objections and avoid generalizations. And for the close, it is important that it be explicit. Make sure that the specific customer or prospect understands that you are asking him or her to now buy your product.

As for complaints, global buyers tend to dislike a product overall and not just an aspect of the product. Specific buyers tend to have specific complaints about some feature of the product with which they are not satisfied or with which they are not happy. With an understanding of the Chunk Size People Pattern™, you will be better equipped to deal with complaints should they arise.

Remember that specific people never have enough information. They want more and more details so with them you chunk down and provide the trees for the forest. Global people are interested in the big picture. They are satisfied with less and can be told too much if you are not aware. So with them you chunk up and provide the forest for the trees.

Thus, the key in applying the Chunk Size People Pattern™ in a sales context or to any communication for that matter is to know what level of information will satisfy the other person. This means knowing at what level to chunk the information. This means knowing when enough is enough or not enough.

This is by Marilyne Woodsmall Author of “Personality Language”
You can find more information about her here.

“Human nature is such that if we are relatively content, then we are not going to be motivated to do anything to change our comfort zone, whether it be now or later.” Marilyne Woodsmall

This is more on Personality Language(tm) from Marilyne Woodsmall.  I will say it again, grab the book, it will help you better understand people and make you a lot more money. – Easy Anderson

Why is this so? It is because when people have already gotten all the carrots and sticks they think they need to lead what they believe to be an acceptable lifestyle, then they no longer have that fire burning within to move any farther. Life is okay as is, nothing more nothing less, no bells and whistles; yet this is satisfactory to them so they don’t care to budge one bit. These are the very people who end up staying in jobs for years and are quite content to do so.

Most people are mired in mediocrity. All too sad yet true. These are the so-called masses. And these are precisely the people who don’t want to change even if they have the opportunity to do so as I’ll explain shortly.

This has major implications regarding motivation in the workplace. There are basically four reasons why people aren’t motivated:

1. People who are move toward in orientation and have nothing towards which to move.

2. People who are move away from and have nothing from which to move away.

3. People who are move toward and who have reached their set goals and have nothing else to get them out of their satisfaction zone.

4. People who are move away from and who have somehow managed to move away from all the things which they would like to avoid.

The last two types are the most challenging elements in any workforce because they don’t want to move in any direction. These people are a nightmare to any team, to any manager, to any organization, to anyone who wants to get ahead because they are indifferent to change. These people are the masses, the people who are content to live their lives in mediocrity.

Once again, the Motivation People Pattern is the basis of everything that we do in life, or don’t do for that matter. Imagine the possibilities if we could move people from relatively content to ecstatic and beyond! Tune in for more next time.

Claude Hopkins, one of the first Profit Consultants

If you want to improve your Profits, then here are 4 books and 1 report from Google that I am making available to your for Free. You should download and read them right away.  These are my gift to you at absolutely no charge. You do not have to pay anything, nor sign up for another list. And I am also going to show you one of the books that you can get for free for 14 days read it, use it to make money, and if you don’t like it, you don’t have to pay for it.  But if you do like it, you only pay for it after you have read it.  How is that for an Author that thinks his material is good? This guy is one of my favorites and you will soon see why. The other 3 books and Report is yours for free forever.

The technique of giving things away is called a reverse risk factor and it is very effective as you can imagine but, most people are afraid to use it.  Which is good because it makes it even more effective for those that do.

Why Am I Giving These To You?

The reason why I am giving them to you is because I know that no matter where you are in your Business, they can have a huge impact on your profitability. Plus, it makes me feel good that I can give something of really high value that most people have never heard of before that can dramatically improve their life for the better. It is a complete kick in the pants. Plus, it is good Karma.

If you are an old hat at the online game, or are just starting out, these can help you immensely.  They will even help you in your Brick and Mortar business as well. You don’t have to sign up for an email list or anything as I mentioned.   How is that for a change? Just click on them and save them and you can start reading them right away.  They are all in PDF format except for the last one.

If you are trying to sell anything and have to write copy, Scientific Advertising by Claude Hopkins is a must read. It will dispel the myth about long copy that I see ignorantly bandied about these days.  It  shows you why it is good and how personal stories focused on your niche can really help sales.  The things that he talks about in this book  still work today.   Most people don’t have a clue as to who he is or use his techniques.  Now you don’t have to be one of them.

The Art Of Money Getting by PT Barnum is about as a good of a self-help book for business people there is.  You will note that it is the basis for many of the new ones that have been written recently.

Words and Phrases that sell is a handy guide you can use when writing any sales copy that you have.  Imagine having words that compel people to purchase your product at your fingertips!  This one is edited by yours truly.

