The Secret Why Business Trainers Don’t Have to be Boring

‘Business Trainers Don’t Have to be Boring’ Announce Campbell Wright – the Missing Piece of the Corporate-Training Jigsaw.

“We aim to reconnect you with the start-up energy that got you into training in the first place”

Combining their talents in theatre and business mentoring, Ali Campbell and Liz Wright have embarked on a mission – to make business trainers excel in their field, and deliver fresh, motivating presentations to their clients.

Liz and Ali are certainly a pair of enthusiastic and inspiring mentors. Ali’s work in Applied Performance and Development Theatre including international projects in places such as Syria and Sudan, has earned him many distinguished accolades. Liz has her roots in Accountancy and Training, which has led her to become one of the UK’s leading business and training consultants, specialising in the fields of marketing and technical procedures.

Liz and Ali have now developed an innovative and unique exercise-based training model, The Business Trainers Performance Method (BTPM) which will ensure that all business trainers are engaging their clients and are able to get the most out of every session.

“It’s easy to become jaded and disillusioned. We are helping to change that by teaching business trainers how to lead every training session with renewed confidence,” says Ali, “We aim to reconnect you with the start-up energy that got you into training in the first place. Your clients can immediately tell if you are bored, and by the same token will instantly connect with your renewed enthusiasm as a consequence of BTPM.”

Liz adds her own thoughts about their new training model:

“BTPM is a revolutionary training method distilled from our many years of working in international community performance, as well as elite business consultancy and training. We have created a unique course for high-end trainers that will double their energy, impact and earnings.”

Campbell Wright are set to work with over 150 of the UK’s top business trainers next year, allowing them to deliver more engaging and exciting training.

Ali and Liz have written an expansive free Book “Fifteen Essential Ways to Become a Better Trainer” which can be downloaded from their website.

To download the eBook and find out more information about their method, please visit: http://www.thebusinesstrainersperformancemethod.com

About Campbell Wright Ltd

This is who Campbell Wright Limited is - we're two creative, energised trainers who have come up with a brand new way of delivering training.  The Business Training Performance Method enables you to accomplish this because it is so radically different and in itself more engaging. We will be hosting seminars in January and February 2012 to tell you much more about this and to demonstrate how powerful it is!

Contact:

Liz Wright

liz.wright@campbell-wright-ltd.com

(+44)07718 261636

Seaford, East Sussex UK

What's all the fuss about? - Launch Day Approaches

Upcoming Events

Online Event Registration by Constant Contact

Places are gong FAST for out launch event. Register now if you are in Eastbourne and want to come to our first meeting.

How much does it cost? About 20% of other national groups - £99 + vat for the year (and you can renew year two at that rate too)

IF you register and pay at your first meeting. You can attend any meeting in the UK and only pay the 'hospitality' fee that covers refreshments (varies from group to group).

 You can attend for the hospitality fee alone for the first month but should you join AFTER the first meeting the joining fee is
£200 + vat and that's your annual renewal fee too.

It makes a lot of sense to join at your first meeting, so come with that in mind!

Click the link above and ensure your place

How becoming a Network Group Director can help you grow your business

I am getting very excited about launching my new networking group in Eastbourne on
10 November 2011 and thought it would be a good idea to put into blogging print the reasons I decided to become a Group Director in the first place.
The reason I have been attracted to NABO Networking is the training and mentoring elements of the network meeting which I have no doubt will help me develop my business

But I am getting ahead of myself!

Why Be A GD?
Running any networking group gives you a platform to raise your profile, increase your presentation skills and promote your business. NABO Networking is no different. However, what NABO Networking offers in addition to this is the ability for GDs to earn additional income at the same time.
Profile
As the GD you get instant recognition and everyone knows who you are and what your business is. People like to associate with leaders, and your position will cause people to naturally gravitate to you. The GD is the group figurehead. This gives you more opportunity to network and promote yourself. Your company branding will be visible when you confirm and invite people onto your group via email. Lastly you will be the first point of contact for any visitors to your group.

Personal Development
Being the GD allows you to develop your speaking and presentation skills by delivering the script and leading the group. It helps to improve confidence and rapport-building skills, which are all transferable into your every day business.

Business Opportunities
Being a GD means you are able to target new prospects through NABO Networking. Being part of a group of people all trying to help each other opens a host of new opportunities. And finally, being a GD allows you to add an additional income stream whilst networking at the same time.

