Crack The Behavior Code

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Propel Employee Engagement To Sky-Rocketing Levels

Season 1, Ep. 3

Often leaders are focusing so intensely on growth that we miss the fact that our team’s emotional experience is suffering. And when they’re suffering, they’re in their Critter State (versus the ideal of being in their Smart State.)  


Why? 


Most likely because safety, belonging or mattering are missing. But how do you know who needs what, and when? When I do culture coaching I use three main tools to find out: 


 

Today we are diving into the SBM Behavior Decoder and how this tool can help forge greater emotional agility for your tribe. 

 

You don’t need to ask if a team member needs safety, belonging, or mattering--their behavior says it all. The SBM Behavior Decoder below will help you give them what they need to shift to their Smart State. Click the infographic link and view the Behavior Decoder.

 

SBM Behavior Decoder Infographic


What Do Your People Really Crave? 

 

  • If people are in their Critter State and craving safety, they’ll take safety away from others. They need their outside world to match their inside world. This could manifest in the workplace as someone spreading gossip, rumors, or fear in general. 

 

  • If people are in their Critter State and craving belonging, they’ll isolate, withhold information, or form silos—they will essentially “leave the tribe.” They feel they don’t belong, so they’ll behave accordingly… and their outside world will reflect their inside experience. 

 

  • If people are in their Critter State and craving mattering, they’ll take mattering away from others via condescending behavior and making people feel small. They don’t matter, so they make sure that others don’t either. Then their world will make sense. 

 

Discover the SBM Trigger of An Individual 

 

Once you determine what you think your people really crave, based on their behavior, you can begin a dialogue to confirm your findings. 

 

Ask your people - What is most important to you at work? 


Please list in order of importance: 

  • You’re on a team that has a plan, and people have your back. (safety) 
  • You’re part of the team, and you have equal value to others. (belonging) 
  • You’re acknowledged and appreciated for your unique contributions, and you are making a difference. (mattering) 

 

This dialogue starts the process of becoming aware and once we are aware of what state we are in, we can apply the appropriate tools to manifest change. Next, notice both the “go to” behavior of a person in Critter State, as well as what lights them up. If their “go to” is Belonging in Critter State, you may want to try giving them Belonging regularly to light them up. You could do this by saying “I’m so glad you’re on the team. You really bring a lot to everyone! The team is better with you on it.” Notice also your “go to” and what lights you up, as well as your family members too! 

 

The Net-Net 

When we give people what they crave, their critter brain calms down, and we can guide them into their Smart State. This is where true rapport, connection, alignment, enrollment, and engagement live. Oh—and high performance, collaboration, and sustainability are the results! 

 

Remember, safety + belonging + mattering = trust. I’ve added links to more information on this topic in today’s show notes for you.



Resources Mentioned:


You’re busy growing. Let’s have a strategy session when it makes sense, which means you are…


· Committed to getting better results and finding out how awesome your performance can truly be

· Ready to make this a priority and get started in the next few months

· Allocating budget to improving the leadership, culture and results of you and your company

· Able to make the decision to move forward (or can convince the person who can)


Ready? Great! Please fill out the form here. If not, check out our resources and subscribe to receive news and more tools as they become available, and we’ll work together when the time is right.

