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The role of personality in sales

The role of personality in sales

Museum of the City of New York

Let me escape from the limitations of my own personality to imagine how people of other personalities would think to sell books. I am an Idealist, as impractical a person as you can find, so it’s a no-brainer to ask other personality types to help draw a roadmap for successful book sales.

My next book is heavy on history, ancestry, and psychology. Conservative Guardian types would of course make sure every possible bookstore ordered a few copies and had me speaking and signing books at most of them.

The ever innovative Rationals would see from the book’s contents that the target markets would be most receptive in Southern California, Arizona, and New York City.  The book’s theme of respect for history, family pride, and a really good mystery story could allure merchants well beyond traditional bookstores. Such would include gift shops in museums, tourist destinations and airports. Even local branches of national stores like Costco could go for it. (My writer cousin in Newfoundland managed to get a stack into her local Costco.) Rational marketers would be the first to insist on online sales through my own site and on plenty of other entrepreneurs’ online stores.

The most action-oriented personality group are the Artisans who can’t sit still and would insist I don’t either. For them, I should do performance readings at workshops in museums, different deliveries than what bookstores get. They would want to be in on the entire book design so that even non-readers would brandish their credit card at the mere sight of it.

Finally, I think there is energy to light up the cause from people and groups who care deeply about lives similar to mine. They include Irish cultural groups, historians, adoption story writers, wonderfully fanatic geneaology students, and fans of memoirists. All personality types are to be found in such groups and, from among them, riciculously creative people have produced TV shows like Unsolved Mysteries and Who do you think you are? Maybe somebody will take that extra step of producing a show around the book and hawking the original on their online platforms? Yes, why not dream big!

HOW TO SELL YOUR IDEA AT WORK

HOW TO SELL YOUR IDEA AT WORK

Sell an idea at work
Jack in Persuasive Mode

 

Do you truly want  to sell your idea to the right people at work? And then watch your idea be implemented?

The Answer: Two Words. Gold and Green

Do you know that about 85% of all executives and managers could have either a Guardian Gold or Rational Green temperament? So if you want your idea accepted, consider selling to Gold and Green values and strengths.

Gold Guardians

Gold Guardians put your feet to the fire on their core value of responsibility. Here are some questions that Gold decision-makers surely have in their heads when you want to sell an idea.

Gold Question #1. Is the proposal perfectly clear? And ‘perfectly clear’ is no joke. You don’t want a Gold person to ask what you really mean? So is your idea countable, measurable, sketchable, and undoubtable?

Gold Question #2. Are you reliable, all the time? If your idea will inflict more change on the team than Gold people are comfortable with, do you have a reputation for consistently delivering sound, workable ideas? In other words, will your Gold manager not worry about regretting a decision in your favor?

Gold Question #3. Will we get value for our dollar from your idea? If nothing else, Gold managers are rigorously careful with money, so be ready with return-on-investment research that honestly reveals business risk.

Gold Question #4. Who else has done this already? This may be the most important question for Gold managers. Gold folks tend to be the most risk-averse.

Green Rationals

Green Rationals nail you for their core values of deep knowledge and trustworthy competence. Here are predictable Green questions.

Green Question #1. Are you a person worthy of respect for your knowledge and competence? Related to that, do you share connections with other experts that your boss respects? Are you the in­-house expert on this subject? Are you known for doing your homework? Do you deserve profound respect for your thorough research and careful presentations?

Green Question #2. Where’s the beef? In other words, where is all the research? And can I see it when I ask for it?

Green Question #3. Have you done enough work on this that I don’t have to fix it? Green managers pride themselves in the perfection of their work and they never, ever, want to be caught looking incompetent. So are you an icon of competence where you work?

Green Question #4. Am I learning something new from you? Perhaps the best way into the hearts of Green managers is to consistently wow them with new information based on an expertise they do not possess. If you do this regularly, you will be invited to more brainstorming meetings and your word will carry weight over others’.

So You Are Orange or Blue?

If you are an Orange artisan or Blue idealist, you might quickly agree with the advice above, but the odds are high that your standards of expertise, of detail, of completeness, and pure naked objectivity come nowhere close to what Golds and Greens actually expect. So try this: Run a few ideas by your favorite Gold and Green friends and ask them to critique the ideas severely. The truth may hurt at first, but you will probably learn how to prepare better when you need to ask for serious changes at work in the future.

