Sales Jobs In DC/VA/MD

EPI is executing cutting edge consulting recruiting, diversity recruiting and sales recruiting in DC, VA and MD.

One of our clients is creating a paradigm shift within the storage industry by tripling storage media life and dramatically reducing the energy costs to maintain massive TB’s of data.  How do they do it?  Simply, by leveraging a disk cache and an opticaly repository.  Demand is increasingly growing, they are funded by a HUGE name in Venutre Capital and an industry icon sits on the board.  The territory is exclusively federal with more and more pipeline being built daily.  Compensation plan is $110K base and $260K OTE.  

Open Source Security is growing as the prevalence of Open Source in the Technology stack grows.  We have a unique opening available in the Metro DC region.  In sales recruiting, a sales recruiter needs to understand how having a federal and commercial territory introduces a hedge the account executive’s potential income stream and our client provides an excellent opportunity here VA, DC and MD as they are recruiting employees using recruiting strategies to offer an unusual income potential as the political winds strengthen in our run up to the election.  The company analyzes open source code to discern vulnerabilities and code anomalies that can lead to dangerous breaching.  $220,000 on target earnings. 

Recruiters starting a recruiting business should check out RecruitingBlogs as there are over 10,000 recruiters communicating daily.  Awesome!

Integrating New Skills- Recruiter Coach and Trainer

Seminars, training and learning new skills are the foundation of contemporary professional education right?  I know quite a few people personally who we can consider ‘seminar junkies’ and certainly you can name a few as well.  Continually, these people keep coming back for more and more education but seemingly, these same people fail to internalize and ‘become’ the person with new skills, disciplines and processes.

Many of also avidly read self-help, self-improvement and books to acquire new skills of any type.  Obviously, there is a benefit to filling your mind your great content, right?  The cliche of ‘garbage in – garbage-out’ truly has merit, however there is a limit to how far the average person can integrate their newly acquired content.

In every industry there are purveyors of great content, which if integrated effectively would lead to quantum leaps in performance, but inevitably, people seldom make quantum leaps.  Why?

Two obvious answers appear when inquiring.  First, our mind set needs to shift from doubt to excited expantcy, fully emotionalized with happiness and second, it is imperative new training be integrated powerfully through skill practice. 

Truly committed recruiters and executive search consultants need to have an environment where they can role play and be held accountable.  Developing new skills requires 45 days of consistent action.  Committing daily to spend fifteen minutes of your time role-playing verifiable selling processes overlaid with your personality will empower to ‘be’ the person who is capable of profitably handling objections, creating referrals and attracting new business.

Through recruiter coaching, any recruiter, whether they are starting a recruiting business, recruiting employees or recruiting athletes in athletic recruiting, can ‘sharpen their sales saws’ to perfection.

Clearly there a number of very strong resources available to recruiting professionals, however I have personally researched and experienced a number of the larger ‘brands’ and I have continually found them credible, but lacking.  You see, the foundation of our business is simply our conversational selling skills and there is only one resource available to today specifically designed to train recruiters.  In it we do not teach how to create a blog, or develop webinars, nor do we hand you a book of scripts and send you on your way and we will not even share recruiting training information that is stale and 30 years old.  We will simply teach a proven sales process that when completely integrated into your daily conversations will create more income, more certainty and more peace of mind.

Resume Mastery- Resume Creation That Generates Results

Ever wonder why Executive’s and HR Recruiter’s choose one resume over another?  Are you curious what content they are searching for?  Have you been perplexed over what information is need-to-share and which information is background noise?  Candidly, hiring authorities today have access to vast numbers of resumes and typically they are searching for a few key skills and benefits regardless of the position to be filled.  Unaware of what those skills and benefits are, many times we stack the probabilities against us by the language and content we include in our resume and ultimately, we inadvertently write ourselves out of consideration unwittingly.

Faced with this uncertainty, many people choose to outsource their resume creation entirely to a firm that specializes in writing resumes for a fee.  While the presentation, consistency and organization of the content is typically outstanding, often the information shared lacks impact and power.  As a contingency and retained recruiter for ten years I have many professionally created resumes in my database.  Unquestionably they are polished however they simply lack marketing power.

Steps to Create Your Resume:

1.       First identify for each position your compelling accomplishments by asking these questions for each position. 

 

ü      What was the key metric leveraged to monitor my performance?

