The 3 Never-ever(s) of Sales Management in A Millennial’s World

 

How to use social influence to correct bad behavior

It was a regular Tuesday at the property management office. It was around Lunch time (I know because I remember how hungry I was). I was in an important one – on -one meeting with a leasing professional on my team. The backstory for the situation looks like this…… This individual had been having a hard time. Their numbers over the past month had been low, really low. Their attitude was even worse. They were spreading their negativity to other employees and not truly being the blessing. The blessing I know they can be. First, of all, I do not know if something was going on in their personal life, because with this particular employee, they are very private. There private-“ness” to me translates to professionalism and I like that about them.

From the time I started my career in Sales Management I learned three things:

1.       Never {ever} correct anyone for their bad attitude –

2.       Never {ever} correct team issues one on one –

3.       Never {ever} correct the person, develop behaviors –

So ….. Then what should you do.

1. Never {ever} correct anyone for their bad attitude –  Work with your team member and engage them through Social Platforms. What, social media? I know right… How does a facebook post or a tweet comment improve your team member’s attitude? Great question, it does two powerful things, first, it says, “You are important to me.” And second, it engages your team member that has the bad attitude and makes you more present in their lives. Comment on something they posted and make sure it is uplifting. You may be to most positive thing in their life at the moment.
2. Never {ever} correct team issues one on one – If there are issues among your team, the way someone is treating someone else, gossiping, political positioning, negativity, or any other issue between office team members, you should correct this through team development. You will not have success trying to have this conversation one-on-one. One -on- one meetings are to coach for results and develop skills. Utilize the team to answer questions that they solve together on your team’s social platforms. Many educational psychologists agree that when you are trying to achieve a positive psychology, “It is important to consider social constructionist and systemic perspectives” (Wilding & Griffey, 2015). Try putting out the question and asking for everyone to answer. You might try a team post like “What does negativity do to squander productivity in the work place” or “post one idea today of the successes you have had this week, then post one or two words about how you plan on keeping a positive team environment.”
3. Never {ever} correct the person, develop behaviors – Next time, before you correct an issue with a team member, go to your second brain Google. Type your question, “How do you improve XYZ behavior.” “The coach assists the coachee to identify the outcomes they desire, set specific goals, pinpoint their strengths, build motivation and self-efficacy, identify resources available to them, establish action plans, monitor and evaluate progress, and modify action plans accordingly” (Mouton, 2016).  Depending on the behavior, you can post your Googled research in your group forum or read this out loud at your next team meeting.

WARNING: If it something that is obviously a specific employee, do not single them out with this technique. Instead have a conversation about their behaviors and provide the resource to improve their situation.

Social team engagement is important to your ability to measure team engagement. If your team is responsive and engaged, then you can tell right away who is likely to be successful with you and your organization.

References

Mouton, A. R. (2016). Performance coaching in sport, music, and business: From Gallwey to Grant, and the promise of positive psychology. International Coaching Psychology Review, 11(2), 129-141.



Wilding, L., & Griffey, S. (2015). The strength-based approach to educational psychology practice: a critique from social constructionist and systemic perspectives.Educational Psychology In Practice, 31(1), 43-55. doi:10.1080/02667363.2014.981631

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Nathan is the Senior Property Manager for Affinity Property Group a numbers driven Property management firm in St. Charles, Missouri. Nathan holds an MBA with an emphasis in accounting from Keller Graduate School of Management and a B.A in Nonprofit Management from Lindenwood University. In addition to his degrees, he holds a Missouri real estate license and a National Apartment Leasing Professional (NALP) certification. He is currently a member of SCORE which is a nonprofit organization that serves to mentor start-up and growing businesses. Lastly, Nathan wrote the book Leadership Coaching as a Strategy for Employee Development and has been a guest speaker and facilitator at national conferences on the topics of leadership. 

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