 

Can clothes reveal your personality?

Can clothes reveal your personality?

Can you guess a person’s personality type by their clothing? I spent hours in crowded airports the last few weeks and I am convinced that even amateur personality typers can eyeball clothing and correctly guess a personality type at 50% or higher. Yes, you can guess wrong, sometimes more than 50%, but do pat yourself on the back and let yourself to be pleasantly surprised when you find out you can nail the personality of lots of people by noticing their clothes.

For me, Blue Gurus are the easiest to spot. Dead giveways of course are tie-dye skirts and loosely tied-up hair, but Blues would be horrified if you stereotyped the lot of them as hippies. Still, twenty-first century Blues can tend to wear not-so-trendy “comfort clothes” that hippies surely favored, like loose-fitting shirts and skirts of soft and simple fabrics — more outdoorsy cotton and wool than silky or sythetic flash. Notice soft functional shoes and sandals, minimal earthy jewelry, as well as satchels with wide shoulder straps.

Gold Loyalists aren’t so difficult to spot either. Obviously the ultimate Gold attire is trendy-conservative to the point of looking “uniform”. Relax, Golds, that too is an unfair stereotype. But face it, Gold clothing tends to be good quality yet economical, not-over-the-top trendy, appropriate, clean, matching, color-coordinated, and acceptable for each setting. The Gold “package” says “I care” and “I am careful about my outward appearance.” This includes manicuring, near-to-trendy hair, and tasteful quality jewelry. Golds are modest and of course want to look sexy “when appropriate,” but rarely over-the-top.

I think Greens are the hardest to spot. Yes, many dress like stereotypical “geeks” with more function than fashion — unashamed to wear a Go-Pro camera or Google glasses, mismatched shorts and shirts, ugly but comfortable shoes, and unkempt hair. On the other hand, perfectionistic Green Geeks who are sensitive about their image of careful competence might choose to wear attractive and comfortable outfits that range from formal business to less formal. They might pro-actively choose what’s professional and what makes them approachable. In any case, many Greens will agree they don’t want their clothing calling attention to their physical selves over their good ideas and accomplishments.

Orange Badasses dress with style — personal style. Their clothes tend to scream “I am free and I am me.” I am a star athlete or a cool musician or a dancer or the best carpenter in the world or the bravest fire fighter or the sexiest dude in town or the most laid-back artist on the river. If any personality type is over-the-top, it can be an Orange Badass — creative, colorful, tattooed, very “today,” or one of a kind — in any case, cool — a player, a free agent, a physical star, an action seeker, a risk-taker, or even an introverted but free spirit. You’ll be surprised at how many startlingly creative dressers are introverted Oranges. Like Badass words and behavior, Orange clothes can make a stand that “rules are for other people.”

Try guessing the four personality types in crowded places. I prefer airports because all Colors will show up there for sure. Even better are crowds of tourists in other countries. If you really want a slice of society, check out shopping malls in December.

Choosing Just ONE New Year’s Resolution

Choosing Just ONE New Year’s Resolution

Look up “change one thing” at Amazon.com and you’ll find a handful of self-help books with such a title. I myself am living proof that it works, not only because changing one thing is easy, but because it has a domino effect on the rest of your life.

Take a look at your weakest Window Color and find a strength there that you KNOW you need, then work on that one thing. If you’ve forgotten your Windows Color Spectrum, click here to take the survey. It’s free.

In my case, a long time ago, I chose to arrive early for all my sales appointments. Being on time or early is a signature Gold Window strength. Gold was so weak in my character that it hardly registered on any scale at all. Bottom line, by making the change to show up early at appointments, my sales career turned around. And I surprisingly gathered other Gold strengths without thinking about them, such as not cancelling appointments, by preparing better, and by developing pretty good follow-up techniques.

So I urge you to consider making just one New Years Resolution for 2016. And consider scanning the strengths of your weakest Window. Here are some suggestions.

If your GOLD Window is foggy:
• Save money regularly.
• Make a financial management plan and follow it.
• Buy something that will appreciate.
• Commit more strongly to something or someone.
• Never be the first to change an appointment or be late for one.
• Spend a little more time on projects that test your patience.