ü      How much money did I save the company?

ü      How much revenue did I create?

ü      How many projects were I involved in and what were the names and relevance to the core business?

ü      How many of the projects that I was involved in were completed in time and under budget?

ü      How much under budget?

ü      Of those projects, how much revenue can I tie directly to my project?

ü      How many new customers did I attract and close?

ü      How large were the largest deals I closed?

ü      How much revenue can I tie directly and honestly to those closed deals?

ü      How much was my quota for each year and how did I perform?  Characterize in dollars or percentages over quota contingent on which variable is most compelling.

ü      How many offices did I open?

ü      How many people did I hire?

ü      How many leads did my marketing department create?

ü      What was the conversion ratio?

ü      How large of a department did I create?

ü      How large was the company or team when I joined and how large is it today?

ü      How much venture funding did I attract?

ü      What accounting standards did I utilize?

ü      Who subscribed to the Initial Public Offering?

 

2.       Next, open a blank page and in the header type in your contact details including Name, address, phone number and email address.

 

3.       Now create a Professional Summary that takes the three most compelling accomplishments you have achieved in your career and communicate them using active languaging.

 

 4.       Skip one line, create a header that says: Strengths.  Write one line that clearly communicates your professional strengths.  Be careful not to dilute the power of your strength, so I would propose only including two to three.

 5.       Next, in bold text, underlined and Cap locked, write EXPERIENCE:.

6.       Now skip a line and add your most recent employment history.  Name the company, it’s headquarter location on the first line.  Beneath include a paragraph on your most recent employer’s solution and services, customers and a link to their website.

 

EXPERIENCE:

2000-Present Company Name, Landover, Maryland. 

A publicly traded, $300,000,000 market leading provider of software tools and solutions to enable web based test and quality assurance which ensures maximum up-time, extensibility and reliability.  Clients include ninety-five percent of the Fortune 100, Government Contractors and Federal Agencies.  http://www.companyname.com

 

                        Federal Integrator Manager

·               Responsible for all FSI Solution Partner Alliances including GSA Schedule Partners. Developed market strategy with Alliance Partners to expand  Mercury presence beyond the testing marketplace.

·               Increased GSA Business from 10% to 50%.

·               Increased FSI Business from 0% to 30%.

·               Partner business increased from 10% to 80% of total Federal Business. Quota: 17 Million of 21 Million.

·               100% of Quota 3 of 4 years.

 

7.       Repeat the same format for each position held being attentive to accomplishments, focused on revenue created, growth, cost savings and performance metrics for each position.

 

8.       Once each professional experience is completed and formatted as above, add your Education.  Invariably, if your G.P.A was high, be sure to note it as well.  Beneath your education include your professional certifications such C.I.S.S.P. etc.

                                 EDUCATION:    University, West Chester, Pennsylvania

                                 Graduate Degree in Business Management; Minor in Economics.

 

9.       Next add your affiliations.  Affiliations are any networking groups and associations you belong to.

 

Resume writing is a simple process really.  The key is to begin to think as an executive thinks, which is clearly on the ‘business essence’ of your role.  High impact verbiage with a focus on your key performance metrics will jump off the page for recruiters and Executive leaders.  I offer an audio for $29.95 called Resume Mastery to the general public, however if you would like a free copy simply email me or got my site.

All the Best 

 

 

 

 

 

 

 

Connection- The Difference That Makes the Difference

Yesterday I read a an amazing post from Doug Firebaugh who is a leading generic sales and marketing trainer in the Direct Selling industry.  Forget mindset and begin to consider your connection. 

Effective Interviewing Technique – Recruiting Strategies

When recruiting candidates often recruiters neglect to properly prepare their candidates to pre-sell themselves leaving the interview to chance.  I would propose it is more powerful to invest the time in preparing the candidate’s mindset.  Sharing with the candidate that the interview is clearly a selling opportunity and it is their job to do the selling is critical to their interview success and the recruiters financial success.  Below is an example of our strategy to powerfully prepare each candidate, senior or junior.

First:  Fortunately I am going to be able to get you an interview and I need you to listen to me for a few minutes and please take notes.  It is very important that you get this.

Then:  We have to realize this is a sales situation.  It is crucial that you share enough compelling information about yourself for them to be interested in pursuing you and interested in hiring you.

