Training Archives - BOLLYWOOD SURKHIYAN

The IPC Instant Cash Training Center to Make Money Online

I recognize that in this make money online business arena that one of the most important aspects for a beginner, in particular, to consider is, “How am I going to duplicate the success of others who are already successful online?”

The resounding answer to that question is that training is the number one way that one can learn how to duplicate other successful members of a make steady money online opportunity.

I am going to review the training center at IPC Instant Cash to see if it is an effective source for people to learn how to duplicate the “good results” of others who already know how to make money online

I submit to you that to be an effective training center for people who are trying to find ways to make money online, that two ingredients are necessary – 1.Communicated for the newest of newbies to understand and 2. Accuracy 3.Communicated in two different medias.

Communicated for the newest of newbies

The IPC instant cash Training Center is written and spoken, in terms and with concepts that are easy for people to follow along. I see way too many training centers or Teams of trainers or mentors that seem to have their own agenda and do not speak to the ears or eyes of everyone. I have found that at IPC that a newbie or a more experienced entrepreneur can understand comfortably the instructions being given to increase the students chances to make money online fast.

Accuracy

The IPC Instant Cash training center explains the nuts and bolts of their business with accuracy and detail so that if followed anybody can make money on the internet. It begins with setting up the system. The set up process is clear that you should not move on until the setup process is complete. When the new participant follows the instruction they find there is nothing left to the imagination as the instructions are detailed to a fault, if it were to be a fault to be so detailed. I found that needing to call the support center was not necessary because the instructions were very precise.

Then when the marketing instructions are given in the IPC Instant Cash training center a newbie must feel that they have died and gone to heaven because the center actually shows you how to market, where to market, why this works, what to do to avoid pitfalls, and what to do to increase your chances for success at making the residual income online that is allowed in this program.

Communicated in two different media

How do I know that two different medias and not three are better? Well I don’t but I absolutely do know that if you speak about a subject and you also have the same information in written form as the IPC Instant Cash Training Center does, then you are increasing the chances of communicating to the style of everyone. People learn differently from each other and the Training Center teaches people how to make money online in the two ways that are most conducive to learning – they speak it, and write it plus they even have the ability for you to make a phone call to clear any questions not covered by the training center.

It would be my assessment of the IPC Training Center that gives the make money online ideas and specifics to members that it passes the test of an effective way for anybody to learn how to make money online

Interviewing With Indian Reporters–International Media Training

Today, Indians are a force to be reckoned with. They have made their presence felt in every field. When we talk of the Indian press during media training, we see that Indian reporters have a significant influence, especially in business media.

A large number of business reporters with Indian roots are internationally prominent. Consider CNN’s Senior International Correspondent Satinder Bindra based out of New Delhi. He is responsible for the Network’s coverage of India, and the South Asian region; Tunku Varadarajan is currently editorial features editor at The Wall Street Journal. He is a former chief TV and media critic for the paper and columnist for OpinionJournal.com, a WSJ sister site. And many more.

So, what is it that makes the Indian Reporter tick? How can we strike a chord with Indian reporters? Here are skills it would be wise to practice in media training.

Tips on Dealing With Indian Reporters

Honesty really is the best policy in this context. Be straightforward and factual. Indian reporters are a professional lot, aggressive and know how to find the underlying cause of an issue.
Getting an Indian reporter to trust you can be a tough job. Confidence, authenticity and being down-to-earth work a lot better than false pretenses with the India media. Never make up an answer! They will check your assertions.
It is quite all right to address the Indian reporter by his or her first name. There is no need to be excessively formal.
There is no such thing as telling a reporter something off the record. (If you are not already aware of this, it will be drilled into you during media training.) Indian reporters are no different. Don’t say anything you wouldn’t want to see in print or have aired on television! For a typical Indian, the most preferred source of information is television, newspapers, radio, and news magazines, in that order.
Treat the Indian media with respect and friendliness.

Indian journalists reflect a tough work ethic; they are comfortable with the English language and adjust comfortably with the western culture. They do not hesitate to go the extra mile to get their information. With their theoretical thinking and analytical mind, Indians have a global presence. They are patient by tradition, good listeners and sharp witted.

The Indian Press has the reputation of being among the best in the world, which is evident by the professionalism exhibited by the Indian journalists. The people of India are media savvy and have exposure to various forms of media. Investigative reporting has become quite prominent in India.

One such example is the sensational and controversial “Tehelka” issue where investigative journalist Aniruddha Bahal and his partner Mathew Samuel spent seven months posing as arms dealers and exposed top Indian officials and army officers taking bribes.

