When it comes to building long term relationships with customers, it’s very similar to building long term friendships in kindergarten children are always encouraged to make new friends by talking with others, inviting them over to the house to play, being nice and kind to them.

A lot of times they’ll hear these words to have a friend, you have to be a friend. So in many business situations, customers a lot of times will become more than just your customers.

Would you guys agree with that? they become friends, not necessarily the kind that you’re going to invite over to the bar mitzvah or to ramadan or to non business gatherings, but people that you truly care about and they also care about you.

There is a feature in our local area newspaper where readers are invited to review their favorite non franchise restaurants. I love this because I get to go out and try different things every single month.

That is not a chain type of restaurant. now, the articles to me are absolutely a wonderful publicity for the restaurants. one of the key elements that I see over and over that’s repeated is that the patrons know the names of the owners, the hosts and the servers.

Many of the restaurant workers actually know something about them as well. they know if the guests prefer coffee if they like tea with breakfast, they even might remember their favorite meal asking, hey, do you want the usual black coffee?

Oh my GOD! I LOVE COFFEE!! Sorry, got side tracked 😂 ok listen to me, put yourself in the seats of those guests for a moment. How would it make you feel if you had a particular favorite automatically placed before you without having to explain your preferences?

It would make you feel unbelievable. It would make you feel at home or as if you’re at the home of a very good friend or someone who knows you so well and wants you to have what you want, they want you to be happy.

And that type of response is the ideal when it comes to serving up your customers needs and it can really be created no matter what your product or your service is. my friends.

You might think that you’re in the business of selling automotive services, home, remodeling, repairs, printing services, financial services, you might be a tutor, you might be into signs, you might be an entrepreneur, a baker or a candlestick maker, but you’re not.

Even if your products are sold, only two other businesses, the business doesn’t make the buying decision. a person does listen to me. you’re in the people business and learning to make people feel important and cared about is going to help you make both the initial sale and long term sales.

Over the course of time, no matter what your business is, every customer should always receive your best care during the sales process and after that’s important.

So during the initial sale, get them talking and take good notes, enter the information into your customer database. i’ve got a colleague of mine who has a long list of details that he requires his sales people to gather about their customers over a certain time period.

And you know what I really like that because it includes not just information that’s required to do business, but a few personal details like birthdays, whether or not they’re married, what their children’s names are, whether or not they have animals or pets. The information is then used to make contacts and to really start conversations with customers after the initial sale.

That’s pretty cool. I say all that to say this. People like to do business with people who are just like them. People who demonstrate that they care about them beyond making the sale and who keep them in mind when something new that might be of interest to them actually comes up and arises.

That type of treatment makes them feel super important. They come to rely on businesses and sales people that they know they can trust to have their needs and interests at heart. I really hope you got some value out of this training.

If you did, please smash that like button. Don’t forget to subscribe to my YouTube, hit that bell so that you can get notifications on a weekly basis for a lot of sales in leadership training and i’ll see you in the next post.

Bye! everybody peace now, back to coffee. mhm. oh man! living the mug life, you know what I mean?

Why you want to live the thug life when you can live the mug life, you know what i’m saying bro? yeah.

Please check out the FAMOUS MUG LIFE COFFEE MUG ☕️


Building relationships is a strategic advantage.

If you give value to someone else first, you have a strategic advantage.

It’s as simple as that. I truly believe that when I go and make time to do a keynote or free masterclass (even though my wife and kids think it’s stupid and I should be charging for it), that I then have leverage with that business owner or leader.

It’s a funny statement, and I know it feels kind of dark.

I mean I am so happy that my generosity is viewed in a nice way and contributes to me having a nice reputation, but I’ve said it before: I’m not Mahatma Gandhi.

I just think it’s a smart thing to do. I’m extremely good at building emotional capital.

Now do I cash-in on that leverage?

Sometimes. I actually prefer not to.

I’m very “Old-school, East African”, so I don’t like to ask for favors.

I actually hate that I have a coffee mug, t-shirt and hoodie coming out this winter, and I have to use this leverage to go in for the sale.


That brings me to the other half of the equation, which I think is huge, and that is having zero expectation for others.

The reason that I’m able to give so easily and create that leverage is that I never assume that someone will reciprocate and come through for me.

Both of those sides have to be in play in order for this system to work.

If things get out of balance, one way or another, someone’s going to end up feeling bad.

It’s emotional. It’s taxing.

My wife for example, is just the greatest woman on earth, but boy does she ever get let down by people.

I’m just not like that, okay maybe I used to be and that allows me to play through and keep giving.

What I love best about this is that it allows me to be extremely happy 99.99% of the time.

Lack of expectation and generosity are two very lucky traits I have, and they’re something that I implore more new Managers and future leaders to focus on.

This piece was originally posted on my Linkedin account.

Take a look. I do tons of stuff there!

😉 ✌🏽 ☕️


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3 Ways To Become A Better Leader

First up, it’s important to define what a leader is.

A leader, especially in a post-Covid world, is someone who has a clear vision and is able to rally her or his community to achieve that goal.

The greatest job of a leader, whether that leader is a parent, a CEO, or a counselor–is to find a way to build self esteem without crossing into delusion.

That means, in a business setting, it’s important to remember that you work for your employees, they don’t work for you.

Your job is to build your team, provide value, and give them space to grow while holding them accountable.

