By Dr. G Michael Durst

In order to create positive outcomes in your life, you must risk a change in behavior.

Management by Responsibility (is rooted in the premise that the manager’s job is to assist staff members to become fully functioning individuals. This does not mean that corporations need to become social institutions, riddled with self-help programs. The very nature of work, in and of itself, can and should assist people in transforming the quality of their lives. MBR is based on ‘win-win’ thinking: the more employees grow, the more the organization benefits.

The MBR process starts on the day you begin to implement the philosophy. Start with a self-assessment before trying to apply the MBR concepts to your staff. Responsibility is an inside job. 

The manager’s guide to self-management.

Just as you would with any other project you manage, begin your self-assessment by finding out what’s happening. Examine your present behavior-both the positive and the negative aspects-as objectively as possible and then take responsibility for creating the changes you feel are necessary.

Accepting your weaknesses and deficiencies is not easy. Because of sensitivity and a tendency to overreact to negative feedback, everyone has to guard against rationalizations and defensive behaviors which inhibit change.

In addition to self-reflection, avail yourself of as much feedback as possible. Ask for it directly from your staff, spouse, children, and friends. Listen. You may have to ask ‘leading’ questions, since some people may be reluctant to say anything because of your level of authority. Once you have received feedback from several sources, you need to create specific action plans for change. To do so effectively, we recommend you follow the O-M-R Formula:


  • What are your goals?
  • What kind of person do you want to be?
  • What type of manager do you want to become?

Focus on the Outcome and avoid any limitation imposed by the Methods involved (the “M”), or the Resources (the “R”) currently available to you. For example, avoid saying, “I’d like to … but I can’t afford it”, “I don’t have enough time”, “I don’t have the staff”, etc. Focus on Outcome first. In addition, keep asking “Is this an Outcome or is it a Method or a Resource?”.

The Action Plan spells out the methods, and it must be very detailed and realistic. After determining some possible methods of attaining what you want, turn your attention to the resources available:

  • How much time will it take?
  • How much money will be necessary?
  • Do others need to be involved?

Be realistic and honest about your resources. Is it the lack of resources or your use of the available resources that creates the restrictions?

The staff mirrors the manager.

To become effective managers, individuals must change who they are, not just what they do. Changes within the self can and do affect the entire environment. Managers who operate at a particular level tend to have staff that reflects their image. A study by Christopher Argyris concluded, “Subordinates tend to use the same leadership style that their boss tends to use, regardless of the training they receive” ˡ

Changes in the manager will have a profound impact on the workgroup. If managers do not like what they see in their staff members, they should look very closely at their own behavior. To help you get started in this process, descriptions of basic management styles, are reflective of each level below.

The Unconscious Level.

Managers on this level view their staff as trapped and without the power to change their position. As a reflection of their own feelings, they see the situation as fundamentally hopeless and so ‘Manage by Default”. They are concerned neither with productivity nor with the people they supervise. They tend, rather, to withdraw from their staff and avoid becoming involved with issues or policy decisions.

The Self-Protective Level.

Managers on this level view staff members as lazy and incompetent. Because they view productivity and people concerns as mutually exclusive, they think that people do not want to be productive, and therefore feel compelled to use force and coercion to get the job done. They ‘Manage by Dictatorship”. They are so intellectually blinded by their own beliefs that they see no exceptions to their pessimistic view of staff members. This justifies their taking an authoritarian stance.

The Conformist Level.

Managers on this level view staff members as weak and in need of protection from authority. Although they would deny it, conformist managers believe the staff to be incompetent. Because they want to be accepted by others, they rate people's concerns as more important than concerns about productivity. They tend to enjoy rescuing staff members from unrealistic demands. Because they find change to be risky, they ‘Manage by Status Quo”.

The Achievement Level.

