Important notice: Insider Internet Dating (the landmark online dating program that sold out its first edition within 24 hours of going on sale) is now available in limited distribution. The secrets he's shared with me have been really powerful, and I've gotten some great responses because of them.
Dan here, I wanted to send you a quick email to thank you for this Insider internet Dating program. I wanted a step by step guide to setting up my profile and sending emails so I could get to the phone as quickly as possible with the highest quality women possible, and Insider Internet Dating made that happen. I was the ONLY guy from the hundreds of responses that she got that she ended up meeting in real life. But the amazing thing about it isn't this system, or how easy it is to use -- it's the women I was dating as a result of using it. I have to shut my profile off for periods of time because I can't keep up with all the responses. I don't have a lot of time to go out and meet women due to LOADS of college work, and not having enough money to just go to all the expensive bars and clubs where the hotties hang around, I used IID right from my home. I met, models, Strippers, even Gogo dancers as well as many many Bisexual women, and I even found my FIRST girlfriend (who happens to be a 10+ AND bisexual) thanks to IID. Before using IID I was struggling a LOT, since I was trying to use the same stuff I use for pickup in Bars C+F, and that was coming off as VERY arrogant online. Since I got IID what changed were the reactions I got from female users: Women agreed and appreciated my emails.
I think every guy who wants to do online dating definitely should get Insider Internet Dating!
Hey guys if you're thinking of getting this stuff and getting it handled online GET IT!!!!! The few bucks investment in Insider Internet Dating can get you dates when you don't have the time to go out to bars or clubs to pick women up.
I just went through IID last night, and I realized something: I was doing a majority of the things already, but getting no results!
Once I made those changes to my profile and emails, my email inbox started going CRAZY in just a few short hours! Because I'm getting a lot of responses I'm finding it hard to keep up with so many woman to call and arrange dates with. After putting up personal ads on several online dating sites, and after countless revisions of these ads, I was not seeing any success and I was ready to give up. Imagine putting up your profile in the morning, and then coming back in the evening to find 5 e-mails in your inbox, all from beautiful women who want to meet you. And really I owe it all to Dave M…I got a lot of great knowledge from David Deangelo, but when I started the online thing it didn't work for me…so I got Dave's program and I started listening to it and I was like, no way! I spent hundreds of hours in front of my computer typing emails that were 100% original for each woman I was interested in. Now I have 3 steady women in my life (which was my goal) so I rarely even check my online account anymore, but that is a good thing.
I look back at my life before IID and now after and I kick myself for taking so long to try IID! If anyone tells you that they are on the fence about your system, send them my email address and I will set them straight.
You see, with all the media attention I received after meeting so many women using dating sites, I was literally flooded with calls from guys who were struggling to meet women online. Insider Internet Dating teaches you how to meet women online through a step-by-step sequence of carefully structured audio and video lessons, giving you the freedom to learn how to meet women online at your own pace. Log into the private Insider Internet Dating site on your computer, watch the videos and you will learn how to attract women online immediately. A slick 'Spam filter avoidance system' that bypasses the online personals site security system, fooling it, allowing non-members to reply to your emails. Step 3 - Log back into the private members site and learn everything you need to be successful with all the new women you're gonna meet in person.
I hate to say this, I am WELL OVER 50 dates, and hundreds of conversations all thanks to IID and If I actually spend any significant time on online doing this, it would be next to imppossible to keep up with the response.
The way you teach this stuff is great, because I have developed some of my own twists thinking about it, and trying to be creative. Using the same templates you teach (with some minor changes as you suggest) I was able to dominate a major local dating service. I started getting so many emails from some of the most beautiful women on the site that I had trouble replying to them all every week. Most people don't know that I've been dating online since 1996, so naturally I thought I knew it all. I've NEVER endorsed anyone else's products, in fact, yours is the FIRST I've endorsed to my clients.
The quality of the girls has gotten so good that I've been showing off to my friends by having the first date be out with the boys. Since I made a couple tweaks in the wording a couple weeks ago, it has literally become dynamite.
I got IID, went through the video sections, and used the templates to get this girls number. There was one chick that I liked, I never could figure out why I was never getting anywhere.
Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization.
The fundamental goal of performance management is to promote and improve employee effectiveness.
The performance of each employee is fairly assessed, at least annually, at the end of the work plan or performance period.
