Archive for August, 2015


Sunday, August 30th, 2015


When someone suggested that I begin Blogging, I asked the all important question, “Why would I do that?” I rarely read any other Blogs and quite honestly didn’t really understand why anyone else did. I put Blogging into that category of “people who need more to do.”
I surely am not in need of more to do, but decided to go ahead and experiment with Blogging. That was several years ago and I am still at it, and sometimes still asking myself “Why am I doing this?”


“What do YOU Think?”
At the bottom of every Blog posting there is a link where other people can offer their thoughts and opinions about that Blog. At first I was excited about this feature thinking this would become a great forum of discussion. I was warned to be prepared for a “crackpot comment” now and then and that I should not expect much, since most people are busy and even if they read the Blog may not want to comment on it. I have found this to be the case on most postings, but I have continued to throw my thoughts out there anyway.


Big Discounts:
I recently posted a Blog about retailers offering huge discounts and how to handle customers that are expecting them. There were some comments from people who expect and even demand discounts rather than pay the listed price. I found the following comment by John Rogers to be both motivational and inspirational personally, as a reward for my Blogging efforts.


Mahalo John.


Your Opinion Counts:
I welcome your thoughts, opinions and ideas for future Blog topics. This and my Daily Motivator are my ways of giving something back and I enjoy doing it. If you or anyone you know are not receiving my Free Daily Motivator, you can get it by CLICKING HERE and then entering yur e-mail address in the box under my outdated photo:


In any case, stay positive, keep smiling and, “Sell, Sell, Sell!” 


Friday, August 28th, 2015


I was walking through Waikiki recently when a young man in a time share kiosk shouted out to me, “Would you like a free dinner?” I looked back at him and asked, “Free?” He said, “Yes.” I then said, “Oh,” and walked away. Yes, I was being sarcastic and he knew it. He left the kiosk, walked up behind me and said, “Free can be good you know.” I kept walking.



Too Good
When something sounds too good to be true, chances are it is. The price of that “Free Dinner” would be subjecting myself to an arm bending presentation to buy a time-share condo I don’t want.  And big discounts at a retail store are usually possible by inflating the price to begin with. People go into business to make a profit, and to stay in business they must.


“Is that your best price?”
Customers will sometimes ask salespeople for a better price, and too many times they either get a poor reason why not, or (if allowed) the salesperson will lower the price to make the sale. When asked for a better price, say this, “It’s good that you asked, because some retailers play the discount game, inflating the price to allow a discount. We don’t do that because customers that do not ask would be paying too much. The best price is the fair price. We price everything at the fair price and that’s what everyone pays. You don’t have to be a good negotiator to get the fair price here.”
You will be amazed how many times the customer will say, “Okay, it doesn’t hurt to ask.” People do not have to get a discount to buy, they must however trust the company and like you. The minute you start changing prices the trust sale falls apart. I walked into a furniture store recently looking for a night stand. A gentleman came out from the back-room and said, “Feel free to look around, and if you see something you like I can work with you on the price.” He went back into the back-room and I left the store.

Master Mind Alliance

Wednesday, August 26th, 2015


Tap Into It!
This question was sent to my website from a student at Brigham Young University.

“I was at a seminar at the Polynesian Cultural Center last week that Ron put on. He talked about the Master Mind Alliance. I was wondering if I could get the quote for that? I took notes but they weren’t as good as the way he said it. Thank you in advance.”

Amber Rasmussen

My Reply:

“Whenever two or more minds come together, with a common goal, and in a spirit of harmony, there is an invisible mind created. That invisible mind; the Master Mind is more powerful than the sum total of the individual minds, and then feeds the individual minds with ideas, hunches, motivation, inspiration and everything needed to be great.”


Switch it ON!
Once the two ingredients are present the Master Mind begins working.


Thursday, August 20th, 2015



Use Them!
Every trade, business or profession has tools that most likely were developed over many years of working without them. They inarguably make the job easier to do. Not using the tools provided to you is foolish to say the least. With the Success Dynamics Mission Statement being; “We Make Success Easy” I have spent the majority of my adult life creating tools to help people do exactly that. Some of those tools are:

Success Rallies:
My specialty is motivation and I have found the best way for me to do that is in a group. My goal in these Success Rallies is to teach my Pro-Active, No-Pressure Selling System and to get salespeople focused on the task of achieving their sales goals. I started doing this in the early ’60s while building my Empress Pearls home party jewelry company in Hollywood, California. I sold that business in 1981 and “retired” to surf in Hawaii, determined to never leave Waikiki.
But coaching for success is in my blood, so that “retirement” was short lived. Today I meet with large and small teams on a regular basis. These Success Rallies are normally held right in the store.


“Success Rallies” range in size from only a few salespeople to, in some cases, hundreds.