Then:  An interview is not, contrary to popular belief, a two-way street.  Our goal together is to place you in a position of choice, where you walk away from each interview in the driver seat and YOU have the option of choosing to go back in to the next round of interviews, right?  Undoubtedly, until you have an offer, nothing has really taken place.  So it is important you sell yourself just as hard as you can.  There are simply so many candidates for a company to interview.  For every interview we get you, the Employer is interviewing 15-16 other candidate’s.  Our goal together is for the employers to not only remember you, but to also want you back in the next round to pursue you.  Does that make Sense?  So what I would like to do is take a few minutes to isolate your accomplishments.

Then:  First let’s take out a sheet of paper and divide it into three columns.  The first column we’ll label Feature.  A feature is an accomplishment.  For instance, you closed a deal at Army, right.  That would be a Feature.  The second column will be Advantage.  An Advantage is simply the value, the dollar value or percentage of increase, directly tied to the feature.  And the third Column is the Benefit.  Simply put the benefit is your part in the process that led to the Feature, Advantage and Accomplishment.  Does that make sense?  I would suggest making a list of the top eight to ten F.A.B. points about your last five years.  As you recognize now, the value is twofold, right?  Not only do you semantically map your achievements so they are top of mind, but the added benefit is you now can present them concisely and compellingly, right?

Then:  Clearly the flow is important.  We want to be concise, keeping each F.A.B. to 45 seconds each.  Here is an example for you; “while working with Oracle, I closed a $3.2 million deal with Army across twenty bases and three commands that I nurtured from a cold lead to an enterprise deal over eighteen months.

Then:  Our goal is to present three F.A.B. (Feature, Advantage, Benefit) points, each last only forty-five seconds, are you with me?

Next:  Take your sheet of paper and turn it over.  We are now going to create an Interview Platform.  Simply put, the platform is an interview process designed to help you control the most compelling information about you, help eliminate the typical reactivity in a traditional interview and most importantly place you in a position to clearly understand the key to success in the position.  It is a five point outline:

Next:  Point one is the Grabber.  The Grabber is designed to assumptively get the Hiring Authority’s attention and it goes like this:  “Based on what I know about the position here is why I feel I am a fit for the position.”

Then:  Immediately, without pause go to Point Two.  This is where you share the three most compelling Feature’s, Advantage’s and Benefit’s you bring to the company.  Remember these are concise and compelling, right?

Next:  Without pause or segue move to Point Three.  These are your business questions.  Five to six questions designed to understand the pain and how to be wildly successful in the position.

Then:  Point 4 of the Interview Platform we call Personal Questions.  The key question to ask the Hiring Authority is, “how did you choose to work with Oracle?”  We are looking for a decision making style.  If your Hiring Authority say’s, “well, I was looking for an industry leader with a broad technology stack, so I called Oracle and asked for an interview, then your Hiring Authority is an Internal decision maker.  She makes her own decisions.  If your Hiring Authority says, “I received a call from a Recruiter, the Recruiter shared the opening with me, so I called a few customer’s and asked them their opinion, they were positive.  So, I then called an old colleague and he felt positive, and then I decided to interview.”  With this knowledge you now know your Hiring Authority is an External decision maker, meaning they will only make decisions with other’s approval.  The benefit to you now is you know how to sell yourself each step of the way through the Interview Process, right?

Last:  Point 5 is The Close.  In an interview the close is critical.  We propose there is power in three’s, so we close three times.  The first is very soft and is simply closing for fit.  “Based on my background and what you are looking for, how do you feel about the fit?”  If we get agreement on fit, we close for process.  “Can you help me understand when you would like to have someone on board and who else will be involved in the decision making process?”  Our final close is for “next step.”  “I’m available Tuesday or Wednesday to meet with member of your team, which day works best for you?”

Whether you are primarily in sales recruiting, I.T. recruiting or a hiring authority who is championing a candidate, properly preparing the candidate to interview, is truly excercising cutting edge consulting recruiting.  Learn more about our strategies at www.ronmasoncoaching.com

 

 

Coaching Benefits- Recruiting Strategies

I am continually asked how to take recruiting and billings to the next level.  The answer is always straightforward, get a coach who will hold you accountable to your goals, your actions and your commitment to generate a higher level of skill.  Coaching guides you to creating new recruiting strategies that will dramatically aide you in recruiting employees or in your executive search efforts.  Tiger Woods has a coach, Michael Jordan had a coach when he played and countless other’s in all industries who are at the top of their game have coaches.