Before you embark on the development of an effective performance management system, you should take a moment to consider whether or not your organization has HR management practices in place to support the performance management process.
The establishment of an effective performance management system requires time and resources and therefore, the support of the board, the executive director and other senior managers. Whether you are introducing a new performance management system or if you are modifying an existing process, it is critical that you communicate the purpose and the steps in the performance management process to employees before it is implemented. Review the employee’s job description to determine if it reflects the work that the employee is currently doing. Develop a work plan that outlines the tasks or deliverables to be completed, expected results and measures or standards that will be used to evaluate performance.
Identify training objectives that will help the employee grow his or her skills, knowledge, and competencies related to their work.
Identify career development objectives that can be part of longer-term career planning. Often the most difficult part of the planning phase is finding appropriate and clear language to describe the performance objectives and measures or indicators of success.
To assess quality of information provided, the supervisor could do spot checks to listen to or look at the information that the employee provides to clients.
Specify clearly what is to be done, when it is to be done, who is to accomplish it and how much is to be accomplished.
The objective needs should match the level of complexity with the employee's experience and capability and no insurmountable forces outside the control of the employee should hinder its accomplishment. Example: For an employee who is responsible for supervising volunteers at a drop-in centre for youth. SMART Objective 1: Conduct monitoring visits to the drop-in centre on a monthly basis to assess the performance of the five volunteers against the plans and objectives that were developed with them. SMART Objective 2: Provide written updates on the work of the volunteers to the Program Manager on a quarterly basis.
For a performance management system to be effective, employee progress and performance must be continuously monitored.


Performance management includes coaching employees to address concerns and issues related to performance so that there is a positive contribution to the organization.
Often, it is the positive and supportive feedback that is most readily and easily shared, while finding the right way to provide constructive feedback to address a particular performance issue can be more daunting. Have the employee describe the situation from their perspective and provide an explanation. Although we may sympathize with an employee’s unique personal circumstances and their reasons for why they are not performing, it is important to remain focused on the performance issue.
The performance assessment or appraisal meeting is an opportunity to review, summarize and highlight the employee’s performance over the course of the review period.
Managers should review their performance management notes and documentation generated throughout the year in order to more effectively assess the employee’s performance. Summarize the work accomplished during the previous year relative to the goals that were set at the beginning of the performance period. Managers must ensure that the employee receives a copy of the assessment form and the signed document is put in the employee's file. Even with a well-designed and implemented performance management process, there may be situations when an employee has a serious difference of opinion with the manager about his or her performance assessment.
The disagreement is heard by higher levels of management such as the supervisor's manager, followed by the Executive Director as necessary. A small group made up of equal numbers of employees and management staff review disagreements. Employees can seek assistance from an individual within the organization who is designated as an impartial ombudsman. A tendency to form a generalized positive impression of an employee, meaning rating the employee highly on all rating criteria rather than independently for each item.
The opposite of the halo effect bias, with a general negative impression of an employee resulting results in artificially low ratings. A tendency to be more lenient or more strict than his or her peers, when rating employees, OR, is more lenient or strict with one employee as compared to another.
A tendency to rate employees who are perceived to be similar to the rater more favorably than employees who are dissimilar.
A performance assessment form is a tool that helps guide and document a discussion between a manager and an employee about the employee's performance over the past year. Typically the first section of a performance assessment form includes standard information about the employee, the manager and the organization.
Include some brief instructions on how to complete the assessment form, the type of information to include on the form and the reason that the information should be included.
Document the performance objectives identified in the employee’s work plan and the measures to be used to assess achievement. If your organization has a performance assessment process that is based on a competency framework, be sure to include the list of relevant competencies on the assessment form. To view competencies associated with some of the common jobs in nonprofit organizations, see the section on job descriptions. Performance assessment forms often include rating scales to help guide and simplify the assessment process. The reliability of frequency scales can be improved by defining the percentage of time for each point on the scale.
Make sure the employee understands that, by signing, he or she does not have to agree with all the comments made in the assessment. It is very important to read the HR Toolkit's overview of Performance Management for a full understanding of the topic.
In many organizations, it is the executive director who is responsible for implementing the performance management system, but the executive director also needs feedback on his or her performance and to demonstrate how they are meeting work objectives – so it is integral that board members are involved in performance management.
