to what they learnt, it was the group of people who were emotionally involved that really got the most out of the event. It was them who went out of their way to approach me at breaks and ask me for more examples or run ideas by me, for how they were going to implement these new skills and beliefs. By far the group of people who were emotionally involved were getting far more than just what I was teaching them. They were getting their emotions and states amplifying what I was teaching.

This brings me to the question. H

I am writing this article at about 11pm at night on a plane going home. I’ve just finished training a group of sales managers for a very big company that has a sales force of over 10,000 people. The training went extremely well and I have been asked back to do more seminars for them.

During the course I noticed some really interesting things about this group and about the mindsets of the participants. It was amazing to me to see how clearly the best sellers in the group had a totally different mindset than the others in the room.

When I would challenge them and ask them questions the top performing people would always be the ones jumping to try something new or looking for ways that they could take what I was teaching and implement it their career, while the majority were sitting there and taking notes of what I was saying without really getting into it emotionally.

This got me wondering. Is it true that to be more successful at something you really need to be emotionally involved in it? The more I think about this, the more I think that it’s true. When I think back to the group of 28 top sales people, generally (admittedly with a few exceptions) they were people who were totally emotionally involved in what they were doing.

Another thing I noticed in that group was they controlled their emotions on the downside, but rarely on the upside. The could quite easily dismiss something that had gone wrong that day as bit of bad luck, which they could improve upon next time. They would also revel in things that had gone right and use that as evidence of how they were working their plan and that was what was giving them their success. They would learn from their mistakes and move on, but they would also truly celebrate their victories.

When looking back I realized that these patterns were quite consistent in the group of top sellers, but it was only today that I cold clearly see how dramatic the difference was while working with this company’s sales people.

Although all the participants learnt a lot and I am sure that they will all increase their sales due to what they learnt, it was the group of people who were emotionally involved that really got the most out of the event. It was them who went out of their way to approach me at breaks and ask me for more examples or run ideas by me, for how they were going to implement these new skills and beliefs. By far the group of people who were emotionally involved were getting far more than just what I was teaching them. They were getting their emotions and states amplifying what I was teaching.

This brings me to the question. Ho

n the room.

When I would challenge them and ask them questions the top performing people would always be the ones jumping to try something new or looking for ways that they could take what I was teaching and implement it their career, while the majority were sitting there and taking notes of what I was saying without really getting into it emotionally.

This got me wondering. Is it true that to be more successful at something you really need to be emotionally involved in it? The more I think about this, the more I think that it’s true. When I think back to the group of 28 top sales people, generally (admittedly with a few exceptions) they were people who were totally emotionally involved in what they were doing.

Another thing I noticed in that group was they controlled their emotions on the downside, but rarely on the upside. The could quite easily dismiss something that had gone wrong that day as bit of bad luck, which they could improve upon next time. They would also revel in things that had gone right and use that as evidence of how they were working their plan and that was what was giving them their success. They would learn from their mistakes and move on, but they would also truly celebrate their victories.

When looking back I realized that these patterns were quite consistent in the group of top sellers, but it was only today that I cold clearly see how dramatic the difference was while working with this company’s sales people.

Although all the participants learnt a lot and I am sure that they will all increase their sales due to what they learnt, it was the group of people who were emotionally involved that really got the most out of the event. It was them who went out of their way to approach me at breaks and ask me for more examples or run ideas by me, for how they were going to implement these new skills and beliefs. By far the group of people who were emotionally involved were getting far more than just what I was teaching them. They were getting their emotions and states amplifying what I was teaching.

This brings me to the question. H

think that it’s true. When I think back to the group of 28 top sales people, generally (admittedly with a few exceptions) they were people who were totally emotionally involved in what they were doing.

Another thing I noticed in that group was they controlled their emotions on the downside, but rarely on the upside. The could quite easily dismiss something that had gone wrong that day as bit of bad luck, which they could improve upon next time. They would also revel in things that had gone right and use that as evidence of how they were working their plan and that was what was giving them their success. They would learn from their mistakes and move on, but they would also truly celebrate their victories.

When looking back I realized that these patterns were quite consistent in the group of top sellers, but it was only today that I cold clearly see how dramatic the difference was while working with this company’s sales people.

Although all the participants learnt a lot and I am sure that they will all increase their sales due to what they learnt, it was the group of people who were emotionally involved that really got the most out of the event. It was them who went out of their way to approach me at breaks and ask me for more examples or run ideas by me, for how they were going to implement these new skills and beliefs. By far the group of people who were emotionally involved were getting far more than just what I was teaching them. They were getting their emotions and states amplifying what I was teaching.

This brings me to the question. H

ce of how they were working their plan and that was what was giving them their success. They would learn from their mistakes and move on, but they would also truly celebrate their victories.

When looking back I realized that these patterns were quite consistent in the group of top sellers, but it was only today that I cold clearly see how dramatic the difference was while working with this company’s sales people.

Although all the participants learnt a lot and I am sure that they will all increase their sales due to what they learnt, it was the group of people who were emotionally involved that really got the most out of the event. It was them who went out of their way to approach me at breaks and ask me for more examples or run ideas by me, for how they were going to implement these new skills and beliefs. By far the group of people who were emotionally involved were getting far more than just what I was teaching them. They were getting their emotions and states amplifying what I was teaching.

This brings me to the question. H

to what they learnt, it was the group of people who were emotionally involved that really got the most out of the event. It was them who went out of their way to approach me at breaks and ask me for more examples or run ideas by me, for how they were going to implement these new skills and beliefs. By far the group of people who were emotionally involved were getting far more than just what I was teaching them. They were getting their emotions and states amplifying what I was teaching.

This brings me to the question. How emotionally involved are you in your own success? Think about for a minute. To me the level of your emotional involvement in your results is one of the key indicators of the quality of those results. Since I’m not there and we probably don’t even know each other, I would ask you to ask yourself honestly that question. How emotionally involved are you? How passionate are you? How enthusiastic are you? The answer to all these questions shows your level of commitment. Perhaps it's time to get more emotionally involved in your building of your path to success.