Managers on this level view their staff as moderately and occasionally productive, but think they need to be manipulated to increase productivity. These managers see a conflict between productivity and people concerns. They emphasize results, sometimes at the expense of people's concerns. Due to a lack of planning and delegation, they tend to ‘Manage by Crisis; This syndrome reinforces their reactive approach and their constant impatience.

The Responsible Level.

Managers on this level view their staff as productive and creative. They see no conflict between productivity and people concerns. They realize that staff members need to be productive to feel a sense of worth and to have high self-esteem. Their management style is based on involving the staff and so they ‘Manage by Development. They look for ways to maximize staff involvement and participation by delegating decision-making, authority, and accountability.

Outside factors must also be acknowledged in assessing your management style. The organizational climate itself may determine at what level a manager can appropriately operate. Factors within a situation, such as time constraints and emergency issues, may temporarily override other considerations. The level of maturity of staff members also has a strong impact on managerial style. At the Responsible Level, however, managers can choose to adopt a particular approach, in a way that is appropriate for dealing with a person at a given level of maturity, yet they adapt to the situation when conditions change, or the staff member matures.

At what level do you perceive yourself operating most of the time? This gives you a choice: do you want to change or not? If so, write your Outcome statement in a positive fashion. For example, rather than stating, “I want to stop avoiding conflict situations,”, say “I will use conflict situations to create positive results for all concerned”.

In order to create these outcomes in your life, you must risk a change in behavior. This will mean overcoming doubts and fears and rising above your reluctance to experience discomfort. It will mean examining behaviors and attitudes to determine which ones contribute to your success and satisfaction and which ones don’t. Only after you have applied these concepts to yourself can you work effectively to help your staff members. Remember: Responsibility is an inside job and it starts with you!

 ˡ Christopher Argyris, Personality and Organization (New York, 1057). p. 99

If you liked this blog post, please forward it to someone you know who will benefit from this.

Dr. G Michael Durst is the founder and president of the Responsible Life Foundation. He has presented training and development programs for the American Management Association, International Training System, The National Association of State Trainers, and the American Society for Training and Development. Durst, who holds a doctorate from Loyola University, Chicago, has written several articles and books, including “Management by Responsibility”

By Dr. G Michael Durst

Commitments consist of taking total responsibility for producing results.

The Management by Responsibility system is based on making and keeping commitments. Commitments are made to produce results. These results may be tangible or intangible, easy or difficult, and or even satisfactory or unsatisfactory. They’re, nonetheless, results.

Many firms think they have an MBO (Management by Objectives) program when they actually have an MBW program. At the end of the year, the manager, playing persecutor, says, “But you stated your objective was to deliver three new systems and you’ve only delivered one!”. The staff member replies, “Well, I wish I could have …”. The manager also wishes that the three systems had been produce. That’s MBW: Management By Wishes!

Commitments consist of taking total responsibility for producing results, rather than ‘wishing’ and ‘hoping’ that everything will turn out as planned. The only real question is, “Are you willing to do what is necessary to produce the result?”. If the answer is not a definite, affirmative response, then the proposed objective is a wish, not a commitment or goal.

Commitment is a top-down, bottom-up process.

MBR training is based on one law of human dynamics. “The purpose of a manager is to serve others. “Serving others” does not mean “helping” the staff do their work or ‘rescuing’ them when they don’t. It means aiding their growth to the point where they can make commitments to the common purpose of the work unit – and keep them. To do this, the manager needs to create an environment that supports success rather than creating failure.

Work environments that support success have certain features in common. The manager clearly establishes a direction and common purpose for the work unit. Then the manager works with staff members to establish specific goals and objectives which are necessary to accomplish the purpose of the work unit. Both the objectives and performance expectations are clearly communicated to all concerned. Individual members of the staff commit to doing their part in meeting the objectives. The manager remarks on what the staff does right as consistently as what they do wrong.

