Tongue Fu!®: How to Deal with Difficult People Without Becoming One Yourself

What do you do when:

* someone does something unfair or unkind?

* people are blaming you or accusing you of something untrue that you didn’t do?

* people keep explaining why they’re “right” and won’t listen to reason?

Do you remain silent because you don’t know what to say? Do you speak up only to wish you hadn’t? Or do you think of the perfect response … on the way home?

It’s natural to get frustrated when dealing with challenging people. You may feel like saying, “I don’t deserve this” or “I don’t get paid enough to deal with this.”

However, giving in to the temptation to blurt out what’s on the tip of our tongue will almost always make things worse. Why? REACTIONS escalate emotions.

From now on, the goal is to think before you speak so you RESPOND vs. REACT.

Are you thinking, “I agree with this in theory, but sometimes it’s hard to do in practice?”

You’re right. The irony is, we’re taught math, science and history in school; we’re NOT taught how to deal with difficult people – without becoming one ourselves.

That’s where Tongue Fu!® – martial arts for the mind and mouth – comes in.
tongue-fu-hands-image

Tongue Fu!® is a trade-marked process (and course and book) originated by Sam Horn that’s been endorsed by Anthony Robbins who calls it “terrific,” by John Gray who says “Everyone should read it,” and Executive Book Summaries who says it’s a “MUST for anyone who deals with the public.” It has been taught to groups as diverse as Honolulu Police and Boeing and featured in Readers Digest and Washington Post. These are the techniques you wish you’d been taught back in school.

Want some examples of how to communicate more constructively with coworkers, customers, even kids? I’ve collected the most FAQ’s and share answers here on how to respond more pro-actively to challenging situations so you’re never tongue-tied again.

Tongue Fu!® Tip #1. “What can I do when people complain?”

When people complain, don’t explain, Take the AAA Train. Explaining why something wasn’t done when it was supposed to be done makes people angrier because explanations come across as excuses. Instead, Agree, Apologize, Act. “You’re right, Mrs. Smith, we were supposed to send that material to you last week, and I’m sorry you didn’t receive it yet. If I could please have your name and address I’ll personally put that brochure in an envelope and make sure it goes out today.” Voila. Complaint over!

Tongue Fu!® Tip #2: “What can I do if people accuse me of something untrue?”

Whatever you do, don’t defend or deny it. If someone blindsides you with an unfair allegation, “You women are so emotional!” and you protest with, “We’re not emotional!” you’ve just proven their point. Instead, put the conversational ball back in their court with, “What do you mean?” Asking them to explain themselves will cause them to reveal the real issue and you can address that instead of reacting to their attack. Imagine an upset client claims, “You don’t care about your customers.” Protesting, “That’s not true. We pride ourselves on our quality service” turns this into a “Yes we do – No you don’t” debate. Instead ask, “What makes you think that?” The client may say “I’ve left three messages and no one’s called back.” Aaahh, the real issue. Now you know what’s really bothering her and you focus on that instead of reacting to her attack.

Tongue Fu!® Tip #3: “What can I do if people are arguing?”

Stop disagreements with a hand gesture. No, not that one! If people are arguing and you try to talk over them, what will happen? They’ll talk louder. The voice of reason will get drowned out in the commotion. Putting your hand up like a policeman will cause them to pause for just a moment, which gives you a chance to get your verbal foot in the door. Then say these magic words, “We’re here to find solutions, not fault.” Remind them that John F. Kennedy said, “Our task is not to fix the blame for the past, it’s to fix the course for the future.” If the conversation starts deteriorating into a gripe session again, make a T with your hands and call out, “Time out. Calling each other names won’t help. Instead, let’s focus on how we can keep this from happening again.”

Tongue Fu!® Tip #4: “What if I have to give bad news?”

Don’t use the apathetic words, “There’s nothing I can do” or “There’s no way I can fix this.” A front desk manager at a hotel asked, “What can we say when people grumble about the rain? There’s nothing we can do about the weather. We’re not Mother Nature.” I told her, “The words, ‘There’s nothing” and “There’s no way’ come across as a verbal dead-end. People will conclude you don’t care. They’ll get more louder in an effort to make you care. Use the words, ‘I wish,’ ‘I hope,’ or ‘There’s something’ to let people know you’re trying to help them. Say, ‘I wish I could bring out the sunshine for you. I know you were looking forward to some beach time’ or ‘I hope it clears up soon. In case it doesn’t, there’s something I can suggest. Here’s a list of rainy-day activities so at least you can make the most of your visit even if the sun doesn’t cooperate.'” In the real world, we can’t always give people what they want and we sometimes have to deliver bad news. We can at least give people our concern and offer options.