Then there is the Google guide to Search Engine Optimization.  Read it, learn it, use it and it will help with traffic to your site.

Let me know what you think.   I hope these help you as much as they have helped me.

These are also the books are referred to in  Start On Monday by Andrew “Easy” Anderson, hey that is me.    I have just released it and it is on building your business online and how to find a JOB if you must.  You can check it out by clicking on the cover and you get to keep it for 14 days before you decide if you want to pay me for it. It has what I have learned in 20 years of being online, plus advice from some of the best Marketers in the world who have sold billions of dollars worth of products and services.

Even if you don’t keep  “Start On Monday” I suggest that you go snag it.  There really is valuable information and resources in it.  And you definitely need to get the other 3 books and reports.  Remember, often times it is just one small idea that takes you to a whole new level in your business and life.

Cheers,

Andrew “Easy” Anderson

Anyway, I was reading a Post over at a Women’s Entrepreneur site last night by an “Expert” Marketer/Web Designer. And no, I am not going to link to a bad article or their website. Whoops, kind of gave it away a bit huh?

Now I am sure she, the Authoress, is a nice lady and all but… Oh heck, I don’t actually know that, she could be a Harpy, but let’s give her the benefit of the doubt anyway and say she is a really super duper nice lady and she probably is. Regardless of her demeanor however, I have to point out that she is just plain wrong about some things in her article.

So, good guy that I am, I tried to post a comment addressing the error several times yesterday and today. No joy, apparently they do not like dissent in their comments that is factual.  Another rule, make sure you have smart people on your team and especially as gate keepers for you Blogs and Social Media.  Stupid mistakes can cost you big time there.

But to be fair, it could be some intern that does not know squat about Blogs and marketing that they have as the gate keeper (see above)  that could be costing them thousands of dollars every day by not managing their Blog correctly. Again, having smart people on your team pays way more than they they cost.

Dissenting Comments On Your Blog Are Good For Business

Which brings up another point. Dissenting comments are great as long as they are business like and well thought out.  In fact they are good to have on your site!  They can help make you money.   It allows you to to point out your case or, correct yourself if someone brings you new info and it gets people involved.  Either way it is a win.  So, do not be afraid to post dissenting comments on your Blog.  Well, they never posted my comments.

But the Silver lining is that I can give you a couple of Profit Consultant tips from good old Easy Anderson here on my Blog. That, I do control. Yea for me and it should be Yea for you too.

Well first off back to the Authoress, she said basically that Long Copy or rather Lengthy Text does not work as well as Short Copy on Websites because the Web is different than printed text. Oh really??? Hmm…. Alarm bells went off right then and I started laughing.

Two things went through my mind. Wow cool, another competitor who’s clients that if they listen to her, are going to have their butts kicked by my clients. Cool, cool, cool !

Then I thought, awe darn it. There are going to be a lot of people, well OK, a few anyway, that may read that aritcle and believe and implement what she is saying and hurt their business and it is bad Karma for me not to point it out to at least them and perhaps her.  That I do believe.  Pointing out and trying to fix things that you know are wrong are one of the things that make America great as a habit.  In most other countries, it is frowned upon to point out errors or to even make mistakes at all.  Which is one of the reasons why most everyone wants to still come to the US.  Back to making mistakes.

Lord knows I have been ignorant about things in my past as well. Heck we all are for that matter until we learn otherwise.  I know I learn something new every day but, if you are going to be in business and especially Marketing and offering advice, bone up on the basics and learn from the people that have been doing this for a while.

Anyway back to Long Copy, here is the scoop.

Long copy when done right can outsell short copy by over 1,000 %. That is not a typo! Now do you still have to have catchy headlines and bullet points that grab attention? Absolutely.

Just think about any subject that you are interested in for a few seconds. If it is interesting, do you want to read once sentence about it or more information that explains what you are interested in and read details?  My point exactly!

If you get a chance, go buy the book, Ogilvy On Advertising by David Ogilvy. Great book on marketing and the other book you should get is, Scientific Advertising by Claude Hopkins, which if you go to my contact page above and request it by typing in Scientific, I will send you a complete copy of it in PDF for FREE.   But you have to make the effort.

Both go into factual evidence why Long Copy works.

And while I do pride myself on my marketing skills,  Go friend Drayton Bird who is on my friends list on Facebook and read his content and you will learn a lot about Long Copy and Marketing in general.

I like him because he is way more irreverent than I and makes fun of Ignorant people in Adverting and Marketing and does it with a rye sense of humor.  Plus, he is a much better speller and better a grammar and punctuation too or is that as well?

