PSL - How to get your agency or consultancy name in the preferred suppliers list!

There are several ways to break through a PSL. The first way is to play the long game: to treat the client like they don’t have a PSL. Keep the company on your monthly call list and your monthly e-shot list. Keep sending to them and talking to them about high-calibre industry-related candidates. They’ll soon realise you’re a smart, intelligent recruitment consultant. An example of a conversation could be: You: “Hi Tony, It’s from . How are you?” Client: “Hi, as I’ve said before we’ve got a PSL in place.” You: “I know and I completely respect that you do However, I had to run this candidate past you. She’s moving into the area and she currently works for a competitor of yours called Automotive Cars. You’ve heard of them right?” Client: “Yes.” You: “She was part of the team that launched the new energy efficient self-driving car. She’s relocating up North due to family commitments and she’s only working with me. How would you feel about seeing her CV?” Client: “Okay.” You: “I’ll send you over her CV now.” The second way, which is how I broke into my patch, is through hard-to-recruit-for positions. There’ll be occasions when the client wants a difficult and hard to find candidate. The suppliers on the PSL will immediately jump into action to find the client this candidate, but eventually their energy will run out as they struggle to find the right candidate. They’ll make a business decision to concentrate on filling the roles of other clients, which will be easier to place. Meanwhile the client becomes frustrated with their preferred suppliers and loses faith in them. This is when you come in and offer a solution to the client’s problem. If you’re new to recruitment and you don’t have many clients you’re more likely to fill these placements. As a result, your client will see you as a hero and they’ll put you at the top of the PSL, running any new vacancies past you first. An important point is to always sell to the MAN, which stands for ‘money, authority and need’. The MAN can be male or female, but they’re the line managers of the company. Unless you’re recruiting for HR staff you should avoid HR and sell directly to line managers. The line managers are the people who have the staffing problem. They’re the people who know exactly what they want in a candidate and what skills and personality they should have. They also are less precious about the PSL, as they just want the problem solved. If you send the right candidates to the line manager and build up a good relationship with them, they’ll push HR on your behalf.