More Episodes

1/25/2020

4 Content Marketing Mistakes That Will Wreck Your ROI

Season 1, Ep. 19
4 Content Marketing Mistakes That Will Wreck Your ROIHere’s what we know: content marketing is a massively effective method of increasing ROI and overall customer engagement.Also: content marketing is not as easy as whipping up some content and tossing it into the oven of the Internet. Careful consideration and strategy is required, and sometimes, even with the best intentions, major mistakes can be made right from the get-go.So let me ask? Are you happy with your content marketing results? If not you may be making crucial mistakes!(If you're feeling generally unsatisfied with more than just your marketing results, you may find our FREE, 4-week mini course on the pillars of the authentic self to be invaluable!)Recently I sat down with super brain Amanda Milligan at Fractl (an online marketing agency specializing in engaging and emotional web content on the web). Here’s her advice:Mistake #1: Content That’s Too BrandedContent that looks like a traditional ad will be responded to like a traditional ad — like you’re just trying to sell and not engage. If your content is presented in a more natural, organic way, people will be more likely to receive it well and not merely consider it an endorsement of your company’s credo.Fast Fix:Form ideas around the overall values and objectives of your company, not the brand itself. For example, if you’re a car insurance company, create content about safe driving, not about how to find the best insurance out there.Place your logo on content once in a noticeable but not eye-catching area. The bottom of an infographic or a single link in an article work well.Use subtle methods of incorporating branding, like fonts or colors, that don’t immediately call attention to the company but are reminiscent of the brand.Mistake #2: Not Getting Your Audience InvolvedIf you’re using outdated approaches to content creation, like anticipating the communication stream only going one-way, you’re in for sub-par results. Consider every content strategy to be a conversation, and be sure to facilitate that back-and-forth. It’ll open doors for new customers.Fast Fix:Comments and other means of feedback can allow your potential customers to interact with your content and thus feel more connected to it. Create channels to facilitate the building of relationships, either through comments or social media.Craft content that’s interactive — allow the audience to click, explore, and participate. You can do this with interactive graphics, quizzes, maps, and other multimedia.Listen to what your audience is saying. They could be telling you exactly what they want to see and learn, but if you’re not paying attention, you’re missing countless valuable opportunities.Mistake #3: Conveying Facts But Missing EmotionContent isn’t all about teaching and informing; it’s about connecting and experiencing. All you have to do is tap into humanity. Tap into what brings us together in real life — the emotions that ignite empathy — and you’ll have content that’s both memorable and impactful.Fast Fix:Don’t think of content as an article or instructographic — think of it as a story. Ask yourself: What does this information actually mean to the person reading it, and how can I illustrate this? That’s when the story comes in.Read your own content. Write down three words about how it made you feel, being as specific as possible. If none of these words are an emotion or they’re too vague (and are instead “informative” and “interesting” rather than say “surprising” and “inspiring,”) start from scratch.Consider incorporating the emotions that often lead to virality in order to give your content an edge right from the beginning.Mistake #4: Overthinking Content And Missing ContextSure, content can speak for itself. But think about it this way: You can write an incredible book and leave free copies all over town, but virtually no one will read it. Why? With so much content available, everything is about curation, meaning getting your content published in the right place can mean everything.Fast Fix:Don’t just think about what sites get the most views — make sure to carefully consider where your potential customers are and target the sites they visit.Create a team of media relations specialists who can build relationships with publishers. This team should be at least equal in size to your content development team.Study how to send out pitch emails. Make sure the headline is eye-catching and to-the-point, and make sure the body of the email succinctly explains:What the content is aboutWhy you’re pitching it to this publisherWhy the audience will enjoy itIf you’re making any of the above mistakes, now is the time to improve your process. Once you’ve identified your pain points and you’re creating the right content in the right place for the right audience, you’ll see big changes in your ROI.How is your content strategy working?------Resources Mentioned:Culture Camp: https://www.smarttribesinstitute.com/culture-camp/FREE mini-course: https://smarttribesinstitute.com/byb-minicourse/Beyond Your Brain: https://www.smarttribesinstitute.com/stiretreat/Content Marketing: http://www.forbes.com/sites/christinecomaford/2012/03/19/double-your-sales-and-trump-your-competitors/Increasing RIO: https://www.custedge.com/why-our-brains-buy-and-how-to-convert-prospective-customers-into-loyal-advocates/Amanda Milligan: http://www.linkedin.com/in/amandamilliganEmotions & Virility: http://blogs.hbr.org/2013/10/research-the-emotions-that-make-marketing-campaigns-go-viral/Contact Christine: https://smarttribesinstitute.com/contact/Strategy Session: https://smarttribesinstitute.com/strategy-session/You’re busy growing. Let’s have astrategy sessionwhen it makes sense, which means you are…·Committedto getting better results and finding out how awesome your performance can truly be· Ready to make this apriorityand get started in the next few months· Allocatingbudgetto improving the leadership, culture and results of you and your company· Able to make the decision to move forward (or can convince the person who can)Ready? Great! Pleasefill out the form here. If not, check outour resourcesandsubscribeto receive news and more tools as they become available, and we’ll work together when the time is right.
1/18/2020