Thanks to John Botting National Director of 'NABO Networking' for his assistance with the information here and the training he gives to all new Group Directors. If you are interested in starting your own networking group contact John or remember to come along and meet him at our launch event on November 10th in Eastbourne

Question – How to get the most out of a networking event or business

Quick Tips– How to get the most out of a networking event or business
exhibition?

Quick Tips!

 1.Find 5 new contacts at each event
2.Wear your name badge on the right hand side
3.Think strategically what you want to get out of each event
4.Follow up on contacts post event
5.Ask what you can do for them
6 Pre-event – use social media
7.Link contacts into other events
8.Don’t sell you – sell the concept and reach new contacts’ contacts
9.Offer discounts
10.Establish the rapport at the start so they remember you
11.Make a focussed choice on which event is right for you – pick the right
audience

6 six critical steps for coaching for improved performance - Coaching for Improved Performance

1. Describe the problem in a professional non-confrontational manner.
2. Ask for the employee's help in solving the problem.
3. Discuss the causes of the problem.
4. Identify and write down possible solutions.
5. Decide on specific action to be taken by each of you.
6. Agree on a specific follow-up date.

1. Describe the problem in a professional non-confrontational manner

As you describe the problem, be specific. Point out the acceptable levels (quantity or quality) of performance and show the employee exactly where his/her output doesn't meet those levels. Refer to any available data that will help you indicate to the employee that there is a problem. Avoid discussions about the employee's attitude. Such comments will only put the employee on the defensive and make it difficult to have a productive discussion. It's important to open this discussion in a positive, non-threatening way. Remember, this is a discussion to uncover causes for the performance problem and work toward solutions, not to place blame. It's important to focus attention on the performance problem, not the employee.

2. Ask for the employee's help in solving the problem

Telling an employee that he or she has to do better may be the most direct way to deal with a drop in his/her performance, but it doesn't stand much chance for success if the employee doesn't want to improve performance. You want to work together to get performance back up to an acceptable level. The best way to get the employee's commitment is to ask for his/her help in deciding what to do about the performance problem. This will boost the employee's self-esteem because it signals that you value his/her ideas. And when the employee realizes that you want to hear what he/she has to say, you are more likely to get cooperation and commitment.

3. Discuss the causes of the problem

Remember that you are having this discussion to talk about a performance problem, not the employee's attitude or personality. Remain relaxed and friendly. Gather all the information you can about the problem by asking open-ended questions (general questions beginning with words like "How," "What," "Who," and "When"). Since these kinds of questions are not threatening, the employee will be encouraged to answer them. These questions will bring you closer to the source of the problem. You may find it appropriate to ask some specific questions designed to clarify and pinpoint causes. This is a good time to listen and respond with empathy, since the employee may express concern or frustration over factors which he/she feels cannot be controlled.

4. Identify and write down possible solutions

After you have identified the likely causes of the performance problem, you will want to decide how to correct it. Again, the employee is closest to the problem - so ask for his/her ideas and write them down. This not only enhances the employee's self-esteem, but it provides a written record of possible solutions. These may come in handy if the first solution you try does not work out as well as you had hoped. The employee will be more committed to solving the problem if he/she has had a say in the solution.

5. Decide on specific action to be taken by each of you

Now it is time to choose the best solution. At this point you are ready to pinpoint exactly what must be done, by whom and by when, to correct the performance problem. Assign responsibilities for specific actions and write them down. Remember to support the employee's efforts to improve performance, but emphasize that the responsibility for improvement rests with the employee.

6. Agree on a specific follow-up date

Setting a date to meet again sends a message to the employee that solving the performance problem is important to you. It also tells the employee that you want to know how well he/she is handling the actions agreed upon. A follow-up meeting enables you and the employee to get together to discuss any progress or problems and plan further action. End the discussion as you began it, on a friendly note.

Coaching styles

Coaching is most effective when managers demonstrate a genuine or sincere interest in helping the employee, while at the same time empowering them to solve job-related problems and challenges. Coaches must be able to diagnose factors contributing to performance related problems and help employees identify strategies for dealing with them.

