Vendors Don’t Care About Customers Anymore

I’m writing to complain about vendors – more specifically, the way they’re engaging with customers these days. They seem to forget that we’re the ones paying their salaries; one of the ways to exhibit their commitment to us is by making themselves available. It’s part of what we pay for when we choose their product – a differentiator, if you will.

But now there’s little differentiation: most vendors have reduced us to faceless numbers, to a sort of currency: in exchange for us making a purchase, they take our time, our loyalty, our good will and fail to deliver any meaningful connection when we need support. Personally, I’m getting really annoyed.

Here are some situations I’ve faced lately:

After hours of research and thought, I decided to purchase a somewhat pricey, certainly unnecessary, personal item. I decided to buy it directly from the manufacturer and pay the extra bucks to get the service they offered. When attempting to purchase the item, I was immediately hit with a near-page-sized popup that wouldn’t go away unless I hit ‘allow’. I looked up ‘contact’ and was given two options: email or chat. OK. Maybe a bot could help me buy the damn thing. I asked chat how to get rid of the popup so I could buy the item and was told to just hit ‘Allow’ and then buy it! Nope. They obviously want my name more than my money. Next.

Yesterday, I went to Baskin Robbins to get my bi-monthly hot fudge sundae. I’ve gotten the exact same thing for years: hot fudge, jamoca-almond fudge ice cream (the regular scoops, not the smaller sundae scoops), and extra nuts. I laid out the $6 I’ve always paid and was told I owed $2.50. What?? The associate said it was for the larger scoops and the extra nuts. But I’ve never paid extra for those things and I’ve been coming here for 7 years! I knew the kids that worked there, and the owners Joe and Annette were terrific! “The original owner sold the store. I was trained by corporate. I’m charging you according to the rules.” But why wasn’t I told there might be different prices? I’ve always paid $6! “The prices are right there on the menu. You should have read them.” I see you’re putting rules before people, said I. “Yup. Just doing my job.” Precisely. I wonder how many customers came regularly because it was like family and who will now be seen as rule-followers.

Sample

Last week, I had to go through the rigamarole of returning an Amazon item. I waited 45 minutes in a long line at Whole Foods because the scanner was broken. I remembered when I could call Amazon directly and they’d send me a link to drop the package off at Mailboxes Etc. Thankfully I rarely send anything back (This was a defective item.), but I’ll certainly rethink my choice of vendor with an unknown item.

And don’t even start me on the lost, wasted time I’ve spent – hours and hours! – waiting for customer service reps to answer. Once, waiting to solve a huge tech problem with Best Buy (who I paid for tech support), I was put on hold for 13 hours! They finally called at 3:00 A.M.! The techie said to my sleeping, groggy self, ‘Hi. How are you?’ “Well, it’s 3:00 a.m. and I’ve been on hold for 13 hours, so not a particularly happy camper.” And he hung up on me!

What about the self-checkout at the grocery stores? I used to have lovely chats with the cashiers. One Wal-Mart cashier said she’d like to make my day by subtracting $1 from each purchase! I didn’t save much money, but it made me smile and revisit that particular store frequently. What about airline agents? They always found creative, cheaper routes with great travel tips. When I made hotel reservations I seemed to charm the clerks into giving me best rooms, or special rates.

What about customer service folks who used to be available in each company to answer questions? Gone! All switched to digital, to screens and confusing choices, with no way to pose questions except sending emails that won’t be returned or ‘talking ‘ to those stupid chatbots who always seem to have the wrong answer.

Now I’m left scrolling down some corporate site trying to figure out options, and getting more and more annoyed.

How did we end up so commodified that our value, our worth as customers, is merely a function of a company’s profit and greed? I wonder if companies have tested customer loyalty pre- and post-digital. Surely there must be a falloff. I wonder what it’s costing them.

Being able to complete tasks digitally doesn’t mean it should be the only choice. And certainly digital can’t be that much cheaper in the long run. I miss the old times when I could speak with someone human. Am I the only one unhappy? I sure hope it reverts, and vendors realize that caring for customers is part of their promise.