He is truly one of the worlds best Direct Marketers for sure and which reminds me I owe him an email on the Twitter and Social Media experiment. (it has been one crazy month but I digress) You can follow the experiment on Twitter Here and over at www.CommonSenseMarketing.org. Drayton has some serious marketing chops and is one very sharp guy.

So, out of curiosity, I went and looked at the authoresses site and low and behold true to her word, I do not see any long copy at all but,…. I do see Flash. Arghh….

Here is a Flash on Flash for you. You should avoid Flash like the plague on your Website. I have been saying this for a couple of years now but, put in on your site now at your own peril. Especially now.

Steven Jobs of Apple has said they will not support Flash on any of their systems.

There are a couple of reasons why. One, it royally sucks for SEO or Search Engine Optimization purposes. Two, it is not all that elegant from a programming stand point, Three, several million iPad users won’t be able to view your site, nor will 50 million iPhones as a general rule and all new Apple systems will have to find outside resources to use it. How is that for a bunch of reasons?

It is kind of like Bell bottoms except Flash will not make a comeback or cost you business.

Anyway, hopefully you have learned something here. And just to give you some Short Copy in an appropriate manner. Long Copy is good, and Flash is bad.

OK, it is almost 1:00 AM and I had better put this post and myself in Bed misspellings and all.  My old editor starts back next week thank God.  Those of you who care greatly about spelling and grammar and such will be tortured less.   

Have a Profitable Day!

Cheers,
Andrew “Easy” Anderson

This is from Marilyne Woodsmall and her Blog over at www.TheScienceOfIdiots.com.  If you want to get deep into understanding sales, why people buy and don’t buy, how to manage customers, employees, contractors, and even understand all of those people around you that you interact with on a daily basis, this is the cutting edge thinking that is fast replacing the old worn out theories.  The wonderful thing about what she teaches it that it makes sense and will add to your bottom line.

Crazy Quilting by Anita Carpenter

From time to time students and clients will ask us about the other typologies in relation to our People Patterns™, in particular Myers-Briggs. Many of you have probably heard about the Myers-Briggs Inventory at some point. It is a tool that has been used for understanding what are considered to be behavioral preferences and yet, it can be quite limiting in its scope. Meyers-Briggs presents four categories of these so called preferences:

1)Introvert – Extrovert
2)Sensor – Intuitor
3)Thinker – Feeler
4)Judger – Perceiver

However, before I briefly go over these types, it will be helpful to explain three things: 1) the concept of typologies 2) the different forms of typologies 3) the concept of contextuality and 4) the concept of refinement and deep structure, the latter two which we’ll consider in our next article.

First, let me mention the concept of typologies. There are three fundamental methods or approaches when discussing typologies. The first approach is the one we will mention in this article. It is based on a method of formal logic. It is the one upon which Meyers-Briggs, with its four categories, is based. As with all typologies based on formal logic, Meyers-Briggs says that types are immutable. There is nothing that you can do to change the types. You have to accept the category you are in so that you are literally boxed in for life. You have to accept the box and you are stuck in the box forever.

The problem with this is that such absolutes go against reality. According to Meyers-Briggs, each one of these four types is a preference for which there is nothing you can do. You have to accept where you are even though you can prove you can change it. So the bottom line is that with the Myers-Briggs types you are trapped in an argument of formal logic. You are in the box once and for all and you can never escape out of the box. Thus, you are frozen in either an introvert or extrovert box. You are forever labeled a sensor or an intuitor. You are an indisputable thinker or feeler and you are in the immutable zone of judger or perceiver.

This results in one of 16 types and this is simply what you are forever labeled on your chest with a behavioral Scarlet Letter, or in this case, Letters: an INTJ, an INTP; an INFJ; an INFP; an ISTJ; an ISTP; an ISFJ; an ISFP; an ENTJ; an ENTP; an ENFJ; an ENFP; an ESTJ; an ESTP; an ESFJ; an ESFP. You are forever labeled as one of these and many people proudly wear these labels through life.
Many personality typologies reflect this approach of the immutable type. In our work in Neuro-Linguistics, however, we know that it is possible to change the types. More on this at a later time.
Second, there are several different forms of typologies. There is what is known as a developmental typology (which we have also been teaching for years and have written about) and a horizontal typology. Both Myers-Briggs and People Patterns™ are horizontal typologies in that they put people into boxes. In this way, they are similar.

It is with the third concept, that of contextuality, and with the fourth concept, that of refinement and deep structure, where these two typologies, People Patterns™ and Meyers-Briggs, differ. We will consider these points next time.
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Want to find out more about what Marilyne is talking about?