In upcoming blog posts, we will discuss the skills involved in creating such an environment: goal setting, delegation, getting commitment and providing feedback. For now, let’s look at the process as a whole. It starts with an attitude: the skills develop from there. A Responsible manager makes a habit of asking:

  • “Am I serving myself and everyone involved?”.
  • “Are my actions going to create harmony or distance?”

Or to put it in another way, a Responsible manager never plays a ‘zero-sum game – “When I win, you lose” – or lets the staff play it. Either the work unit wins, or it loses. The manager has to commit to forging that unit to create success.

This necessity is particularly noticeable when managers and staff disagree on a particular decision. It is the responsibility of the staff members to state as objectively as possible, why they do not agree. Yet, if the final decision goes contrary to staff opinion, it remains the responsibility of the staff to carry out management decisions as completely as possible so as not to undermine the unit’s efforts.

Results do not lie.

Effective team functioning depends on mutual self-interest. No matter how clearly the manger states the common purpose of the work unit and the performance objectives involved, if the individual staff members don’t see what’s in if for them, the likelihood of getting results is slim. The Responsible manager plans for a ‘win-win’ game and communicates that fact.

The point of involving the staff in setting goals and objectives is to get their commitment to producing the desired results. If the results are not forthcoming, the individual involved did not take total responsibility (and perhaps never intended to) or did not perceive a personal benefit in producing the result. Life is RESULTS or B.S. (Belief Systems-of course!). You either produce the result on time, as agreed, or you produce the B.S  as to why you haven’t. RESULTS DON’T LIE.

Corporations, like individuals, either produce results or produce excuses. When the results don’t occur, the mind automatically produces the ‘reason’ why not. It produces ‘justifications’, pleads for ‘reasonable expectations’, stands on the ‘rightness’ of its conduct to date-and ends up blaming other people, circumstances, and/or events. All these responses to not producing results as agreed bring people down to the lower levels of maturity.

The level of satisfaction you experience is directly proportional to the extent that you keep your commitments to yourself and to others. Job satisfaction depends on your willingness to make commitments and then produce the results. Staff members who attempt to do less get less satisfaction from what they do. Whenever a goal of the work unit is accomplished, everybody involved assumed 100 percent responsibility, even if some of the parties did most of the work.

If you liked this blog post, please forward it to someone you know who will benefit from this.

Dr. G Michael Durst is the founder and president of Responsible Life Foundation. He has presented training and development programs for the American Management Association, International Training System, The National Association of State Trainers, and the American Society for Training and name but a few.  Durst, who holds a doctorate from Loyola University, Chicago, has written several articles and books, including “Management by Responsibility”.

By Karel Vermeulen

Business Coaching includes all coaching within a business context.  Often the client is not able to specify what kind of coaching they require, or they may need a culmination of coaching categories. It is a partnership wherein the Coach works with the client to: 

  • understand the client's current reality,
  • explore alternatives and opportunities,
  • target clients' energy,
  • define priorities,
  • help the coaching client create a strategy,
  • clarify objectives,
  • develop action plans,
  • move past challenges, and
  • progress toward the outcomes the client chooses.

Which category is most important to you at this point in your career? Or are you likely to say, “All of the above”?  In either case, Coaching would be a good idea for you to maximize your success strategies.

The Business Coach serves the client by focusing on trust active listening, powerful questioning, direct communication, creating awareness, defining and co-designing action plans, setting priorities, and serving as an accountability partner.

SA Business Coaches identifies 43 categories, but not limited to that a business coach can assist a client with. Some of these categories are accountability, business growth, strategy development, confidence building, goal setting, increasing sales revenue, identifying those limiting beliefs that are jeopardizing business and personal growth, confidence building, conflict resolution, marketing, vision, mission, and objective setting and managing, and team building, etc.

It is important to point out that business coaching is different from consulting, mentoring, therapy, counseling, and/ or advising. It is a process and not a one-stop solution. That is not to say that a business coach who is qualified and registered with governing bodies such as  COMENSA, ICF, SA Business Coaches, may not from time to time take on these roles if need be for the sake of the client.  However, a good coach will then turn back to the principles of business coaching.