The board of directors is responsible for hiring an executive director to ensure there is a skilled manager at the helm to lead the organization's work. An Executive Committee, HR Committee, or a specifically created ad hoc board committee will generally oversee the design and implementation of the performance management process for the executive director. Ensure that the executive director knows if people outside of the board will be asked to participate in the performance assessment process. 360-degree feedback, also known as 'multi-rater feedback', is employee development feedback that comes from colleagues, peers and managers in the organization, as well as self-assessment, and sometimes sources such as clients, volunteers or other stakeholders.
Senior managers (including executive directors) are responsible for assessing the performance of other employees but often do not receive adequate feedback themselves. When feedback comes from a number of individuals in various job functions, discrimination because of race, age, gender, and so on, is reduced. Note: Online Dating Magazine does not sell text links anywhere on the site, so please don't email asking about text links. Some started sending winks or phone numbers right away, Others left messages complimenting me for the Hot fotos I had. I had been doing the online dating thing for about 6 months before listening to your advice. I have such confidence with these women because I know that if they don’t like it, I can replace them in 2 easy emails! No corny lines or manipulative, false promises, I didn’t change a single thing about myself. And the best part is almost "no one" here uses or understands any of the internet dating techniques you teach! It's actually helped me understand online marketing better and intuitively what people really respond to. When people ask me what the latest and greatest online dating tips and trends are, I send them to you now.
I've been using IID for a few months and am now regarded as an Internet dating Master by all my friends. I incorporate all the elements you talk about, including making fun of other guys and what they send her, challenging her, and even including a funny link at the end. I wasnt sure on how to get the digits, and didn't want to mess things up because I was still waiting for the program in the mail. Now, in retrospect, I realized that she was using all of the little "tests" that you talked about in your stuff, and I would fail because I wouldnt know what to do! For example, the other day I went out on a date with a girl who would be WAY out of my league 6 months ago, but now I found getting the date easy.
Thanks to my quick thinking and your cocky and funny routine, when she was making fun of me, I shot back, "Well this isn't my fault, its all yours.
If I did something wrong, and she said anything about it, I would change it around to make it HER fault. More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals. It is a continuous process where managers and employees work together to plan, monitor and review an employee's work objectives or goals and his or her overall contribution to the organization. When developing a new performance management process, an organization can strike up a committee made up of employees, managers and board members to increase buy-in, understanding and support for the process.
Also remember to review your new performance management system after the first year and make adjustments as necessary.
As mentioned in the introduction, performance management is a continuous process of planning, monitoring and reviewing employee performance.
If the employee has taken on new responsibilities or the job has changed significantly, the job description should be updated. The choice of areas may be determined by the organization's strategic plan, by the employee's desire to improve outcomes in a certain part of their job, or by a need to emphasize a particular aspect of the job at this time.
A copy of the plan should be given to the employee and another should be kept in his or her confidential personnel folder.
Managers need to ensure that the objectives are a good representation of the full range of duties carried out by the employee, especially those everyday tasks that can take time but are often overlooked as significant accomplishments.


Coaching means providing direction, guidance, and support as required on assigned activities and tasks.
If an employee is not meeting performance expectations, managers need to provide constructive and honest feedback. By using the performance plan and assessment form as a guide, employees can assess their performance in preparation for the appraisal meeting. Only issues that have already been discussed with the employee should be part of the assessment documentation and meeting. This acknowledges involvement in the process, but not necessarily agreement by employee with the content of the evaluation.
A procedure for the employee to discuss disagreement with the process should be established. In small nonprofit organizations, there may not be higher levels of management to appeal to.
When a person evaluates someone else, his or her evaluation reflects both the person being assessed and the evaluator's built in biases.
This bias may come up if the manager generally dislikes, or has little confidence in an employee.
For example, given a scale that run from 1 (poor) to 7 (excellent), with 4 being the average, some managers refuse to use the points at either of the ends.
IMPORTANT: If this tendency is based on grounds for discrimination under human rights legislation (for example race, gender, nationality), it is a violation of human rights and is illegal. However, if the members are to be effective in planning the event and in working together after the event, they also need to demonstrate effective team work skills. Poorly constructed rating scales can be a source of confusion, subjectivity, ambiguity and conflict - all of which undermine the performance assessment process. Document the expectations for training and development in the performance assessment form. The signatures should come after a statement that indicates that 'by signing, both parties are acknowledging that they have read and discussed the contents of the performance assessment form.' This allows the performance management cycle for one year to come to a close and the cycle for the next year to begin. If an employee disagrees with any part of the performance assessment, provide them with the opportunity to attach their comments.