In an operation unparalleled in Indian journalism, Bahal paid bribes exceeding 21000 USD to India’s top ruling politicians and senior army officers to push for non-existent arms, secretly videotaping every transaction. This is probably why journalists play such an important role in influencing public opinion on vital issues – they believe that public opinion and interest are more important.

The Business of Personal Training – Your Very Own Fitness Business

Time and again, I find myself talking with trainers who work for a gym, and are planning on “going independent”, or “taking their client’s private”.

Sounds great doesn’t it, but it’s always important to start with the end in mind, so I have to ask; Do you mean “make a little extra money and have a little more freedom” or do you mean “build a business from the ground up that can support the achievement of my life’s greatest ambitions”?

Obviously, there is a big difference between these two answers, and chances are you fall somewhere in the middle. But I want to encourage you to dream big and meditate on the possibility of achieving something much greater then “a little more money and freedom”. There are too many who need our help and too many societal and environmental factors that are working against them; we trainers need to start thinking big. Real big.

I am talking about complete freedom. I am talking about REAL money, not a little extra. I am talking about helping more people, in less time, with less physical effort and a little more mental effort.If you are really serious about pushing our industry forward and redefining what it means to be a trainer, 1-on-1 training is only the beginning. Now that’s what I am talking about!

So the question changes, from “When should I go private?” to “How do I build a Successful Fitness Business?” Remember, a better quality question will lead to a better quality answer. Always. If you can answer the latter question, you’ll already know when to go private, how to raise rates, how to define your ideal client and attract them, how to manage and grow your business etc…

Don’t fall into the “PRIVATE TRAINER TRAP”. For the love of god, please.

There are way too many trainers who are content to run around the city chasing money and burning them out doing 8+ sessions/day 6 days/week, instead of building a business, attracting money, and working smarter. There is a BIG DIFFERENCE, especially in the quality of life you will have.

If you can’t be completely healthy for your client, a living and breathing example of what a balanced lifestyle can achieve, well rested, focused, and in control, then what the hell is the point anyway?

Here are some of the basics you will need to address, so that you can hit the ground running with your business.

The alternative is to run all around town training at 5 different places, teaching classes here and there, with no exit strategy and no understanding that all that travel time and lack of direction cuts directly into your profit per hour and the growth of your business. At the same time, these “private trainers” are developing poor habits that will create more inertia that will need to be overcome when they finally decide to take the next step.

I am serious. If you are at least aware of all of the questions below and can honestly give a good answer to half of them, you are already ahead of the curve. So read on and don’t fall into the “PRIVATE TRAINER TRAP”.

Shift Perspective- There are two central tenets that should form the foundation of every decision you make in regards to your job as a personal training. Everything else is secondary.

#1) You own a training business.

If you just think of yourself as just a trainer, you are limiting yourself. How many times have you been at a party, introduced yourself as a trainer, and met with this response? “Oh, wow, really what exercise can I do to lose my stomach?” This person usually will not have the money or real desire to commit to a trainer, so they probably are not a great prospect for a “trainer”. But they probably are a great prospect for fitness entrepreneur who sells a $10 PDF titled “The biggest factor for a Flat Stomach” being sold on his website.

If you own a business, you can have multiple price points for various services, which means even the person at the party with the belly and the martini glass can be a “client”. Sell to everyone! That way, as a fitness entrepreneur, you can say “I have just the thing, go to my website and get this product” and be done with it, instead of wasting your time at a party explaining why cardio and diet is more important for having a toned stomach then any one exercise.

#2) Your clients are your product.

Cultivating a successful and empowered roster of clients is critical to attracting quality opportunities and the foundation of a solid business model. There are 3 major competencies- ways to grow your business, expand your sphere of influence, and make shit happen. Each has several sub-competencies. You don’t have to be a master at all of them, in fact, you should focus on what you are great at and enjoy, and outsource everything else. You should, at least, be aware of all of them so you can account for them one way (doing it yourself) or another (outsourcing to someone else).

A great exercise is to give yourself a grade from 1-10 for each of these competencies, a self-assesment based on how well your business model can account for each of these 18 sub-competencies. Grade yourself hard and layout a plan to emphasize strengths and address weaknesses!!!

#1) Business Skills

A) Branding – What is your brand? Who is your market? What niche do you fill? Who are the high quality clients that you want to attract? What kind of client to you enjoys the most? What distinguishes them? What are there goals?