Busting 3 Massive Myths About Employee Engagement

Season 1, Ep. 18
There’s a lot of buzz about employee engagement these days. But the sad truth is thatengagement stats worldwide are still dreadfully low. And to throw some fuel on the fire, myths about whatactually createsengagement are rampant—and are making the problem worse.Here’s what I know for sure is true, from the 1,000+ organizations I’ve helped to boost employee engagement over the past 30+ years.There are three (if not more!) prevalent myths I come across constantly—and it’s time to bust them.Myth #1:Employees Are Professionals—They Aren’t SupposedToBe Emotional At Work, And We Don’t Have To Accommodate Their Emotional State.Myth Busted: Whoa. Based ondata from Hoffman Institute, UCLA, and countless other organizations, more than 90%of our decisions and behaviors are driven--are dominated--by our emotional brain. Our intellect, which many employers think rules the day, is only responsible for about 10% of our behaviors.Respecting, understanding and navigating the emotional experience of your team should never, ever,be trivialized.I’ve found that there’sactually arecipe foremotionalengagementthein brain:Oxytocin: the key bonding hormone, this helps us feel connected to others, loved, seen, acknowledged. It then contributes to the release of…Seratonin: a neurotransmitter that helps us feel good. When we feel good we choose behaviors that keep us feeling good, like collaborating, being accountable, innovating, and this contributes to the release of…Dopamine:a neurotransmitter that contributes to reward-motivated behaviors.Sowe do more of what we think will bring us rewards within our tribe.What does this mean? That how our team feels matters. That emotions at work are crucial to consider. That as leaders we must intentionally work on creating the conditions to activate the recipe above in the brains of our awesome team. Myth buster #2 will help you do this.Myth #2: Employee Engagement Surveys Are Effective Because They Show You CareMyth Busted: A survey is demoralizing waste of time, energy, and money, if you don’t do it right. In my 30+ years as a leadership and culture coach, as well as entrepreneur building and selling 5 businesses and investing in more than 200, I’ve seen a LOT of employee engagement surveys.PerBruce Temkinof the Temkin Group (see myprior blog on the link between Customer Experience and Employee Engagementciting his research) a super smart analytics guru,there are 3types of analyticsyou want to ensure you get:Descriptive:this is where you learn the state of the world.Predictive:this is where you understand how the state of the world will remain the same.Prescriptive:this is what most leaders miss—that theemployee engagement survey, if done properly can be a prescriptive tool to show you what you need to change and how.Here’s an example of the descriptive and predictive.Firstyou’ll see the survey, then an excerpt of the comments.From the above we understand the state of the world—and it will continueunless we take decisive and effective action to change it—that’s the prescriptive work. Here’s an excerpt of theCultural GAME (Growth, Appreciation, Measurement, Engagement) Planwe created to shift the cultural challenges we learned aboutfrom our clientin the SBM IndexEmployee Engagement Survey above.And here are the results that occurredwithin the first 7 months asthe prescriptive work was put in place:Safety increased: 15%Belonging increased: 22%Mattering increased: 17%And the client reported that:Leaderswere now alignedaroundclearneedle movers(goals and accountability structures)and simpler ways to get greater results.Teams werebuilding processesthat werepropellingallteams’effectiveness to new levels.They now were ableto enroll, engage, align our team to optimize performance.They nowget more done in less time, are more motivated, are all speaking the same language, and all continue to collectively raise the bar.They’remore accountable, aligned, and effective than ever before.Now that’s engagement!Myth #3:EmployeesWant More MoneyToBe More EngagedReality: For very few people, and they are contract workers, this is true. But for thevast majorityof employees out there the meaning in their work matters far more,the depth of their connectionsto your organization’s cause, to their colleagues, to your clients is what will move them more.We all want to be part of something bigger than us, something that really makes a difference, removes pain, solves a problem, something we’re proud of.All workers should insist on this and not settle for less. All employers should strive to create this and not chicken out.The Net-NetUnderstanding the emotional experience of your team is essential—then you must navigate itPrescriptive must be added to the first 2 types of analysis (descriptive and predictive) is we’re going to create changeMake sure your workplace, and work overall,createsthe experience of meaning—we all need to know we’re part of something bigger than us that mattersWhat other employee engagement myths do you come across? Let’s bust them together!-----Have you ever considered using neuroscience to optimize engagement, performance, recruiting, and retention in your organization? At SmartTribes Institute, we continually strive to apply cutting edge neuroscience tools and resources to modern day businesses and people. If you'd like a taste, check out our upcomingCulture Camp! And, of course, apply the practices in these podcast episodes as well.------Resources Mentioned:Culture Camp: https://www.smarttribesinstitute.com/culture-camp/Beyond Your Brain: https://www.smarttribesinstitute.com/stiretreat/Safety, Belonging, and Mattering Heat Map Sample: https://smarttribesinstitute.com/wp-content/uploads/SBM-Heat-Map-Sample.pngSMB Index Comments: https://smarttribesinstitute.com/wp-content/uploads/SBM-Index-Comments.pngSmartTribes Institute: Create a Cultural GAME Plan: https://smarttribesinstitute.com/wp-content/uploads/Cultural-Game-Plan.pngContact Christine: https://smarttribesinstitute.com/contact/Strategy Session: https://smarttribesinstitute.com/strategy-session/You’re busy growing. Let’s have astrategy sessionwhen it makes sense, which means you are…·Committedto getting better results and finding out how awesome your performance can truly be· Ready to make this apriorityand get started in the next few months· Allocatingbudgetto improving the leadership, culture and results of you and your company· Able to make the decision to move forward (or can convince the person who can)Ready? Great! Pleasefill out the form here. If not, check outour resourcesandsubscribeto receive news and more tools as they become available, and we’ll work together when the time is right.
1/11/2020