___________________________

Sharon-Drew Morgen is a breakthrough innovator and original thinker, having developed new paradigms in sales (inventor Buying Facilitation®, listening/communication (What? Did you really say what I think I heard?), change management (The How of Change™), coaching, and leadership. She is the author of several books, including her new book HOW? Generating new neural circuits for learning, behavior change and decision making, the NYTimes Business Bestseller Selling with Integrity and Dirty Little Secrets: why buyers can’t buy and sellers can’t sell). Sharon-Drew coaches and consults with companies seeking out of the box remedies for congruent, servant-leader-based change in leadership, healthcare, and sales. Her award-winning blog carries original articles with new thinking, weekly. www.sharon-drew.com She can be reached at sharondrew@sharondrewmorgen.com. 

Sharon Drew Morgen February 12th, 2024

Posted In: News

RESISTANCE: why we get it and how to avoid it

Do you know why you get resistance? No, really. Do you?

Let’s imagine you’re in the 6th grade and your Mom buys you a lunchbox to use instead of your backpack. Nope. Not going to happen. Nothing to do with the lunchbox or your wonderful Mom. You just don’t want to be a dork. So you refuse. When your mom persists or tries a reward to get you to use it, you either lose the lunchbox, leave it on the bus, or keep forgetting it at home.

What happened? You were being told to do something that went against your beliefs and your identity. You weren’t asked first if you’d use a lunchbox, or given a good reason to change – just given it and told to use it. So you resisted.

WHEN DO WE RESIST?

We resist when being told what to do without our agreement, without accounting for our personal (and usually unconscious but historic) risks, without having been part of the decision-making process that concluded with our needing to do something different. Will our daily routines be different? How high is the learning curve? Will we be seen differently by our colleagues? What’s the cost, the risk, to our identity and beliefs?

Leaders get problems fixed. Does that mean they’re the ones to generate the goals and do the planning? What if the best solution is larger than the leader’s vision?

Resistance occurs

• when a small group of Leaders prepare, plan, set the scope and attempt to implement a change initiative without first getting input and agreement from those who will implement the change;
• when folks are asked to change habituated, accepted activities without them being a part of the goal-setting, without addressing their unconscious beliefs, needs, ideas, or identity factors, without their buy-in at the start.

They never asked for a lunchbox, picked out the lunchbox, or agreed to use the lunchbox. It’s only natural they’ll resist.

I believe that the folks involved with the initiating problem must spearhead the change effort, with support and guidance from the Leader. I believe the job of a Leader is to enable Followers to discover Their own best excellence and help Them achieve it.

WHO HAS THE KNOWLEDGE BASE?

Indeed, Leaders can’t know the full set of problems that need fixing unless the voices of those who have been part of the problem, and those who will be part of the new solution, are heard and involved from the beginning.

When called by a Leader recently to help him lead his team beyond their resistance, I noticed their change management flow chart had ‘introduce to front-line workers’ (the folks to carry out the new) was Step 6. Why bring them in so late? “They’re not needed until the Leaders begin the planning process. Then we give them a say. We’re always surprised at how little input they offer or how much pushback we get.”

There’s no way a Leader can know the full data set involved without discussions with the front-line workers. After all, the problem has been around for a while and there’s a history of fixes that have been tried – what’s worked, what hasn’t.

Sometimes these folks have ideas for simple fixes that Leaders wouldn’t have considered or recognize problems the Leaders aren’t familiar with. They’re certainly great sounding boards, and help the process moves forward efficiently. By failing to do so, Leaders actually cause their own resistance problems, regardless of the efficacy of the new solution.

Sample

CASE STUDY

Here’s a true story that very simply exemplifies the problems involved and the ramifications of leaders assuming good employees will do as they’re told.