Click below on the book cover to order the book and type in 21 to get a $5.00 discount. I can’t recommend this book enough. It is a game changer. I will also be posting other interviews with Marilyne and Wyatt as soon I can talk them into giving up more information.

Even if you don’t buy the book, go and sign up for their newsletter at www.PersonalityLanguage.com as it is well worth it.

By Marilyne Woodsmall

WHEN TO USE THEM AND WHEN NOT…

In our prior discussion, I talked about the Evaluation People Pattern™. This critical Evaluation People Pattern™ determines how an individual makes a judgment. In the context of sales, this pattern reveals how an individual makes a judgment to buy a product or service.

If you remember, there are two types of people when it comes to the Evaluation People Pattern™: Internal People and External People. Individuals who have what we call an Internal Referential Filter don’t want to hear about what other people are saying about a product or a service that they are thinking about purchasing. On the other side of the coin, there are those who have an External Referential Filter. They need to know what other people think before they purchase something. Remember, too, that there are some Internal People who will rely on what another person is saying if that person happens to be a proven expert on the product or service and has accurate information.

It makes a huge difference whether you are selling to someone with an internal pattern or an external pattern. Most Internal People think that the public at large is totally lacking in awareness and taste when it comes to making evaluations or judgments. In fact, our term, the Science of Idiots™ is quite apropos here, since Internal People view External People to be idiots for the most part. The former ask in referring to the latter: How is it possible to be such an idiot as to need another person’s opinion before buying something?

On the other hand, External People can’t imagine how a person can buy anything in life without getting feedback from others. They think that Internal People are idiots for not wanting the opinion of other people.

So what can you do to tailor your sales communication, whether one-on-one or on your site to reach these types of people? First, let us consider External People. If you are dealing with External People there are two viable strategies. One, you can position yourself as their external point of reference. The second strategy is to have people they respect or admire talk about your product.

The first strategy means that you have to be knowledgeable about your product or service as well as be trustworthy. Even sleazy car salesmen types don’t fare well here. Customers are much savvier than you may think and they certainly don’t want or need the traditional hype that has worked in the past in certain niches. The best rule of all is to always come from a place of integrity. In our work professionally modeling top salespeople over the years, my husband and I have always found that the best of the best have integrity and also create trust among their customers. I’ll delve more into this topic in a future article.

The second strategy involves telling your customers what people they respect have to say about what you are selling or providing. This means finding out who those people are for your particular customers.

In brief, with External People:

1. Provide as much information or referral material that you can.
2. Give as many testimonials as possible (more is better than less here)
3. Stress what others think about your product.
4. Have them see and or hear others’ reactions to your product or service.
5. Know that they are easily influenced by others.

Now, with Internal People, the strategy is totally different. With them you want to go out of your way to avoid telling them what other people are saying about your product or service. In fact, an Internal People will think less of you if try to sell your product based on testimonials or based on others’ opinions. They simply will view you as another idiot who has no clue about things.

In brief, with Internal People:

1. Suggest that they have their own internal check regarding the buying decision.
2. Stress that it is up to them and not up to you, as to whether to buy or not.
3. Avoid giving testimonials.
4. Tell them that you know that they are ultimately making the buying decision.
5. Know that telling them what others think is useless and may cost you the sale.

Also, remember that if you are an expert and or have someone else’s expertise to present regarding your product, it may be helpful to the Internal Person and only if the information is from an expert and is relevant.

In summary, it is critical in sales to know what criteria your customers are using when buying anything. This is why it is so important to appeal to both the Internal and External People in your presentation. In this way, you cover all possibilities; and you increase your sales as well as avoid missing half your customers and thus, avoid losing sales.

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As I have said before, Marilyne Woodsmall is one of the smartest marketing modelers out there, which is why many of the Marketing Gurus have sought her and her husband Wyatt, out for training.

While you may not have heard of them before, I can guarantee that if you have ever purchased anything online, you have seen their techniques being used.

To find out more information, you can go to The Science Of Idiots .com

I also suggest that you listen to the interview that I did wit her here.

Cheers,

Long before the internet came along, people have been giving testimonials for products. TV sales have always played a huge part in the conspicuous consumer society in which we live and still do so today. With the onset of the Internet, we have been overwhelmed with the typical and quite annoying bottomless sales letter that is riddled with endorsements and testimonials to convince prospective buyers to purchase a product or service.

And with TV shopping channels like QVC and the Home Shopping Network, testimonials play an increasingly important role in selling. Or do they? The question is do they really work with everyone? The answer is NO, NO, NO!!!