Coaching strategies

An expected outcome of coaching is improved performance. Opportunities for promoting change through a coaching relationship are enhanced if feedback:

• addresses behaviors that can be changed
• includes alternative positive behaviors
• focuses on only one or two issues at a time

Helping employees develop their skills and increase their knowledge strengthens the whole team. Employees feel valued and are more efficient when they can perform job functions. Managers who do not encourage career development may lose productive employees when positions are eliminated or people become dissatisfied. Thus, it is crucial for managers to assume a coaching role and accept a few additional responsibilities. Make it clear the employees are primarily responsible for their own professional development. Many already know that, given the possibilities of downsizing and restructuring. Still, it is important to be explicit and to explain it to them. Encourage employees to become subject matter experts so they will have greater professional options, opportunities, and security in the company and a greater employability in the job market.
Talking with employees about their careers plans and helping them identify and take advantage of training opportunities are great ways to send a signal that you are willing to help employees grow, even as you communicate more demanding work expectations.

Thanks to UTC for this article

NABO Networking Eastbourne 10th November 2011 Launch Date Confirmed:

NABO Networking

HYDRO HOTEL EASTBOURNE

Thursday 10 November 2011

Where: Hydro Hotel, Mount Road, Eastbourne BN20 7HZ

When: Thursday 10 November 2011 at 7:30 - 9.30am

Meeting Fee: £15 per meeting, every two weeks.

First Time Visitor Special Offer price - £10

Pay on day by cash, please. Receipts will be issued.

Membership Offer: Yes! - 50% discount on annual membership fee for first time visitors joining on the day

Key to the success of NABO Networking is the balance between cost effective, value for money networking and the provision of ongoing business support through business education.

NABO Networking provides over 20 hours of education each year, which you can access as a member, and will be provided via NABO Networking TV followed by a discussion within the meeting focussing upon the video content. No other networking organisation offers similar.

Our six broadcasts on NABO Networking TV have been about:

~ The 3 Biggest Challenges Business Owners Face
~ Building Credibility
~ Using PR in Your Business
~ Getting the content right for your business
~ Does your business have the X Factor?
~ Importance of Strategic Ventures

At the recent Group Directors meeting, we heard about a number of success stories as a result of action taken following the Q & A around NABO Networking TV - what a great way to impact upon your business?

A typical meeting runs as follows:

Open Networking

Welcome by Group Director

Breakfast and commence 45 second presentations

Open Networking

Q & A session based on NABO Networking TV - business education

1 -2 -1 meetings

Hot Seat

Testimonials

Each two hour meeting is structured so that you get the best group experience, plus one on one talking time, too. A supportive, mentoring environment like this is a hot bed of ideas and inspiration.

In conclusion, NABO Networking offers:

• A fresh approach backed by a young and active team of successful business people
• Value for money with renewals set at the same level of joining
• Ongoing education, development and support
• An organisation, which is not afraid to embrace new technology, but retain what works
• A meeting structure that is educational as well as business orientated
• NABO has over 50,000 members
• Members who are ambitious for success

To book, please click the above - It is £15 per person, £10 for 1st time visitors(by cash only) and receipts will be issued.

There will be a sales literature table and attendees are encouraged to bring material with them for display - we want you to promote your business and do business with others.

Thursday 10th November 2011 saw the successful launch event for Eastbourne. With the next meeting due on the 24th November 2011.

Meeting fees of £15 will be collected on the day (CASH ONLY), please and receipts issued.

Please register above, but pay on the day.

You can read more here: http://www.facebook.com/#!/pages/NABO-Networking-Eastbourne/166293526779654

The next issue of Accelerate Magazine is out NOW, and includes a four page write up on NABO Networking. Availalbe at the breakfast meeting for all new members

Further the new NABO Networking website goes live at the end of the month, and will deliver an additional number of membership benefits.

The present website (& other groups) can be found here:

http://nabonetworking.biz/

Future Dates:

Thursday 10 November
Thursday 24 November

Thursday 8th December
Thursday 22nd December

Dates in 2012

Thursday 5th January

Thursday 19th January

Thursday 2nd February

Event registration for NABO Networking - Eastbourne 10 November 2011 powered by Eventbrite

The UK's fastest growing business network today!

NABO Networking Eastbourne is the exciting new networking organisation run by the Nationwide Alliance of Business Owners (NABO).

It provides ambitious, pro-active business owners (and people who want to do business with business owners) with a golden opportunity to connect with like-minded local entrepreneurs who are just as passionate about growing their businesses.

Members connect in local venues at fortnightly meetings, in a relaxed, yet professional, environment.

As a registered member you’ll have the opportunity to learn from other experienced business owners, as well as the chance to share your own expertise. Whatever your level of experience, you will always be welcome to participate, and are sure to come away from each meeting with new ideas and new opportunities to expand your business.

