#1: When and Why to Part Ways with a Customer (@HBR); because sometimes we forget how beneficial it can be to simply fire a customer that’s not delivering value.
#2: How to energize and engage your team at work (@Resultsdotcom); There are 2 forces at work in this post, physical & emotional energy. Time Out For Renewal & Ability to Focus are physical and simple to resolve, whereas Feeling Valued & Having a Core Purpose are emotional a more complex to resolve. These emotional anchors that drive our energy & engagement, are what Christine Comaford calls mattering issues in her book Smart Tribes.
#3: 5 Common Misconceptions That Make You Bad At Networking (@FastCompany); great outline, and in summary, it’s all about the value you bring to each new relationship.
#4: The power of “small wins” (@Resultsdotcom); because making progress is the next best thing to achieving your goal. And it’s the only way to achieve your potential, one small step at a time.
#5: Use Behavioral Economics to Achieve Wellness Goals (@HBR); there’s great wisdom in appealing to our intrinsic motivators, such as these below. Forget for a moment that the originating article is about wellness, and how could these core behavioral science principles move your employees to action toward higher productivity & over achieving your goals?
- Instead of giving a reward only to people after they meet a goal, give it to everyone in an account that they can see (like an online bank statement or even a physical gift card that isn’t yet activated). And take it away only if success is not achieved. This approach makes the reward tangible and within reach today, when the action needs to happen. It also takes advantage of our natural aversion to loss (people work harder to retain something than to earn it).
- Use separate checks or gift cards to deliver benefits that would normally be buried in a pay stub. In short, make the smaller incentives easier to see and, therefore, more influential.
- Construct teams so that individual efforts become group achievements. For example, rather than merely encouraging individuals to walk more, create teams whose success depends on each member walking a minimum amount (say, 7,000 steps a day). Teams would also compete against each other for prizes or bragging rights. By enlisting social norms, you capitalize on the most powerful of human motivators.
- Turn repetitive activities, like taking medication, into a daily game in which people are eligible to participate only if they took their medication the previous day. Such an approach effectively pairs the routine with engaging and emotionally positive experience.
DISCLAIMER: I’ve added the source of each article included in the tweet as depending on the status of your subscription to these online publications, you may have difficulty in following some or all of these links.