The following section deals only with some unique considerations concerning performance management of the executive director.
Once hired, the board also has a responsibility to monitor the executive director’s performance because the effectiveness of the organization is closely tied to the executive director's performance.
If the organization only has a small number of board members, the board as a whole may be involved in the performance management process - rather than leaving the responsibility to a single board member. Every organization should have a clear performance management process in place and communicate the plan to the executive director when they are hired. As board members often do not have the opportunity to be in the workplace on a regular basis, it is sometimes appropriate to seek assessment input from other sources than board members including as employees, partners, stakeholders, clients, etc. Often, the executive director can suggest who can provide useful input into the assessment process. Have the executive director sign any reports along with the board members involved in the performance management process.
360-degree feedback allows the individual to understand how his or her effectiveness as an employee, manager, or coworker is viewed by others. Some organizations may choose to hire external professionals to design, implement and analyze a 360-degree assessment.
Any links we have are affiliate links, resources we find useful, links to other sites we run or long-time magazine sponsors.
Others said I was the first Guy whose profile didn't have any spelling mistakes ;D AND asking for dates. He tells you exactly what steps you need to take in order to use online dating successfully.
I was worried that it wouldn’t be worth the investment, but after hearing your David D. I was worried about the cost and I was insecure accepting advice about my personal life, but I am such a better man for it! She started asking me if her bowling form was good enough, if her hair had been messed up, and her tone of voice was submissive from there on out. I took your advice and do write my own emails, profiles etc instead of just cutting and pasting and the results speak for themselves.
It's important to do this when an issue first arises - before it escalates into a significant problem. This process can identify gaps between the employees self-perceptions and the views of the manager and can allow for more in depth discussion of these performance points during the meeting. This will ensure that managers deal with performance problems when they arise and that there are no surprises during the performance assessment meeting. If an employee disagrees with any part of the performance assessment, provide them with the opportunity to attach their comments and file with their performance assessment form.
Managers should be aware of their possible evaluation biases, so they can try to eliminate them from the assessment process. The aim is not to get the event planned at any cost; instead the aim is to get the event planned and preserve the working relationships after the event is over. A reliable assessment has consistent ratings given for the same performance over time and with different raters. An executive director's performance needs to be measured in relation to his or her job description, annual work plans and organizational strategic plans.
Determine how the information generated through the performance management process will be reported back to the executive director and to the full board of directors. Review the performance management plan periodically and ask the executive director for input so that the process is supportive and useful for the board and the executive director. If assessments are administered without adequate training of participants, raters and facilitators, serious confidentiality issues can be raised, and relationships and individuals can be negatively impacted. Seriously, I was totally clueless on how to create a profile that would get a woman intrigued and excited about meeting me.
The screen capture and voice-over video is so cool because you can run it right there on your computer while you improve your profile etc. For example, in addition to the number of clients served, the quality of the information provided and a complaint rate of 1% or less could represent good client service. Multiple measures should be used if possible, for example, quantity, quality, time frame and cost. If a sub-committee of the board (instead of the full board) is responsible for the performance management process, decide if they have authority to offer salary or benefit increases or if the whole board must be involved. Please consider the following information carefully before undertaking this type of assessment process. Please use your PERSONAL name or initials and not your business name and do not put your website in the comment text, as both come off like spam. Ask good questions, have fun and thanks for adding to the conversation!12 Comments to Free Online Dating Profile Template You Can Swipe Immediately Oh yeah the stalker profile forgot about this thx for sharing again dave, btw are you still getting good results with POF? Only way to find out if this attracts women I actually want to meet is to use it and see what happens.It occurs to me that if one hundred nearly identical profiles show up and that gets in the ladies grapevine, then severe editing would be needed. I decided to ask another PUA guy and he told me to change a few things as when i first tried on POF i sent out 300 plus emails and only got 3 replys.
And doing what this guy told me it got me up to sending out 15 and getting 1 or 2 replies so its a huge improvement the basics are still some of davids stuff but i still aint getting the results i want as its mostly whales and fatties that reply to me. Advertised results are only typical of people who worked their tails off and followed every one of the internetdating strategies and internet dating tips that I outline on my site to really explode their online dating.



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