Tongue Fu!® Tip #5: “What can I do if someone makes a mistake?

If something’s gone wrong,don’t “should” on people. When we tell people what they should have done, they will resent us – even if what we’re saying is right. Why? People can’t undo the past. If they’re being reprimanded for something they can’t change, they’ll channel their feeling of helplessness or guilt into antagonism towards us. My mom used to tell me, “We can’t motivate people to do better by making them feel bad.” Telling people what they “should” have done makes them feel bad and doesn’t teach them how to do it better. When people make a mistake, be a coach, not a critic by using the words “in the future” to shape their behavior instead of shame it. Focusing on what they can do “from now on” helps them learn instead of lose face and they’re a lot more likely to do things differently “next time.”

Tongue Fu!®Tip #6: “What can I do if someone’s teasing me?”

Develop a repertoire of Fun Fu! remarks. Erma Bombeck (bless her soul) said, “If we can laugh at it, we can live with it.” Are you sensitive about something? Perhaps you’ve put on a few pounds. You have a choice. You can be hyper-sensitive about this and give people the power to embarrass you, or you can come up with clever, non-combative comebacks and keep your wit(s) about you.

Want an example? I ran into a very tall man in an airport. The people in front of me were laughing and pointing at him. I thought, “How rude!” Then he got closer and I could see his t-shirt which said, “No, I’m not a basketball player!” The back of his shirt said, “Are you a jockey?” This man told me he used to dread going out of the house because everyone made smart-aleck remarks. He finally decided if he couldn’t beat ‘em, he might as well join ‘em. “This is nothing,” he said with a smile, “I have a drawer full of these shirts at home. My favorite says ‘I’m 6’13” and the weather up here’s fine.’ Ever since I started wearing these shirts,” he added, “I’ve had fun with my height instead of being frustrated by my height.” Fun Fu! responses can help you lighten up instead of tighten up so no one has the power to get under your skin or knock you off balance.

Tongue Fu!® Tip #7: “What if I have to tell someone no?”

Turn “NO, you can’t because” into “YES, you can, as soon as.”

Imagine a staff member asks, “Can I have my paycheck early? I’m going on a trip this weekend” and you answer, “No you can’t have your paycheck because it hasn’t been approved by payroll.” That’s the truth, however people will get upset because they feel you’re brushing them off.. The words “can’t because” are like a verbal door slamming in their face. Want good news? You can often approve requests with the words, “Sure you can, as soon as” or “Yes you can, right after.” Re-word your reply to, “Yes, you can have your paycheck, as soon as it’s approved by payroll. Why don’t we give them a call, explain the circumstances and see if there’s any way they can speed things up.” One manager said, “I can’t wait to use this idea at home. My kids see me as a ‘big meanie’ because I’m always telling them ‘no.’ Next time they ask if they can go outside and play with their friends, instead of saying, ‘No you can’t, because you haven’t done your homework,’ I’m going to say, ‘Sure you can, as soon as you finish your homework.’ Instead of seeing me as the one blocking what they want, this makes them responsible for getting what they want. It changes the whole dynamic of our relationship.”

Have these been helpful? Want more ways to turn conflicts into cooperation and keep your cool – even when other people aren’t? Check out Tongue Fu!®and Tongue Fu! at School.

Are you thinking, “I’ve tried all these win-win approaches and they work with most people. However, there’s ONE person in my life who ignores all this.” You may be dealing with a bully. Check out my Never Be Bullied Again video and take this quiz to see if you’re dealing with what I call a 5%er. If so, the tips in my Bully books can keep that person from mistreating you and ruining your quality of life.

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Sam Horn, Intrigue Expert and TEDx speaker, is on a mission to help people create respectful communications that add value for all involved. Her work- including POP! and Washington Post bestseller Got Your Attention? – has been featured in New York Times and presented to clients as diverse as National Geographic, Four Seasons Resorts, Capital One, Accenture and Cisco.

Start with a Story

A new client told me, “I don’t have any stories.” I told her, “We ALL have stories. Stories are simply the intriguing things that happen to or around us.”
stories-are-simply-the-intriguing-things

She came back with, “But I wouldn’t know how to tell a story even if I had one.”