If your ORANGE Window sheds little light:
• Be in the now, embrace the now, and wallow in it gleefully.
• Set up triggers to lighten up.
• Take up some physical activities and don’t stop doing them.
• Follow impulses – for some fun.
• Learn or develop skills — for art, sport, or fitness — especially for self-expression.
• Kill your fears and welcome new things to do, at least one a week.

Do you need to clean your BLUE glasses?
• Devote yourself passionately to someone who needs your help and cannot give anything back.
• Stop judging and be more adaptable to others’ ideas.
• Understand someone’s feelings as a possible logical indicator of reality.
• Be more enthusiastic around others.
• Regularly ask yourself how others might be thinking and feeling.
• Study morals and ethics.

Is it hard being GREEN?
• Regularly and aggressively understand at least two sides to controversies around you.
• Before buying something expensive, do deep research on it, demanding thoroughness, quality, and excellent scientific inquiry.
• Use words to express yourself accurately, avoiding vagueness and sloppy thinking.
• Upgrade the level of information you take in by choosing better quality reading and media.
• Make a hypothesis, do some research, then carefully explain your findings.
• Read about nature and how to interact with it better.

Yes, there are 24 possible resolutions above. Don’t get crazy with ideas. Choose JUST ONE, stick to it, then watch some magic happen throughout 2016.

Case Study: How To Hire a Green

Case Study: How To Hire a Green

Last year, I did a Four Windows workshop for a team with only one single employee out of sixteen who saw the world through a Green Window. So guess which rational Green strengths were missing from the team. Big picture thinking? Yes. Eagerness for strategic planning? You bet. Competent research analysis? Yes again. I.T. skills? Oh yeah.

The manager, Renee Jones (we’ll call her) knew that new Green Window strengths would make a difference. The team was stagnant and uncomfortable with change. When measured against big-city teams in the same industry, her department competed poorly. They were not flexible. Nobody could write code.

So Renee designed interview questions that would reveal Windows strengths and values for all four temperaments and which would certainly reveal folks who seriously viewed the world through a Green Window.

Question #1. What did your former bosses most appreciate about you? The Green candidates answered that their bosses praised them for figuring out problems on their own and finishing jobs with perfection within timelines. Bosses depended on Green Window research and long-term planning of all kinds.

Question #2. How would you describe your ideal boss? Green candidates said the best bosses got their respect when they demonstrated deep knowledge and skills, they were open, they were fair. Greens especially liked superiors that did not micromanage.

Question #3. What workplace strengths are you most proud of? Green interviewees talked of being terrific team players, usually adding that they prided themselves on making sure everybody was on the same page about each project. They liked being seen as dependable and loved it when their coworkers were just as reliable.

Question #4. How do you like your co-workers to treat you? Most Green candidates wanted their co-wokers to respect their space and time, as well as the quality of the work they produced.

Question #5. What behaviors cause you the most stress and frustration? Green stressors turned out to be high emotions, too much socializing, too many meetings, and wasted time.

Question #6. What is your ideal work environment? Being highly task-oriented, Greens interviewees hoped for plenty of time, space, and independence to complete projects, together with resources, open-mindednes, and teamwork to support and fuel the projects.

Notice what Greens did not say to Renee. The language was devoid of Blue Window idealistic expressions. Neither did they dwell on Gold-Window rules and traditions. And no Green responses seemed as knee-jerk as Orange folks might tend to voice.

So what can we conclude from this? First of all, during job interviews, why not get a face-to-face personality scan while delving into work background, skills, and education? When your organization is Four Windows savvy, you realize you can confidently identify your needs for strengths and values and then ask for them, find them, hire them, and leverage them.

Another benefit: Yes, your job description in this case would have asked for I.T. skills, experience with strategic planning, etc., but the personality probing would make interview comments more telling. Non-Greens can say “the right words” to fit the official job description, but a people who have viewed the world through a Green Window all their lives will say those right words with the conviction of genuine passion for the values that meet your needs.

Disclaimer: Never, ever discount the experience of Blue, Gold, and Orange people. Do not exclude them from hiring, even in a case like this one, because plenty of non-Greens do indeed not only have experience, but they often possess Green values and strengths that they have developed over time, thus bringing to the table a whole palate of skills that nobody else can ever replicate.