"The First One to Lead is YOU!"
Leading From the Heart, Persuasion, and Influence
“Become A Peoples Magnet Now!”
"THE FOLLOWING INFORMATION IS BASED ON EXCERPTS FROM THE MATERIAL OF THE DISCOVERY OF YOUR POTENTIAL WEEKEND PROGRAM. ALL THE PROGRAM TOPICS MATERIAL IN THIS SITE AMOUNTS TO AROUND 35% OF THE WEEKEND PROGRAM MATERIAL OR SOME INFORMATION OF ALMOST ALL OF THE 85 BENEFITS MENTIONED IN THE HOME PAGE. BY READING, FEELING, AND EXPERIENCING HOW THE MATERIAL OF THE PROGRAM IS OF SO MUCH VALUE TO YOUR LIFE I INVITE YOU TO LET ME HELP YOU MUCH MORE BY REGISTERING NOW FOR FREE TO OUR INTRODUCTURY EVENT OF DISCOVERY OF YOUR POTENTIAL!!!"- JENNIFER MUALIN
“Success is 87.5 % people knowledge and 12.5 % product knowledge.”- Stanford Research Institute
“The most important formula for success is knowing how to deal with people.”- Maxwell
“A true leader has the confidence to stand alone, the courage to make tough decisions and the compassion to listen to the needs of others. He doesn't set out to be a leader, but becomes one by the quality of his actions and the integrity of his intent. In the end, leaders are much like eagles... they do not flock; you find them one at a time.”
50) In the Discovery Program you will be reminded on how to apply the principle of oneness/ teamwork to build a cohesive team that will make it to the top.
“I can do what you can do and you can do what I can’t do- together we can do great things.”- Mother Theresa
“A human being lives under the illusion that he is separated from others. Our task is to get out of this prison by embracing compassion for all living creatures.” – Einstein
“A united group is a united front and the wind is the vessel that carries them towards a new horizon of faith.”- Jennifer Mualin
Embracing WE instead of I (Remember there is no I in WE ) “Alone we can do so little; together we can do so much."- Helen Keller
• After studying the most successful leaders in the world these leaders have all agreed on the importance of operating as a team. They build a power based on shared purpose. This means seeing each member of the team even though he or she has individual goals as accountable to the department’s goals and ultimately to the goals of the whole company. This means sharing and learning from each other’s experiences. This also means helping others through the sharing of resources and knowledge as a means to succeed and grow together in the process. It means sharing from others’ wisdom and insights. Teamwork also means accountability for each individual’s part as a team member’s individual part impacts the team as a whole.
• As individuals do this the workplace environment is transformed from competition to collaboration and this research after research has shown are the companies that make it to the top.
• The more individuals are treating others as they would like to be treated and giving to others as they would like to receive the more successes the team will achieve.
• As collaboration or oneness is embraced the team is strengthened into a magnificence power of its own. Individuals are polishing their strengths as they learn from each other, time is not wasted in resolving needless conflict, and since ideas are not hided and the environment is so positive creativity and innovation flourishes to its highest degree. The consciousness of the collective group or team will be so positive or joyful that the group or team will attract ever more positive circumstances to make it to the top.
• The principle of oneness creates thoughts and actions based on love that is the power force of creation. The opposite case of this are teams operating from a mentality of separation or aggressive competition were to be better than another at any cost becomes the norm. In this type of team ideas are hidden, arguments are constantly happening, and the energy is so pervasive that individuals are thinking and constantly acting based on fear.
• Just like the Law of Attraction works on a personal level now imagine as groups of people are thinking thoughts of love or fear. It is this principle the reason so many companies make it to the top while many others fail from the start. And the leader sets the tone.
“Coming together is a beginning, staying together is a progress, and working together is a success.”- Henry Ford
51) In the Discovery Program you will be reminded on how to apply the principle of appreciation to make others feel valued and return others to the greatness within them for them to manifest more of the behaviors you want.