A colleague of mine called to get help with a client. Ed is a noted corporate coach (on the cover of INC. magazine as coach of the year!). His client Susan had hired him to help Lou, a long-standing responsible manager who was failing to perform the new work he was given. Before firing him, she thought Ed could help him get on board with the new changes. Ed had just spent 3 months with him and failed. He called to see if I could do anything different and save the man’s job.

I decided to do a role play with Ed as Lou, to see if Ed could recognize anything different in my approach from the client side. Since I knew I’d be asking questions that he might not have asked, I asked Ed to fabricate responses based on bits of what Lou had said. Here was our role play.

SD: Hi Lou. Thanks for taking my call. I’m a corporate coach and Ed asked me to speak with you in case my style is more comfortable for you.

ED/LOU: That’s fine. What are we doing here? Why are so many people involved without my knowing about it?

SD: You’re right. I didn’t know you weren’t told I was calling, and I’m sorry. I should have checked. I’m trying to help figure out what it is about the tasks you were given that seem so problematic.

ED/LOU: Why is everyone trying to get me to do X? I’m not avoiding the work, just not doing it to Susan’s expectations apparently. But I have no idea what success would look like. And if it’s upsetting her so much, why haven’t I been given what I need to succeed? And why haven’t my ideas been included?

SD: I hear that you were given work without knowing what was expected and had no part in the design of the action plan.

ED/LOU: Right. Susan just came to me and said there were going to be changes, and my new job would entail something new – things I never learned to do. I had no say in the matter, and suddenly I was meant to take on responsibilities I have little skill in, with no offer to have anyone teach me. Not to mention these new tasks still don’t fully solve the problems we’ve had. But I wasn’t asked for input, so how would the leaders know what I know? And how am I supposed to learn? They keep assuming I can just DO this, but I can’t do it well. After years of being really good at my job, why would I want to do something badly, with no training, and with no idea what my learning curve is?

SD: I assume you told Susan all this?

ED/LOU: I told her several times. She kept telling me it was easy, to just start doing it and she didn’t mind if I failed at first. But I mind. I’m a professional and aspire to getting my job done well. Besides, why would I want my colleagues and reports to see me fail? And the work is not helping solve the problems we’ve got. Why wasn’t I brought into the original brainstorming? I know simpler ways to solve our problem more efficiently. And they’re not even getting to the full problem set!

SD: Sounds like it would have made a difference if you’d been brought in at the beginning and given a voice. And it sounds like you’re not being given the respect you deserve as someone who has experienced the problem firsthand.

ED/LOU: Right. The work I do daily involves speaking with customers. Why would the leaders try to resolve a problem without listening to my knowledge? And now I’m being told to do something I don’t think will work, that I’ll fail at, and the company will not benefit from.

SD: Sounds like a failure all around. What happened when Ed coached you?

ED/LOU: He just gave me tasks to do on his own timeline, and never asked what I needed differently to achieve excellence. I’m happy to change, but I need some hands-on guidance. I tried to make everyone happy, but they all seemed to have some unspoken criteria for me and I failed to meet it. Am I really going to get fired because I can’t do what they want me to do when I know there are better ways to fix the problem?

At this point, ED stopped the role play.

“I’m surprised at how much unspoken data I had about Lou that I never used during our sessions. I had assumed my job was to get him to do what Susan wanted, but I hadn’t realized the price everyone was paying for not taking his ideas or needs for buy-in into account. He was certainly excluded from the goal setting and discovery elements of the change management planning. Obviously he never had a say in creating the new tasks, or in how the leaders defined their goals – and he might really have an effective solution that’s not been considered. On top of this, no one is providing real training. No wonder he’s resisting. And we’re not listening.”

This happens daily. Leaders proceed to implement new goals with inadequate buy-in. They also assume they have the knowledge to make decisions from without obtaining the full data set.

HOW TO AVOID RESISTANCE

Without listening to the voices of the folks involved with the problem – those involved in the processes that caused the problem or will be responsible for achieving the new outcomes – there’s no path forward that doesn’t carry resistance.