Objections presented by clients before empaneling Recruitment consultants

Common Objections In this section, I’ll present lists of questions and answers to overcome objections. These are general and I recommend and urge you to personalise them to reflect your unique selling points. They’re not in any particular order and you wouldn’t be expected to say every line to your client. “Recruitment agencies are too expensive” Firstly, acknowledge the objection: “I agree they sometimes can be. Understandably saving money is important to you. My ambition is to save you time and money.” Do you have an in house recruiter? No, have you worked out how much it costs to take you / one of your staff away from their job to recruit? If you look at what we do, we actually save you money. We put up the adverts; we vet, reference and interview the candidates; and if you don’t hire any of the candidates it’s cost you nothing. How do you normally recruit? Why don’t we compare the cost of my services vs. your current method, you might be pleasantly surprised? How long does it normally take you to fill vacancies? What would you do if one of your staff goes on long term sickness, or maternity leave? It doesn’t cost you anything to try our services. Why don’t you let me send you two CV’s and see what you think? “We have no budget left at the moment” Firstly acknowledge the objection: “Okay, that’s not a problem.” To be honest with you, this gives us an opportunity to get to know each other. I’d like to understand your business more, so when you do need to recruit I can react fast for you. Out of curiosity, when is your budget renewed? How much do you normally budget for recruitment? What time of the year do you usually run out of budget? What would you do if one of your staff goes on long term sickness, or maternity leave? “It’s company policy not to use agencies” Firstly acknowledge the objection: “Oh, okay.” How do you normally recruit? What was the reason for the policy? (Money? Bad experience?) How are you managing your current recruitment methods? How successful are your current recruitment methods? Have you ever tried an agency before? When do you expect this situation to change? (record this and chase) How long has the policy been in place? What calibre of candidates does your current recruitment method find? What type of staff do you find recruiting difficult for? What would you do if one of your staff goes on long term sickness, or maternity leave? “There’s a recruitment freeze” Firstly acknowledge the objection: “Oh that’s a shame, I’ve heard you’re a good company to work for.” What’s the reason for the freeze? When do you expect it will pass? (record this and follow up) When do you think you’ll be recruiting again? I understand you have a freeze. How is this affecting you and your department? What would you do if one of your staff goes on long term sickness, or maternity leave? How is this affecting your job? What would happen if you lost a key member of staff, how would you go about replacing them? “We advertise ourselves” (newspaper / website) Firstly acknowledge the objection: “I understand.” Where do you advertise? If an advert costs you £2000, but doesn’t find the right candidate, what do you do then? Most of my clients used to advertise themselves until they gave me a chance. With my services you don’t pay until you hire the candidate. Next time, why don’t you give me a chance before paying for an advert? If it doesn’t work out you’ve lost nothing. How successful is your advertising? How much do you spend on advertising? Who deals with the responses? How much does sifting through all those CV’s take you away from your day job? What’s the calibre of candidates who respond? What do you do if you don’t get the right response? What would you do if you needed someone immediately? I can complement what you’re already doing. If you advertise and use me at the same time then you can compare what I’m sending you to what your advert attracts. “We only use large agencies that can fill multiple roles” Firstly acknowledge the objection: “I can see the sense in that. That probably makes it easier than dealing with multiple agencies.” Many of my clients previously only used large generalist agencies, but they found they weren’t getting the top candidates. They simply can’t keep on top of every profession. Large agencies have to hide candidates from their clients, because it would mean headhunting candidates from their other clients. They wouldn’t do this for ethical reasons. With so many clients they can’t headhunt candidates for you. I only work with a select few clients, so I actually have a bigger pool of candidates for you. “We use another agency” Firstly acknowledge the objection: “I’m glad to see that you take recruitment seriously.” What agency do you use? How did they get to work with you? What is the reason for using them? What is it about their service you prefer? What other agencies do you use as back up? What types of staff do they supply you with? What do you do if they can’t deliver? Would you ever go out to another agency if needed? What do you look for in a recruitment agency? What could they do to improve? What would you change about their current service? I really want to work with your company. What can I do to get that opportunity? “Your fees are too expensive” Firstly acknowledge the objection: “That’s why you should use me.” I charge more because I go the extra mile. I deliver a premium service and you’ll only ever get two to three CV’s of interviewed, referenced and relevant candidates. If I can’t deliver, I’ll honestly tell you straight away rather than waste your time. “We’re not recruiting right now” Firstly acknowledge the objection: “That’s not a problem.” I’m interested in your company and while there is nothing happening now, I genuinely want to know you and understand your business for when you do recruit. What do you normally do when you are recruiting? When do you think you’ll next be recruiting? I read that your company is planning on growing, how do you expect your department to change with this growth? I read that your company is considering a stock market floatation. What recruitment measures are you taking for this change? I’m glad you’re currently not recruiting. This gives me an opportunity to better understand your business. “We don’t use recruitment agencies” Firstly acknowledge the objection: “Oh, okay.” How come? How do you employ temporary workers? How do you keep productivity up when spreading staff duties? How do you cover staff? How do you pay temporary staff? What happens if one of your employees goes on sick leave or maternity? How do you recruit for specialist skill sets? How do you cover peak trading periods? What issues do you face when people leave? “It’s my job” (internal recruitment) Firstly acknowledge the objection: “Great, I’m speaking to the right person.” I believe your company has 2000 employees, that must be hard to manage, what external support do you use? Who covers you when you’re ill or taking holidays? What do you know about recruitment agencies? How often do you recruit? What candidates do you find hard to find? How would you feel about partnering with an agency and using our facilities for private discreet interviews? What do you look for in an agency? Which positions are the most difficult to fill? Who does the interviews? What do you do if you can’t find the right candidates? “I’ve had problems with your agency in the past” Firstly acknowledge the objection: “I’m sorry to hear that. That’s really frustrating.” What happened? When did this happen? What was done to solve the issue? Who did you talk to? What can I do to leave you with a better taste? What areas were you happy with? I want to fix this for you, what would you need? How can I help you? I would love the opportunity to fix things. How would you feel if I offered to work on your next vacancy for free?

Follow up Email after sending Kit Kat Promotional email

Email after a Promotional Campaign I once sent out a promotional brochure with a chocolate bar called a Kit Kat to the clients I couldn’t get on the telephone. I then sent this email to the clients I didn’t hear back from: Email Subject: How was your Kit Kat? Hi , I sent you a package recently and I hope you enjoyed the contents. My name is and I’m a specialist recruitment consultant for based in your local area. Below are some of the benefits my clients receive. I wondered if you had a spare moment to discuss if they could benefit you too: Improved employee retention rates of 60% by only supplying candidates matched against your company values and culture 20% increase in revenue directly linked to the candidates supplied by me An average of a 10% share value increase due to shareholder confidence in the candidates I’ve placed in senior positions I would relish the opportunity to work with you. What would be the best way to communicate with you? Just drop me a quick email back, or call me on . Kind regards,

