{"id":12982,"date":"2022-01-07T20:39:46","date_gmt":"2022-01-07T20:39:46","guid":{"rendered":"https:\/\/sandler.dsstaging2.com\/case-study\/tie-the-performance-goal-to-a-personal-goal\/"},"modified":"2023-11-06T02:07:30","modified_gmt":"2023-11-06T02:07:30","slug":"tie-the-performance-goal-to-a-personal-goal","status":"publish","type":"post","link":"https:\/\/sandler.com\/blog\/tie-the-performance-goal-to-a-personal-goal\/","title":{"rendered":"Tie the Performance Goal to a Personal Goal"},"content":{"rendered":"\r\n

Sometimes, sales leaders fall into the trap of believing that people are going to work harder for their employer than they will for their families or their own futures. This is simply not true. Human beings always have been and always will be driven to improve their own personal situation. As the leader, you must tap into that motivation<\/a>.<\/p>\r\n\r\n\r\n\r\n

You set your corporate goals<\/a>, you get excited about those goals, and you believe that because you pay people\u2019s salaries and they are dedicated, professional employees that they\u2019re going to get excited, too. You assume that that they\u2019ll put in 1,000% each and every day, 24\/7, just like you do. And then you\u2019re surprised when that doesn\u2019t happen.<\/p>\r\n\r\n\r\n\r\n

Of course, you do have to identify corporate goals clearly, set the key performance indicators, and figure out how compensation fits in. All that\u2019s essential. But you also have to take into account the reality that people will always work a whole lot harder for themselves and their families than they will ever work for you. That\u2019s not any reflection on the salesperson. That\u2019s human nature.<\/p>\r\n\r\n\r\n\r\n

Once I\u2019m engaged on a personal level, there\u2019s a powerful driving force that takes over. Your job as the leader isn\u2019t to repeat the corporate performance goal to me. It\u2019s to help me connect the dots<\/a>, to link that corporate performance goal to my personal goal.<\/p>\r\n\r\n\r\n\r\n

As a leader, you know that, day after day, the people on your team are faced with doing things that are possibly uncomfortable for them. You want to make sure that they\u2019re motivated to get done what needs to be done. You want to make sure that they\u2019re not stuck in their comfort zones. You also know that it\u2019s very common for people to reach a plateau, a place where they\u2019re comfortable, a place they\u2019re not really learning and growing very much and they\u2019re not asking themselves the tough questions. Guess what? When people are comfortable, they work at about 60\u201370% of their capacity. If you don\u2019t connect the dots for them, that\u2019s where they stay: In that 60\u201370% zone.<\/p>\r\n\r\n\r\n\r\n

You want your people to have the best possible perspective about how to invest the hours in their day. As a leader, you know that if it\u2019s a Friday afternoon and it\u2019s sunny out, even though golf or tennis or something else you love to do during your leisure time might look good that day, that doesn\u2019t necessarily mean those options are the best possible use of your time. You want to make it easy for your people to reach the same conclusion, but based on their own goals. If they\u2019re only tied into a corporate goal that\u2019s coming to them from a third party, they may accept that goal at an intellectual level, but there\u2019s not going to be much emotional attachment to that goal. (Some team members may buy into the corporate goal on an emotional level because they have strong internal competitive drive, but you can\u2019t count on that for everyone.)<\/p>\r\n\r\n\r\n\r\n

To avoid the stressful situation where you are the only person who\u2019s emotionally invested in attaining the corporate goal, we strongly suggest that you learn to tie corporate goals to personal goals. Let\u2019s take the example of Juanita, a salesperson who is working on commission. Let\u2019s say Juanita\u2019s annual quota is $1 million dollars, and her commission on this would be $100,000. You could simply sit Juanita down and say, \u201cHere are the numbers: your quota is a million dollars, and your commission rate is 10%. You\u2019ve got a great territory. Go for it.\u201d What\u2019s going to happen?<\/p>\r\n\r\n\r\n\r\n

Chances are that there would be pushback at some level. If you are lucky, you\u2019d hear about that pushback during the meeting and perhaps be able to deal with it. But if you aren\u2019t lucky (and who is, all the time?), you\u2019d end the meeting thinking you\u2019d accomplished something, Juanita would smile politely as she left, and you\u2019d have no idea that she was spending every coffee break complaining to her coworkers about how unfair it is that she has absolutely no input about her annual sales targets.<\/p>\r\n\r\n\r\n\r\n

But suppose that meeting went a little differently. Suppose you said, \u201cLook, if you make your goal, Juanita, you\u2019re going to receive $100,000. Let\u2019s pretend for a second that you achieved that goal. What would you do with your $100,000?\u201d Suppose you let Juanita think about that possibility and process it on her own.<\/p>\r\n\r\n\r\n\r\n

\u00a0What would she come up with?<\/p>\r\n\r\n\r\n\r\n

She might say something like this: \u201cWell, I would put money toward retirement. I might put a down payment on a vacation home for my family, and I\u2019d be able to put some of the money away for college for my daughter; she\u2019s only eleven, but I know she\u2019s going to need a good education.\u201d Now you can have a better discussion!<\/p>\r\n\r\n\r\n\r\n

Knowing what Juanita\u2019s goals are, you know what to manage to when you\u2019re talking to her over the course of the year. You can meet with her on a quarterly basis and talk about her goals\u2014 which happen to be your goals<\/a>, too. If you find a way to remind her about her vacation home, about her retirement plans, about saving for her daughter\u2019s college fund, that\u2019s going to be far more motivating to Juanita than another lecture about the importance of hitting quota. If you connect the dots, you\u2019ll find that Juanita will work harder. She\u2019ll be much more aggressive and focused in trying to achieve her goal, because now it connects to something personal.<\/p>\r\n\r\n\r\n\r\n

Connect the dots! Tie the performance goal to a personal goal!<\/p>\r\n\r\n\r\n\r\n

Excerpted from The Road to Excellence: 6 Leadership Strategies to Build a Bulletproof Business. <\/em>Copyright \u00a9 2018, Sandler System, Inc. All rights reserved.<\/p>\r\n\r\n\r\n\r\n

Click here to download your free chapter.<\/strong><\/a><\/p>\r\n","protected":false},"excerpt":{"rendered":"

Human beings always have been and always will be driven to improve their own personal situation. As the leader, you must tap into that motivation.<\/p>\n","protected":false},"author":167,"featured_media":12983,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[1120],"tags":[1033,1035,1284,1146,1377],"class_list":["post-12982","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-leadership","tag-management","tag-motivation","tag-personal-goal","tag-sales-leaders"],"acf":[],"yoast_head":"\nTie the Performance Goal to a Personal Goal - Sandler<\/title>\n<meta name=\"description\" content=\"Human beings always have been and always will be driven to improve their own personal situation. 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