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10 Behavioral Strategies for a Successful Year-End

With the end of the year?approaching, it’s time for a review of your business performance in 2012.

What were your favorite strategies for improving personal and business performance this year? What did you accomplish and what are your goals for 2013?

The following 10 behavioral strategies?will?lead you through to a successful year-end and help you plan for the new year.

  1. Demonstrate customer appreciation based on knowing what motivates each customer.
  2. Complete an organizational talent review to determine whether each of your employees is using their unique talents.
  3. Review your team members’ communication styles as well as the strengths and blockages within your team.
  4. Evaluate current levels of customer engagement in your services.
  5. Know what motivates each employee to implement a non-financial employee rewards program.
  6. Build customer workflows that manage each customers expectations and meet their service needs.
  7. Review your leadership legacy.
  8. Learn how each of your family members likes to be communicated with.
  9. Address the amount of risk you are currently taking in your investment portfolios.
  10. Reflect on your Quality Life goals.

To learn more about our DNA Behavior solutions for addressing these areas, contact us at inquiries@dnabehavior.com.

Management Principle: System Irrationality

Today’s management term is geared toward team and corporate outcomes but imagine if we applied the principle below to our communities and to government at large? How would it change life around us?

The truth is most of the topics we discuss in this blog also apply to our families, neighborhoods, and most all other contexts of life. I hope you think beyond corporate as you contemplate today’s principle.

System Irrationality. System irrationalities reveal themselves when we think, plan and build processes one way, then get unexpected outcomes as a result. One clear and predictable example is the way in which we incentivize people. If we hope, for example, to engage directors who will develop next generation leaders through a deliberate mentoring approach as part of a succession process, but only incentivize them with financial reward for increasing business, then we shouldn’t be surprised when no leaders emerge to replace them. It’s human nature. We will reap what we reward. Imagine Navy Seals who are trained to guard and protect themselves only, when under attack. How effective will they be at achieving complex missions? They are rather shaped with engrained thinking to protect their companions first and worry about themselves last. They accomplish almost superhuman feats as a result.

As professional leaders, we can have access to similar results by utilizing the appropriate human incentives. When organizational leaders understand and employ the secrets of selflessness, true teamwork will occur that will have lasting, sustainable corporate impact.

Coaching questions: Where are you experiencing system irrationalities and getting less than desirable results? What inspirationally-based human incentives can you apply to cultivate hoped-for outcomes?

Read more coaching principles from Dean Harbry on the Internal Innovations website.

What is Your Employee Engagement Revenue Multiplier?

As a leader you are under constant pressure to produce increased revenues. You may wonder, what can I do differently that will get the results I have promised senior management?? If you are asking your sales team to make more calls and set more appointments, you are only looking at part of the solution.

The answer to this question requires you to move to the new behavioral economy.? You must engage your employees as unique individuals to bring out their highest level of commitment and enjoyment on the job.? And, you have to do something most of us dont like to do.take a deeper look at yourself.

Before you think this is too touchy, feely, let me give you some hard facts. Gallup Research shows businesses that emotionally engage employees will grow earnings 2.5 times faster than those who do not.

Then there are further research studies done at major financial services companies and retailers proved a straightforward dynamic in which employee behavior affected customer engagement, which in turn affected company financial performance.
DNA Talent Management
In the case of a large retailer research proved a mere 5% increase in employee engagement lead to a 1.3% increase in customer engagement leading to 0.5% more revenues. This translated to a huge increase in bottom line earnings for that company. In some industries the bottom line impact will be higher.

The results are even better for those companies that take steps to directly increase customer engagement with the potential to increase revenue by 23% or more per year. Increasing employee engagement should be your starting point to increase revenues and productivity.

Think about the $ impact to your business of increasing employee engagement.

How do you get started on the engagement process?? The first step is to get to know each of your team members at the inner level.? While you may be very intuitive and know your people through experiences, you must have an objective approach.? There are many discovery tools available to determine strengths, challenges, and motivators.? Use these tools for an in-depth dialogue with your employees to find out how best to communicate, what motivates them, top skills and how they apply them on their job.

Then help each team member apply their strengths to their job.? If you have a salesperson that is a relationship builder and their sales are down, you will de-motivate them by telling them to make more appointments.? The way to increase sales with this person is to have them cross-sell with current clients and ask for referrals.? Save the more appointments approach for your goal setter.

Finally, remember, focusing on employee engagement is not a one time meeting.? It is a daily, continual process.? Have the information in your CRM or employee management systems so that before every meeting with your employee, you review their strengths and struggles.? Help them meet their goals based on who they are, not a prescribed 10-step one size fits all sales system.

An engaged, committed sales team will be your ticket to sales success!

To learn more about the processes you can use to increase employee engagement, please visit www.businessdnaresources.com or email inquiries@dnabehavior.com.

Engage Your Employees with Non-Financial Rewards

There is no doubt that money is important. We all need enough money to meet the needs of life and some extra for building a Quality Life and having life experiences. But, spending the day chained to a desk in a highly regimented environment with very little flexibility, vacation and recognition is not that desirable either. Certainly, that does not help the Quality (Balanced) Life equation. In todays world people are looking for greater life meaning, and not just more money.

So, todays employer must have a leadership approach which fosters the building of working relationships, appreciation, flexible hours, community activities and non-financial bonuses. Our company does this through setting work hours that meet the needs of the company and the bio-rhythms of different people, additional annual vacation in non-busy times, providing Quality Life trips to enable life experiences to be taken and time off for volunteer work. All of this brings greater life meaning. Yes, there is some company cost but it also is attractive to the employees. They are more engaged and frankly, the company gets a better type of person whose values are well developed.

If you do not believe me have a look at the HBR blog article Attract and Keep A-Players with Non-financial Rewards by Sylvia Ann Hewlett? which has great supporting research.

Also, learn more about our DNA Employee Performance Report for identifying what roles and work environment employees will excel in to increase the productive use of talents.