 

The reason is simple, you see many times when we are in our day to day process of massive action, it becomes difficult to see our personal skill level caps or personal psychological caps.  Once these caps are identified it becomes much easier to ‘blow’ through and attain higher levels.

 

Coaching is critical to the long term stability, success and fulfillment in your career.  Moving from proficiency to mastery is an intense, long term series of actions which require greater skill, discipline and higher intensity.  Mastery is essential not only for you and your family, but also for your clients and candidates.  Achieving mastery requires an extensive look at your strengths, weaknesses, daily disciplines, your current systems and your biggest goals and then installing new skills, disciplines and precise execution of your new system.  The synergy of commitment and accountability to your goal will assure your ascent to mastery while supercharging your business.

 

Venture Capitalists, CEO’s and Leaders in all fields recognize two essential secrets of success; one, that success does leave clues and two, we all benefit greatly from synergy.  Systematic, consistent actions inevitably lead to results.  Always those results are achieved through commitment to attain that result.  Ron Mason Coaching illuminates for you, the habits and behaviors with which you currently operate daily, and most importantly how they may propel you professionally or cap you.  Do you frequently hit your committed revenue goals, or like most, do you fall short.  Ron Mason coaching delivers the resources that will elevate your income, fulfillment and contribution. 

 

Professional coaching challenges you to acquire skill’s, improve your resolve and tap new resources in your pursuit of mastery.  For information on our coaching programs, go to VP Coaching or CEO Coaching.  http://www.ronmasoncoaching.com

Writing Your Resume: Recruiting Strategies For Your Personal Job Search

Ever wonder why Executive’s and HR Recruiter’s choose one resume over another?  Are you curious what content they are searching for?  Have you been perplexed over what information is need-to-share and which information is background noise?  Candidly, hiring authorities today have access to vast numbers of resumes when recruiting employees and typically they are searching for a few key skills and benefits regardless of the position to be filled.  Unaware of what those skills and benefits are, many times we stack the probabilities against us by the language and content we include in our resume and ultimately, we write ourselves out of consideration unwittingly.

Faced with this uncertainty, many people choose to outsource their resume creation entirely to a firm that specializes in writing resumes for a fee.  While the presentation, consistency and organization of the content is typically outstanding, often the information shared lacks impact and power.  As a contingency and retained recruiter for ten years I have many professionally created resumes in my database.  Unquestionably they are polished however they simply lack marketing power.

 Steps to Create Your Resume:

1.       First identify for each position your compelling accomplishments by asking these questions for each position. 

 

ü      What was the key metric leveraged to monitor my performance?

ü      How much money did I save the company?

ü      How much revenue did I create?

ü      How many projects were I involved in and what were the names and relevance to the core business?

ü      How many of the projects that I was involved in were completed in time and under budget?

ü      How much under budget?

ü      Of those projects, how much revenue can I tie directly to my project?

ü      How many new customers did I attract and close?

ü      How large were the largest deals I closed?

ü      How much revenue can I tie directly and honestly to those closed deals?

ü      How much was my quota for each year and how did I perform?  Characterize in dollars or percentages over quota contingent on which variable is most compelling.

ü      How many offices did I open?

ü      How many people did I hire?

ü      How many leads did my marketing department create?

ü      What was the conversion ratio?

ü      How large of a department did I create?

ü      How large was the company or team when I joined and how large is it today?

ü      How much venture funding did I attract?

ü      What accounting standards did I utilize?

ü      Who subscribed to the Initial Public Offering?

 

2.       Next, open a blank page and in the header type in your contact details including Name, address, phone number and email address.

 

3.       Now create a Professional Summary that takes the three most compelling accomplishments you have achieved in your career and communicate them using active languaging.

 

4.       Skip one line, create a header that says: Strengths.  Write one line that clearly communicates your professional strengths.  Be careful not to dilute the power of your strength, so I would propose only including two to three.

 

5.       Next, in bold text, underlined and Cap locked, write EXPERIENCE:.

 

 6.       Now skip a line and add your most recent employment history.  Name the company, it’s headquarter location on the first line.  Beneath include a paragraph on your most recent employer’s solution and services, customers and a link to their website.