Email once you reach hiring manager in Phone

Introduction email after your first telephone call: Email Subject: Thank you, Hi , Thank you for your time on the telephone earlier. As discussed, I’m a specialist recruitment consultant working for a company called . What I will do for you: Fully reference, vet and interview candidates Apply a bespoke and rigorous process to find the best talent for your business. Save you on average 5 days of work and £X amount of costs. I have attached a brochure for your information, but you can also find out more by visiting . I will call you towards the end of the week to collect your thoughts, but if I can help you beforehand, please, do not hesitate to contact me via telephone on: or via email . Kind regards,

Email when you can't reach hiring manager in phone

When you cannot get the client on the telephone:

 Email Subject: Recruitment Meeting Invite

 Hi , 

My name is and I’m a specialist recruitment consultant for based in your local area. 

What I offer you: A rapid but rigorous bespoke recruitment process Access to exclusive off the market candidates Average recruitment cost savings equal to 20% of your current spend Some of my clients include: Google, Amazon and Apple. , if you’re happy to have an initial discussion, please let me know when you next have some time. 

We would only need half an hour and we would make sure that it was a good investment of your time.

Just drop me a quick email back, or call me on and we can coordinate diaries. 

Kind regards,

Quotes

Success is just hard work sexied-up.
“It’s not what you say, but how you say it.” - Mae West

As Zig Ziglar famously said, “Money isn’t everything... but it ranks right up there with oxygen.”

Adversity is often the catalyst for change - Mal Emery

If it’s fear that holds you back, I think that as I take my last breathe, it won’t be the thing I failed at I will regret the most, but the thing I never tried! The overwhelming regret of people in the later years of their lives . . .Mal Emery

“It’s not what I did do that I regret but what I didn’t do!” - Mal  Emery

“Our job is to connect to people, to interact with them in a way that leaves them better than we found them, more able to get where they’d like to go.” — Seth Godin

“The only way to make sense out of change is to plunge into it, move with it, and join the dance.” — Alan Watts

Why many candidates drop out at the interview stage even if the job role is interesting?
Depends
1. Who is presenting it
2. How is it presented?
3. Are you persuading and influencing the candidates to take up the career opportunities?
What are the words of influence and how it can be used during different conversations with candidates in different scenarios.

With that in mind, the first thing you need to do is build awareness in your market about the real problems they have and how you can solve them. The awareness-raising stage is made up of three elements: pain, problem and process.

Here’s the leap that most expert entrepreneurs miss when they start to market their services: the pain that someone feels is the effect, not the cause. It is merely the manifestation of the real problem that someone has in their life or business. Until they understand what their real problem is, they’re unlikely to look for a solution. Where that pain is on the spectrum is important here. If it’s a dull ache, it hasn’t got to the point where it’s so painful that we take action to fix it. As humans, we generally like to ignore things until it’s too late. At the other end of the spectrum, the pain is so acute that we lose the ability to make rational decisions, and we start making bad ones. As an expert, you need to ensure that you help people in your market before they get to this stage.

Your story will lead to your glory.
My mentor once said that your story will lead you to your glory.  Do you know there is a story behind every organisation.  Microsoft started after Bill Gates dropped out of college,  Apple became famous once Steve Jobs who was fired from Apple itself came back and took the reigns at Apple. These stories are about big corporations, what is your story as a recruiter,  hiring manager and a startup owner.  I did not know how to craft a story because I come from humble beginnings and did not know to speak English well,  you would be surprised that I did schooling from a Kannada medium school where the fees was less than 100 rupees per year. But today I will give you three ingredients of what an attention grabbing story needs to have.  I made this point to let you know that the story has to be authentically yours.  Secondly,  it has to have an objective and a point to that it benefits your clients or customers.  Lastly,  it has to leave an impact in the minds of your audience.  I am Nagesh Prabhu always reminding you that Your story will lead you to your glory. 

Media for marketing:
1. Linkedin
2. Google
3. Facebook
4. Instagram
5. Direct Emails
6. Emails
7. Blogs
8. Website and authority Website. 