Sometimes the audience is large enough to require an auditorium.

The calendar limited the number of people I could see in person, so in 1996 I began writing books to share my sytems. Initially the books were only available in book stores in a hard cover format for $23.95


For a close-up look or to order any one of them, CLICK HERE:

Amazon Kindle
Today, most of them can be found in a digital format from Amazon Kindle and iBooks for only $3.95.


SUCCESS MADE EASY was first, and perhaps has the widest appeal. It’s about life itself and how to deal with the “little situations” people face daily that can get in the way of their success.



RETAIL SELLING MADE EASY is still only available in hard cover on my website for $20 and by order in some book stores for $23.95. To get a signed copy CLICK HERE:
This book has by far been the biggest seller since 1991. It details my step-by-step selling system; Pro-Active, No-Pressure Selling.


SALES MANAGEMENT MADE EASY shows managers how to get salespeople to do what they must do to maximize their success and the success of the company.





To See It, CLICK HERE:  


To See It, CLICK HERE:  


To See It, CLICK HERE:  



The industry specific books above contain the Pro-Active, No-Pressure Selling System tailored to different retail stores. They are all available on Kindle and some on iBooks as well.


This, my latest book is currently outselling all of the others put together. It’s a fast, 30 page, fun read, and was by far the most enjoyable of all to write. It talks about me and how I have been perceived by some, usually those not doing what they should.
I grew up in a time where there were consequences for misbehavior, both at school and at home. That’s not the case today.
I really wrestled with the title of this book fully realizing that some may be offended by it. I tried OMA, One Minute AH and a few others, but in the end felt compelled to say it like it is. I haven’t had any complaints from those that have read it.



More Success Tools are available to be downloaded from my website. To see them free CLICK HERE: 


The Morning Report is the most cost effective of all my tools and is the only thing I have ever done where I can make a difference in a business without showing up in person. Hundreds of companies ranging from less than 5 employees to several hundred wake up to it every morning before the roosters crow in Hawaii. It is customized to every company. To quote one of my customers, “Not using this tool would amount to retail suicide.”

To learn more about how The Morning Report works; Free CLICK HERE:


Success Habit Builder:
This tool helps people stay on the track to “Sale City” and avoid “Small Talk City” or “No Sale City.” It conditions salespeople to follow the 9 steps of Pro-Active, No-Pressure Selling.

To Download a Free Copy, CLICK HERE:


Hitting Goals:
The Countdown Sheet makes hitting monthly and yearly goals easy. “Counting-Down” to your Daily Goal keeps the amount “left to do” today visible, and keeps salespeople focused right up until the end of the day.

To Download a Free Copy, CLICK HERE:

Success Dynamics Daily Motivator:
Every day, 365 days of the year I send out my FREE Daily Motivator to thousands of people. I spend an hour or more every day putting this together. It contains motivational messages, fun stories and lots of photos. To get it go to and enter your e-mail address in the box below my outdated photo:


And, perhaps above all else, remember to “KEEP SMILING”


Hot Bowl of Soup

Monday, August 17th, 2015


Serve it Hot & See What You Got!
“You don’t have to eat the soup as hot as you serve it” is a management philosophy that works. It’s a discussion to find out if a troubled employee is worth working with, or should be allowed (even encouraged) to leave.


“Ive been thinking…”
It might go something like this:
Manager: “I have been analyzing your performance and am starting to think that this MIGHT NOT be the right job for you, and if not I would be holding you back by keeping you here. What do you think? It’s crucial at this point to shut up and await a response. You have served up a “Hot Bowl of Soup.” Your employee will most likely react in one of two ways:
1. Try to cool it off
2. Throw it in your face.

Throw it in your face example:
Employee: “Hey, I was looking for a job when I got this one and I don’t need to take this from you.”
This is an employee who has already given up on the job and as just biding his or her time waiting to be fired or find another job, but is not actively seeking one. 
Manager: “I understand Fred so I’ll consider this to be your resignation and get your last check prepared, okay?” Hopefully Fred will agree and agree to leave without being fired. If not, he may need some “encouragement” to resign or possibly be fired.
Manager Continues: “Everybody deserves to be successful and will be, once in the right job at the right time. It’s obvious that isn’t the case here; it’s just not working out. I’ll be happy to accept your resignation and you can put on your resume that it wasn’t working out. If I am called for a reference I will state that you decided to move on to something else. If I have to fire you, and am called for a reference I will simply say that I cannot comment. What’s your decision?”

Cool things off example:
This is most likely an employee who sees “Maybe” and “Might” signs of hope and the discussion goes like this.
Manager: “I have been analyzing your performance and am starting to think that this MIGHT NOT be the right job for you, And if so I would be holding you back by keeping you here. What do you think?
Employee: “I really do like it here and am trying hard to succeed. Please give me another chance and tell me where I need to improve. 
Manager: “Don’t get me wrong Mary, if this is the right job for you and you can succeed here, I would rather work with you than someone totally new, but there needs to be some changes. Are you willing to make them?”
The reaction you get when you shut up will tell you what to do next.