With that out of the way, there are so many leaders and managers who want to be better.

Sure, they want to accomplish their own desires but they want to accomplish them in a way that helps them sleep at night.

No one is trying to run a dictatorship (I actually fled one in East Africa, so I’m especially mindful of the feelings and needs of my employees) but so many leaders are confused. Let me explain why

They don’t know how to build a business and meet their goals without being a real obstacle to their employees and team members.

Some leaders may have great relationships with their employees, but they want to be better about meeting goals and finding the balance between empathy and ambition.

If either of those sound like you, or you fall somewhere on the spectrum of those two leadership types, this article is for you.

Below are three, tactical methods to become a better leader.

  1. Remember: you work for your team.

I know I said this in the intro, but the number one thing you have to remember is that if you’re a leader, you work for your team–they don’t work for you.

As a CEO, it’s ludicrous to expect your employees to work as much as you do.

It’s your business; of course, your employees don’t “love it” as much.

So much of life is a “them” game and entrepreneurship is no different.

If you want to be an effective leader you have to give, give, and then ask.

The biggest mistake people make, and why they can’t build scalable businesses, is that they have selfish expectations of their employees.

You may be a hard worker, you may have fought to get to where you are–but that’s it, it’s your business, not theirs.

They have no reason to be as invested as you are, even if you think you’ve given them a reason to be.

You can’t ask an employee to work as hard as you because you believe you compensate them well.

That’s like asking someone to love your child as much as you do; it’s not natural.

You’re going to have much more successful interactions if you set expectations and give your team the means to reach them.

Now, what does that look like in practice?

A lot of leaders have arbitrary expectations about how new hires should perform and act.

This affects their growth in a big way.

Here are two tips to keep in mind when hiring new employees:

a. Give trust easily.

I give trust a lot easier than most CEOs. To me, it’s just faster. I blindly trust all my employees.

If they prove themselves to be incapable, I’ll put restrictions around them.

I genuinely believe that the phrase: “Trust is not given, it’s earned” is slow and egotistical.

B. Don’t compare your hires to yourself

This is where a lot of leaders get caught.

They measure candidates against themselves, and then inflate their egos by finding ways candidates thatdon’t match up.

For this reason, I don’t hold employees to the same standard that I hold myself.

On the contrary, for me it’s all about offense.

I don’t care if my hires don’t perform as well as I would because they’re freeing up my time.

Even if they’re not performing at “100”, that’s okay because they’re allowing me to go on the offense in other ways.

Keeping these two things in mind will help you become a better leader because it’ll train you to really internalize that you work for your employees (not the other way around), and then things start to change.

Ultimately, they’re reminders to be grateful.

  1. Stop micromanaging and teach your team how to swim.

If you have trouble structuring your business, if you go through rounds of hiring and firing–listen to this.

If you have trouble finding the “right” team members…the problem may be you.

This may be tough to accept but I know good leaders can handle the truth.

I’m not trying to be impractical, but as I said before, good leaders don’t caste judgement on their employees.

Good leaders don’t yell and scream, or try to watch their employees’ every move.

Good leaders are supportive and ask how they can help.

Instead of being upset that their employees are drowning, they teach them how to swim.

  1. You must build a strong company culture.

After you’ve internalized that you work for them, it’s time to establish what sort of legacy you want to leave behind.

What does it mean for someone to say they’ve worked at your company?

What do you want it to say on your tombstone?

For this reason, among others, I call all my free leadership and sales training“the land of milk and honey”

The way to build great culture is not in words that are written on the wall, but in your actions.

You have to make every one of your employees and team members understand that you care about them more than you want them to care about you.

I know that sounds impossible, but you can’t be crippled by the task.

It’s tough. But, if you do it, you will build a great culture.

If you do not, every day that you work will take you further and further away from that culture.

You have to practice this everyday.

It means not being afraid to fire your top salesperson because they’re also not a nice person…it means knowing who your employees are, what drives them, and if their needs have changed.

It also means promoting and compensating people based on how hard they work, not on how well you know them.

A great work culture is one that “works” for everyone.

It should work when things are easy and it should work when, God forbid, tragedy occurs.

The second you slack on your culture is the second you lose.

Meritocracy is important, word of the day 🔔 ding as a fellow toastie, a toastmaster l be adding the word of the week and it’s meaning ok? It means a social system, society, or organization in which people get success or power because of their abilities, not because of their money or social position: The company is a meritocracy. Good work is rewarded with promotions.

Ok so meritocracy is important, empathy is more important, and knowing the culture that fits you and your employees is the most important thing of all.

Remember, my words mean nothing if you don’t listen to them and internalize them, so they’re a part of your everyday life.

So, what do you do now?

Go apply this training. Share it with a leader you admire or someone you know that is actively trying to become a better leader.

While you’re at it, tweet me your biggest takeaways.

Oh, and of course, remember that perfect practice makes perfect so practice, practice, practice doing these things yourself.

Hey if you’re on LinkedIn and YouTube thanks for watching my video experience, if you’re listening to my audio experience on iTunes, Spotify or any other podcast platform, smash that like button and please leave me a comment, your words are my oxygen.

I love you and I thank you so much for being a part of our mister zee nation of great leaders.

Now go be a great leader and I’ll see you in the next video

✌️ 😉