I suggest there’s no need for anyone to resist if you bring them in at the very start to help us craft our change management path. Here are some questions for Leaders to ask themselves to prepare:

• • What would stop you from seeking out voices from folks who are involved with the problem to be solved? Obviously it’s a bit more complicated when dealing with a multi-level, multi-group problem. But with representatives of each team, and time for groups to meet individually to craft ideas at each of the 13 stages of change/decision making, it’s possible.
  • How will you know when/if you’ve assembled the full set of folks (including front line works, and ‘Joe in Accounting’) who will provide the complete, accurate data set to plan from?
  • What would you need to believe differently to be willing to give up ‘Control’ to give a voice in defining the new activities to those who will be doing them?
    • • Note: With new voices, new choices will emerge, often far beyond the ideas and knowledge of the Leaders. Leaders must be willing to let go of their ‘vision’ and trust that the outcome will be reached, albeit differently, with passion and creativity (maybe even better than originally perceived!) and without resistance.
  • What skills do you need to assist you in being a facilitator rather than someone who controls a change management process?
  • What would you need to believe differently to be willing to achieve your goals differently than first conceived?

We get resistance when attempting to push our goals on to others without their buy-in. Facilitating consensus might take a bit more time upfront, but maintains loyalty, promotes creativity and a positive execution, and obtains a more robust outcome with no resistance.

_________________________

Sharon-Drew Morgen is a breakthrough innovator and original thinker, having developed new paradigms in sales (inventor Buying Facilitation®, listening/communication (What? Did you really say what I think I heard?), change management (The How of Change™), coaching, and leadership. She is the author of several books, including her new book HOW? Generating new neural circuits for learning, behavior change and decision making, the NYTimes Business Bestseller Selling with Integrity and Dirty Little Secrets: why buyers can’t buy and sellers can’t sell). Sharon-Drew coaches and consults with companies seeking out of the box remedies for congruent, servant-leader-based change in leadership, healthcare, and sales. Her award-winning blog carries original articles with new thinking, weekly. www.sharon-drew.com She can be reached at sharondrew@sharondrewmorgen.com. 

Sharon Drew Morgen January 29th, 2024

Posted In: News

Change Management: how sales and marketing can engage real buyers

Marketing is currently designed to inspire, identify, and engage potential buyers in a way that leads them to action. The baseline assumptions are that good content in the right hands, or engaged relationships that create connection, will provide the foundational components to cause buying. But do they?

Before people become buyers they have work to do that’s not buying related, outside the purview of both marketing and sales, and won’t be activated by conventional sales or marketing strategy.

I contend that marketing and sales could be so much more effective if they added the capability of finding, engaging and facilitating not-yet buyers through their Pre-Sales, change- and risk-management issues – the stuff that precludes them from identifying as buyers initially but who will be once they’re ready.

Sample

THE RESULTS OF OUR OUTREACH

Currently sales and marketing spend money/resource finding names and inundating them with content, hoping to evoke a sale. But success has been elusive, and we must ask ourselves these questions:

• Do our product details move people to action they wouldn’t take otherwise?
• Are we convincing those who would NOT buy to choose us over our competitors? Cause them to buy NOW instead of later?
• Does our information get read by folks who aren’t yet buyers but will be?
• Are we capturing/engaging folks who WILL be buyers?

I think the answer is ‘no’ on all counts. It’s because we’re focused on the Sell Side and overlook the Buy Side. And they’re two entirely different things. Let me explain.

Before people consider themselves ‘buyers’, or have clarity on what, or even if, they’ll buy anything, they have Pre-Sales work to do. This is why they ignore what we send: it doesn’t seem relevant, regardless of a need or the efficacy of our solution. It’s like a realtor sending you details about a terrific house before you and your family have decided to move.

Until people figure out the bits and pieces they must handle, until they know they’re going to fix something rather than leave it as it is, until they understand the risk of change, they don’t seek to buy anything and will ignore outreach. Indeed, until the preliminary issues are addressed, they won’t even know what information they need!