Did you know that the following famous people all had a business coach:

  • Eric Schmidt – formerly CEO of Google
  • Bill Gates
  • Steve Jobs
  • Barak Obama
  • Oprah Winfrey
  • Leonardo DiCaprio
  • Serena Williams
  • Hugh Jackman

A major difference is that in business coaching, the client does most of the talking while the coach uses certain powerful questions to guide clients to awareness as to find the answers within themselves.  The client may bring any topic, mood, or outcome to the coaching session to be discussed. Then goals and an action plan will be set into place for the client to implement and give feedback in their next coaching session.

When one looks at all successful athletes, they all have one or even more than one coach. They have a performance coach, a mind coach, and even a nutrition coach and the list go on and on. Why then, if successful athletes know the value of hiring a coach, do entrepreneurs and business owners not see the value of a coach?

In a very informative article on coaching by Louisa Zhou,:

“According to iPEC, 1.5 million searches are made every month by people and companies looking for life coaches, business coaches, and executive coaches.”[1]

“In 2019, the estimated global revenue from coaching was 2.849 billion USD.”[2]

“And while face-to-face coaching decreased sharply after COVID-19 (by 74%), online coaching has become wildly more popular, as it’s increased by 57%”[3].

Coaching clients are happy with their results:[4]

  • 99% of individuals and companies who hire a coach are “satisfied or very satisfied” and 96% say they would repeat the process.
  • 95% of clients rate their coaches as “good” or “excellent.”
  • 68% of individuals who hired coaches were able to make back their investment. Those who make a financial gain on their coaching can on average expect 3.44 times the amount spent
  • 86% of companies that could calculate their return on investment said that they at least made back their initial investment. 19% indicated an ROI of 50x the investment. 28% saw an ROI of 10-49x the investment. The median ROI is 7x the investment.
  • According to a study, coaching has a 221% ROI.[1]
  • 51% of companies with a strong coaching culture report higher revenue than their industry peer group.[2]

Most clients find their coaches through referrals and word of mouth (46%). The majority (73%) of coaching programs last one year or lessIn the US, the average annual income from coaching is $62,500) However, that is dependent on the coach and running 6- and multiple 6-figure businesses (or even 7-

figure businesses) is something a lot of coaches do (including many of my students). In South Africa, the annual base income from coaching is about R195,072.[1]

The Way Coaching Is Regulated

Coaching and mentoring are generally considered to be 'self-regulated'However, increasingly more members of the professional community believe that coaching and mentoring should be formally regulated. I consider business coaching to be a profession that requires skill, intellectual insight, and the ability to question clients to have them become self-directed. This can take years of intense study to maximize positive impact on the client it is important for me to be an accredited and licensed business coach that is registered with an official governing body such (COMENSA, ICF, SA Business Coaches, or SEATA). Such registration and certification requirements not only hold me accountable to be professional but also to adhere to the strict policies, regulations, frameworks, and methodologies of these governing bodies to provide my clients with the best professional quality service.

What Can a Business Coach Help Me With?

Every person, business, and situation is unique. The coach is there to help you understand and determine what factors may be keeping you stuck, causing worry, or preventing you from enjoying your business so you be even more successful. Together, the business coach and the client will determine what the best course of action will be to move the client forward. 

A coaching session can be anything from between 45

minutes to 60 minutes depending on the client’s needs in order to create professional agreements between the coach and client to determine the best outcomes.