 EXPERIENCE:

2000-Present Company Name, Landover, Maryland. 

A publicly traded, $300,000,000 market leading provider of software tools and solutions to enable web based test and quality assurance which ensures maximum up-time, extensibility and reliability.  Clients include ninety-five percent of the Fortune 100, Government Contractors and Federal Agencies.  http://www.companyname.com

                         Federal Integrator Manager

·               Responsible for all FSI Solution Partner Alliances including GSA Schedule Partners. Developed market strategy with Alliance Partners to expand  Mercury presence beyond the testing marketplace.

·               Increased GSA Business from 10% to 50%.

·               Increased FSI Business from 0% to 30%.

·               Partner business increased from 10% to 80% of total Federal Business. Quota: 17 Million of 21 Million.

·               100% of Quota 3 of 4 years.

 

          7.       Repeat the same format for each position held being attentive to accomplishments, focused on revenue created, growth, cost savings and performance metrics for each position.

          8.       Once each professional experience is completed and formatted as above, add your Education.  Invariably, if your G.P.A was high, be sure to note it as well.  Beneath your education include your professional certifications such C.I.S.S.P. etc.

                                 EDUCATION:     Widener University, West Chester, Pennsylvania

                                 Graduate Degree in Business Management; Minor in Economics.

 9.       Next add your affiliations.  Affiliations are any networking groups and associations you belong to.

 

Recruiting Tips- Preparing Your Candidate To Get Commitment!

 

One of my mentors many years ago shared one of his key success secrets with me and that is simply to prepare your candidate to expect and prepare for the unexpected question.  You see, hiring authorities are often seeking to qualify out as many times as they seek to qualify in, which means it is critical in giving good service to prepare your candidate properly. 

In an interview your candidate needs to be prepared for any question.  Many are legally inappropriate, however they do get asked.  A powerful exercise to completely prepare for the interview, is to have your candidate go through each question below and formulate have their response.  This exercise, not only prepares your candidate for the explicit question in this list should it be asked, but it also prepares them mentally and energetically to powerfully manage any question that is asked of your candidate.

• What are you short-range objectives? Long range?
• What do you look for in a job?
• Why are you leaving?
• What can you do for us that someone else cannot do?
• Why should we hire you?
• Can you work under pressure, deadlines, etc.?
• What is your philosophy of management?
• Do you prefer staff of line work? Why?
• What kind of salary are you worth and why?
• What are you five biggest accomplishments in your present or last job? Your career?
• Why didn’t you do better in college?
• What is your biggest strength?
• What is your greatest weakness?
• What business, credit of character reference can you give us?
• How long would it take to make a contribution to our firm?
• How do you feel about people from minority groups?
• If you could start again, what would you do differently?
• How do you rate yourself as a professional?
• How do you rate yourself as an executive?
• What would your current manager say is your weakness?  Your strength
• If you stay in your current position, what would be a logical promotion?  Why leave?
• What new goals or objectives have you established recently? Why?
• How have you changed the nature of you job?
• What do you think of your boss
• What is your feeling about alcoholism?    

·    What is your feeling about divorce?    

·    What are your feelings about abortion?

·    What are your feelings about women in business?

·    What are your feelings about religion?  

• Why haven’t you obtained a job so far?
• What features of your previous job have you disliked?
• Would you describe a few situations in which your work was criticized?
• Would you object to working for a woman?
• Why did your business fail?
• How would you evaluate your present firm?
• Do you generally speak to people before they speak to you?
• If you were at a social function and you did not know anyone, how would you meet others?  Why would you do that?
• How would you describe the essence of success?
• What was the last book you read?      
• What was the last movie you saw?      
• What was the last sporting event you attended?
• What interests you most about the position we have?   
• What interests you least about the position?
• Don’t you feel you might be better off with a different size firm than ours?
• Why aren’t you earning more by now?
• Will you be out to take your boss’s job?
• Are you a leader?    Give an example.
• A you good manager?     Give a good example.
• Are you analytical?     Give an example.
• How would you describe you own personality?
• Have you helped increase sales?     Profit?     Reduce costs?
• How many years have you attained quota?
• The years you have not, why?
• Do you have customers who are unhappy about the work you performed for them?
• What do your subordinates think of you?
• Have you hired people before?    
• What do you look for?   
• Have you fired people before?
• How long would you stay with us?
• Why have you not been promoted?
• What charitable endeavors do you pursue?
• How much travel is too much travel for you?
• What do you don’t have in your current position that you would like to have?
• Do you stay in touch with past colleagues from?  Why not?
• When you were a child, who did you want to become?  Are you on track?

