5 out of 60 Cause Execution Blockages

As a leader have you ever looked into your business to discover where the execution blockages are? If you have done this, did you pinpoint the exact blockage points?

Of course, the blockage points are with specific people on your team or in the broader business. There only needs to be one square peg in a round hole for there to be a problem. It does not need to be many people out of place. However, it is often difficult to objectively see who is causing the blockages.

Last week we did an organizational review of a company with 60 employees. Our starting point was to have each employee complete their Business DNA Natural Behavior Discovery. Then we were able to apply talent benchmarks for each role to determine the optimal fit of each person. Our initial external view was that 5 people performing leadership and sales roles were a poor fit.

The leader then confirmed that these 5 people were performing below the required level and in one case a business unit was significantly under achieving its goals. The good news is that the problems were identified and a plan was developed to assign these valuable people to other roles whilst maintaining engagement.

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

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.

Is your CRM on its best behavior?

Is your CRM on its best behavior?

Studies show that 10 out of 10 CRM platforms do not have a behavioral based customer engagement system. This will soon change as the Communication DNA app for Salesforce.com gets released.

Communication DNA is a customer engagement app for Salesforce.com which is used by businesses to discover the emotional decision-making patterns of customers and allow for the real time customization of sales, marketing and client service activities.

Sneak peak of the predictive insights which are available inside Salesforce using the Communication DNA app:

To get started contact inquiries@dnabehavior.com and look for the Communication DNA app inside the Salesforce Appexchange

The Outgoing People Connector

This post is part 4 of our 10 part series on Financial Behavioral Insights from our Financial Performance in the New Behavioral Economy White Paper. The financial behavior insights will help you gain greater self-awareness for recognizing some of your own behavioral tendencies and also those of investors.

Behavioral Insight 4: The Outgoing People Connector

Helen Jones is a 38-year-old mother of 3 children who has a very bubbly, outgoing personality and an active social and community life. Helen openly admits that she has gone to lunch and dinner parties and hears the latest hot tips on what stocks are going up. Often in the excitement of the moment Helen has taken a few bets. She justifies to herself that it will fund a vacation, or this will mean she can have some nicer clothes. However, after a few years of much heavier losses than gains, and the future of her family on the line, Helen realizes something is wrong. Outside help is needed.

Behavioral Insight
Naturally expressive and talkative people will be Engagers who are Outgoing People Connectors. They are able to network with people well but may make uneducated bets from following the herd that sabotage their portfolio.

Communication key: Tell them the names of the people who are involved in the company and management of the investment.

Helen is clearly an Engager with the dominant trait of being an Outgoing People Connector. This means she is constantly networking with others and always exposed to the latest idea or solution.? The Outgoing People Connector will usually be the expressive and talkative type who enjoys mixing with people.

When these networking talents are used well the Engager who is an Outgoing People Connector will learn of some great ideas. The key will be using the ideas wisely. However, often this type of person is quite impressionable regarding what others have to say and will display a herd mentality. We all know that there are people who pick up the latest money-making idea at a dinner party. Everyone else is jumping into a deal; why shouldnt I? Or one of their friends is talking about a hot stock tip.

Further, a struggle for these Engagers who are Outgoing People Connectors is that they are often quite emotionally vulnerable, and they have a desire for instant gratification. So this leads to impulsive decision-making and later regret. While they create the perception of being risk takers, very often they are not. Usually, the quick leap into an investment is matched by a quick leap out with great wealth destruction consequences.

An advisor who is an Engager with the primary trait of being an Outgoing People Connector will be naturally strong at finding out from others what the new opportunities are. However, they need to restrain themselves and only present these opportunities to clients when they have thoroughly researched them. Otherwise, their clients will each have a portfolio with a mix of poor investments.

Learning Point:
The advisor needs to be aware that the Engager who is an Outgoing People Connector will be responding to a lot of up and down emotions with every investment opportunity, and therefore each one needs to be discussed so that wise decisions are made. Ask the client: Tell me who you consult with to get investment ideas? How do you check the opportunities that are presented to you and who is presenting them?

What are your thoughts? For additional information on discovery through behavioral profiles, click here.

The advisor needs to be aware that the Engager who is an Outgoing People Connector will be responding to a lot of up and down emotions with every investment opportunity, and therefore each one needs to be discussed so that wise decisions are made. Ask the client: Tell me who you consult with tNaturally expressive and talkative people will be Engagers who are Outgoing People Connectors. They are able to network with people well but may make uneducated bets from following the herd that sabotage their portfolio.
Communication key: Tell them the names of the people who are involved in the company and management of the investment.
o get investment ideas? How do you check the opportunities that are presented to you and who is presenting them?

Management Principle: Enthusiasm

People are truly the most cherished resource a company can have, regardless of what corporate officers say or do. And, because many organizational leaders focus on outcomes and not process, they try to achieve an end, but fail to address the systems and processes that create success. Supplying the emotional needs of your employees is essential for both human and corporate health.

Enthusiasm. We all want our employees to be enthusiastic because it’s reflective of a level of engagement. This inward motivation supplies emotional energy and thus physical energy to get the job done. The question is: Where does enthusiasm come from? How can we hire people who are enthusiastic? And, what do we do with people who have lost their enthusiasm? The answer lies in humanity and not in financial incentives. Humans are complex beings comprised of physical, mental, emotional, and social aspects that require care, nurture, and encouragement. Enthusiasm is something that is felt and is usually the result of inspiration. It emerges when a person sees their part in a bigger story; it counteracts the voices that say “you are insignificant.” To develop enthusiasm, leaders must be visionaries while demonstrating strong managerial prowess–true efficacy in leadership requires both. They articulate the big picture and then help their people live in that vision through inspiration and modeling. While this makes intellectual sense, it’s not intuitive, which is why leadership is a profession of discipline, and not simply a position one occupies.

Coaching questions: Is your life a form of inspiration to others? How can you create more enthusiastic employees?

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