Priced for the new economy, and run with all the professionalism and expertise that NABO brings to all its programmes, NABO Networking is currently the fastest growing networking organisation in the UK, and looks set to be the biggest within a few years.

I look forward to meeting you!

"Hello What's your Name?"- How to remember names @ Networking events

We all know that networking events are all about building relationships, so there is nothing worse than having a great conversation that could turn into a successful business venture but you can't remember the person's name!

ALPHA will help you to do just that!

A - ASK: Don't be bashful, if you didn't hear it when you were first introduced don't be afraid to ask again at the end of the conversation. Who do you think that person is going to feel drawn to; the person who made an effort to remember and get their name right or the person who just didn't bother?

L - LISTEN: This is what Rob Brown Brown; World Leading Networking Authority calls 'Job One'. Your main aim at any networking event is to LISTEN and by doing so, it is much more likely you will hear and remember someone's name.

P - PARROT/PLAYBACK: We all remember better by doing as well as listening so if you make a point of repeating the person's name you are more likely to remember it later.

H - HOOK: Get a hook. Grab onto something; it might be something the person tells you in the conversation that reminds you later of their name, or it could just be what they are wearing or look  like i.e glasses, no glasses, red hair, moustache or whatever. If you can remember something about them you will remember them later.

A - ATTITUDE: Yours that is! Always be enthusiastic and positive, be known for remembering names. 

The next time you are at a networking event try this acronym and see the results. Also remember to practice, practice, practice, after a while you will get better at it. If you THINK/ACT/SAY/DO you can, then you can!

NABO Networking - Pronounced NayBow!

NABO Networking is the exciting new networking organisation run by the Nationwide Alliance of Business Owners (NABO).

What is NABO Networking?
The UK's fastest growing business network today.

• Make new business contacts: Meet forward thinking business owners who want to defy the recession and build bigger, better businesses - people like you
• Grow your business:
  Not only through referrals and doing business with other members but by sharing what's working right now - online, social media, marketing, pricing policies, selling against tough competition and so on...
• Join a supportive community:
  It's lonely at the top - and being part of a group of positive people who support each other means that the tough decisions become easier. Peer mentoring is an integral part of NABO networking.

Have a look at Jonathon Jay's introduction to NABO Networking here

Hello what's your name? How to remember names @ networking events

We all know that networking events are all about building relationships, so there is nothing worse than having a great conversation that could turn into a successful business venture but you can't remember the person's name!

ALPHA will help you to do just that!

A - ASK: Don't be bashful, if you didn't hear it when you were first introduced don't be afraid to ask again at the end of the conversation. Who do you think that person is going to feel drawn to; the person who made an effort to remember and get their name right or the person who just didn't bother?

L - LISTEN: This is what Rob Brown; World Leading Networking Authority calls 'Job One'. Your main aim at any networking event is to LISTEN and by doing so, it is much more likely you will hear and remember someone's name.

P - PARROT/PLAYBACK: We all remember better by doing as well as listening so if you make a point of repeating the person's name you are more likely to remember it later.

H - HOOK: Get a hook. Grab onto something; it might be something the person tells you in the conversation that reminds you later of their name, or it could just be what they are wearing or look  like i.e glasses, no glasses, red hair, moustache or whatever. If you can remember something about them you will remember them later.

A - ATTITUDE: Yours that is! Always be enthusiastic and positive, be known for remembering names. 

The next time you are at a networking event try this acronym and see the results. Also remember to practice, practice, practice, after a while you will get better at it. If you THINK/ACT/SAY/DO you can, then you can!

When all else fails in employee coaching!

Occasionally, despite coaching sessions an employee's performance may continue to deteriorate or remain below acceptable standards.
When this happens, you as manager must take responsibility for remedying the situation by choosing among the alternatives below. Before determining the best alternative, answer the questions next to each alternative.

Restructure existing job
Questions To Ask Yourself First

1. Does the employee possess enough strength in key areas of the restructured job?
2. Can tasks be eliminated or delegated where the employee's performance is below standard?

Disciplinary action and termination
Questions To Ask Yourself First

1. Have I given the employee every chance to succeed?
2. Has the employee had adequate resources to do the job?
3. Has the employee been sufficiently trained and oriented?
4. Has the employee been through counseling or coaching sessions?
6. Does the employee understand the expectations and job standards?
7. Has the employee made promises to improve and not kept those promises?
8. Is the individual's performance disrupting the team's performance or affecting business results adversely?