B) Marketing -How will you penetrate your market and get leads? What relationships have you built with experts in complimentary industries? What is your web strategy? What PR/media contacts have you established?

C) Prospecting Skills – What is your elevator pitch? What is your 30 second commercial? Can you adapt and improvise your pitch to the individual prospects needs? What are your qualifying and disqualifying questions?

D) Sales Skills – Do you know how to uncover the emotional needs of your prospect and close every qualifying client? What other revenue streams have you created? Do you up sell, cross sell, or down sell your clients to other services? Do you have a network of health professionals you can work with as a team to achieve optimal health for your clients? How will you collect payment and keep track of packages?

E) Policy Development/Business Model – When are you going to incorporate?What is your referral system? How and when will you raise your rates? What is your self-investment strategy and educational path for creating more value for your clients? How many hours a week will you schedule to work ON your business? What is your budget and time commitment each month to continuing education? How will you organize your business into a automated system, so that it can run on its own? How will you keep track of client information, workouts, and programs? What sheets and/or software will you use?

F) Advisory Board – What other professionals and business owners are on your advisory board? Do you have an accountant, lawyer, business mentor, computer programmer, etc? How many people do you know that are successful, trustworthy, and willing to listen to your business ideas and give you valuable feedback?

#2) Interpersonal/Customer Service Skills

A) Personality/Compassion/Communication- How good are you at building strong relationships using these 3 qualities?

B) Leadership/Accountability/Education- How good are you at teaching your client new information that they will retain? Will they be more knowledgeable after they stop training with you? Do they consistently workout intelligently on their own? Do they follow your lead or take control of the relationship? Do you give them exercise Homework, and follow up with them to make sure they did it, so that you teach them to be self-accountable and empowered?

C) Motivational/Psychological Skills – How good are you at unlocking the motivation inside the client? Do you know how to utilize their psychological frame of reference and personality to ignite their drive?

D) Response Time/Attentiveness – How fast do you return phone calls and emails? How good are you at focusing your undivided attention on the client when you are with them? Are you always ready for the workout, with a workout already designed, and the gym floor set up to meet your needs?

E) Exercise Experience – How will you balance what the client needs with what the client wants? How do you use creativity to keep the client engaged, stimulated, and having fun?

#3) Exercise Knowledge-

You do not have to master all of these, but A, B, C, and D are essential. Obviously, this list is not exhaustive, but it is a great start. If you have no personal interest in something in particular, like nutrition, then don’t focus on it, just find a nutritionist to work with.

A) Exercise Mechanics and Bio Mechanics

B) Physiology

C) Anatomy

D) Program Design

E) Nutrition

F) Psychology

G) Energy Medicine

So are you ready to build a business much bigger then you or your clients, and make a real difference? Are you ready to attract money and opportunities?

Or are you going to choose to be just another “private trainer”, running around the city chasing money? Again, you don’t need to answer all of these questions before you get started, but you should keep them in mind and continually work on them, so that you don’t fall into the “PRIVATE TRAINER TRAP!”

If you can’t answer at least half of these questions, It may be more productive to continue working for someone else, while you develop an evolved business model, test different policies and referral systems, develop some media contacts etc etc. It may seem like you are ready, but look at these questions for an answer to how ready you are.

Don’t get excited by all the trainers out there charging $150 running around the city. Fight the urge to jump into the fray if you don’t feel confident about the answers to the preceding questions. I promise you, in 3 yrs, most of those trainer will still be charging $150, and/or will be burnt out and switching industry’s. When they look back they will say, “Yeah, training was fun, and it seemed like good money at the time, but man was it hard running around, I just could do it anymore”.

No one can keep that pace for long, but it is not the only way, it’s just the easiest way, the path of least resistance. We all know, what is easiest is rarely, if ever, what is best for us.

Be honest with yourself. Think bigger. Develop these different skill sets on someone else’s dime (in other words, stay at your gym and work on your business), so you don’t have to lose money when it is time to implement them in your business. Yes, no matter what, you will and should make mistakes. But jumping into the fray without a plan is not a recipe for success. I had to say something, I am getting tired of watching trainers sell themselves short and develop bad business habits that will limit their future. Do you know how to utilize their psychological frame of reference and personality to ignite their drive?

I had to say something, I am getting tired of watching trainers sell themselves short and develop bad business habits that will limit their future.

Workforce Development is More Than Just Training

“Why should I train employees for my competitors? They’ll just leave after I invest in their training. I’m smarter than that: I focus on hiring people who are already trained for what we need!”