 

Human Resources – Recruiting Employees

Clearly HR is the engine for explosive and sustainable growth!  Your skills, systems and processes to attract top talent drive your firm’s revenue.  Are you being all that you can be?  What separates the bottom 80% of companies from the top 20%?  It’s no secret; talent?  Do you need to hire the best and brightest from your competition?  Are you recruiting from Stanford, MIT or Harvard?  Is your company developing new product?  Are you aggressively expanding your sales force?  Did your firm recently receive Venture Funding?  Has your firm lost a key senior leader?  Are you creating International Distribution?

 

Are you and your staff armed with the latest talent acquisition skills, processes and systems to compete successfully for the best talent?  Are you effectively recruiting employees that can boost your company’s net?  Do you leverage sophisticated soft selling skills specifically designed to discover candidate pain while at the same time nurturing real relationships?  Do you have a proven process to powerfully create loyalty even from recruits who are not “currently’ interested?  Are your recruiter’s trained in handling objections and creating compelling recruit presentations to attract non interested and passive candidates?  In our ‘War For Talent’ economy are you going to battle armed with all possible weapons to assure your probablility of top line revenue growth? 

 

Traditional training provides excellent content with significant benefit.  New skills are learned, ideas are shared and motivation to execute newly learned behavior is raised for a period of five to seven days.  For many, the daily discipline to integrate what has been learned is low, which inevitably leads to backsliding into old patterns and skill levels.  Incremental integration with powerful accountability guarantees the best return on your training investment.

 

Ron Mason Coaching offers affordable recruiter specific training delivered to assure systematic integration into daily disciplines while at the same time guaranteeing minimal downtime.  Our training and coaching is shared in thirty to forty-five minute blocks coupled with weekly homework and accountabilities specifically designed to become daily processes quickly.

 

o       Lead Generation System

o       Recruit Power Track

o       Objection Mastery Track

 

To learn more and research powerful, proven resources go to www.ronmasoncoaching.com or simply email ron@ronmasoncoaching.com.  I would be happy to share how we can help!

Recruiting Strategies

Are you truly committed to achieving at the highest level possible?  Are you currently feeling capped by your skills, by the economy or the systems you have presently have in place?  Have you sought proven training only to uncover 30 year old training, or training on creating blog sites and social networking sites.  Are you searching for proven recruiter training that you can be certain will be effective?  You are not alone my friend.

Coaching is critical to the long term stability, success and fulfillment in your career. Moving from proficiency to mastery is an intense, long term series of actions which require greater skill, discipline and higher intensity. Mastery is essential not only for you and your family, but also for your clients and candidates. Achieving mastery requires an extensive look at your strengths, weaknesses, daily disciplines, your current systems, your biggest goals and then integrating new skills, disciplines and precise execution of your new system. The synergy of commitment and accountability to your goal will assure your ascent to mastery while supercharging your business.

Venture Capitalists, CEO’s and Leaders in all fields recognize two essential secrets of success; one, that success does leave clues and two, we all benefit greatly from synergy. Systematic, consistent actions inevitably lead to results. Always, those results are achieved through commitment to attain that result. RMI Coaching illuminates for you, the habits and behaviors with which you currently operate daily, and most importantly how they may propel you professionally or cap you. Do you frequently hit your committed revenue goals, or like most, do you fall short. RMC coaching delivers the resources that will elevate your income, fulfillment and contribution.

Professional coaching challenges you to acquire skills, improve your resolve and tap new resources in your pursuit of mastery. For information on our coaching programs, go to www.ronmasoncoaching.com and select VP Coaching or CEO Coaching.

The foundation of our system is accountability.  Through our training you will integrate rapidly the new conversational selling skills that form the bedrock of successful recruitment.  Technology will powerfully cast a wide net, however your success is contingent on how profitably you convert your net of leads into revenue.

I offer a free e-course which shares 5 Powerful Recruiting Strategies to boost your billings now.  www.ronmasoncoaching.com.  Once on my site simply enter your first name and your email to begin your free course today.

All the Best,

Ron