“If you believe the wrong things from your employees those beliefs will be the basis to do the wrong things to solve the problems with them.”- Maxwell
“As you appreciate others you return them to their own greatness, and then right there is your greatness to be found, because you and the other are one.”- Jennifer Mualin
• Motivation is getting someone to do something because he or she wants to do it. The best leaders motivate their people by seeing the best in their people and expecting the best of their people. They put people first in their agenda. They move from judging to appreciating. They value their team’s talents and invest in developing their people. They commit in getting the right resources for their people. They continuously thank, recognize, and compliment their people. They tell their people how much they care and support them. They tell their people they will do well before they have done it. They fight for what their people need to succeed to the next level. They take the time to know their people and know what rewards their people value and create incentives based on that.
• Basically they create conditions by which people can motivate themselves. They share the credit and take the blame.
• Find something unique about each team member and compliment on that.
• Rewards or positive reinforcements are the most powerful motivators of human performance or changing behaviors.
• Just remember you will far more change another with appreciation and praise than with criticism. “Gratitude is not only the greatest of virtues, but the parent of all others.”- Cicero
• People live up to your expectations of them. Give them a positive reputation to live by.
• As individuals feel appreciated they in turn appreciate others and appreciate customers. It is a chain effect and an extremely positive effect if appreciation is there but an extremely negative one if appreciation is lacking.
• People respond to our perceptions of them and we bring out in others what we perceive.
• “Appreciating others is the most important step in developing others for it is only your limited perception of another which has that other failing in the first place. See deeper with a vision of love. See grander with the eyes of faith. And you will find unlimited greatness waiting to be manifested but unperceived by looking instead at what was lacking.”- Jennifer Mualin
• Also, as you appreciate you are focusing on the good in others and as it was explained before that what you focus on expands good expands. Also, as you appreciate you return people to who they really are and the greatness within them to manifest more of the behaviors you want.
“Appreciation is the starting point of creation because it creates the feeling that attracts what you desire into your life and just like a picture is an object of its art, appreciation is the master of its craft.”- Jennifer Mualin
52) In the Discovery Program you will be reminded on how to make people feel important and you will be given tools to master the power of persuasion.
“People do not know how much you know until they know how much you care.”-Maxwell
“Every action you take to make another feel important is an action taken to bring you closer to the source of which flows all feelings of importance and the remembrance of the greatness of who you really are.”- Jennifer Mualin
• The biggest human feeling is the desire to feel important. This feeling misdirected has been the cause of even wars between nations. Human actions are driven extraordinarily by this need. The degree to which you meet this need in others is the degree to which others will support you and you will be successful and the degree to which they will not try to get this need in a negative way. So how do we do it? Approach everyone with cheerful optimism. Find something to like or respect on people and focus on that. We can start by smiling and enthusiastically greeting people. Greeting and treating each person as if he or she was the most important person in the world for us.
• Also, compliment people as much as you can but for this to truly work you have to do it sincerely.
• Make it an effort to remember people’s names.
• When you greet others ask them how their significant other is doing or any other piece of information you remember of their personal lives.
• Make people feel understood and valued.
• Also, smile. Charles Swab said that a smile is worth a million dollars.
• The beauty of this principle is that anything you do for others ultimately you are doing for yourself. Whatever feeling you bring about in others you are ultimately creating for yourself because it all starts with yourself.
• “Be more concerned with making others feel good about themselves than you are making them feel good about you.”
• Be hasty in apprehension and lavish in praise.
• The only effective way of making a person do something is making the other person want to do it.
• So when trying to get somebody to do what you want don’t talk about what you want but about what they want and show them how to get it.
• "You can make more friends in a month by becoming genuinely interested in others than in three years by trying to get people interested in you”- Dale Carnegie.
• There is something to value and admire in everybody. As you find it, you help others find themselves and they will love you for that.
