Sales Manager Quotes

I like to call in sick to work at places where I’ve never held a job. Then when the manager tells me I don’t work there, I tell them I’d like to. But not today, as I’m sick.

How did I end up in this situation? I'm the district sales manager of a napkin factor. Why is my daughter in space?

Many people have been protesting against what they describe as censorship on Goodreads. I disagree. In fact, I would like to say that I welcome the efforts that Goodreads management is making to improve the deplorably low quality of reviewing on this site. Please, though, just give me clearer guidelines. I want to know how to use my writing to optimize Amazon sales, especially those of sensitive self-published authors. This is a matter of vital importance to me, and outweighs any possible considerations of making my reviews interesting, truthful, creative or entertaining.

It is surely significant that the adults who feature in children's books are rarely, if ever, Regional Sales Managers or Building Services Engineers.

Instead of waiting for a leader you can believe in, try this: Become a leader you can believe in.

You can’t sell it outside if you can’t sell it inside.

The purpose of leadership is to change the world around you in the name of your values, so you can live those values more fully.

We modern human beings are looking at life, trying to make some sense of it; observing a 'reality' that often seems to be unfolding in a foreign tongue--only we've all been issued the wrong librettos. For a text, we're given the Bible. Or the Talmud or the Koran. We're given Time magazine, and Reader's Digest, daily papers, and the six o'clock news; we're given schoolbooks, sitcoms, and revisionist histories; we're given psychological counseling, cults, workshops, advertisements, sales pitches, and authoritative pronouncements by pundits, sold-out scientists, political activists, and heads of state. Unfortunately, none of these translations bears more than a faint resemblance to what is transpiring in the true theater of existence, and most of them are dangerously misleading. We're attempting to comprehend the spiraling intricacies of a magnificently complex tragicomedy with librettos that describe the barrom melodramas or kindergarten skits. And when's the last time you heard anybody bitch about it to the management?

When you’re a manager, you work for your company. When you’re a leader, your company works for you.

Governments are deemed to succeed or fail by how well they make money go round, regardless of whether it serves any useful purpose. They regard it as a sacred duty to encourage the country’s most revolting spectacle: the annual feeding frenzy in which shoppers queue all night, then stampede into the shops, elbow, trample and sometimes fight to be the first to carry off some designer junk which will go into landfill before the sales next year. The madder the orgy, the greater the triumph of economic management.

Work/life balance is not about escaping work. It’s about living exactly the way you want to when you’re at work.

Profitability. Growth. Quality. Exceeding customer expectations. These are not examples of values. These are examples of corporate strategies being sold to you as values.

The first step to solving any problem is to accept one’s own accountability for creating it.

When u practice something with conscious mind n then continue practicing the same even with sub-conscious mind, You Master it..

True leaders live their values everywhere, not just in the workplace.

What first separates a leader from a normal human being? A leader knows who they are as a human being.

People submit too easily to change from others. And yet, for some reason, whenever they consider changing themselves, the focus is always on what they are giving up, never what they are about to gain

Trust me. If you do not decide where you are heading, and refuse to take the appropriate action, you will end up being shaped into what others would have you become. Then any change will not be made for your benefit but for theirs.

People buy from businesses for many reasons. Among those reasons include: favorable price, favorable accessibility, demonstrated shared values, label identification, and more. The more reasons you can give people to buy from your business, the better sales numbers your business will experience.

At the heart of all sales and marketing is the ability to create demand even in the absence of logic.

The first step out of the gate has to be knowing where you want to end up. What do you really want from your company?

When rewards come from an external source instead of an internal source, they’re unreliable, which means they’re dangerous if you grow to depend on them.

Everything you desire is always just outside your comfort zone, dear boy. If it wasn't you would already possess it, would you not?

Be yourself! Don’t try to fabricate your personality in the guise of impressing others.

The attitude of our managers vividly contrasts with that of the young man who married a tycoon's only child, a decidedly homely and dull lass. Relieved, the father called in his new son- in-law after the wedding and began to discuss the future: Son, you're the boy I always wanted and never had. Here's a stock certificate for 50% of the company. You're my equal partner from now on.' Thanks, dad.' Now, what would you like to run? How about sales?' I'm afraid I couldn't sell water to a man crawling in the Sahara.' Well then, how about heading human relations?' I really don't care for people.' No problem, we have lots of other spots in the business. What would you like to do?' Actually, nothing appeals to me. Why don't you just buy me out?

Despite its affective packaging, the disposition to catalogue and aggregate neatly rounded-off identities is in no meaningful way radical. Not only is it evocative of nineteenth-century essentialisms, it also reproduces the mindset of the mass information industry, which, though public opinion and market research, sorts the population into the demographic equivalent of sound bites—market shares, taste communities—all in service to the corporate sales effort and management of the national political agenda.

Ever since the day I came out of the womb, I’ve had impeccable timing. For example, I somehow managed to be born on the exact day of my birthday. And I wasn’t even trying, though my mother did push me along a bit.

When someone tells you they’re too busy, it’s not that they mismanage their time, it’s that you’re not a priority.

Values are deeply held personal beliefs that form your own priority code for living.

Values are the individual biases that allow you to decide which actions are true for you alone.

The worst thing in your own development as a leader is not to do it wrong. It’s to do it for the wrong reasons.

I am describing again an interrupted revolution, the so-called Sexual Revolution. We see now the organized system of production and sales manages to profit by the confusion of the interruption, whereas a finished revolution would be a dead loss, since good sexual satisfaction costs nothing, it needs only health and affection.

What’s the most important thing you can do today? If you can answer that question, morning after morning, you are in an elite group of professionals.