Anytime that you go into a “Hot Bowl of Soup” meeting you must be prepared.
1. Set aside at least an hour for this talk hoping that it will go much shorter.
2. Get away from the selling floor or other employees.
3. Be prepared to get the person’s last check should it go that way.
4. Be prepared with a list of changes that must be made should it go that way.

DO NOT establish a time frame for improvement; expect to see changes immediately and be certain that the person knows your expectancy.

Want More?

Thursday, August 13th, 2015


Look in the Mirror and Have a Talk With the Boss:
That’s right; YOU are the BOSS. Don’t wait for someone to give you a raise, buy you something or do something for you. Do it yourself. When you take control of your actions you control your life!



An entrepreneur is somebody that creates something that wasn’t there before, usually a business. Entrepreneurs are risk takers; they are self motivated; 


 are people who work for an entrepreneur or company and behave like an entrepreneur. They stand out from the rest. They make things happen. Make what you want happen TODAY! If you couldn’t do it you wouldn’t even want it.

Get Started

Sunday, August 9th, 2015


Start to Finish
Have you ever heard yourself say, “One of these days?” Well, there is no such day in the calendar. The time to get started is immediately after setting a goal to do something; anything! Saying, “Sometime,” “Soon,” or “Someday” tends to put things off and and sometimes not get done at all.


“Anytime” is “No Time”
Have you ever had a conversation that went something like this? “let’s get together sometime.” “Sure, anytime.” “Okay, call me.” “Okay.”
Until a day and time is on your calendar there is no date. Say, “Anytime” is “No Time, lets set a date now.”

I feel honored to have known W. Clement Stone (Clem) personally. He summed it up when he said, “Do It Now!”


W. Clement Stone, founder of Combined Insurance Company of America in Chicago had the solution to this “mental sickness” when he simply said, “DO IT NOW!” This is a shirt that I had made and sent to “Clem” following a visit he made to my Hollywood office in the ’70s. Mr. Stone lived to be 100 years old.

“Training” vs. “Coaching”

Tuesday, August 4th, 2015


While I am oftentimes introduced or seen as a “sales trainer,” I do not accept the title. In fact, I have come to the conclusion that you cannot “train” people, especially salespeople. Because the “lower animals” can be “trained” it stands to reason that the human animal can be as well. If you can teach dolphins to jump over a rope in concert and on command, you can surely teach people to greet customers, right? Wrong! There is a difference between teaching someone what to do and getting  him or her to do it.


In pro-football the “best of the best” line-up against one another on Sunday afternoon, all determined to win the game. They have all been “trained” and there’s a lot of money at stake. In spite of this level of training and major financial incentives, there are more coaches on the sidelines than there are players on the field. And the “head coach” never misses a down. If one of these gifted athletes runs the wrong way, it is seen and dealt with on the spot. And these are PRO’s.


Sales Manager
In business however the manager (head coach) is oftentimes in a meeting, out of town, in the back office; somewhere away from where the real acton is. The real action is the communication between the salesperson and the customer. Everyone has heard the old adage, “You have to inspect what you expect.” I would add to that, “And when it’s not what you expect, there must be some consequences.”  I hear managers say, “I don’t want to micro-manage.” I hear employees say, “I don’t want to be micro-managed.”
I consider the term “Micromanagement” to be an over-used term to describe “Management.” This term is usually used by managers who don’t want to, or don’t know how to manage, and by employees who do not want to be managed. Try replacing the word “Managing” with the word, “Coaching” and realize that if pro athletes need constant, intense coaching to function at their highest level, so do your people.


Performance Reviews
For the most part scheduled performance reviews allow a lot of opportunities to slip through the cracks between reviews and bad habits to become entrenched. When I hear the words, “Write her up” I think, “She’s probably going to quit.” When people are “written up” they might think their days are numbered and start sending out resumes. Managers will oftentimes put off taking corrective action thinking, “I will address this at her performance review next month.”


Build and Dump!
Then, after a few too many “little mistakes” the manager begins to get mad (inside) and all it takes is one more little wrongdoing and he or she explodes. This leaves the employee feeling mistreated and and the manager misunderstood. The misbehavior didn’t warrant the “explosion” and in the end nothing is learned. You are much better off dealing with the “little issues” as they occur, and if the occurrences continue, it’s time for a “Hot Bowl of Soup” discussion. More on that later, but for now, remember that you don’t have to eat the soup as hot as it’s served.
I address the art of managing salespeople in two of my books; both available on Amazon Kindle for only $3.99. To peek into each of them: