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Human Resources Office of To Sell is Human: The Surprising Truth about Moving Others by Dan Pink Dave DormanBrandon Sullivan, Ph.D.OHR Leadership DevelopmentEmployee.

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Presentation on theme: "Human Resources Office of To Sell is Human: The Surprising Truth about Moving Others by Dan Pink Dave DormanBrandon Sullivan, Ph.D.OHR Leadership DevelopmentEmployee."— Presentation transcript:

1 Human Resources Office of To Sell is Human: The Surprising Truth about Moving Others by Dan Pink Dave DormanBrandon Sullivan, Ph.D.OHR Leadership DevelopmentEmployee Engagement

2 Human Resources Office of Best-selling Personal Leadership Series Turning to One Another: Simple Conversations to Restore Hope to the Future by Margaret Wheatley (Peg Lonnquist, Women’s Center) The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni (Scott Studham, IT) Switch: How to Change Things When Change is Hard by Chip & Dan Heath (Mel Mitchell, OHR)

3 Human Resources Office of Pink, D. (2012). To Sell is Human: The Surprising Truth about Moving Others. New York, NY: Riverhead Books. Session Objectives Participants will: Understand context for influencing others. Identify new strategies to persuade.

4 Human Resources Office of Main Pitch In the U.S., one in nine people are in sales, but so are the other eight.

5 Human Resources Office of Survey data (7,000 adult full-time workers) 40% of time is spent trying to move others 70% spend some time persuading 39% are serving clients/customers 37% are teaching, coaching, instructing

6 Human Resources Office of Selected anecdotes Ed-Med leading the way Rise of one-person entrepreneurship Chief Movement Officer Pickle guy – “I want everyone to be stoked to come to work”

7 Human Resources Office of ABCs ThenNow Always Attunement BeBuoyancy ClosingClarity

8 Human Resources Office of Attunement Perspective-taking Seeing from others point of view Using Platinum rule Watching for colliding WIIFMs

9 Human Resources Office of The Ambivert Advantage Extraversion: sociable, assertive, lively, friendly, gregarious Assumption: More extraversion = better at selling and influencing What the data show: Greater interest in selling and influencing More likely to pursue a career focused on selling and influencing Higher supervisor ratings of sales effectiveness More extraversion does NOT = greater success at selling

10 Human Resources Office of The Ambivert Advantage Sales performance was best between 4.0 – 4.5

11 Human Resources Office of The Ambivert Advantage Discussion: 1.Why do you think people assume extraversion is good and introversion is bad? 1.What has your experience been?

12 Human Resources Office of Buoyancy Staying afloat in ocean of rejection

13 Human Resources Office of Bob the Builder Selling and persuading are accompanied by self-talk “I’ve never been good at this.” “I always get nervous and screw it up.” Conventional wisdom is that you should tell yourself how great you are – do more positive self-talk “I’m a great communicator, so this will be easy.” “I will be the greatest salesperson the world has ever known!”

14 Human Resources Office of Bob the Builder The best approach is to ask yourself questions “Will I be able to do this?” “Can I do this?” Why? 1. Your answers will contain strategies for success Leads to the question: “How will I do this?” 2. This type of thinking promotes intrinsic motivation

15 Human Resources Office of Bob the Builder Discussion: 1.When you have to persuade someone, what self-talk to you experience? 2. How might you change this into more productive questions?

16 Human Resources Office of Clarity ThenNow Problem-solvingProblem-identification Accessing infoCurating info Answering ?sAsking ?s

17 Human Resources Office of Problem-identification Discussion: Share a problem you have identified in your workplace that has yet to be solved. What will help you or hinder you from sharing it?

18 Human Resources Office of Most important Question Compared to what?

19 Human Resources Office of Now what? Pitch Improvise Serve

20 Human Resources Office of The Pitch Purpose of a pitch: Offer something so compelling, that it begins a conversation and brings the other person in as a participant. Three key questions: What do you want them to know? What do you want them to feel? What do you want them to do?

21 Human Resources Office of The Pitch For example: The one-word pitch “Search” “Priceless” The question pitch “Are you better off now than you were 4 years ago?”

22 Human Resources Office of Questions?

23 Human Resources Office of Start, Stop, Continue Based on today’s session, what is one thing you want to start, stop, or continue doing?

24 Human Resources Office of Action planning wrap-up Pulling It Together and Creating an Action Plan Lea Bittner-Eddy, Organizational Effectiveness, OHR June 7


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