Monthly Archives: April 2011

Secrets of MILLION DOLLAR Internet Sales Letters

As a highly sought after Business Coach, I get many owners coming  to me asking for help creating better marketing campaigns.  One simple thing you can do is have an AMAZING SALES LETTER on your web page.           

Whatever you’re trying to sell, you really can’t sell it without “talking” with your prospective buyer.  An in attempting to sell anything on the Internet, the sales letter you send out is when and how you talk to your prospect.

             All winning sales letters “talk” to the prospect by creating an image in the mind of the reader.  They set “the scene” by appealing to a desire or need; and then they flow smoothly into the “visionary” part of the sales pitch by describing in detail how “wonderful” life will be and, how “good” the prospect is going to feel after he owns your product.  This is the “body,” or “guts,” of a sales letter.

Overall, a winning sales letter follows a time-tested and proven formula:

1)  Get his Attention

2)  Get him Interested in what you can do for him 

3)  Make him Desire the benefits of your product so badly his mouth begins to water

4)  Demand Action from him – tell him to click the right button or send for whatever it is you’re selling without delay – any procrastination on his part might cause him to lose out.  This is called the “AIDA” formula (Attention, Interest, Desire and Action) – and it works.

           On your website, your sales page should be the length of what it would be if were doing a mailing, or longer if you’re using bullets to emphasize benefits to build the desire.  Of course on the Internet you don’t have to worry about letterhead stationery or the cost of postage, which is a considerable savings.

 If, however, you want to also do a mailing campaign, then the following would apply. 

1)  The sales letters in mailings that pull in the most sales are almost always two pages with 1 1/2 spaces between lines. 

2)  For really big ticket items, they’ll run at least four pages. – on an 11 by 17 sheet of paper folded in half. 

3)  If your sales letter is only two pages in length, there’s nothing wrong with running it on the front and back of one sheet of 8 1/2 by 11 paper.  However, your sales letter should always be on letterhead paper – your letterhead printed, and including your logo and business motto if you have one.

            Regardless of the length of your sales letter, it should do one thing: and that’s sell, and sell hard!  If you intend to close the sale, you’ve got to do it with your sales letter.  You should never be “wishy-washy” with your sales letter. You do the actual selling and the closing of that sale with your sales letter – any brochure or circular you send along with in your mailing will just reinforce what you say in the sales letter.

             There’s been a great deal of discussion in the past few years regarding just how long a sales letter should be.  A lot of people are asking:  Will people really take the time to read a long sales letter?  The answer is a simple and time-tested: yes indeed!  Surveys and tests over the years emphatically prove that “longer sales letters” pull even better than the shorter ones, so don’t worry about the length of your sales letter – just make sure that it sells your product for you!

Coach Roger has helped numerous business owners get to THEIR MILLIONS and wants to help YOU get there.   Call Coach Roger now at 281-937-7196 or email me at  Through April 27th, I am offering anyone who calls/emails and mentions my blog a FREE 60 minute consultation. That’s like me sending you a check for $500 (my normal hourly rate)!  But you must call or email fast.  Take action and get to YOUR MILLION DOLLARS!


Do Your Employees ask you questions or do they “Wing it”?

Do your employees frustrate you when they “wing it” when dealing with problems, rather than asking you for help.

Or do they come to you for every little issue, making it impossible for you to manage your time?

If they ARE asking you questions; consider yourself lucky!

 According to a survey of British employees conducted by the Chartered Management Institute (CMI) and the British Library, 85 percent of workers would go somewhere else—seemingly anywhere else—before asking their supervisors for help.

 The good news (if there is any): Only 23 percent said they turn elsewhere because they don’t trust their boss’s judgment or ability to help. Instead, 48 percent said they didn’t want to bother their managers, while 30 percent said they were afraid of looking incompetent and 20 percent worried about being negatively judged for not knowing what to do.

In reality, YOUR job as their boss is to help them do THEIR job.  That is how you will get results in less time and with less stress.   So remind employees that you’re there to assist them; and don’t punish them for asking reasonable questions. 

Learn how to get your team to ask JUST THE RIGHT AMOUNT of questions, with a Team Building System and Operations and Training Manual System from AdviCoach.    Call Coach Roger now at 281-937-7196 or email me at Rboneno@AdviCoach.comThe first 5 people to email me will get a free PERSONAL consultation with Coach Roger!

Management Lesson from Coach Roger: Don’t Fake It!

Here’s a lesson from Coach Roger!

Everyone knows how annoying it is when a leader pretends to know all the answers and fakes his or her way through tough situations. When a leader behaves like this, it can cause workers to roll their eyes and jump ship when it seems that no one is truly wrangling with problems.

So how do you, as a leader, admit that you’re confused and don’t have the answers, without coming off as weak and incompetent? The first thing good leaders must do is admit their biggest fears to themselves. They have to face the nastiest voices in their own heads that are screaming phrases like “I’m foolish,” “How did I let this happen” or “I’m unfit to lead.” Once leaders face these fears, they must move on by using the following steps to deal with problems effectively:

 • Step One. Stop pretending to have all the answers and embrace your confusion. Show others that you have the courage to work with them to find answers.

 • Step Two. Admit to your team that you are unsure and that you need to understand the situation. Don’t apologize when you tell others you don’t have the answer to the problem. Set the tone so that your co-workers, colleagues and employees are willing to sit down and participate in a real learning session.

 • Step Three. Give your inquiry the structure everyone needs.  Assert yourself as a leader, while at the same time inviting others to join you in your quest for answers.  Take charge of and introduce a process that will clarify and resolve the problem.

• Step Four. Pay attention and learn from your experience. Keep an open mind and really listen to what the others who are working with you have to say.

 • Step Five. Think out loud. Let colleagues hear you working through the information that is brought to you. Don’t sit there silently, decide what needs to be done, and then announce your decision.

When you do that, your team will be MORE likely to follow you; and your solutions will get better results.

Learn how to build your team and be motivated to work FOR YOU so you make MORE MONEY and have MORE FREE TIME.  Call Coach Roger now at 281-937-7196 or email me at .  Get my free report:  “19 Behaviors you MUST understand to manage your employees.”

Staff and Mushrooms have Nothing in Common

There is a lot of truth to the saying, “Knowledge is Power.”

However,  many people choose to interpret this adage to mean that if they share their knowledge, their power is lost.  In the case of some managers, they believe that if they keep information to themselves, then they will be better able to control their staff.  Mushroom management, which describes a management style where managers keep staff in the dark and feed them manure, typically has devastating effects on workers and frequently reflects badly on the managers in question.

Not dealing honestly and openly with employees builds mistrust, which in turn impacts the workforce’s morale, willingness to cooperate and, ultimately, its performance.  Rumors and incredible distortions of the truth run riot, information is misinterpreted and chaos ensues as a general lack of understanding takes over.

Research has shown time and time again that one of the things that workers value most is being able to appreciate where and how their roles fit into the bigger picture. Yet, all too often, managers feel inclined to keep vital information to themselves about the organization’s strategy.  Not only is this hugely frustrating and de-motivating for staff; but managers suffer as their employees work according to the wrong perceptions, using entirely the wrong set of priorities toward entirely the wrong set of objectives. 

Treat workers like mushrooms and all you will really end up with is vegetables.

 Learn how to build your team to work FOR you.  Call Coach Roger now at 281-937-7196 or email me at .  Get my free report:  “19 Behaviors you MUST understand to manage your employees.”