Success means: I want to know the work I do means something to somebody and helps make the world, if not a Better place, not a worse one.

Success for Managers means: I want to be in healthy relationships. I want a real connection with people I spend so much time with.

Your values are your essence: an undistorted mirror showing you at your pure, attractive best.

It’s impossible for a company to get what it wants most if managers have to make a choice between their own values and company priorities.

Careful now: even a financially rewarding, intellectually stimulating work environment isn’t the same as living your own values.

A manager’s emotional commitment is the ultimate trigger for their discretionary effort, worth more than financial, intellectual & physical commitment combined.

The myth of management is that your personal values are irrelevant or inappropriate at work.

Being relevant to your customers only when you’re trying to sell something means choosing to be irrelevant to them for the rest of the time.

There is only one way to make money: sell something. You're either selling your time or a product. The secret? Productize your time. That's freedom.

In the innovation age customer experience is key. Your impression defines their expression

At the end of the day, taking 50% off a $250 dress still means walking out of the store $125 poorer.

Such a study indicates that the greatest investment reward comes to those who by good luck or good sense find the occasional company that over the years can grow in sales and profits far more than industry as a whole. It further shows that when we believe we have found such a company we had better stick with it for a long period of time. It gives us a strong hint that such companies need not necessarily be young and small. Instead, regardless of size, what really counts is a management having both a determination to attain further important growth and an ability to bring its plans to completion.

A company can’t buy true emotional commitment from managers no matter how much it’s willing to spend; this is something too valuable to have a price tag. And yet a company can’t afford not to have it.

Y'know — Babylon once had two million people in it, and all we know about 'em is the names of the kings and some copies of wheat contracts . . . and contracts for the sale of slaves. Yet every night all those families sat down to supper, and the father came home from his work, and the smoke went up the chimney,— same as here. And even in Greece and Rome, all we know about the real life of the people is what we can piece together out of the joking poems and the comedies they wrote for the theatre back then. So I'm going to have a copy of this play put in the cornerstone and the people a thousand years from now'll know a few simple facts about us — more than the Treaty of Versailles and the Lind-bergh flight. See what I mean? So — people a thousand years from now — this is the way we were in the provinces north of New York at the beginning of the twentieth century. — This is the way we were: in our growing up and in our marrying and in our living and in our dying. Said by the Stage Manager

Let’s get right on top of the bottom line: You must live your personal values at work.

Why live my personal values at work? This is an excellent question to ask. If your attorneys are planning an insanity defense.

This is your one and only precious life. Somebody’s going to decide how it’s going to be lived and that person had better be you.

Management controls performance in people because it impacts skills; it’s a matter of monitoring, analyzing and directing.

Leadership creates performance in people because it impacts willingness; it’s a matter of modeling, inspiring, and reinforcing.

Any expert will tell you that if you want emotionally committed relationships then people must be allowed to be true to who they are.

Companies should be the best possible place to practice fulfillment, to live out values and to realize deep connectivity and purpose.

When you’re not on your own agenda, you’re prey to the agenda of others.

When you don’t know what true for you, everyone else has unusual influence.

Try not to take this the wrong way, but your brain is smarter than you are.

Human behavior is only unpredictable and dangerous if you don’t start from humanity in the first place.

You can stuff yourself with emotional fulfillment until it’s dribbling down your chin & your ego will quickly chomp it down and demand more.

The economy is in ruins! Bottom line? Good management will defeat a bad economy.

You don't have to fear your own company being perceived as human. You want it. People don't trust companies; they trust people.

There will be plenty of other problems in the future. This is as good a time as any to get ahead of them.

If you do not have a defined process that moves your people forward so the can achieve greater results, then what is it you are managing?

Here’s what you need to know most about leadership: Lead your own life first. The only thing in this world that will dependably happen from the top down is the digging of your grave.

Dwayne Hoover, incidentally, had an unusually large penis, and didn’t even know it. The few women he had had anything to do with weren’t sufficiently experienced to know whether he was average or not. The world average was five and seven-eighths inches long, and one and one-half inches in diameter when engorged with blood. Dwayne’s was seven inches long and two and one-eighth inches in diameter when engorged with blood. Dwayne’s son Bunny had a penis that was exactly average. Kilgore Trout had a penis seven inches long, but only one and one-quarter inches in diameter... Harry LeSabre, Dwayne’s sales manager, had a penis five inches long and two and one-eighth inches in diameter. Cyprian Ukwende, the black physician from Nigeria, had a penis six and seven-eighths inches long and one and three-quarters inches in diameter. Don Breedlove, the gas-conversion unit installer who raped Patty Keene, had a penis five and seven-eighths inches long and one and seven-eighths inches in diameter. Patty Keene had thirty-four-inch hips, a twenty-six-inch waist, and a thirty-four-inch bosom. Dwayne’s late wife had thirty-six-inch hips, a twenty-eight-inch waist, and a thirty-eight-inch bosom when he married her. She had thirty- nine-inch hips, a thirty-one-inch waist, and a thirty-eight-inch bosom when she ate Dr‚no. His mistress and secretary, Francine Pefko, had thirty-seven-inch hips, a thirty-inch waist, and a thirty-nine-inch bosom. His stepmother at the time of her death had thirty-four-inch hips, a twenty-four-inch waist, and a thirty-three-inch bosom.

Brainstorm your big idea(s). (2 hrs) Identify your product, customer, competition, and sales/marketing strategy. (2 hrs) Identify your plan for operations, management, capitalization, and finances. (4 hrs) Create a life plan. (4 hrs) Validate your business idea. (8 hrs) Type up your finished business plan. (4 hrs) Execute and follow through on your plan.