I am sure my jaw hit the table when I heard that executive’s view of training during a break at a Chamber of Commerce meeting. How could he NOT do everything possible to maintain his biggest asset (and expense) – his workforce and their payroll?

I will admit it was very tempting to ask, “What happens if you don’t train them and they stay? Then what will you have?”

But, before I could say anything, he went on to top himself when a manager sitting next to him asked, “But as fast as technology and knowledge is changing, how do they keep up if you don’t train them?”

“I don’t worry about it. I pay them to stay productive. If they want to keep their jobs by being productive, it’s their responsibility to stay current!”

Unfortunately, his attitude of ‘why-train-them-for-my-competitors’ is fairly common when training is viewed as a unique event that disrupts productivity.

That is why workforce development means so much more than just training. ‘Developing the employee’ means that you are going beyond teaching job skills. You are also developing character, emphasizing values, and shaping attitudes about how they view themselves, their employer, their peers, and their future.

If an employer wisely spends money on maintaining equipment, software, buildings, and customer base to protect their investment in those costly categories, why not also invest (not ‘spend’) in maintaining the expensive workforce that is the source of their corporate income?

The old Army recruiting slogan, “Be All You Can Be” was an earlier way of describing workforce development. It is all about encouraging employees to expand their career horizons. It is saying, “Now that we have taught you how to do the basic job, we want you to figure out how do it more efficiently and increase your value to the company.”

‘Workforce development’ in its best sense means:

We conduct needs assessments to develop our training curriculum so the employees always support the business mission.
We do not conduct a training class if there is not a clear and distinct link to a business reason to do it.
We do not conduct training classes without having specific, behavioral, or objective outcomes defined first.
We have low tolerance for supervisors who discourage employees from attending valuable training classes.
We have taught our leaders how to reinforce the skills taught in any of our courses.
We view our training function as a valued business partner, not as a cost center.
Before sending employees to a class, we require leaders to tell us first how they will work with the employee to reinforce the application of it AFTER the training event because we know that training without reinforcement is a waste of resources.
Before sending employees to a class, we require leaders to review the learning outcomes most associated with the employee’s job, meet with the employee to be sure they learn them, and schedule a post-class opportunity for the employee to share those learning points with other employees in a departmental learning moment. This provides added value to the supervisor for the training.
Every department has an orientation and training program that insures new hires (or transfers) become as productive as quickly as possible. It isn’t the same program for all departments but one that is tailored to their unique functions within the organization.
Each employee can explain the difference between being ‘productive’ and simply ‘busy.’
We have a program to develop leadership skills in our current supervisors and managers as well as a program to identify and develop future leaders.
We know how to measure and manage performance in all job function so employees are assured that their work products are measurable and they are fairly compensated.
We know how to develop and apply fair and measurable methods for determining “soft skills” performance such as communication, teamwork, and customer service.
We have skilled employees sharing their knowledge with peers so that every employee becomes a trainer to some extent.
We have a ‘measurement culture’ that is so focused on performance skills that diversity-related issues almost never come up.
We teach employees to examine their work processes for opportunities to reduce cycle time, waste, or inefficiency.
Each employee can explain how his/her job supports the mission of the employer.
We have a performance assessment process that managers use as a tool to manage performance and employees see as a means of managing their self-development.
Employees are self-directed because their leaders have done an excellent job of communicating expectations and there are processes to provide performance feedback.
Tardiness, absenteeism, and turnover are very low because employees fell they “get to go to work”, not “have to go to work.”.
Employees at all levels see real opportunities for self-fulfillment.
We teach fundamentals of project management to line employees to teach “big picture’ thinking, process improvement fundamentals, and begin the development of future work leaders.
Our employees would be pleased to tell friends about job openings in our organization they could fill.
We teach the lowest level of supervisors how to collect and use historic data for measuring production capacity and forecasting potentials for staffing and productivity.
We teach the lowest level of supervisors how to collect data to prepare a budget and monitor their group’s expenses.
We teach our leaders at all levels how to lead a multi-generational workforce
We help our workforce expand their range of skills to broaden their career opportunities instead of just focusing on “moving up”

There are probably many more activities we could add to what “workforce development” means but I am sure you get the sense of how it is so much more than just a training event.

I doubt that executive at the Chamber’s meeting will ever change and I also doubt whether he will be an executive much longer. That kind of thinking drives employees away and creates high (and expensive) turnover ratios. I can visualize him being shown the door muttering how you just can’t find good help any more!