Thanks to : http://www.uth.tmc.edu/

“I like it when they say NO” How to manage 'Follow up' rejection

“I like it when they say NO”
BY WILL KINTISH
How to Manage Rejection
If you are directly or indirectly involved in business development it is generally accepted the biggest barrier to being enthusiast about it is the fear of rejection. We don’t like hearing no which means we often don’t follow up opportunities as much as or persistently as we should.
If you have met someone at a business event or anywhere in fact, and spotted a potential opportunity you may have been brave enough to ask if you may contact them a few days later.
But when the day comes for that call some or all of the following voices appear in our heads
• I don’t want to seem too pushy.
• They won’t remember me.
• I feel like a salesman.
• If they want my services, they’ll call me.
• I’m not sure how they’re going to react to me.
• I’m not really certain that I’m going to get anything out of it.
• I’m not sure what to say.
• I’m anxious about gatekeepers.
If you believe you add value to your clients’ and customers’ business through your services and products you are following up to HELP NOT SELL.
Don’t take the ‘no’ personally; they are not rejecting you only the offer of your help. It’s business, they will only buy when they are ready, willing and able
2 If you don’t follow up you’ll never know what might have happened and it could be worse than that. If they did want to do business, you have lost their trust, damaged your own and probably, more importantly, your own business’s reputation.
The big issue in our business is not following up, we’re brilliant at that! It’s getting people to say either yes or no. In my view, no is the second best answer to yes; you know where you stand and you simply get on with the next part of your work.
Pest ‐v‐ Persistent
So, how do you ensure you aren’t the pest but always follow up. Simple 2 guidelines:
1. Always ask permission to follow up. If they show interest or even say ‘not at the moment’ say “Do you mind if I call you next week/ next month/ after the holiday/ in the autumn to explore ideas/ meet/ talk it through further or whatever it is you think will be mutually beneficial.
2. If you feel there is no enthusiasm for doing business offer the escape. “If you’d rather I didn’t follow up again do tell me and I won’t bother you further”
Personal stories
No in business doesn’t mean no, it generally means ‘not yet’. Early on in my presenting and training career I had a serious disappointment. The prospect had shown great interest in lots of training such I called Mrs. Kintish to suggest she could
book the holiday she’d always wanted. Then out of the blue came a message he’d changed his mind. “Cancel the booking Mrs K” I hesitantly called.
I decide, 6 months later, to try again; we then did business for the next 5 years. Why did it stop after 5 years? It was a bank client and when credit crunch came…..
When I did get the business I asked him why he’d suddenly changed his mind 6 months previously and his simply answer was ‘things change’. For those who want more clients and more business learn those 2 words. I believe the only time it is ‘no never’ is when they don’t like you; then give up; you’re wasting your time.
I did business with client A and the boss lady moved to company B. I emailed her to say “If I called you to talk about some training at your new company would it be a good idea?” I got an immediate response saying politely “No, it wouldn’t” and she gave me a good reason why not. I saw her 2 weeks later at a conference and thanked her for her ‘no’. It saves so much time for everyone. When I am following up I very often say ‘Am I wasting my time keeping following up? Please tell me because I don’t want to appear as a pest. When I get silence I believe they still want me on their radar!
The big issue I have realised is we don’t like hearing no but most people, including me, don’t like saying no either. I push people to say it. It is good for saving time and effort in your business!
© Copyright Will Kintish www.kintish.co.uk
www.kintish.tv
The author of this article is Will Kintish, leading UK authority on effective and confident networking both offline and online. If you’d like Will to speak at your conference or training workshops, call him on 0161 773 3727. Visit
www.kintish.co.uk and www.linkedintraining.co.uk for further free and valuable information on all aspects of networking.

"Linda, I saw the way you handled Mrs. Dawson during this crisis. It really stinks." Giving effective feedback in coaching situations!

If, like me, you have ever said something without thinking first you will understand how important the thinking time and having a script can be.
Effective coaching feedback can be learned and taught. Here are some ways to approach effective feedback in a coaching or in any business situation that I have found very helpful.
This list is care of the University of Texas, Health Centre which once again proves that positive feedback and talk is good for your health.

1. Make your feedback specific as related to behavior.

Good:	"Henry, you have been 15 minutes late for the last three mornings. Please explain why."
Bad:	"Henry, you are lazy and have a poor attitude towards your job."