Around 1900 a sales executive discovered a “scientific” principle of sales management. It received a lot of publicity and even found its way into textbooks. The principle was this: There is one best way to sell a product. Find the best way. Then never deviate from it.

The news about Shiraha spread through the store like wildfire. Every time I saw the manager he started pestering me with: “How’s Shiraha? When are you going to bring him out drinking with us?” I’d always had a lot of respect for manager #8. He was a hard worker and I’d thought of him as the perfect colleague, but now I was sick to death of him only ever talking about Shiraha whenever we met. Until now, we’d always had meaningful worker-manager discussions: “It’s been hot lately, so the sales of chocolate desserts are down,” or “There’s a new block of flats down the road, so we’ve been getting more customers in the evening,” or “They’re really pushing the ad campaign for that new product coming out the week after next, so we should do well with it.” Now, however, it felt like he’d downgraded me from store worker to female of the human species.

I don’t think any other retail company in the world could do what I’m going to propose to you. It’s simple. It won’t cost us anything. And I believe it would just work magic, absolute magic on our customers, and our sales would escalate, and I think we’d just shoot past our Kmart friends in a year or two and probably Sears as well. I want you to take a pledge with me. I want you to promise that whenever you come within ten feet of a customer, you will look him in the eye, greet him, and ask him if you can help him. Now I know some of you are just naturally shy, and maybe don’t want to bother folks. But if you’ll go along with me on this, it would, I’m sure, help you become a leader. It would help your personality develop, you would become more outgoing, and in time you might become manager of that store, you might become a department manager, you might become a district manager, or whatever you choose to be in the company. It will do wonders for you. I guarantee it. Now, I want you to raise your right hand—and remember what we say at Wal-Mart, that a promise we make is a promise we keep—and I want you to repeat after me: From this day forward, I solemnly promise and declare that every time a customer comes within ten feet of me, I will smile, look him in the eye, and greet him. So help me Sam.

Here's the truth, simply stated...bookstores are suffering from a serious crisis of falling sales. Don't believe a single zero of all those editions claimed to be 100,000! 40,000!...even 400 copies! just for the suckers! Alack!...Alas!...only love and romance...and even then!...manage to keep selling...and a few murder mysteries...

how does a state manage to achieve, all at once, the highest basket of gas, sales, and income taxes, yet rate nearly dead last in roads and highways, or school performance tests, and have the nation’s greatest number of billionaires, and one-sixth of America’s welfare recipients, and the largest percentage of any state population below the poverty line?

SELLING HAS BEEN DEFINED AS: THE ACT OF PERSUADING OR CONVINCING SOMEONE TO BUY YOUR PRODUCT, SERVICE, OR IDEA.

A sales group with high morale and strong team spirit is a powerful unit, and team mentality is the cornerstone of success for any sales organization.

If he found himself penniless, suicide was always there as an option. Suicide... When his thoughts arrived at this point, he found himself overtaken by a kind of psychological malaise. No matter how you looked at it, he reflected, to kill yourself just because you've suffered some setback required too much effort. If you've finally managed to carve some time out for yourself and flop out, you're hardly in the mood to get up and fetch a cigarete that lies just beyond your reach. Sure, you're dying for a smoke, but it remains just outside your grasp. In fact, it requires a huge effort to heave yourself up and fetch that cigarette: just like when you're asked to push a car that has broken down. That, in a nutshell, is suicide.

Perhaps the biggest misconception some managers may run into is the belief that correlation proves causation. The fact that one variable is correlated to another does not necessarily mean that one variable causes the other. If church donations and liquor sales are correlated, it is not because of some collusion between clergy and the liquor industry. It is because both are affected by how well the economy is doing.

In a whodunnit, when a detective hears that Sir Somebody Smith has been stabbed thirty-six times on a train or decapitated, they accept it as a quite natural occurrence. They pack their bags and head off to ask questions, collect clues, ultimately to make an arrest. But I wasn't a detective. I was an editor—and, until a week ago, not a single one of my acquaintances had managed to die in an unusual and violent manner. Apart from my own parents and Alan, I hardly knew anyone who had died at all. It's strange when you think about it. There are hundreds and hundreds of murders in books and television. It would be hard for narrative fiction to survive without them. And yet there are almost none in real life, unless you happen to live in the wrong area. Why is it that we have such a need for murder mystery and what is it that attracts us—the crime or the solution? Do we have some primal need of bloodshed because our own lives are so safe, so comfortable? I made a mental note to check out Alan's sales figures in San Pedro Sula in Honduras (the murder capital of the world). It might be that they didn't read him at all.

In my Toyota interviews, when I asked what distinguishes the Toyota Way from other management approaches, the most common first response was genchi gembutsu—whether I was in manufacturing, product development, sales, distribution, or public affairs. You cannot be sure you really understand any part of any business problem unless you go and see for yourself firsthand. It is unacceptable to take anything for granted or to rely on the reports of others.

Eng8ge is a web marketing services company in Singapore. We help SMEs connect with their customers online, thereby generating more sales opportunities, leading to higher revenue. Our core services comprise web design, GMB optimisation, social media management, PPC advertising, SEO, and online content writing - collectively known as Online Presence Managed Services. Being managed services, customers needn't worry about on-going support and maintenance as we'll take care of them.