I promised to share this post which shows how to notice and collect real-life stories and re-enact them so they come alive. First, I’ll start with a story.

Several summers ago, I realized how sedentary I’d become. Like many Americans, I spend 12 hours a DAY sitting and it had taken a toll on my health.

I decided to change things up. I lived on a lake outside Washington DC in a community with 20 public pools. I vowed to swim four times a week and to visit every single one of the pools in my neighborhood by Labor Day weekend.

One sunny afternoon, after a long day of writing, I decided it was time to get up and get moving. I jumped in my van and went “pool shopping.” I noticed a new pool I hadn’t tried before tucked under some shade trees, parked and went in.

As soon as I walked in, I realized I’d found the “family” pool. The place was packed with kids playing Marco Polo and featured one of those mushroom-shaped fountains in the wading pool. It did my heart good to know kids still play Marco Polo.

I found a chaise lounge next to a woman watching her three young kids. Just then, a man wearing a business suit walked in. The three kids bounded out of the pool and ran to meet him, calling out “Daddy, Daddy.”

He hugged them, gave his wife a peck on the cheek and headed to the locker room to change into his swim trunks. Moments later, he was in the pool with his kids. They were diving off his shoulders and proudly showing him the strokes they’d learned in their swim lessons. It was a scene right out of a Norman Rockwell painting.

All of a sudden, he paused, looked up at his wife almost in a state of wonderment and said, “Hon, why don’t we make this our default? Why don’t we meet at the pool every night after work?”

I have to admit, I held my breath. I looked at her, thinking, “Please say yes.”

She thought about it for a moment, nodded and said simply, “Why don’t we?”

In five seconds, they abandoned an old default and adopted a new one. Instead of, “Get up, go to work, come home;” it was now “Get up, go to work, go to the pool, come home.”

Who knows, that family may always remember that summer as the one they met Dad at the pool every night after work. Perhaps I”m being a Pollyanna about this, but maybe they will remember that summer as the one everything was right with their world.

So, what’s this got to do with you? Imagine you’re giving a presentation about changing habits. Or you’re talking to your team about the dangers of sitting for hours at at a time, all day, every day.

You could start by sharing research that explains how difficult it is to adopt new habits. You could begin with a study that reveals sitting is considered the “cigarettes of our era” in terms of how hazardous it is to our health.

Or you could start off with a story SHOWING how someone changed a habit that lead to a more positive, productive, proactive life. You could start off with a real-life example of someone who, in seconds, replaced an old default with a new default that immediately benefited them and everyone involved.

Which do you think will be more effective?

In today’s world of INFObesity (information that comes across as blah-blah-blah) people are more likely to relate to and remember real-life stories that show vs. tell.

Are you thinking, “But I don’t have any stories.” or “I’m not good at telling stories?”The good news? Remember, stories are simply the intriguing things that happen to you and around you.

Ask yourself, “What point do I want to make in my presentation or in this meeting?” Or, “What is the SHIFT I want my listeners, readers, employees to make?” Then ask yourself, ‘Where have I seen someone DO that, LEARN that, EXPERIENCE that at work, at home or in my community?”

Now, all you have to make that story come alive is to “put people in the S.C.E.N.E” by re-creating what was said and done. Re-enact that experience with these five tips so people feel it’s happening to or around them, right now.

The key to making a story believable and relatable is not to make it up. it’s to re-enact something that actually happened so people trust it and you.

When you put people in the S.C.E.N.E., you’re not “telling a story,” (which some skeptics may suspect you got off the internet); you’re sharing a real-life example that shows what you’re suggesting has worked for others – and how it can work for everyone listening and reading too.

SAM’s TIPS FOR SHARING STORIES THAT PUT PEOPLE IN THE SCENE

S = SENSORY DETAIL: Describe the time, place and location with just enough vivid sensory detail so we feel like we’re standing or sitting right next to you. Describe what it looked like – maybe even what it smelled like, tasted like, felt like, sounded like – so we’re seeing it in our mind’s eye.

C = CHARACTERS: Who is in the scene? Describe the individuals involved so we can picture them and so we know their MOOD. Are they busy, frazzled and stressed? Happy? Angry? Excited? What’s his/his name? If you want us to CARE about your CAREacters, flesh them out so we feel we know them.