MANAGE CHANGE THEN BUY

A buying decision is a change management issue issue before it’s a solution choice issue. And there are far more people in the process of deciding – i.e. people on their Buying Decision Path – than there are those who show up as buyers. But as of now, neither marketing nor sales addresses this segment of a prospective buyer’s process.

It’s possible to facilitate buyer readiness with different thinking.

Right now our outreach is limited to folks who meet the demographics and search terms that imply to us they have a need.

But our ‘need’/solution-placement focus only attracts folks who self-identify as buyers, reducing our target audience to those relative few who have completed their change-, risk-management, and decision-making activity while ignoring a much larger group who have not yet identified as buyers (and will not read our marketing content) but will buy when they’re ready.

We’re not reaching them now because our selling criteria is disparate from their buying criteria: we need different outreach strategies to connect with them.

And yes, it needs new thinking and new types of content, but it will prove its worth in short order: since people must manage change and risk anyway before they become buyers, we can enter earlier, help them do what they need to do more efficiently (based on their unique change criteria, NOT based on the solution being sold), prove our worth as trusted advisors, and THEN sell.

In other words, facilitate the necessary change management issues first (with a different skill set and goal) so when it’s time to sell you’ll be speaking with folks who have already self-identified as buyers and are real prospects. Then you’ll spend less time pushing solutions and running after folks who won’t buy, and devote your time to closing those who are now eager to hear what you’ve got to say.

WHEN DO PEOPLE BUY

At the start, people don’t want to buy anything, merely resolve a problem at the least ‘cost’ to their system. They only become buyers once they

• recognize a problem,
• gather the entire complement of stakeholders to understand the full fact pattern that caused and maintains the problem,
• try to fix the problem with workarounds/available resources,
• get buy in from the stakeholders if workaround not possible,
• understand the downside, risk, the ‘cost’, of making a change,
• agree on the criteria that an external solution must meet,
• choose a solution that will match their criteria and all agree on.

Regardless of how sophisticated our efforts at prospects, until people have completed their change- and risk- management work above, they are not buyers, regardless of their need or the efficacy of our solution. They certainly won’t be lured by marketing that pushes content they haven’t yet recognized they want.

And this is why we fail to close more sales: we’re assuming our content will entice, when they’re not looking for enticement. With our current solution placement/’need’ lens, we’re merely hoping and guessing our missives will inspire buying when we could be engaging and leading real, but not-yet-ready, buyers through their Buying Decision Path.

Certainly we capture some eyeballs as folks do research on route to fixing their problem, but these folks aren’t engaged buyers and often ignore what they read or we’ve sent them: they’re not ready, and they’re not yet buyers. In other words, a high percentage of folks who may be our target market are not actively buyers. Yet.

I suggest it’s possible to generate a much larger group of in-market buyers by first facilitating folks who haven’t yet completed their change process and be their natural choice once they’re ready.

HOW CHANGE MANAGEMENT INFLUENCES BUYING

I figured out the ins and outs of buying decades ago. When I became a tech entrepreneur in the 1980s after being a sales professional for many years, the differences between the Sell Side and the Buy Side became obvious.

When I began hiring and managing, it hit me that a decision to buy anything – leadership training, software – was more complex than I had realized when I was a seller merely trying to place solutions. As a responsible leader, I had to first try to resolve the problem internally, understand the full problem set by hearing from all involved, and get everyone’s buy-in for any change.

Ultimately, until we all understood the ‘cost’ (risk) of the change to our job descriptions and policies, and were certain we couldn’t fix the problem ourselves, I would have been irresponsible to consider making a purchase.

That’s when I realized the problem I had as a seller: buying and selling are two wholly different mind-sets and activities! The Buy Side is change management-based; the Sell Side involves solution placement. And both sales and marketing overlook this discrepancy.

It’s possible to engage folks who are on route to becoming buyers by leading them – with no bias, pitch, or influencing from us – through the change and risk issues they must manage before self-identifying as buyers. And both sales and marketing can play a part here.

