First, you need to be an exceptional communicator to become a remarkable leader.

I see this all the time… business owners and leaders create problems that aren’t even there simply because they assumed—based on what someone said or asked—where the conversation was going. 

And if they’d only just taken a second to listen, there could have been a better outcome. 

If you want to be a remarkable leader, executive, or salesperson, you have to first understand—contextually—what people are saying to you, or asking you. Because if you don’t, you can’t properly communicate back. 

Great communication isn’t magic, but it looks like it. Great communication is practiced. There’s a process behind great communication, and I’m going to share a process that I created and taught myself in order to understand what someone’s true sensitivity is, or what they’re trying to communicate to me so that I can properly communicate back

It’s a three-step process called AMA – Acknowledge, Motivate and Ask. 

Most people, whenever there’s an issue or tension, their natural reaction is to get defensive. And I used to do the same! But this leads to a broken result versus a positive one. 

I filter everything people say to me through this process…


Here’s a tip: People tend to say things that are in their unconscious mind, sometimes that’s what automatic responses are – your beliefs. You see, what you think is what you say, what you say is what you do, and what you do becomes your legacy…. And if your legacy is that “you can never find good people to work for you”, then that’s what it becomes. 

People can only succeed to the extent that the LEADER is giving them clear direction on what needs to be done and the impact they want them to create for the business. You need clear inspiration. So if someone can’t hire good people, I know it’s because you’re not an effective or inspirational leader.

When you’re acknowledging them, you’re restating or repeating what they’re saying. Say, “So I want to make sure, what I’m hearing you say is…” and rephrase it in a way that allows them to think about what they said. It allows them to be conscious of their words and in the end, their thoughts.


Even as you’re motivating them, you want to let them know you hear them. You can say something like, “I’m hearing what you’re saying, and many business owners have felt the same way in the past. BUT, after CHANGING how they approached that thought, they were able to attract remarkable people into their business.”

You want to start switching their thinking into a more positive one, by letting them know they’re not alone, and they can fix their mindset.


And then my question would be, “if you changed YOUR perspective, and if you changed your mindset and found a way to attract remarkable people into your business, is that something you’d wanna learn how to do?”

It’s almost like a rhetorical, motivational question around the original objection or point of contention. Then you can even say, “What if there was a great person out there that COULD help you achieve your dreams… how would you FIND that person?” Or, “How would THEY find YOU?”

What they were saying is they can’t find anybody good to work for them, what you need to get them to talk about is, what would THEY need to do differently in order to attract that person.

Learn how you can become an expert communicator in just 10 minutes by scheduling a call with one of my business advisors.