Girls mature faster than boys, cost more to raise, and statistics show that the old saw about girls not knowing about money and figures is a myth. Girls start to outspend boys before puberty—and they manage to maintain this lead until death or an ugly credit manager, whichever comes first. Males are born with a closed fist. Girls are born with the left hand cramped in a position the size of an American Express card. Whenever a girl sees a sign reading, “Sale, Going Out of Business, Liquidation,” saliva begins to form in her mouth, the palms of her hands perspire and the pituitary gland says, “Go, Mama.” In the male, it is quite a different story. He has a gland that follows a muscle from the right arm down to the base of his billfold pocket. It's called “cheap.” Girls can slam a door louder, beg longer, turn tears on and off like a faucet, and invented the term, “You don't trust me.” So much for “sugar and spice and everything nice” and “snips and snails and puppydog tails.

The faux university also did not have professors, not even part-time adjunct professors, and the “faculty” (as they were called) were certainly not “the best of the best.” They were commissioned sales people, many with no experience in real estate. One managed a fast food joint, as Senator Marco Rubio would point out during the March 3 Republican primary debate in 2016. Two other instructors were in personal bankruptcy while collecting fees from would-be Trump University graduates eager to learn how to get rich. Trump

One of my favorite stories is about a newly hired traveling salesman who sent his first sales report to the home office. It stunned the brass in the sales department because it was obvious that the new salesman was ignorant! This is what he wrote: “I seen this outfit which they ain’t never bot a dim’s worth of nothin from us and I sole them some goods. I’m now goin to Chicawgo.” Before the man could be given the heave-ho by the sales manager, along came this letter from Chicago: “I cum hear and sole them haff a millyon.” Fearful if he did, and afraid if he didn’t fire the ignorant salesman, the sales manager dumped the problem in the lap of the president. The following morning, the ivory-towered sales department members were amazed to see posted on the bulletin board above the two letters written by the ignorant salesman this memo from the president: “We ben spendin two much time trying to spel instead of trying to sel. Let’s watch those sails. I want everybody should read these letters from Gooch who is on the rode doin a grate job for us and you should go out and do like he done.

Paul, all I know is that this is the third time we've talked tonight, you're saying 'fuck' to me, I'm a guy, and your penis has been mentioned numerous times. Jesus, you're acting like you're some teenager. Work through this shit with a shrink, man. I don't care if you're gay.' Here again, I achieved silence. But not for long. The breathing became heavy and then, 'What the fuck kind of game are you playing?' 'It's no game, man. You want to close a sale? I want to see your penis. It's a fair exchange if you ask me.' He hung up again, and I reached for my perfectly spicy, scratch-your-throat-like-a-cat-claw-hot Blenheim ginger ale and took a long swallow. This particular credit card company has not called me again. And, to my delight, AT&T never called me again after I asked one of their friendly Southern females if by any chance she happened to be a male-to-female transsexual, and if so, what vaginal depth her surgeon had managed to attain for her. 'Four inches is pretty common,' I told her. 'But if you dilate religiously, you can probably achieve five.' I even got the phrase 'self-lubricating' out before she hung up on me.

To re-create the entrepreneurial atmosphere of the sort we’d had at Chouinard Equipment, we broke the line into eight categories and hired eight product czars to manage them. Each was responsible for his or her own product development, marketing, inventory, quality control, and coordination with the three sales channels—wholesale, mail order, and retail.

The most important thing to understand is that the job of a big company executive is very different from the job of a small company executive. When I was managing thousands of people at Hewlett-Packard after the sale of Opsware, there was an incredible number of incoming demands on my time. Everyone wanted a piece of me. Little companies wanted to partner with me or sell themselves to me, people in my organization needed approvals, other business units needed my help, customers wanted my attention, and so forth. As a result, I spent most of my time optimizing and tuning the existing business. Most of the work that I did was “incoming.” In fact, most skilled big company executives will tell you that if you have more than three new initiatives in a quarter, you are trying to do too much. As a result, big company executives tend to be interrupt-driven. In contrast, when you are a startup executive, nothing happens unless you make it happen. In the early days of a company, you have to take eight to ten new initiatives a day or the company will stand still. There is no inertia that’s putting the company in motion. Without massive input from you, the company will stay at rest.

But the biggest news that month was the departure from Apple, yet again, of its cofounder, Steve Wozniak. Wozniak was then quietly working as a midlevel engineer in the Apple II division, serving as a humble mascot of the roots of the company and staying as far away from management and corporate politics as he could. He felt, with justification, that Jobs was not appreciative of the Apple II, which remained the cash cow of the company and accounted for 70% of its sales at Christmas 1984. “People in the Apple II group were being treated as very unimportant by the rest of the company,” he later said. “This was despite the fact that the Apple II was by far the largest-selling product in our company for ages, and would be for years to come.” He even roused himself to do something out of character; he picked up the phone one day and called Sculley, berating him for lavishing so much attention on Jobs and the Macintosh division. Frustrated, Wozniak decided to leave quietly to start a new company that would make a universal remote control device he had invented. It would control your television, stereo, and other electronic devices with a simple set of buttons that you could easily program. He informed the head of engineering at the Apple II division, but he didn’t feel he was important enough to go out of channels and tell Jobs or Markkula. So Jobs first heard about it when the news leaked in the Wall Street Journal. In his earnest way, Wozniak had openly answered the reporter’s questions when he called. Yes, he said, he felt that Apple had been giving short shrift to the Apple II division. “Apple’s direction has been horrendously wrong for five years,” he said.

When salespeople lead with their product or service, it is impossible to be perceived as consultants or trusted advisors. It makes it as clear as day that the salesperson believes the relationship and sale are centered on his offering, not the customer and its needs. It’s as if the salesperson is begging the customer to put his offering’s features and price on a spreadsheet to be compared against every competitors’ features and price.