In fact, only about half of the population cares about what others think about a product before they buy it. The other half simply couldn’t care less what other people say about what they are buying. Which type are you? And more important, which type are your customers? Just because you may like to hear what other people are saying about products before purchasing them doesn’t mean that all of your customers think the same way. Or you may not care about testimonials and yet some of your customers won’t buy your products without them.

Are you a person who thrives on hearing what others have to say about a particular product? Or are you a person who can’t stand listening to or to reading about what people are saying about a product or service that you are contemplating buying? And there is another possibility as well. Are you someone who occasionally likes to read or to hear testimonials from certain individuals? How you answer these questions is quite revelatory.

In fact, it will determine still another People Pattern™ that comprises what we call Personality Language™. It is called the Evaluation People Pattern™. This all important Evaluation People Pattern™ determines how an individual makes a judgment, and in the context of this discussion, how an individual makes a judgment to buy a product or service. The emphasis is on how and not why.

Basically there are two major elements that make up the Evaluation People Pattern™. There are some individuals who make decisions to buy based on internal criteria and then there are some individuals who make decisions to buy based on external criteria. Those who make buying decisions based on internal criteria have what we refer to as an Internal Referential Filter or People Pattern™. They simply know inside that what they are doing or what they are buying, in this case, is the right thing for them. Those who make buying decisions based on external criteria have what we refer to as an External Referential Filter or People Pattern™. They need to hear what others think and tend not to buy anything without this feedback.

There are also some Internal People who, under certain circumstances, don’t mind having an expert give advice or information about a product, and only if it is information from an expert and not just anyone offering their opinion.

The bottom line is that Internal People don’t need feedback from others when it comes to buying products or services (unless, as mentioned, they want expert information under some circumstances); and External People need feedback before they purchase something. External People are often incapable of buying something without hearing first what other people think about it.

What this means for you in sales is that you have to tailor your communication on your sales page and/or in your presentation to both include testimonials for External People as well as include phrases that target the Internal People among your customers. Tune in next time to learn how to communicate with both types of customers in your audience, those with an Internal Referential Filter and those with an External Referential Filter.

This is from “ Personality Language” ™

By Marilyne Woodsmall

The first Baby Step to finding, creating, or reshaping your Muse, Business, or Dream Job is to actually take the first Baby Step. Take the first step and then follow through. Seriously! This actually came as a big revelation to me quite some time ago, as it does for many others.

I get lots of people that ask me, “so, how do I make money online?” Well, what are you selling? What does your order button look like? Do you have a blog?

About 90% give me a blank look for a second and then sharp ones start to laugh. It really is that simple. Build it, make it, create it, give people a way to purchase it, and that is how you make money!

It truly is no more complicated than that. Are there a bunch of Baby Steps you can do to increase your sales and profits of course. But that is the gist of it. I have said this time, and time again, any product that is for sale will outsell the perfect product that never makes it to market.

Remember, Baby Steps and a sense of humor can go a long way toward your success.

Cheers,

PS  This is from a post I did today over at www.StartOnMonday.com
which will be done one of these days which is the new version of the
the book ” The Muse Blueprint” and “The 4 Hour Muse” which I wrote
back in 2007.  In you will find several techniques that I see a couple of
Gurus pushing now for thousands of dollars that I came up with back then.

Namely, how to use screen capture videos, how to use Virtual Assistants,
and some techniques for SEO that will knock your socks off.

The good thing is that I give you the whole scoop on all of the above
and it is only $27. 

Art Of Money Getting

I am making a copy of “Art Of Money Getting” By P.T. Barnum available to download in PDF format for FREE. This is from a post I did awhile ago, but I thought it worth mentioning again. It is worth rereading on a regular basis.

In the video I go over some of the highlights in the book. Click To Watch Video and it looks best in Full Screen Mode. Just hover in the lower right hand corner and clickthe Box. Hit ESC to come back to regular mode.

I am making 21to21.com’s reprint of P.T. Barnum’s classic book “Art Of Money Getting” available here for free in PDF format.

I dare say you have heard of P.T. Barum and his circus before, but you may not have heard of his ground breaking book. In this book you will find nearly every single thing you need to succeed even in today’s business world. It contains nearly everything you have probably read in any of the current best selling success books, but with a different twist.

I think it blows away the “The Secret” which was taken from a book written 40 years later.

If you read it, I would love to hear what you think about it so please post your responses back here. His advertising advice is amazingly accurate and coincides with what we have found.

To get it, simply go over to the right there and sign up for my Weekly Profit Results and you will receive a link to download it along with the other books as well.

Enjoy!

Andrew “Easy” Anderson