E = EXPERIENCE IT: Robert Frost said, “No tears in the writer, no tears in the reader.” I think, “No epiphany in the speaker, no epiphany in the listener.” This may be the hundredth time you’ve told this story, but if you mentally put yourself back in the scene, re-experience it as if it’s the first time, and re-enact it as if it’s happening NOW, you will feel what you felt then – and we will too.

N =NARRATIVE: Why can we read novels for hours at a time and it’s not hard work? It’s because authors use narrative – e.g., “He said, She said” – so we feel we’re right in the middle of the conversation. Simple said, narrative is a non-negotiable if you want your story to come alive. Include who said what with comma/quotes “(i.e., “He said, “Why don’t we change our default.” She said, ”Why don’t we?.”) so your story is organic, original and REAL.

E = EPIPHANY: What is the lesson-learned, the happy ending, the problem that was solved, the shift that occurred, the aha where the light comes on, the band plays and it all makes sense? Every story needs a “moral of the story” so it achieves a purpose and the audience gets the point. What’s yours?

A mantra of the speaking profession used to be, “Make a point, tell a story.” That advice is outdated. In these days of short-attention-spans and INFObesity, if you take too long to make your point, people will never make it to the story.

As John Steinbeck said, “If there’s magic in story-telling, and I’m convinced there is, the formula seems to lie solely in the aching urge to convey something you feel is important.”

If you START WITH A STORY and put people in the S.C.E.N.E of a meaningful, real-life experience that illustrates your idea;it will eloquently make your point for you.

Better yet, if you relive that experience in your mind and vividly remember what it felt like, your audience will feel what you felt. That is how we genuinely connect. And that is the point of all communication … to connect, always to connect.

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Sam Horn, Founder. CEO of the Intrigue Agency and TEDx speaker, is on a mission to help people create respectful, collaborative, real-life communications that add value for all involved. Her work – including IDEApreneur, Tongue Fu! POP! and Washington Post bestseller Got Your Attention? – has been featured on NPR and in New York Times and presented to National Geographic, Boeing, Cisco, Capital One.

Want People to Listen? Never TELL Them What You’re Going to Tell Them

“People don’t want information; they want epiphanies.” – Sam Horn people don't want info want epiphanies

Have you been taught to open communications by “telling people what you’re going to tell them, telling them and then telling them what you told them?” That’s badvice. In today’s world of short attention spans (goldfish have longer attention spans than we do!) telling people what we’re going to tell them makes us a bore, snore or chore.

I was working with a client on her TEDx talk and she was telling me about the information she wanted to get across. I told her that TED talks are NOT about dispensing information; they’re about facilitating epiphanies. What is the SHIFT people are going to make as a result of her presentation? What will they be motivated to change or do differently as a result of her insights?

How about you? Where will you be giving a presentation, making a request, proposing an idea or teaching someone this week?

Want a better way to motivate people to listen? Want to facilitate epiphanies and motivate people to do something differently instead of simply deliver information?

Imagine you’ve been asked to speak to college grads about how to land a job. You could start with a laundry list of your credentials; however, they probably read your bio in the program brochure, so that’s a waste of their time.

You could jump right into your how-to instructions on how to craft better resumes and job applications, but that doesn’t engage an audience because it’s still a one-way lecture, and chances are they’ve heard or read those tips before.

A better way to EARN people’s favorable attention is to create a DIALOGUE by introducing something startlingly relevant … in the first 60 seconds. The goal is to get everyone’s eyebrows up by asking if they’re aware of these surprising insights about the issue you’re addressing. The goal is for them to be thinking, “Really?! I had no idea it was that bad, that much, that little. For example:

Did you know that:

* of the 3.6 million job openings last year, 80 % were never advertised?

* 118 people (on average) apply for any given job yet only 20% get interviews?

* 53.6% of bachelor degree holders under 25 are jobless or under-employed?

Imagine if you could:

* Find out about quality jobs that are never advertised?

* Increase the likelihood of getting a job interview this week?

* Discover 7 unique yet proven ways to stand out from the crowd and give yourself a competitive edge in today’s crowded job market?

You don’t have to imagine it. You’ll discover how to do all the above in our time together, and you’ll hear true success stories of grads just like you who had almost given up but instead landed their dream job as a result of using these techniques.

Isn’t that more interesting and engaging than simply giving people an overview of what you’re going to cover?