Have you wondered why some recruiters , hiring managers are able to influence candidates to join their organisation with a conversion of 70-80%. Most of the times,  we as recruiters are able to source good candiates but our biggest headache is still the same no shows and offer declines. I remember myself having sleepless nights 7 years back, I would frett and fume over what could happen if the candiates would not join my company.  It would also impact my day to day work as I had to look for a backup and it results lose if credibility as well.  But a lot of hard work and research helpe to turn around the situation. The most successful  recruiters are able to bond, network and connect with candidates and they consciously or unconsciously use certain set of words and sometimes phrases too which impact the candidates in a way that result in quick decision making.  If you are a recruiter or hiring manager,  I have put together some key words of influence which would help you to motivate the candiates or  clients to say "Yes " when they were not sure or probably where thinking of a no. 

Dark side of a recruiter topics :
Dark side of a hiring manager topics:
Dark side of a startup owner topics: 

The darker, the better. You see, by going to the dark side and getting your prospect emotionally charged about their problem, you’re not only getting them subconsciously seeking a solution, but you’re also building trust. You see, by describing your prospect’s problems, even better than they could, it makes your prospect feel understood, and her defenses start coming down. Okay, so let’s say your prospect is relating to the pain in your story (sales pitch) and she’s   emotionally in touch with her problem, and she’s now desperate to find a solution. What then? The answer is monkey-simple:   You give the solution, which of course is your product or service. Simply after the story, just add a call to action like so:  “To see my back pain remedy, check out:”(Sales page URL here) If done right, you don’t even have to mention a single benefit. So there you have it, my Salestrooper. Don’t ever underestimate the power of marketing to the “dark side”. Use it,   and a powerful salesperson you will become.     Kelvin Dorsey ~ Email Marketing Maverick

We as recruiters forget the fact that recruitment has an essence of sales and marketing.  It is very important to create a sense of urgency in the mind of candidates to make the right decision 

What would be the impact of not hiring a candidate on time.  For a start up owner it could mean loss of millions of dollars in projected revenues,  loss of not being able to build that product 

Have you wondered why some recruiters , hiring managers are able to influence candidates to join their organisation with a conversion of 70-80%. Most of the times,  we as recruiters are able to source good candiates but our biggest headache is still the same no shows and offer declines. I remember myself having sleepless nights 7 years back, I would frett and fume over what could happen if the candiates would not join my company.  It would also impact my day to day work as I had to look for a backup and it results lose if credibility as well.  But a lot of hard work and research helpe to turn around the situation. The most successful  recruiters are able to bond, network and connect with candidates and they consciously or unconsciously use certain set of words and sometimes phrases too which impact the candidates in a way that result in quick decision making.  If you are a recruiter or hiring manager,  I have put together some key words of influence which would help you to motivate the candiates or  clients to say "Yes " when they were not sure or probably where thinking of a no. 

As you know customers don’t just wake up wanting to buy your product or service. They arrive at that conclusion by progressing through five stages of awareness:
1.Indifferent
2.Sold On the Need
3.Sold On Your Concept
4.Sold On Your Brand
5.Sold On Your Offer

Systems work people fail.
1. Authenticity
2. Strong Logic
3. Empathy 

What If You Don’t Have Any Ideas For Content To Create? First apply the ‘Question’ trick. Write down all the questions clients are already asking you. Once you finish, take a short break for a few minutes. Then come back and write down all the questions clients should be asking you. Just going through this exercise should give you enough material for the next few months or even the next year. Once you get started putting yourself out there, your audience will ask you additional questions. You can keep the system rolling by answering questions that come in. If you feel you’re not able to come up with enough questions initially, go over to Amazon and search for books about your subject. You can generate ideas for ‘questions’ to answer by going through the table of contents of bestselling books or reading the reviews of those books. You can access Amazon’s Search Inside feature by clicking the image of the book itself. Scan through the table of contents. The chapter titles reveal many of the topics you want to cover. The value you share will be different from these books because it’s coming from your viewpoint and experience. But the overall ‘questions’ being answered will be the same. You can also get ideas for what to create by reading through the reviews. What do they like about the book? What did they learn in it? They’re telling you exactly what is most important to them. What don’t they like about the book? What is missing from the book? Both the good reviews and the bad reviews will leave you clues about the type of content the audience wants. As we get deeper into the research chapter, you’ll discover even more ways to find ideas just sitting out there for you in cyberspace.