For the existing enterprise, whether business or public-service institution, the controlling word in the term ‘entrepreneurial management’ is ‘entrepreneurial’. For the new venture, it is ‘management’. In the existing business, it is the existing that is the main obstacle to entrepreneurship. In the new venture, it is its absence. The new venture has an idea. It may have a product or a service. It may even have sales, and sometimes quite a substantial volume of them. It surely has costs. And it may have revenues and even profits. What it does not have is a ‘business’, a viable, operating, organized ‘present’ in which people know where they are going, what they are supposed to do, and what the results are or should be. But unless a new venture develops into a new business and makes sure of being ‘managed’, it will not survive no matter how brilliant the entrepreneurial idea, how much money it attracts, how good its products, nor even how great the demand for them.

The number one job of a leader is to wake up every morning, point to the horizon, and let everybody on the team know where the organization is going. The number two job of a leader is to explain, in clear and simple terms, why the story of going to and arriving at that specific destination matters. The number three job of a leader is to analyze the skills and abilities of each team member and find them an important role to play in that story. All human beings long for a mission. We are all born self-identifying as heroes in a story and we know, even as children, that our existence on this planet matters. Not only this, but as communal beings, every person longs to join a team on a serious and important mission. This is why dynamic leaders are able to attract top talent. Every dynamic leader you know or have ever heard of had a mission burning inside them that other people wanted to join. Great leaders become great because their mission makes them great. There are no exceptions.

PROLOGUE   Zoey “Wow, Z, this is a seriously awesome turnout. There are more humans here than fleas on an old dog!” Stevie Rae shielded her eyes with her hand as she looked around at the newly lit-up campus. Dallas was a total jerk, but we all admitted that the twinkling lights he’d wrapped around the trunks and limbs of the old oaks gave the entire campus a magickal, fairy-like glow. “That is one of your more disgusting bumpkin analogies,” Aphrodite said. “Though it’s accurate. Especially since there are a bunch of city politicians here. Total parasites.” “Try to be nice,” I said. “Or at least try to be quiet.” “Does that mean your daddy, the mayor, is here?” Stevie Rae’s already gawking eyes got even wider. “I suppose it does. I caught a glimpse of Cruella De Vil, a.k.a. She Who Bore Me, not long ago.” Aphrodite paused and her brows went up. “We should probably keep an eye on the Street Cats kittens. I saw some cute little black and white ones with especially fluffy fur.” Stevie Rae sucked air. “Ohmygoodness, your mamma wouldn’t really make a kitten fur coat, would she?” “Faster than you can say Bubba’s drinkin’ and drivin’ again,” Aphrodite mimicked Stevie Rae’s Okie twang. “Stevie Rae—she’s kidding. Tell her the truth,” I nudged Aphrodite. “Fine. She doesn’t skin kittens. Or puppies. Just baby seals and democrats.” Stevie Rae’s brow furrowed. “See, everything is fine. Plus, Damien’s at the Street Cats booth, and you know he’d never let one little kitten whisker be hurt—let alone a whole coat,” I assured my BFF, refusing to let Aphrodite mess up our good mood. “Actually, everything is more than fine. Check out what we managed to pull off in a little over a week.” I sighed in relief at the success of our event and let my gaze wander around the packed school grounds. Stevie Rae, Shaylin, Shaunee, Aphrodite, and I were manning the bake sale booth (while Stevie Rae’s mom and a bunch of her PTA friends moved through the crowd with samples of the chocolate chip cookies we were selling, like, zillions of). From our position near Nyx’s statue, we had a great view of the whole campus. I could see a long line at Grandma’s lavender booth. That made me smile. Not far from Grandma, Thanatos had set up a job application area, and there were a bunch of humans filling out paperwork there. In the center of the grounds there were two huge silver and white tents draped with more of Dallas’s twinkling lights. In one tent Stark and Darius and the Sons of Erebus Warriors were demonstrating weaponry. I watched as Stark was showing a young boy how to hold a bow. Stark’s gaze lifted from the kid and met mine. We shared a quick, intimate smile

August 29th WANT NOTHING = HAVE EVERYTHING “No person has the power to have everything they want, but it is in their power not to want what they don’t have, and to cheerfully put to good use what they do have.” —SENECA, MORAL LETTERS, 123.3 Is there a person so rich that there is literally nothing they can’t afford? Surely there isn’t. Even the richest people regularly fail in their attempts to buy elections, to purchase respect, class, love, and any number of other things that are not for sale. If obscene wealth will never get you everything you want, is that the end of it? Or is there another way to solve for that equation? To the Stoics, there is: by changing what it is that you want. By changing how you think, you’ll manage to get it. John D. Rockefeller, who was as rich as they come, believed that “a man’s wealth must be determined by the relation of his desires and expenditures to his income. If he feels rich on $10 and has everything he desires, he really is rich.” Today, you could try to increase your wealth, or you could take a shortcut and just want less.

WHAT DOES IT ALL MEAN? The lessons of market history are clear. Styles and fashions in investors’ evaluations of securities can and often do play a critical role in the pricing of securities. The stock market at times conforms well to the castle-in-the-air theory. For this reason, the game of investing can be extremely dangerous. Another lesson that cries out for attention is that investors should be very wary of purchasing today’s hot “new issue.” Most initial public offerings underperform the stock market as a whole. And if you buy the new issue after it begins trading, usually at a higher price, you are even more certain to lose. Investors would be well advised to treat new issues with a healthy dose of skepticism. Certainly investors in the past have built many castles in the air with IPOs. Remember that the major sellers of the stock of IPOs are the managers of the companies themselves. They try to time their sales to coincide with a peak in the prosperity of their companies or with the height of investor enthusiasm for some current fad. In such cases, the urge to get on the bandwagon—even in high-growth industries—produced a profitless prosperity for investors.