Business Coaching Can Help You With:

  • Cognitive, Emotional and Personality coaching
  • Setting achievable Goals
  • Identify Habits and limiting beliefs that is holding you back and how to overcome them
  • Self-Efficacy, Self Esteem, Self-Evaluation, and Self Perception
  • Development
  • Performance Related
  • Human Skills development
  • Management Processes
  • Management Skills
  • Leadership Skills
  • Business and personal growth
  • Sustainability
  • Overcoming Overwhelmed Ness
  • Vision creation
  • Setting Objectives
  • Identify Operations needed
  • Marketing and Sales
  • Finance and Financial management
  • Manufacturing processes
  • Production
  • Human Resources
  • Internal Politics

You get coaches and then you get great coaches. Business coaches can also be divided into various categories, like a transformation coach, an executive coach, a mind coach, a results coach, etc. It is important to know what type of business coach you are looking for so the coach can ultimately guide you to the outcome that you want. A great business coach regardless of the category will help you to:

  • Identify what changes need to be made.
  • Get to the heart of the problems as soon as possible.
  • Become more effective based on your agenda, not theirs since they are non-biased.
  • Relate to the client quickly and develop trust and credibility.
  • Learn to understand their clients’ needs both emotionally and intellectually.
  • Help their client understand where they can stretch their capabilities.
  • Have extensive business knowledge and experience.

The Responsibility Of The Client

Both the coach and the client have a responsibility first to themselves and then to each other. This is a mutual professional agreement between the two parties:

To commit totally to the coaching intervention.

To be honest, truthful, and adaptable to change.

To be involved in the program from start to finish.

To give feedback to the coach if the sessions are not achieving the desired outcomes.

To participate honestly and diligently.

To be constructive and proactive before, during, and after the coaching intervention.

To be cooperative and positive.

To be honest about the success of the program.

To be diligent and complete all assignments and tasks to the best of their ability.

To attend all coaching sessions and be actively involved in the process.

The Responsibility Of The Coach

On the other hand, the coach has an equal and if not more serious professional responsibility towards the client. This can be summed up as follow:

  • To co-define and co-create the coaching relationship
  • To realistically appraise the client before, during, and after the coaching intervention
  • To give honest and constructive feedback where necessary
  • To conduct all coaching sessions in a professional and diligent manner
  • To utilize all possible technology and resources in achieving success
  • To be ethical, moral, and professional in all interactions, teaching, and learning
  • To be honest about the success of the program
  • To adhere to international best coaching practices
  • To provide one on one coaching
  • To arrange activities to facilitate the development
  • To adhere to the principles of trust, truthfulness, giving credit where due, patience and sensitivity

It is not a shame or a sign of weakness to ask for help.  As top experts in the field of development say that 80% of all success is to simply show up.

How will you show up to your success?

If you liked this blog post, please forward it to someone you know who will benefit from this.

Follow Karel Vermeulen:

Karel Vermeulen is the founder and director of Success Growth Academy, The KV Brand and also the founder and developer of the highly successful product brand Lubrimaxxx Personal Lubricant, Cape Town, South Africa. He is also a successful entrepreneur, published author, a registered NLP Practioner with the AUNLP (American Union of NLP), and accredited and licensed Business Coach with COMENSA, SA Business Coaches and the ICF (International Coaching Federation). He also holds a Batchelor Degree in Counseling. He has interviewed the actor John Travolta in Los Angeles, has been interviewed on various radio stations and podcasts. He is the developer of Sales Profit Mastery, an online course, published his first book Do You Really Want to Be An Entrepreneur and co-authored Finding Your Moment Of Clarity and The Game Changers.

By Karel Vermeulen

My Story

What comes to your mind when you hear the word “sales”? 

What emotions are you feeling when you hear this dreadful word “sales”?  

As a successful entrepreneur, published author and business owner of multiple businesses, one would assume that I love and excel in everything that has to do with sales. Wrong! As a matter of fact, I hated sales. Whenever I had to jump on a sales call or tell someone about my product and service, I would get so nervous that I hardly could get a word out. I experienced all the fear symptoms; dry mouth, shaking knees, forgetfulness, doubt, low self-esteem, frustration, hate, and anxiety. Have you ever experienced any of these symptoms?