2. Consider your timing, either before the event in the form of advice, or immediately after it as positive feedback.

Good:	(advice) "Sally, I'd like to review the content of your presentation with you before your speech next week so you can really do a good job in front of the group."
Bad:	(criticism) "Sally, because you've done such a poor job in the past, I need to preview the speech you plan on giving next week."
Good:	(positive) "Sally, you did an outstanding job in organizing your presentation for the meeting. The speech was well-researched and logical."
Bad:	(positive but not specific) "Sally, good speech last week. Keep up the good work!"

3. Give the feedback in calm and unemotional language.

Good:	"Joe, I'm sure your progress will be much faster now that you are clear on how to use this new machinery."
Bad:	"Joe, isn't it about time you improved your production with this machine?"

4. Check to be sure clear communication has occurred.

Good:	"Mary, do you know the importance of recording all my phone messages? Can you explain it to me so I know you understand?"
Bad:	"Mary, I'm sure you got it all, huh?"

5. Focus on behavior the receiver can do something about.

Good:	"Sam, we would appreciate you keeping the team informed about the status of the project."
Bad:	"Sam, why don't you like to talk to other people?"

6. Use "I" statements as opposed to "you" statements to reduce defensiveness.

Good:	"Tim, when you play your radio in the work area, I lose my concentration. Would you mind turning it off during regular work hours?"
Bad:	"Tim, you are so inconsiderate of other people when you leave your radio on."

7. Define the impact on you, the unit, the team and the company.

Good:	"Sarah, when you don't get your report to me on time, I can't get my report to my boss on time. This slows up decisions about resources needed for next month."
Bad:	"Sarah, can't you ever get your reports to me on time?"

8. Solicit feedback rather than impose it.

Good:	"Linda, did you say you would like to learn how to handle your most difficult customers more effectively? Here are some things that have worked for me..."
Bad:	"Linda, I saw the way you handled Mrs. Dawson during this crisis. It really stinks." Thanks to: http://www.uth.tmc.edu/

Turning Managers into Coaches

Would coaching improve the performance of your organization? Are you a manager who wants to learn how to coach your employees? If you answered YES, then you are in the right place because this group will help you find the answers!

Many companies believe that change is needed to improve the employees' as well as the company's overall performance. For example, this is how some organizations deal with change
  We believe that there are better ways to bring about change in an organization to help improve performance. One effective way is performance coaching for employees, which can be accomplished by turning managers into coaches.■Solutions for performance coaching can be found here.
■Join in on the discussions about this topic below.

We also wanted to tell you about the story of 'Bob the manager'. Bob's story exemplifies many of the common challenges that managers face in coaching their employees.The Challenge

Bob, a manager at the XYZ Company, has recently been directed to start coaching his employees by senior management. Senior management at XYZ believes that “effective coaching can help create a results-oriented culture, facilitate organizational learning, and accelerate problem solving.” (Redshaw, 2000). Bob’s challenge is he is hesitant to start coaching because he lacks confidence, motivation, and time. Bob is also feeling anxious because not only does he need to coach his employees but his own job evaluation will depend on the team’s performance. What is Bob going to do to overcome these issues and show results for this new coaching initiative?The Training That FailedBob and other managers attended a training session to learn what coaching is. Here is some of the barebones information the XYZ Company’s PowerPoint presentation gave them: Coaching focuses on communication and is learner-centered, tailored, motivating, and active. Coaching is a technique used to guide the coachee to achieve specific goals, acquire skills/knowledge, and develop self-reliance. Bob was then told by senior management that he must show results from the new coaching initiative in the next three months. However, Bob wasn't given any specific tools, or metrics to prove results. What will Bob do????
Follow http://pinotnet.ning.com/group/managers2coaches to see full report

National Alliance of Business Owners Ultimate Marketing June Conference 2011

Well I was right getting up very early to get to Euston via Clapham Junction from the South Coast was not ideal. Neither was getting home until very late because June Wimbledon weather decided to have a torrential thunderstorm and lightning strikes that delayed all trains back to the South Coast!
However the NABO conference in the middle of all that difficult travelling was awesome; professional and well organised, rich in content and absolutely FREE! I have already started recommending the July conference to everyone with a small business that I know.
Topics covered over two days were:

• How to set your marketing on autopilot and create a marketing system that produces better results than you're getting right now – with less effort and less stress.
• How to get lots more visitors to your website – the right kind – not tyre-kickers. It’s priceless information, yet so simple to apply.
• The website mistakes most business owners make – and how to fix them. If you are making even one of them, you are losing big money every day.
• How to instantly, dramatically improve the number of online sign-ups on your website. (You can sort this out in under a day. Honestly).
• How to sell at prices higher than your competition. No matter how competitive your industry, these proven strategies give you higher margins so you NEVER have to cut your prices again. (A weight loss firm increased prices by 153% – yet their website sales increased)
• The shocking truth about social media – and how to know if it will work for you.
• How to get far more enquiries – and convert a far higher percentage into sales.
• How to generate a constant flow of new customers who already want what you have to sell.
• How to automate your sales process so it makes you profit 365 days a year whether you're there or not.
• Why your advertising doesn't work as well as it used to – and a few simple things that will fix it overnight.
• Why your brochure almost certainly doesn't sell – and what to do about it.
• Why nearly all marketing literature under-sells what you do and costs you money, when it should bring in profit without you lifting a finger.
• How to 'climb' into your customers' minds so you know exactly what they want to buy from you and how they prefer you to sell it.

At the end of the two days there was a highly entertaining address by Doug Richard well know from Dragon's Den and not at all as scary!
Presented by Jonathon Jay Chairman of NABO and well supported by Paul Green Lead Generation Expert, Lee Gilbert Internet Marketing Expert and Daniel Preistley, Social Media Expert, there was so much information and expertise available it was difficult to know what to leave behind.
The follow up for us at Accrete Training is that we are now taking marketing our business much more seriously, turning our venture into a 'Business' and leaving the 'Hobby' mentality behind

National Alliance of Business Owners: Ultimate Marketing Conference June 2011

Getting up early isn't one of my favourite pastimes so making sure we catch the 06.00 from sleepy Seaford East Sussex next Monday must be because we think we are prepared to put energy and time into our marketing strategy in order to develop our business to the next level.
Accrete Training Associates is off to Central London next week 27-28 June to visit a completely free Two-day Ultimate Marketing System on Monday and Tuesday the 27th & 28th June 2011.
Organised by www.nabo.biz there is no hard sell with this conference. If we don't want to sign up for anything, or part with any money, we don't have to. We know of course that this company wants our business lead but in return we should be able to pick up several very useful marketing tools that will enable us to develop our Accrete Training Associates business.
Hopefully we'll be able to share what we learn on this blog!
For further information or to register free go to  www.nabo.biz and we'll see you there

NISDA Conference 2011 Bedales School

Accrete Training was recently was invited to Bedales School where the National Independent Schools Drama Association conference 2011 was being held on June 4th.  Ali Campbell was invited to run a 'BOAL' workshop.

The title of his workshop was X-RAY EYES

EMBODIED EMOTIONS

X-Ray Eyes is a child-led workshop template, co-devised with children from Osmani Primary School, Whitechapel as the centrepiece of a major Arts and Humanities  Research Council project, Embodied Emotions.  Today’s practical demonstration will take you through a sequence of exercises synthesized from Boals’ Image Theatre and the movement work of Clare Whistler, a dancer and choreographer with whom Ali has collaborated for 15 years. 

X-Ray Eyes aims to set up a culture of Emotional Literacy within the ordinary, workaday timetable of every school, complementing Social and Emotional Aspects of Learning (SEAL) without pre-deciding what content young people might bring to a place we have called The Centre:  a safe space for every school where what cannot be expressed in words may be released in image and movement.

The workshop will aim to give a taste of the system.  You will not be required to be anyone but yourself. Time permitting Ali will show a short documentary about what happened when the whole school taught itself X- Ray Eyes on 1^st April 2010.

ACCRETE TRAINING PARTNERSHPS

Observing today’s session is Joanna Bremner, an education and training adviser and one of the co-directors with Ali of Accrete. We are piloting a bespoke portfolio of programmes for schools and institutions, applying a participatory, arts-based approach to a broad range of issues and challenges facing organisations in the public, private and third sectors.  Accrete will be managing the roll-out of X-Ray Eyes to schools and LEAs seeking effective and empowering ways to impart a culture of emotional literacy throughout whole schools and school clusters.

Videos link to the Embodied Emotions project is:
http://loudminority.co.uk/index.php?option=com_content&view=category&layout=blog&id=50&Itemid=120