I sat up, woozy and blurry-eyed. I was lying in my old cot in the Me cabin. Sunlight streamed through the windows—morning light? Had I really slept that long? Snuggled up next to me, something warm and furry was growling and snuffling in my pillow. At first glance, I thought it might be a pit bull, though I was fairly sure I did not own a pit bull. Then it looked up, and I realized it was the disembodied head of a leopard. One nanosecond later, I was standing at the opposite end of the cabin, screaming. It was the closest I’d come to teleporting since I’d lost my godly powers. “Oh, you’re awake!” My son Will emerged from the bathroom in a billow of steam, his blond hair dripping wet and a towel around his waist. On his left pectoral was a stylized sun tattoo, which seemed unnecessary to me—as if he could be mistaken for anything but a child of the sun god. He froze when he registered the panic in my eyes. “What’s wrong?” GRR! said the leopard. “Seymour?” Will marched over to my cot and picked up the leopard head—which at some point in the distant past had been taxidermied and stuck on a plaque, then liberated from a garage sale by Dionysus and granted new life. Normally, as I recalled, Seymour resided over the fireplace mantel in the Big House, which did not explain why he had been chewing on my pillow. “What are you doing here?” Will demanded of the leopard. Then, to me: “I swear I did not put him in your bed.” “I did.” Dionysus materialized right next to me. My tortured lungs could not manage another scream, but I leaped back an additional few inches. Dionysus gave me his patented smirk. “I thought you might like some company. I always sleep better with a teddy leopard.” “Very kind.” I tried my best to kill him with eye daggers. “But I prefer to sleep alone.” “As you wish. Seymour, back to the Big House.” Dionysus snapped his fingers and the leopard head vanished from Will’s hands. “Well, then…

Sheepwalking I define “sheepwalking” as the outcome of hiring people who have been raised to be obedient and giving them a brain-dead job and enough fear to keep them in line. You’ve probably encountered someone who is sheepwalking. The TSA “screener” who forces a mom to drink from a bottle of breast milk because any other action is not in the manual. A “customer service” rep who will happily reread a company policy six or seven times but never stop to actually consider what the policy means. A marketing executive who buys millions of dollars’ worth of TV time even though she knows it’s not working—she does it because her boss told her to. It’s ironic but not surprising that in our age of increased reliance on new ideas, rapid change, and innovation, sheepwalking is actually on the rise. That’s because we can no longer rely on machines to do the brain-dead stuff. We’ve mechanized what we could mechanize. What’s left is to cost-reduce the manual labor that must be done by a human. So we write manuals and race to the bottom in our search for the cheapest possible labor. And it’s not surprising that when we go to hire that labor, we search for people who have already been trained to be sheepish. Training a student to be sheepish is a lot easier than the alternative. Teaching to the test, ensuring compliant behavior, and using fear as a motivator are the easiest and fastest ways to get a kid through school. So why does it surprise us that we graduate so many sheep? And graduate school? Since the stakes are higher (opportunity cost, tuition, and the job market), students fall back on what they’ve been taught. To be sheep. Well-educated, of course, but compliant nonetheless. And many organizations go out of their way to hire people that color inside the lines, that demonstrate consistency and compliance. And then they give these people jobs where they are managed via fear. Which leads to sheepwalking. (“I might get fired!”) The fault doesn’t lie with the employee, at least not at first. And of course, the pain is often shouldered by both the employee and the customer. Is it less efficient to pursue the alternative? What happens when you build an organization like W. L. Gore and Associates (makers of Gore-Tex) or the Acumen Fund? At first, it seems crazy. There’s too much overhead, there are too many cats to herd, there is too little predictability, and there is way too much noise. Then, over and over, we see something happen. When you hire amazing people and give them freedom, they do amazing stuff. And the sheepwalkers and their bosses just watch and shake their heads, certain that this is just an exception, and that it is way too risky for their industry or their customer base. I was at a Google conference last month, and I spent some time in a room filled with (pretty newly minted) Google sales reps. I talked to a few of them for a while about the state of the industry. And it broke my heart to discover that they were sheepwalking. Just like the receptionist at a company I visited a week later. She acknowledged that the front office is very slow, and that she just sits there, reading romance novels and waiting. And she’s been doing it for two years. Just like the MBA student I met yesterday who is taking a job at a major packaged-goods company…because they offered her a great salary and promised her a well-known brand. She’s going to stay “for just ten years, then have a baby and leave and start my own gig.…” She’ll get really good at running coupons in the Sunday paper, but not particularly good at solving new problems. What a waste. Step one is to give the problem a name. Done. Step two is for anyone who sees themselves in this mirror to realize that you can always stop. You can always claim the career you deserve merely by refusing to walk down the same path as everyone else just because everyone else is already doing it.