What’s a situation you’ve got coming up where you’ll be teaching someone, proposing something, or giving a report? You could start out with a predictable opening and lose them at hello – or you could pleasantly surprise them by starting with something that gets their eyebrows up (a sure sign of curiosity). Here’s how you can do the latter.

Sam Horn’s Three Steps to Crafting a 60 Second Opening that Has People at Hello

1. Open with 3 questions that introduce startling statistics or facts your listeners don’t know – but would like to know – about the:

* Scope of the problem you’re solving.

* Urgency of the issue you’re addressing.

* Dramatic shift in the trend or topic you’re discussing.

Are you thinking, “Where do I find these startling statistics or surprising facts?

You GTS – GOOGLE THAT STUFF. Just enter the following questions into your favorite search engine:

* What are shocking statistics about ____________ (your subject?)

* What are changing trends in ________ (your industry or profession?)

* What is recent research about _____ (the problem you’re solving?)

* What is startling news about _____ (the issue you’re addressing?)

Up will come insights and studies even YOU didn’t know about. And if you’re an expert, and this info gets your eyebrows up (a sure sign of curiosity) it’s likely to get your audience’s eyebrows up too.

2. Use the word IMAGINE linked with 3 aspects/benefits of your program that everyone in your audience would find appealing.

* The word IMAGINE causes people to picture your point and see what you’re saying. They’re now fully engaged instead of thinking about what they’re going to have for lunch.

* By verbally painting the ideal scenario your program delvers; everyone is on the edge of their mental seat eager to hear more because they’re thinking, “Sounds good. Who wouldn’t want that?!”

3. Say, “You don’t have to imagine it…” and then offer real-world evidence showing how your program has already produced tangible results so audience members know this isn’t “too good to be true;” they can trust it (and you) because it has a successful track record and has helped people just like them get the results they want.

Best yet, all the above can be condensed into a succinct 60 second opening.

While other presenters are still telling their audience what they’re going to tell them (aka blah-blah-blah INFObesity) – you’ve already set up a two-way dialogue by asking and engaging instead of telling and selling. You’re earned everyone’s favorable attention because you’ve facilitating epiphanies vs. delivering information. Everyone in the room is smarter than they were a moment before … which means they’ll want to keep listening because you just proved you’ll be worth their valuable time, mind and dime.

Want more ways to craft intros that have people at hello? Watch this TEDx talk which both models and teaches my 60 second approach to openings. You also might want to check out this related article which shows why NEVER to give an elevator speech.

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Sam Horn is on a mission to help people create more compelling, collaborative communications that add value for all involved. Her TEDx talk and books – including POP!, Tongue Fu!, IDEApreneur and Washington Post bestseller Got Your Attention? – have been featured in New York Times, Forbes, INC and Fast Company and presented to NASA, Accenture, ASAE and National Geographic. Want Sam to present at your next convention? Contact Cheri@IntrigueAggency.com

Tongue Fu!® How to Lead and Influence with Respect

Thanks to ChosunBiz – South Korea’s largest newspaper – for interviewing me for a cover story. Thought you might enjoy highlights from our interview with these Tongue Fu! tips on how to lead and influence with respect … because everyone wants, needs and deserves to be treated with respect.

1.   What is the core of new elements for 21st Century leadership?

We are no longer in the information age; we are in the connection age. Information is no longer enough to earn people’s attention and respect. If what we’re trying to communicate isn’t connecting, we’re wasting everyone’s time.

This is different from the 20th-century charismatic leadership because that was based on “I am the boss, you have to listen to me. I’m  senior to you, you must pay attention and do what I say.”

Journalist Eleanor Clift says, ‘We’re all in a race to be relevant. ” In today’s short-attention-span world of INFObesity, if we don’t make what we’re saying personally relevant to whoever we’re trying to connect with; they will ignore us and nothing will get done.

2.  How can leaders express their empathy when talking to employees?

First, ask themselves before they say anything, “How would I feel if this was happening to me? How would it feel to be on the receiving end of this message?”

Those four words “How would I feel ” are the quickest way to understand – and empathize with – what it’s like to be in someone else’s shoes.

Second, by prefacing what you say with “.” and then inserting how you anticipate the employee is feeling.

For  example, ” I can only imagine how frustrating it must be to find out we’re going to have to start from scratch after you’ve spent several weeks on this.”