The better you define your audience, the easier it is to speak to them. For example, I’ve worked with multiple clients who sell health and weight loss products, both courses and supplements. We’ll often advertise to male and female audiences separately (this is easy to do with ads on Google, Youtube, and Facebook). These audiences have different motivations and we can better serve our clients by focusing on separate messages. At times, we’ll even create two separate email lists for these audiences so our messages can be custom tailored for them. An advanced marketing tactic you may consider as your business grows is introducing additional segments in your email follow-up and other sequences. For example, a CPA would want to break out their clients into personal tax clients and business tax clients. Marketing material that appeals to the business clients would be wasted if also delivered to the personal clients. They could further segment their audience into large businesses, medium businesses, and small businesses. Or they might separate them out into industry categories such as chiropractors. They could create marketing materials specifically to appeal to chiropractors in their area. They would end up generating a much higher conversion rate because they zeroed in on a specific market with similar problems and offered them a custom solution that was just right for them and their needs. That brings us to the 2nd step of the Desperate Problem. Identify a pain point you can help your audience solve. Describe the problem and the repercussions of this problem in detail. How is this problem influencing the life of your potential client? What frustrations are they experiencing? What are they tolerating that could be fixed? What are they laying in bed at night worrying about? What are the end results of this problem if it’s not fixed? There are really only two motivations in life: pain or pleasure. Of these two, pain is a much stronger motivation. You can see this demonstrated with health issues. While everyone would like to be healthy and live to a ripe old age, it’s difficult to motivate yourself into action on this goal. It’s tough to sell people on prevention. But as soon as pain enters the picture, that’s when people are motivated to take action. Go to the doctor. Take the medication. And if the problem is painful enough, perhaps even modify their nutrition.

5 ways to make your prospect to take action!

Here are the five fingers of the Golden Glove:
Desperate Problem
Unique Promise
Overwhelming Proof
Irresistible Offer
Reason to Act Now

Topics for shooting videos

Topics for videos :
Do you know where you fail in your hiring strategy?
To Startup owners Who Want To Hire -- But Can't Get Started
Free Book -- Tells You Twelve Secrets To Better Lawn Care

6 Exploratory words which every recruiter should use

6 Exploratory words which every recruiter should use in the interview process.

Describe
Tell me
Explain to me
Give me
Show me
Demonstrate

How to ask questions to prospects?

Closed Questions A closed question is one that provokes a “Yes” or “No” answer. These questions will not provide you with detailed information, but they’re a powerful tool for closing and getting definite answers, for example: Are you the person who looks after recruitment? Are you happy to call me with your next vacancy? When recruitment consultants first start it’s quite common for them to ask too many closed questions. If too many closed questions are asked at the start of the telephone call it can cause the conversation to end abruptly. You should base your conversations around open questions and only use closed questions if you specifically need a “Yes” or “No” answer, or to close the conversation. Exploring Questions Exploring questions are similar to open questions, but they’re more focused and controlled. They start off with words such as: Describe Tell me Explain to me Give me Show me Demonstrate For example you might ask your client to describe their perfect candidate, or describe the perfect recruitment consultant. You might ask them to explain how their recruitment process works. Advanced Questioning A British psychologist called Neil Rackham developed a very powerful selling system called SPIN® selling. Rackham and his team analysed more than 35,000 sales calls made by 10,000 sales professionals in 23 countries over 12 years. The system enables a sales professional to uncover the client’s implied needs, develop these into explicit needs and then offer the client a solution to those needs. This is achieved through a sequence of four question types. This is extremely powerful for consultative selling. The four question types are as follows: Situation Questions Situation questions are fact-finding questions about your client’s existing situation. For example: How big is your team? How often do you recruit? What recruitment agencies do you use? While situation questions are an essential part of your information gathering process, they must be used wisely. Your clients will quickly become bored if you ask too many. The reason for this is that the questions only benefit you. According to Rackham, successful sales professionals ask fewer situation questions, but each one has a focus or purpose. Problem Questions Problem questions uncover your client’s problems, dissatisfactions or difficulties. If your client doesn’t have any recruitment problems then there are no grounds for your service, so these types of questions help you to identify your client’s implied needs. Funnily enough Rackham found that problem questions are powerful for smaller sales, but not as effective in larger sales. Some examples of problem questions include: What problems do you usually face when recruiting? How satisfied are you with your current recruitment agency? What problems would it cause you if your supplier couldn’t deliver?

SPIN Method of Selling To Candidates!