After a series of promotions—store manager at twenty-two, regional manager at twenty-four, director at twenty-seven—I was a fast-track career man, a personage of sorts. If I worked really hard, and if everything happened exactly like it was supposed to, then I could be a vice president by thirty-two, a senior vice president by thirty-five or forty, and a C-level executive—CFO, COO, CEO—by forty-five or fifty, followed of course by the golden parachute. I’d have it made then! I’d just have to be miserable for a few more years, to drudge through the corporate politics and bureaucracy I knew so well. Just keep climbing and don't look down. Misery, of course, encourages others to pull up a chair and stay a while. And so, five years ago, I convinced my best friend Ryan to join me on the ladder, even showed him the first rung. The ascent is exhilarating to rookies. They see limitless potential and endless possibilities, allured by the promise of bigger paychecks and sophisticated titles. What’s not to like? He too climbed the ladder, maneuvering each step with lapidary precision, becoming one of the top salespeople—and later, top sales managers—in the entire company.10 And now here we are, submerged in fluorescent light, young and ostensibly successful. A few years ago, a mentor of mine, a successful businessman named Karl, said to me, “You shouldn’t ask a man who earns twenty thousand dollars a year how to make a hundred thousand.” Perhaps this apothegm holds true for discontented men and happiness, as well. All these guys I emulate—the men I most want to be like, the VPs and executives—aren’t happy. In fact, they’re miserable.  Don’t get me wrong, they aren’t bad people, but their careers have changed them, altered them physically and emotionally: they explode with anger over insignificant inconveniences; they are overweight and out of shape; they scowl with furrowed brows and complain constantly as if the world is conspiring against them, or they feign sham optimism which fools no one; they are on their second or third or fourth(!) marriages; and they almost all seem lonely. Utterly alone in a sea of yes-men and women. Don’t even get me started on their health issues.  I’m talking serious health issues: obesity, gout, cancer, heart attacks, high blood pressure, you name it. These guys are plagued with every ailment associated with stress and anxiety. Some even wear it as a morbid badge of honor, as if it’s noble or courageous or something. A coworker, a good friend of mine on a similar trajectory, recently had his first heart attack—at age thirty.  But I’m the exception, right?

1. Did you conduct one-to-one meetings with each salesperson on your team? 2. Did you ask each of them how they like to be managed? Are they coachable? 3. Did you inquire about their prior experience with their past manager? Was it positive or negative? 4. Did you set the expectations of your relationship with them? Did you ask them what they needed and expected from their manager? What changes do they want to see? 5. Did you inform them about how you like to manage and your style of management? This would open up the space for a discussion regarding how you may manage differently from your predecessor. 6. Did you let them know you just completed a coaching course that would enable you to support them even further and maximize their talents? 7. Did you explain to them the difference between coaching and traditional management? 8. Did you enroll them in the benefits of coaching? That is, what would be in it for them? 9. Did you let them know about your intentions, goals, expectations, and aspirations for each of them and for the team as a whole? 10. How have you gone about learning the ins and outs of the company?Are you familiar with the internal workings, culture, leadership team, and subtleties that make the company unique? Have you considered that your team may be the best source of knowledge and intelligence for this? Did you communicate your willingness and desire to learn from them as well, so that the learning and development process can be mutually reciprocated?

Bezos had seemingly made up his mind that he was no longer going to indulge in financial maneuvering as a way to escape the rather large hole Amazon had dug for itself, and it wasn’t just through borrowing Sinegal’s business plan. At a two-day management and board offsite later that year, Amazon invited business thinker Jim Collins to present the findings from his soon-to-be-published book Good to Great. Collins had studied the company and led a series of intense discussions at the offsite. “You’ve got to decide what you’re great at,” he told the Amazon executives. Drawing on Collins’s concept of a flywheel, or self-reinforcing loop, Bezos and his lieutenants sketched their own virtuous cycle, which they believed powered their business. It went something like this: Lower prices led to more customer visits. More customers increased the volume of sales and attracted more commission-paying third-party sellers to the site. That allowed Amazon to get more out of fixed costs like the fulfillment centers and the servers needed to run the website. This greater efficiency then enabled it to lower prices further. Feed any part of this flywheel, they reasoned, and it should accelerate the loop. Amazon executives were elated; according to several members of the S Team at the time, they felt that, after five years, they finally understood their own business. But when Warren Jenson asked Bezos if he should put the flywheel in his presentations to analysts, Bezos asked him not to. For now, he considered it the secret sauce.

What is a “pyramid?” I grew up in real estate my entire life. My father built one of the largest real estate brokerage companies on the East Coast in the 1970s, before selling it to Merrill Lynch. When my brother and I graduated from college, we both joined him in building a new real estate company. I went into sales and into opening a few offices, while my older brother went into management of the company. In sales, I was able to create a six-figure income. I worked 60+ hours a week in such pursuit. My brother worked hard too, but not in the same fashion. He focused on opening offices and recruiting others to become agents to sell houses for him. My brother never listed and sold a single house in his career, yet he out-earned me 10-to-1. He made millions because he earned a cut of every commission from all the houses his 1,000+ agents sold. He worked smarter, while I worked harder. I guess he was at the top of the “pyramid.” Is this legal? Should he be allowed to earn more than any of the agents who worked so hard selling homes? I imagine everyone will agree that being a real estate broker is totally legal. Those who are smart, willing to take the financial risk of overhead, and up for the challenge of recruiting good agents, are the ones who get to live a life benefitting from leveraged Income. So how is Network Marketing any different? I submit to you that I found it to be a step better. One day, a friend shared with me how he was earning the same income I was, but that he was doing so from home without the overhead, employees, insurance, stress, and being subject to market conditions. He was doing so in a network marketing business. At first I refuted him by denouncements that he was in a pyramid scheme. He asked me to explain why. I shared that he was earning money off the backs of others he recruited into his downline, not from his own efforts. He replied, “Do you mean like your family earns money off the backs of the real estate agents in your company?” I froze, and anyone who knows me knows how quick-witted I normally am. Then he said, “Who is working smarter, you or your dad and brother?” Now I was mad. Not at him, but at myself. That was my light bulb moment. I had been closed-minded and it was costing me. That was the birth of my enlightenment, and I began to enter and study this network marketing profession. Let me explain why I found it to be a step better. My research led me to learn why this business model made so much sense for a company that wanted a cost-effective way to bring a product to market. Instead of spending millions in traditional media ad buys, which has a declining effectiveness, companies are opting to employ the network marketing model. In doing so, the company only incurs marketing cost if and when a sale is made. They get an army of word-of-mouth salespeople using the most effective way of influencing buying decisions, who only get paid for performance. No salaries, only commissions. But what is also employed is a high sense of motivation, wherein these salespeople can be building a business of their own and not just be salespeople. If they choose to recruit others and teach them how to sell the product or service, they can earn override income just like the broker in a real estate company does. So now they see life through a different lens, as a business owner waking up each day excited about the future they are building for themselves. They are not salespeople; they are business owners.