How Entrepreneurship Training Programs Help You Excel in Your Business

Have you shunned the 9 to 5 job and ventured into a business to become your own boss? This will probably be one of the most tumultuous times you’ve ever had. There are myriads of aspects that need to keep track of, such as how to raise funding, creating the right team and ensuring your paper work is in order. Even a small slip up could result in disaster.

Why Entrepreneurship Training

Entrepreneurship comes with more baggage than you would expect. From developing a logo to selecting a financial planner, a lot requires to be grasped and executed simultaneously to succeed in commercial endeavors. The order and pattern of things could be specifically tough to comprehend if you are a novice entrepreneur. Here comes entrepreneurship training that can enable you handle the business of doing business in a better way. If you already own a business, then also entrepreneurship training can enable you get more efficient, by bridging any gaps there might be in the way you run your show.

How to Find One

Most training program packages offer many modules spanning from personal finance to business strategy.

Entrepreneurship courses and trainings are generally offered at vocational schools, business schools, and often online schools. Training can include a broad array of classes to aid the dreams of initiating and running a successful new enterprise.

What Entrepreneurship Training Program Offers

If you are planning on venturing into a new business, or are contemplating the purchase of an existing business, vocational schools could be a prudent option to gain entrepreneurship education. Studies will encompass training in business management. Students will learn the nitty-gritty of cost, benefit and competitive assessment; investment returns; legal aspects; e-commerce; marketing and sales; supply and demand; and prevalent tax laws.

To the aspiring entrepreneur, a college degree alone cannot ensure success on the world’s business stage; but right education in entrepreneurship can enable you to better comprehend the business aspects of smoothly operating a new venture, and how to capitalize on intrinsic talents and learned skills.

Who Should Opt for Entrepreneurship Training Programs

Additionally, entrepreneurship training is of essence to those who will ultimately be hiring and developing a winning team of performers. After completion of course of study, you will not only be able to effectively ascertain which candidate will be most productive for you and your business, but you will also be able to realize how to efficiently manage, finance, and launch your small business; identify new and potential business enterprises; and design strategic business plans.

MLM Network Marketing Training – Rejection by Your Spouse!

Everyone faces rejection in life, but what makes our form of rejection so devastating is that it often comes from the very people we most love and respect. Our spouse, our parents, our best friends and business associates. We are convinced that rejection causes more people to fail in MLM than any other factor, and often they fail literally before they ever begin because their approach is from the head, not the heart.

Over the many years of being in the network marketing industry I have realized that rejection has caused many people to give up and fail. I have experienced rejection in my early years and I have discovered how to overcome it. I would like to share a story with you to understand how rejection by a spouse would occur. Here’s the classic scenario.

Joe is at a transitional place in his life and open to a career change. He is receptive to listening to a new business concept. He goes to a network marketing meeting and for the first time everything makes sense and he is excited. He finds himself enthusiastic about the earning potential. Throughout the second half of the presentation he begins to make a mental list of the friends and associates whom he knows would be excellent at recruiting.

He goes home and corners his wife. He’s really excited and the conversation goes something like this: “Honey, our worries may be over. I think Saeed has given us a gift from God. I was just over at Saeed’s house and he has gotten into a new business that looks really great. I can’t believe how much money there is to be earned and freedom to be gained.”

His wife says: “Are you seriously thinking about giving up a legitimate career to do some pyramid scheme. Please Joe, tell me this is a bad dream and I am not hearing you say this!”

They continue to argue for a couple of hours. It could easily have been Joe objecting at his wife who just returned from her first network marketing presentation. Often it’s the wife who is bombarded by personal affronts from her husband. Had Joe simply said nothing until he could get his wife to Saeed for a legitimate presentation, the rejection would have never been launched. Always get your spouse to a meeting or the sponsor to deliver the information.

Keep in mind that even if the circumstances differ, the outcome is often the same. This discussion could have happened on a Sunday morning following a Saturday training session in which Joe had already signed a distributor application. It doesn’t really matter. The point I am making is: We are convinced that as many as 50 percent of all potentially successful network marketers fail before ever getting started because their sponsor does not prepare them for the rejection. It’s the responsibility of every recruiter to fully prepare prospects for rejection, then provide them with the tools to overcome rejection.

Before sharing the information with people make sure that you have all the tools. You cant give pieces of information as this will just blow people away. Always use your sponsor to help you present to your spouse. Credibility from third party is extremely powerful and people will take you seriously. Bring your spouse to a meeting without telling her anything.

To learn more network marketing tips and to get a free report follow the link in the resource box.