In December 2018, I decided that enough is enough. I cannot carry on like this. I need to conquer my fear of sales if I want to be more confident, inspired, valued, respected and successful. So, to make a long story short, I enrolled into a Sales University as well as enrolled in every sales course and sales training that I could lay my hands on. It is then that I discovered, and learned about this simple, yet extremely effective sales.

secret ‘missing-link’ that has not only taken one of my businesses out of the red by increasing my sales revenue with over 300%, but also raised my confidence, excitement, and energy as well as I am operating now from a place of calm and peace. 

What would it mean for you, your business, and your family if you can have whatever you desire without feeling guilty, stressed, anxious, frustrated, overwhelmed, bitter, nervous, humiliated, resentful and or even depressed? 

The Secret Missing Link

This chapter is not about all the different sales methods, strategies and techniques, and sales talks that you get to learn whenever you enroll into a sales course. It is not about how to handle objections, read your client’s body language, how to persuade your client into the sale and definitely not about what to say and what not to say. 

All the above is important for business growth, do not get me wrong. What I am about to share with you, I truly belief and have experienced myself, is the ultimate crucial non-negotiable foundation for any success in your business and your life. It is what we call one of the ultimate universal truths that once you grasp, understand and practice this “secret missing link” on a daily basis, your life will never be the same! It is like the law of attraction. No matter who you are or where you are from, as long as you live within the boundaries of mother earth, you will be bound by its law and truth, the law of gravity. What goes up must come down. 

The main reason that you do not have what you want, and in the context of this chapter, your lack in sales income revenue in  your business, is the fact that you are not showing up as you should to manifest that what you genuinely want and desire. It is important to know and understand that there are two worlds we are living in. We call it the metaphysical and the physical worlds. The metaphysical is about mindset and energy, it is who you truly are inside. It is your identity when you are showing up. It is not visible with your physical eyes neither are you able to touch it.  On the other spectrum we have the physical world of which we are all familiar with. It is what you can see and touch, the actions that you take to generate money etc. When you use both worlds together that is when the magic happens, the manifestation of something incredible that you create. Yes, it is important to learn how to sell, how to communicate to your ideal client and how to market in order to grow your business. The secret missing link is the metaphysical stuff that the majority of people do not focus on. This truth that I learned from one of my many online mentors Zachary Dixon has changed my sales perception and sales training completely for the better.  

With the metaphysical we need to realize that everything is a feeling and then we need to feel those feelings right now every single day through the power of visualization. The secret to manifesting is that you got to be it right now. Acting as if you have it already. Like faith. Like the law of attraction. You speak it out, live it, and feel it as if has already manifested. Do not wait for it. You got to be it. It is the internal work that we need to do first. Most salespeople focus on the outward stuff first and neglect the internal work and this is where most people are getting it so wrong. What you focus on internally WILL manifest eventually external. One of my favorite affirmations that has helped me tremendously is: ‘my thoughts, my words and my actions are powerful forces of attraction”. 

The important question to ask yourself is: “how can I activate the metaphysical world to manifest what I truly want?”

You do it by following and practicing these 3 easy steps:

Step 1: Get clarity

Get crystal clear on exactly what it is that you want. Clarity leads to certainty and certainty equals knowing. Certainty removes all doubt, and it attracts. Know that your dreams will happen because that is one of the secrets in manifesting. Example: if you want more sales, then how many clients do you want to have that brings in how much money it is that you want? 

Step 2: Name the emotions

Determine the exact emotions behind your clarity. Behind everything that we want is a corresponding feeling, an emotion. Money is an emotion If I have money in my bank account, I feel secure, I feel comfortable, I feel confident and successful. What is the emotion behind that what you want?

Step 3: Visualization

Visualize every day that what you want. You cannot do it for a few days and then expect it to materialize. It takes about 6-8 weeks for the visualization to materialize in the physical world. Imagine what it is what you want and how it feels when you have it even if you do not believe it at first. Speak those feelings and pictures out aloud. Own it by grabbing those pictures and in your minds-eye wrapping it over your body. 