Marketing can begin to engage with folks who might be buyers by first offering targeted content that facilitates these change issues, such as helping them figure out who to include in proposed change, or how to trial workarounds.

The goal is to offer tips for each of the 13 stages folks must go through before being ready to buy. In other words, help them navigate their necessary Pre-Sales change path so they’re ready to buy. Once buyers have understood and addressed their unique internal challenges, sales takes over.

Right now, because this idiosyncratic process has nothing to do with our solutions, or what people ultimately buy, sales overlooks this activity. Note: until prospects understand that the risk of making a purchase is less than the risk of staying the same they cannot buy, regardless of their need or the efficacy of our solution.

And we’re left waiting for them to show up while they complete their internal action steps. (After training 100,000 sales professionals, I’ve never met one who absolutely knows who will finally buy.) And frankly, they don’t read our stuff or take our calls because they haven’t completed their steps and aren’t aware they need us (yet).

If we begin by first facilitating the necessary change issues, we can collapse the decision-making time, earn their trust, and be there to sell once they’ve finished. Until then they won’t buy anyway! And the time it takes them is the length of the sales cycle. Remember selling doesn’t cause buying.

FACILITATE CHANGE-MANAGEMENT FIRST

Once I realized that change management preceded buying and that sales overlooked it, I developed a unique change facilitation process I named Buying Facilitation® for my own sales team. Instead of beginning by seeking folks with need, we sought folks seeking change in the area our solution could support, and facilitated them through the steps they had to take anyway as they approached problem resolution.

Once they completed their work with our help and the targeted articles we offered (How to Engage the Right Stakeholders, etc.), we were in line to be their chosen providers. I was happily surprised that we no longer needed proposals, and our pitches were greatly diminished as most of their decision making was already done by then.

We were seen as an active participant in their change and decision processes, a true trusted adviser, and there was no content push that risked annoying them. Not only did sales close in half the time, we stopped wasting time because we spent more time facilitating folks who were real buyers. My business doubled.

In case you want more data on the 13 steps all people and groups take as they manage their change issues, I suggest (and here’s a pitch!) you get my book Dirty Little Secrets: why buyers can’t buy and sellers can’t sell. It lays out each of step in separate chapters with a very detailed case study at the end.

Obviously this is different than what we’re used to as the outreach is not based on placing a solution. Because of the different focus and goals, the new thinking brings up questions: are we willing to

1. broaden our activities to include change management?
2. use a different filter than need or solution placement?
3. take non-solution-related action?
4. seek out those on route to becoming buyers and facilitate them down their steps rather then directing efforts to those we guess might have need?
5. avoid solution details and sales/marketing techniques?

Of course we use customary sales tools and Sales Enablement once these folks are ready to buy. By starting with a facilitation hat on you’ll

• find and facilitate soon-to-be buyers through the steps of change rather than assuming searches constitute a need or a prospect;
• find real prospects on the first call;
• stop wasting time chasing those who will never buy;
• close in half the time.

You’ll end up with a higher quality prospect, a higher closing probability, and a competitive edge as you truly serve folks by helping them get their ducks in a row.

Also, I suggest marketing (ABM, Demand Gen, Lead Gen, etc.) can target people through each of their change management steps; build real relationships; and provide the right story line to continue to advance people through to becoming buyers.

Ultimately you’ll end up with vetted buyers to hand over to sales – hence, more closed sales. And of course the process can be used to keep customers engaged during the customer life cycle.

The days of using marketing only to offer product details are behind us. We’ve got the technology and the knowledge to enter a Pre-Sales change management journey and hand over a great, actionable list, to sales.

NEXT STEPS

For sellers doing in-person sales, my Buying Facilitation® model offers new skill sets (formulating Facilitative Questions, Listening for Systems, etc) that I’ve taught in many global corporations for over 35 years. (Clients: IBM, Kaiser, HP, Morgan Stanley, Wachovia, KPMG, Bose, DuPont, P&G, etc.) My clients consistently close 8x more than the control group. This could be your competitive edge. After all, the time it takes them to complete this is the length of the sales cycle.