3 Ways Leaders Can Improve Work-Life Balance

Season 1, Ep. 17
What is your life experience when the work day is complete? Are you spending time doing things that you love or are you too drained to do anything other than recoup before the next workday begins?We spend a lot of time at work and the tools that I teach my executive coaching clients show them how to maximize their efforts, stand in their energetic weight and master executive presence. If you aren’t having fun when you aren’t at work, it may be time to reflect.Life is a balancing act, and work will become less fulfilling if your downtime is void of ease, grace, joy, and fun.These are the three actions that leaders can do each and every day that will put them on the path towards guaranteeing work-life balance.Move The Needle:Focus 70% + of your time onHVAs. There will always be a parade of bright shiny objects trying to distract you. Keep those beasts at bay by tracking your high-value activities (HVAs) and low-value activities (LVAs). Resolve to get to 70%+ of HVAs in the next 60 days.Effective delegationincreases the amount of time that you will have to focus on the items that will move the needle.Honor Your Boundaries:Are you honoring your personal life commitments? We all avoid uncomfortable human relations issues sometimes, but what is the cost? It’s exorbitant. As we give our power away and compromise ourintegrity, we inadvertently teach our brain that not honoring our personal life is acceptable. Set up a new system with healthy boundaries and behaviors that will anchor the fact that a commitment in your personal life is equally as important as a commitment at work.Embrace Mindfulness Practices:Do you have amindfulnesspractice? If not, it may be time to start incorporating at least one mindfulness practice into your daily routine. One of the biggest causes of stress is ruminating, or repeating a certain stressful thought. The brain sets off down an old thinking pattern and stays there. Mindfulness practices teach our brain to pop up out of that old pattern and recognize it for what it is: a default and well-worn groove that we have a choice to step out of.Mindfulness meditationre-grooves the brain and builds a new neurological network. Do it enough and, like the studies show, you can train your brain like a muscle to stay calm and present in the face of adversity or good old daily stresses of life. You can see several mindfulness processesdemonstrated here.They learn how to manage their energy and focus on the actions that only they can do to move the needle in their organization, they honor their boundaries and personal life commitments, and they know how to stop the world and stop their thoughts on command.Try the three above actions and you’ll find your personal life will be as fun and fulfilling as your work life!------Have you ever considered using neuroscience to optimize engagement, performance, recruiting, and retention in your organization? At SmartTribes Institute, we continually strive to apply cutting edge neuroscience tools and resources to modern day businesses and people. If you'd like a taste, check out our upcomingCulture Camp! And, of course, apply the practices in these podcast episodes as well.------Resources Mentioned:Culture Camp: https://www.smarttribesinstitute.com/culture-camp/Beyond Your Brain: https://www.smarttribesinstitute.com/stiretreat/High Value Activities/Low Value Activities Examples: https://smarttribesinstitute.com/wp-content/uploads/hva_and_lva_tutorial.pdfEffective Delegation Process: https://smarttribesinstitute.com/wp-content/uploads/effective_delegation_process.pdfContact Christine: https://smarttribesinstitute.com/contact/Strategy Session: https://smarttribesinstitute.com/strategy-session/You’re busy growing. Let’s have astrategy sessionwhen it makes sense, which means you are…·Committedto getting better results and finding out how awesome your performance can truly be· Ready to make this apriorityand get started in the next few months· Allocatingbudgetto improving the leadership, culture and results of you and your company· Able to make the decision to move forward (or can convince the person who can)Ready? Great! Pleasefill out the form here. If not, check outour resources andsubscribeto receive news and more tools as they become available, and we’ll work together when the time is right.