Or “I can only imagine how tired you must be after putting in a 10 hour day yesterday, so please know how much I appreciate you staying late again to get this project finished.”

3. How can CEO’s make other people feel comfortable and empowered when they’re talking?

SIT DOWN. As long as you are standing up and other people are seated, your body language is reinforcing that you are in the superior position and they are in the inferior position. It seems like you’re  towering over them. It diminishes them, makes them feel small and makes them feel you’re the teacher and they’re the students. This perpetuates the “I’m in control, you’re not” leadership style.

When you sit down, you level the playing field. It’s a way of saying, “We are on equal ground, we can see things eye to eye. It encourages people to speak up because they feel you are one of them instead of above them.”

Next, say “In the past …” For example, “in the past, you may have felt your opinion didn’t matter.”

“In the past, employees may have been punished for sharing honest feedback that appeared to be critical.”

Then,  bridge with “and now…”

“And now, we welcome your honest input because we rather know what’s not working so we can fix it.”

“And now, we encourage you to point out what we can do better because we want our company to be more productive and profitable.”

4.   How can senior CEOs overcome the generation gap and connect with younger employees?

First, make young people the expert. Give Millennials an opportunity to showcase and share what they know, what they’re good at.

For example, say “Our organization wants to be even more relevant to millennials. As a 20-something, we welcome your suggestions on how we can describe our products and services in ways that make them more appealing to your friends. What are your recommendations on how we can do that?”

Or, ask for advice on how to leverage social media and new tech devices.

Say, “We know we could do a better job being more current and staying up-to-date with all things digital. What do you think we could be doing to reach more young people with apps,  Snapchat, Facebook, Instagram, YouTube or other popular online options?”

5.  How can young CEOs and leaders communicate better with older managers?

First, take notes.

Young people are often quick thinkers who tend to get impatient when older managers start talking about “In the old days…”  or “How we used to do this …”

Carry a notepad with you and jot down what people are saying. Instead of getting distracted, interrupting or cutting them off, it helps you stay focused on what they’re saying.

When they’re finished talking, paraphrase what they said from your notes. This shows respect and that you really heard them.

Then,  move the conversation to what can be done about the situation.

Resist the urge to check a digital device (a laptop, iPad or smartphone) when older people are talking. Put it face down on a nearby surface or turn away from your laptop and LOOK at the person speaking.

Don’t even glance at your smartphone if it pings. Non-digital natives will never believe you’re listening if you’re checking your digital device. They feel disrespected.

6.  What kind of TONGUE FU!® or INTRIGUE skills can be used to earn people’s respect and favorable attention in the following situations?

A) Town hall:

Address the time.   Anxiety is defined in two words – not knowing. If people don’t know how long you’re going to talk, they’re not listening, they’re in a state of resentful anxiety.

For example, say, “I know it’s 7 PM on a weeknight and you’ve already put in a long day and many of you have children waiting for you at home… so we’re going to keep this town hall meeting to 45 minutes so you can all get back to your families at a reasonable hour.”

Or, if this is a controversial issue, address the elephant in the room.

Say, “We know this is a highly charged issue and people have strong feelings. So, to make sure the discussion stays pro-active and everyone has an opportunity to speak, we are going to follow these ground rules.”

B) a meeting with managers when you want the truth.

Be straightforward that you want the whole truth and nothing but the truth – even if it’s not good news.

Say, “I can only imagine you might be reluctant to tell us what’s not working because you wonder if you’ll be blamed for it. Our priority here is not to find fault, it is to find solutions. We ask you to please share your honest assessment of what’s undermining our effectiveness. We can’t fix what’s wrong if we don’t know what’s wrong. Thank you in advance for giving us the truth even if it’s not pretty. We will all be better for it.”

You’re welcome to share these questions/answers with your team at your next staff meeting.  Hope it catalyzes an important conversation about how to earn people’s attention and cooperation by influencing with respect.

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Want to share these Tongue Fu!® and INTRIGUE leadership approaches with your group?  Contact Cheri@IntrigueAgency.com to arrange for Sam Horn to keynote your convention or company meeting. Discover for yourself why her inspiring presentations receive raves from such clients as Boeing, Cisco, Intel, Four Seasons, Capital One and National Geographic,  Also,  check out her TEDx talk on Intrigue and Influence with Respect – and her books Tongue Fu!® POP! and Washington Post Bestseller Got Your Attention?