It is important to do the inner work first. The metaphysical work as this will magnify your life and sales in so many ways. Be mindful of our left brain as it will get in your way telling you it is not real; it is a coincidence that it has manifested etc. Do the process and the work and you will be amazed with your results. 

Your Relationship With Money

I will do you a disfavor if I do not ask you this important question. What is your relationship with money? In other words, what do you think and what is the emotions that surface when you think about money? What is your identity with money?

Increasing your sales will ultimately result in an increase of revenue, moolah, money. Earlier I mentioned that money is also energy, a feeling. Did you know that how you think about money, the type of emotions that you have towards money can either block or aid you in having the money / income that you want and deserve? Do you feel that you doing all the work and for some reason they money just do not come in?

“Money does not grow on trees”, “money is the root of all evil”, “money is scarce”, “we have to work hard for our money” and “I do not deserve to be rich”, and “it is better to be poor than to be rich”. Do any or all of these statements sound familiar? These are what we called limiting beliefs and will prevent you from the income that you deserve.

  Some people also are afraid of money, afraid of real success and this all is blocking them to accept and manifest the true wealth that the universe wants to bestow on them. 

Remember, what we think we attract. And if you have a limiting belief around money (a bad money relationship), then that is what you going to attract in your life no matter how many sales courses you do and no matter all the other inner work that you do. What does this all mean? It means that you have to reinvent YOU around money and understand and appreciate that money is another form of energy. It has a value assigned to it. When you go to the supermarket, you exchange money (paper) that holds a certain value for that what you are buying. You got something of value in yourself, your business, your product and or service. You are valuable. It is about rebuilding you. People who make money and lots of money utterly understands and belief that they are valuable. 

This is where it begins. When you rebuild your relationship around money, you also rebuilding your identity around money. This does take time. You have to invest in yourself, bet on yourself and back yourself up with your newfound belief through constant positive money affirmations and visualization exercises. Work on your self-worth, your self-esteem, and your confidence. You owe it to yourself, your family, and your clients. It is crucial that you be honest with yourself about what your true relationship with money is. You have the power to change. You deserve to have the best. Ok, how do you change your bad relationship with money? 

Step 1: Acknowledge that you have a bad/negative relationship with money.

Step 2: Forgive yourself.

Step 3: Create positive affirmations around money. 

Step 4: Visualize your new relationship with money and feel the corresponding emotions. 

Step 5: Be grateful for the wealth and income that is coming your way and that you deserve.

On a scale from 1-10, where 1 is exceptionally low and 10 extremely high, how serious are you to turn your lack of sales success into profit?  

Do whatever it takes. Take massive action today to get rid of all doubt and negative self-belief habits. You deserve to thrive in your business, to be proud of yourself, feeling confident, successful, powerful, respected, valued, amazed, and inspired.  

I Believe in You!

I am honored as this blog post was included as a chapter in the book “Play The Game. How to win in todays challenging environment. You can get your own copy by clicking the link on the picture or order directly from Amazon.

What Is It That You Really Want?

If you liked this blog post, please forward it to someone you know who will benefit from this.

Follow Karel Vermeulen:

Karel Vermeulen is the founder and director of Success Growth Academy, The KV Brand and also the founder and developer of the highly successful product brand Lubrimaxxx Personal Lubricant, Cape Town, South Africa. He is also a successful entrepreneur, published author, a registered NLP Practioner with the AUNLP (American Union of NLP), and accredited and licensed Business Coach with COMENSA, SA Business Coaches and the ICF (International Coaching Federation). He also holds a Batchelor Degree in Counseling. He has interviewed the actor John Travolta in Los Angeles, has been interviewed on various radio stations and podcasts. He is the developer of Sales Profit Mastery, an online course, published his first book Do You Really Want to Be An Entrepreneur and co-authored Finding Your Moment Of Clarity and The Game Changers.
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