OBJECTIVE The objective of this section is to provide a brief overview on how to leverage human nature and our brain's fundamental instinct to help motivate and sustain positive behavioral change. I'll also focus a bit of this section on how this discussion specifically pertains to new sales hires. BASIC INSTINCTS The basic function of the brain is to have a sense of control; and if we can give the brain that sense of control by using three positive change strategies, we will successfully impact sustainable change. GROUNDWORK These groundwork statements are what truly motivate change. - Fear or negative discussions when coaching will induce inaction. - The power of suggesting goal attainment when coaching will induce action. - Humans prefer positivity and learn best from supportive and encouraging moments. - Humans seek assurance and learn from coaching moments on how to build success. THREE POSITIVE STRATEGIES FOR CHANGE 1. Use a social incentive in your action strategy. - Instead of a warning, use positive information to seek out the change you want to see. - As humans, we care and want to do the same or better than other humans. - Humans, inherently, want to do better than average. - Find a way to highlight how others are doing; without necessarily using names. Example: Use specific graphs and charts that show an individual's KPI, mapped against peers' KPI attainment. Let human nature kick in to help you. 2. Instead of fear or negativity, use immediate rewards. - Science shows that fear, threats, or scare tactics have little impact on behavior change. - Rewards induce action. - No matter the type of reward, the benefit gains moment in real or near-real time. - Reinforcing positive behavior will turn into great habits. Example: Rewards can be simple. Hghlight a win during the team call. Have CXO do a shout-out, Write a personal note. While rewards can also be monetary, we are humans first and want to be appreciated. 3. Use progress monitoring trends. - When trying to get someones attention, highight the progress not the decline. - If you can use trend data to tell a story, that is powerful and positive. Example: Use a trend chart over the last four quarters to show when pipeline building activities take place that quota goals are met. NEW HIRE GUIDELINES - Build 30, 60, 90 day Success Plan and tie the expectations to company goals and KPIs - Schedule weekly coaching and make them a priority - Help build early wins to boost morale and long term success - Build a sense of empowerment - Don't assume everything is going well; ask for input on challenges or struggles Tip: Focus on coaching early and often. Give hands-on dediation and attention which will save headaches and failures in the future.