Knowing one’s emotions. Self-awareness—recognizing a feeling as it happens—is the keystone of emotional intelligence. As we will see in Chapter 4, the ability to monitor feelings from moment to moment is crucial to psychological insight and self-understanding. An inability to notice our true feelings leaves us at their mercy. People with greater certainty about their feelings are better pilots of their lives, having a surer sense of how they really feel about personal decisions from whom to marry to what job to take. 2. Managing emotions. Handling feelings so they are appropriate is an ability that builds on self-awareness. Chapter 5 will examine the capacity to soothe oneself, to shake off rampant anxiety, gloom, or irritability—and the consequences of failure at this basic emotional skill. People who are poor in this ability are constantly battling feelings of distress, while those who excel in it can bounce back far more quickly from life’s setbacks and upsets. 3. Motivating oneself. As Chapter 6 will show, marshaling emotions in the service of a goal is essential for paying attention, for self-motivation and mastery, and for creativity. Emotional self-control—delaying gratification and stifling impulsiveness—underlies accomplishment of every sort. And being able to get into the “flow” state enables outstanding performance of all kinds. People who have this skill tend to be more highly productive and effective in whatever they undertake. 4. Recognizing emotions in others. Empathy, another ability that builds on emotional self-awareness, is the fundamental “people skill.” Chapter 7 will investigate the roots of empathy, the social cost of being emotionally tone-deaf, and the reason empathy kindles altruism. People who are empathic are more attuned to the subtle social signals that indicate what others need or want. This makes them better at callings such as the caring professions, teaching, sales, and management. 5. Handling relationships. The art of relationships is, in large part, skill in managing emotions in others. Chapter 8 looks at social competence and incompetence, and the specific skills involved. These are the abilities that undergird popularity, leadership, and interpersonal effectiveness. People who excel in these skills do well at anything that relies on interacting smoothly with others; they are social stars.

Beware, and be on your guard against every form of greed; for not even when one has an abundance does his life consist of his possessions. -LUKE 12:15 One of our universal problems is the overcrowding of our homes. Whether we have an apartment or a six bedroom home, every closet, cupboard, refrigerator, and garage are all crammed with abundance. Some of us have so much that we go out and rent additional storage spaces for our possessions. Bob and I are no different than you. We buy new clothes and cram them into our wardrobes. A new antique goes in the corner, a new quilt hangs over the bed, a new potted plant gathers sunlight by the window. On and on it goes. Pretty soon we feel as though we are closed in with no room to breathe. We continually struggle to keep a balance in our attitudes regarding possessions. It is simpler to manage if you are single and live alone-it's just you. Life becomes more complicated with a spouse and children. You soon get that "bunched in" feeling. This creates more stress, and you can lose your cool and blow relationships when your calm is broken. We have made a rule in our home about abundance. Simply stated, it says, "One comes in and one goes out." After every purchase we give away or sell a like item. (We have an annual garage sale.) With a new blouse, out goes an older blouse; with a new table, out goes a table; and so on. Naturally if you're a newlywed this rule is not for you because you probably don't have an abundance of possessions. There's another strategy that's very effective. We have informed our loved ones that we don't want any more gifts that take up space or that have to be dusted; we prefer receiving consumable items. Remember-your life is not based on your possessions. Share with others what you aren't using.

In the U.S. Articles of Confederation, the federal government gave itself the exclusive right to regulate “the trade and managing all affairs with the Indians.” This power was repeated in the 1790 Trade and Intercourse Act, which further refined “trade” and “affairs” to include the purchase and sale of Indian land. The intent of these two pieces of legislation was clear. Whatever powers states were to have, those powers did not extend to Native peoples. Beginning in 1823, there would be three U.S. Supreme Court decisions—Johnson v. McIntosh, Cherokee v. Georgia, Worcester v. Georgia—that would confirm the powers that the U.S. government had unilaterally taken upon itself and spell out the legal arrangement that tribes were to be allowed. 1823. Johnson v. McIntosh. The court decided that private citizens could not purchase land directly from Indians. Since all land in the boundaries of America belonged to the federal government by right of discovery, Native people could sell their land only to the U.S. government. Indians had the right of occupancy, but they did not hold legal title to their lands. 1831. Cherokee v. Georgia. The State of Georgia attempted to extend state laws to the Cherokee nation. The Cherokee argued that they were a foreign nation and therefore not subject to the laws of Georgia. The court held that Indian tribes were not sovereign, independent nations but domestic, dependent nations. 1832. Worcester v. Georgia. This case was a follow-up to Cherokee v. Georgia. Having determined that the Cherokee were a domestic, dependent nation, the court settled the matter of jurisdiction, ruling that the responsibility to regulate relations with Native nations was the exclusive prerogative of Congress and the federal government. These three cases unilaterally redefined relationships between Whites and Indians in America. Native nations were no longer sovereign nations. Indians were reduced to the status of children and declared wards of the state. And with these decisions, all Indian land within America now belonged to the federal government. While these rulings had legal standing only in the United States, Canada would formalize an identical relationship with Native people a little later in 1876 with the passage of the Indian Act. Now it was official. Indians in all of North America were property.