Implication Questions Inexperienced recruitment consultants will usually start to sell after they’ve asked problem questions and identified a problem. However, this will just cause the client to raise objections. Instead, successful sales professionals and rich recruiters ask implication questions. Implication questions amplify the problem you’ve uncovered as it forces the client to review the effects, consequences or implications of their problems. Some examples include: If your current agency’s staff didn’t turn up to work, how would that affect you? If you couldn’t find a candidate with that particular skill set how would that affect your operations? What would happen if you didn’t act on this? Need-payoff questions Once you’ve built up the client’s problem so that they perceive it as more serious, you should switch to need-pay off questions, which demonstrate the value of your services. Need-payoff questions shift the focus of the client’s attention off the problem and onto the solution. At the same time, the client starts telling you the benefits of your service. We discuss objection handling later in the book, but Rackham suggests that if you use need-payoff questions correctly you’ll face less objections. Some examples of need-payoff questions include: How important is it that you solve this problem? If you only received a handful of relevant CV’s would that help to solve your time problem? If you’re spending that amount on job adverts with no guaranteed success, would a service where you only paid for delivered results help you? Rackham states that SPIN® selling is “the way most successful people sell on a good day when the call is going well”. You might find that you won’t be able to ask all these questions in one sitting, but instead you may have to ask them in a sequence of calls over a period of time.

Mark Twain - Don't let your schooling interfere with your education.

Mark Twain , Once said Don't let schooling interfere with your education.Sometimes we doing the same things and saying the same old recruitment pitch will not get you joiners.  The use of the right words will help  convince candidates to your way of thinking and all this is possible only when  you educate yourself with influential words and use them in your day to day life.  This is part 3 and last part of the audio book.  

Clients buy benefits not features!

Clients buy benefits not features. While it’s important to discuss the features of your product it is essential that you guide your client from features to benefits as I did in the example above. You can do this by using connecting phrases: The benefit of this is... This means that you’ll... As a result... Sometimes recruitment consultants’ state features, because they wrongly believe it’s a benefit, or they think the client can connect the benefit to the feature. Clients can’t always connect benefits to features, so be explicit with them. To ensure you’ve actually got a benefit, put yourself in the client’s shoes and ask yourself: “So what?” If you can’t ask “so what?”, then you’ve drilled down enough to reach a benefit. When selling a client a feature of one of your candidates, it could be that they’re a member of a debating team. The benefit of this to your client is that they’ll be able to fluently challenge senior managers during meetings. However, this is only a benefit if the client is looking for someone to challenge senior managers. Otherwise it’s just an advantage. Sometimes you’ll be challenged by your prospective clients as to why they should use recruitment agencies, or even use you as a recruitment consultant. You’ll need to identify the benefits for the client. Earlier in this section we identified the benefits of using a recruitment company, but what are the benefits of using specifically you? One example could be: “We’re a niche boutique recruitment agency who work with only a select few clients, which means you’ll have a greater access to the best candidates.”

Famous Quotes

1. Compliments are like diamonds, if they’re rare they’re precious - Andrew Leong - Famous Recruiter,  Author of the book Rich Recruiter.

2. 

Ten commandments for Jewish Riches!

1. Believe in the dignity and morality of business.
2. Expand your network.
3. Get to know yourself
What people value most in others to do business with is :
A. Trust
B. Determination : Know what you want so you can achieve your goals. Understand what motivate you and others.
C. Person of character
D. Constant

4. Don't try to be perfect. Life,  investing and business is never going to be perfect.  There are always problems and imperfections along the way.  So don't worry too much about it. In business,  reward those who are driven by cooperation and obligation to other.
5. Be a leader.
Take action and the opportunities to lead to riches will arise.
According to Jewish,  to be an effective leader you need.
A.  Vision
B.  Learn to follow
C.  Confrontation You must have the courage to present and maintain the vision, even in the face of opposition.
6) Embrace changes.
7) Forsee the future
8)Understand Money :
Money is simple,  trade is built on trust.  Any currency that is not trust worthy usually has a weak currency.
Money is a physical representation of what you done for others.
 The more you have the more you have changed the world.
9) Give way : Rich Jews give away 10% of their wealth to charities or other means to help the needed.
10) Never Retire.
God created us to work.  Your usefulness to the world is not a finite resource that gets used up, so when you retire and no longer add to the world through work,  you deteriorate.
How Jews manage their wealth :
1. Expenses - 50%
2. Savings - 10%
3. Emergency - 10%
4. Give away - 10%
5. Investments - 20% - Gold and Property and in business.
Invest one third in land,  One third in business and one third in cash.
Your money working hard for you.