• Also, choose to be happy than right. You can tell people they are wrong with gestures or words but that will not make them change their mind. Nobody wants to feel inferior. So admit fast when you are wrong. And if right do not state you are right but rather you could say as follows: “Now look. I thought otherwise. But I may be wrong. I oftentimes am and if I am wrong I’d rather realize it sooner than later. Let’s together examine the facts.”
• Also, when trying to persuade someone get the person to say yes more and more.
• Sympathize with the other’s view when trying to get someone to agree with you by trying to understand the other person. As you sympathize with the point of view of another the other will sympathize with you.
“When you make another feel important you become the energy of that feeling of importance, and as the person is gone, the feeling ends up in your life. By becoming the embodiment of what you gave you had to first manifest it inside. So at the end of all matters you ultimately could not help but give this feeling fully to yourself.”- Jennifer Mualin
53) In the Discovery Program you will be reminded on how to set clear expectations that will help you build full accountability and trust.
“Don't tell people how to do things, tell them what to do and let them surprise you with their results.”- George S. Patton
• The best leaders go back to the job description of their people and communicate these to them setting clear expectations. They challenge excuses and stay focused on results. Their people know exactly what is expected, why it is expected, when it is expected, and how it is expected. Also, they explain the priorities of tasks. Their people know what finished is supposed to look like. This clarity of results and continuous feedback causes them to be able to hold their people accountable because their people know exactly what they need to do.
• They tell each employee specifically what is expected, offer suggestions, and then let him or her do it his or her way while holding the person accountable to not kill creativity.
• The majority of mistakes in the workplace are due to unspecified assignments or unclear tasks.
• Explain to your team how they fit into the big picture. The more you provide clarity to your people of were the organization is and were it is headed the faster will be the results.
"The leader must know, must know that he knows, and must be able to make it abundantly clear to those around him that he knows."- Clarence Randall
54) In the Discovery Program you will be reminded on how to establish the right set of positive and negative consequences for the behaviors you desire and maximize your success in the coaching process.
“I like you very much but I dislike your behavior. If you would change your behavior I would like it as much as I like you.”
• The next step after setting clear expectations is having the right set of negative and positive consequences to lead to the desired behavior.
• You benefit from understanding what your team values to be able to create a set of positive and negative consequences that will successfully manage your team members’ behaviors.
• If you want people to select better alternatives communicate consequences and give them better alternatives. Coaching is one of the 20% tasks as a leader that we indicated in the Pareto Principle will lead to 80% results.
• Attack problems, never the person.
• You also benefit from doing the coaching as soon as possible after the negative behavior occurred.
• While coaching you benefit from first mentioning what the team member is already doing right and then with the word and rather than but explain what the team member benefits to improve.
• Give as specific feedback as possible.
• Your coaching is to give the message that it has nothing to do with anything personal but rather with the communication of positive and negative consequences of a team member’s actions and the creation of plans to improve behaviors that will lead to maximizing the performance of the team member. Coaching has nothing to do with punishing but with attributing consequences. When coaching give suggestions not orders.
• When coaching talk and act as if the trait you are trying to improve is already part of the character of the worker, you are just unleashing it. You also want to make faults easy to correct.
• For coaching to be effective mention to the team member the negative effects of his behavior on the team, the company, and his performance. Also use appreciative sentences while coaching.
• Getting the employee involved is key for coaching success.
• Terminating an employee is to result only after giving a fair chance for an employee to improve his performance and it is realized that either the employee does not have the willingness to perform the role or is the wrong person suited for the job.
• The following are steps that can be used in the coaching process:
1) Get agreement that a problem exists
2) Mutually discuss alternative solutions
3) Mutually agree on action to be taken to solve the problem
4) Follow up to measure the results
5) Reinforce any achievement when it comes
• By identifying the real problem the coaching process can be extremely effective in resolving problematic behavior by resolving the real cause of the problem. Then you can write down negative consequences of such behavior on the company, team, and on the individual.
• This is an example I used in a leadership training at Sears for a coaching discussion to a floater (cashier that covers registers on cahiers’ breaks and long lines) that did not come in on Saturday and did not call. The first step I did was becoming clear on what is acceptable attendance and communicating this to the floater. Let’s say her name was Mary. I then communicated to Mary the negative consequences that will result from her not coming on time on the company, the team, and her. The next step I did was communicating to Mary an aspect of her behavior I extremely appreciate and how by coming in on time she will continue to be the excellent performer she has been and get what she wants. I then asked questions to make sure she understood what was indicated and for me to understand why she has been failing to come in on time. I then asked her how I could assist her on modifying this behavior. I listened and seek to understand. Then once agreement of the problem exists I asked her how specifically she is going to change the behavior and by when it will be changed. Then I thanked her for her participation. Then I measured or followed up that the behavior is corrected. Finally, I reinforced any improvement.
• Just keep in mind positive recognition time and time again has proven to be far more powerful in improving performance than negative consequences.
• You want to spend the majority of your coaching time developing your top performers since many of them will result in future leaders that will develop others.
• The true test of leadership is not if you are at work and everything breaks down but if you are not at work and things run as well as when you are at work.
“Powerful coaching is helping others see their own greatness through your eyes, then creating together a plan to manifest this greatness into their reality, and then helping them hold themselves accountable and recognizing any step taken towards that greatness that they may not fail to live who they really are. It is indeed bringing out the best in others to that way create the best in yourself.”- Jennifer Mualin
55) In the Discovery Program you will be reminded on how to deal wisely with difficult people.
“All human beings have a God inside, all negative actions are overcomed by love, all lost souls find themselves in faith, and all encounters are of the same type returning you to your own light. Then how can there be someone difficult to manage?”- Jennifer Mualin
• The coaching process is a great way to deal with difficult people. For it helps you monitor their performance by managing agreements with them related to their behaviors and that way not take their behaviors personally. Stop seeing that difficult person as “difficult”. Change your perception of him or her and focus on good qualities and seeing more than he or she is showing you.
• Also, in dealing with difficult people listen to try to understand them.
• Besides this, show them through your words and actions that you have their interests at hand. Support them when needed and make them feel important.
“I like better the term “difficult managing people” than “managing difficult people” for there is no person difficult to manage if you no longer label them as “difficult””- Jennifer Mualin
56) In the Discovery Program you will be reminded on how to make effective decisions while involving your team in the process.
"Great leaders are almost always great simplifiers, who can cut through argument, debate, and doubt to offer a solution everybody can understand."- Colin Powell
• It is important to make effective decisions as a leader to have the essential facts at hand. Involve your people in your decisions and listen to their feedback. Ask them quality questions and encourage innovation. Brainstorm possible solutions and weigh the advantages and disadvantages with your team.
• You benefit to take the time to make the right decision but ultimately decide. “For even when not deciding you are deciding not to decide and then you bet your life on a head or tails coin game on which you are not even the one throwing the coin. Why not make it easier and decide.”- Jennifer Mualin
• You also benefit from continuously modifying your decisions according to changing facts and circumstances.
“Decide what you want, decide what you are willing to exchange for it. Establish your priorities and go to work.”- HL Hunt
57) In the Discovery Program you will be reminded on how to set specific measures and goals with your team that will lead to further improvements.
“Knowing your numbers is knowing were you stand, so you can then improve on that with a specific plan”- Jennifer Mualin
• Also, identify key measures in your department and know how to get these numbers from the most important reports. Show your team how to get these numbers and continuously communicate these numbers to the team as well as how far they are from the goal.
• Have contests that celebrate reaching goals derived from the most important numbers.
• The best leaders know and celebrate their numbers.
58) In the Discovery Program you will be reminded on how to fully listen to save yourself wasted time in unnecessary mistakes and establish great rapport.
“Truly listening is being fully in the moment to step aside from your own mind and enter the mind of another and that way really understand from were that other is coming from and what he really wants.”- Jennifer Mualin
"The ear of the leader must ring with the voices of the people”- Woodrow Wilson
• Focus on really listening to your team and others around you. I mean not hearing but listening, paying attention to the body language and their energy level. Look to other people’s eyes without interrupting. Listening is being fully in the moment. It means stopping your thoughts to give your full focus to the person in front of you. When you truly listen, you let go of formulating your response while someone else is speaking. Then, you can easily slip into his or her shoes.
• Repeat what he or she said to make sure you understand and suspend your judgments. Ask questions and really listen.
• Imagine all the time you can save if you learn from the experiences of others and do not need to go through the same experiences to get the same negative results. We are referring to saving months or years of unnecessary work by really listening. Listening is such a valuable tool also because it makes people feel valued and understood. It also goes a long way in making people feel important. It establishes relationships with other people that will serve you greatly towards your long-term success.
"Courage is what it takes to stand up and speak; courage is also what it takes to sit down and listen”- Winston Churchill
59) In the Discovery Program you will be reminded on how to lead by example and create an environment of trust for your team’s full support.
“People do not know how much you know until they know how much you care.”- Maxwell
“How can others trust you if you don’t trust them? You think they have to trust you for you to trust them but then how can you trust them if they don’t trust you? You will never get them to trust you this way. Trust them and then they will trust you.”- Jennifer Mualin
• When we operate out of trust of each other the ego subsides and we become open to grow, learn, and nourish each other. Your team will not follow you unless they trust you. Yet they will not trust you unless you trust them first.
• Trusting our team means focusing on the good in them and believing them capable of excelling their roles. It means treating them as valued business partners. Trusting the team means assuming good intentions and managing them without micromanaging or excessive follow ups.
• At the same token your team will not trust you unless you lead by example. When your team sees you putting your people first you earn trust. Show up and choose to be present. Employees do not buy in into what leaders say but what they do.
• The true leaders bring the best of themselves into their work and help others do the same. They share the gains and they take the losses. They focus on win- win philosophies and embracing differences. They give the why behind the what, give trust, and share what they know openly.
• "You don't lead by pointing and telling people some place to go. You lead by going to that place and making a case."- Ken Kesey Your team needs to see you following up on your promises, supporting them, and doing the right things for your people.
• Be consistent. Say good morning and mean it. Leading by example means you will not ask them to do anything you yourself will not do.
• It also means you show up 101% in your daily work interactions with honesty, integrity, and the principles we discussed because your team will buy in to your behaviors. Leading by example means that the first person to lead is you. It means you do not hold anyone accountable unless you first hold yourself accountable.
“Empowering is sharing yourself, your influence, position, power, and opportunities with others for the purpose of them investing in themselves so they can function at their best.”
60) In the Discovery Program you will be reminded on how to build a strong team by hiring the right people and putting people in the right place.
"No institution can possibly survive if it needs geniuses or supermen to manage it. It must be organized in such a way as to be able to get along under a leadership composed of average human beings."- Peter Drucker
• Hiring the right people is one of the most important tasks in your role as a leader. It is important that you hire people with a positive attitude, willingness to grow, strong sense of ethics, and that fit into the culture of your company.
• You want to look for candidates with strengths in the major job requirements.
• Also, put people into roles with strengths that complement your weaknesses.
• Clarity in what are the most important attributes the candidate must have to succeed in the role will help you direct the interviewing process towards the questions that will matter the most in getting a successful candidate for the role.
• If you can find someone that wants that role to meet a greater purpose or because it is something that he or she really enjoys you may be hiring the best person for the job.
• Ineffective hiring decisions are of the most costly mistakes organizations make.
• Having team members assigned to the wrong roles is the reason for high turnover, costly mistakes, low morale, or team member performance failure. As a leader it is essential that you are assessing and reassessing team members’ skills and moving team members around according to the roles that will help them grow and excel.
• Moving people around to jobs that utilizes their greatest strengths will maximize your success as a leader.
“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.”- Larry Bossidy
61) In the Discovery Program you will be reminded on how to align your words and actions and implement tools to create the full buy in of your team.
“A leader is best when people barely know he exists, not so good when people obey and acclaim him, worse when they despise him. But of a good leader who talks little when his work is done, his aim fulfilled, they will say: We did it ourselves.”- Lao-Tzu
“The task of the leader is to get his people from where they are to where they have not been.”- Henry Kissinger
• “The source for innovation, solutions, and growth is within you…and the people you work with every day.” It is important that you get the buy in of your team for your success as a leader. This can be achieved by explaining to your team a common goals, purpose, mission, vision, and values the organization lives by.
• Also, you can let your team know how their individual roles contribute to the big picture or the importance of their jobs. Let them know what they do matters to you and give them opportunities to voice suggestions. Treat everyone as an equal. You want to listen to them and include their ideas into your plans.
• Make your team members partners in finding solutions.
• Show your people you have their interests at hand, encourage diversity, and give them reasons to believe in themselves.
• Also, you want to let your team know you value them, praise them, trust them, support them, and defend them. You want to provide them with the knowledge, tools, and resources they need to succeed at their roles.
• Make them feel your greatest ideas are their own. Tell them you believe in them. Give time, energy, and money to their desires and needs.
• As your words and actions match your team will know they can count on you and full buy in will be the result to move you towards your greatest success as a leader.
“You tell your people what to do but are you doing it? You tell them what to say but are you saying it? You tell them how to lead but are you leading them? You tell them to have faith but are you having faith in them? You tell them to trust but do you trust them? If you answered no to these why then should they follow you? If it is because you are the boss. Aren't many of them out there?”- Jennifer Mualin
62) In the Discovery Program you will be reminded on how to lead with love rather than fear to create an environment that encourages creativity and were people can grow to who they can become.
“Dictators ride to and fro upon tigers which they dare not dismount. And the tigers are getting hungry."- Winston Churchill
• How do we shift from an environment were people fear losing power to one were people feel confident that sharing will bring great value? It is very important to lead from a feeling of love rather than fear.
• It is leading with love what causes the most successful companies to thrive. By leading with love people bring their dreams to work, learn from mistakes, and share dreams and aspirations. Leading with love breeds creativity and innovation. In fact, you know you have a true leader when people come to work excited, making mistakes, having fun, and focused on getting things done.
• On the other hand, leading with fear erodes self-esteem. People will come to work overly cautious and scared of making mistakes. They will be fighting over scarce resources and relationships will suffer.
• Do not blame. Rather create an environment were employees are not punished for not being perfect but instead are able to focus on learning and creating breakthroughs in every area of their professional and personal lives. Remove fear of authority or “do as I say.” It is through leading with love that you engage the heart of your employees and not just their bodies.
• You want to create a culture were employees feel cared and valued.
• Ask yourself do you engender fear or encourage individual human expression?
• You cannot lead people without loving them.
• Create an environment were people feel safe to be who they are and grow to who they can become.
“When you lead with love you lead with the power of God, with a vision of faith, with a spirit of joy, with the strength of oneness, with the depths of gratitude, and with the eyes of trust. What couldn’t you then achieve with such façade?”- Jennifer Mualin
“The boss drives men; the leader influences them. The boss depends on authority; the leader on good will. The boss inspires fear; the leader enthusiasm. The boss says I; the leader says we; The boss sees the blame in the breakdown; the leader fixes the breakdown; The boss says go; the leader says let’s go”- Gordon
A high IQ does not equal successful leadership. True leadership is serving the most. Be remembered for being good to your team, getting results, developing people, setting standards, creating success, and being somebody they really liked working for. Create an environment were people believe in themselves. Also, remember the quality of our lives is greatly determined by the quality of your relationships.
The most important point in leadership is that leadership is gained through your words and actions and not earned by title or position. Study, apply, and reevaluate the material of this section in your life until these principles become automatic and you will be thinking, talking, and acting as one of the most successful leaders in the world. “Your job is to find people’s potential and find what they lack to develop it, and equip them with that!”- Maxwell