I continue to pose the question I began posing in 1985: Do you want to sell? Or have someone buy? They are two different activities. And now we can do both. But are you ready? And can I help? My site explains my change management and sales models.

____________________________

Sharon-Drew Morgen is a breakthrough innovator and original thinker, having developed new paradigms in sales (inventor Buying Facilitation®, listening/communication (What? Did you really say what I think I heard?), change management (The How of Change™), coaching, and leadership. She is the author of several books, including the NYTimes Business Bestseller Selling with Integrity and Dirty Little Secrets: why buyers can’t buy and sellers can’t sell). Sharon-Drew coaches and consults with companies seeking out of the box remedies for congruent, servant-leader-based change in leadership, healthcare, and sales. Her award-winning blog carries original articles with new thinking, weekly. www.sharon-drew.com She can be reached at sharondrew@sharondrewmorgen.com.

Sharon Drew Morgen January 22nd, 2024

Posted In: News

Customer Service from the Customer Side

I live on a floating home in the Columbia River in North Portland, OR. Daily life is just like living anywhere else, except occasionally my services are a bit wonky. For example, for the past months I’ve had issues with my cable/internet provider Comcast and thought maybe it was because my cable lines are under water.

Turns out that wasn’t the problem; it was a case of bad customer service. Seems me and my provider have two different definitions of what constitutes good customer service.

THE STORY

After 10 calls and tech visits in the last three months to get the same problem fixed, Comcast tech David Peters showed up. This time I was particularly annoyed because I had no cable, no internet, no tv, from Saturday til Monday. I love to read, walk, kayak. But geesh – Rafa Nadal and Novak Djokovic were playing and I missed them!

David was the last in a long line of young men (yes, all men) to show up. But this time there was a difference.

“I noticed how many people have been here to fix the problem. Seems they all did something different but each tried just one thing. But I’m going to fix it permanently. I’m going to think about your problem as a system. I’m going to change out the cabling from the source, give you all new switchers (Did he say routers??), and then check the frequencies to see where there are glitches. By the time I’m done the problem will be resolved.”

David was here for hours – apparently he defied the management calls he received telling him he’d exceeded his allotted customer interval (and most likely one reason my problem was never resolved to begin with, just sayin) – and was quite diligent.

He did it all: came into the house to check all internal lines, got a ladder and checked outside connections, went to his home office to get new cable, and actually got a special tool to remove the deck where the cable lines initiated under the water! And he fixed it! No more problems! Then he came and found me and asked me to check his work to make sure I was satisfied.

I told him he gave me great customer service and asked if Comcast ever requested ideas from him as to how to best serve customers, or on patterns he noticed in the field that the management could correct from their end.

“One would think they’d come to us, no? Hahahaha. But they don’t. Instead they send these bot calls to ask if you’d choose Comcast again because of the field tech’s work. That makes no sense! It’s an annoying, pointless question with no answer. Why not ask me? Why not ask me what they could do differently? Or ask what I need from them to give customers I’m visiting great service? I am not convinced they really want to resolve any problems.”

His response was spot on. But this makes me curious: how many companies really (really!) care about fixing problems from their end to make customers happy?

Sample

WHAT IS A CUSTOMER?

Best I can tell, companies don’t understand how, or even why, to put customers first. I recently read this sentence on a customer service site (Revechat): “With increasing evidence that customers are the backbone of businesses….” Do we really need evidence that customers are the backbone? Without customers we’re not in business.

The best service I ever received was in the health-food store Cyd’s in Taos, NM. He started each day with a staff meeting, asking “Who pays your salary?” and they yelled out in unison: “Our Customers!”

And who is a customer anyway? I believe our employees are our first customers. When I keep my team happy they keep clients happy. Remember the old myth that the Nordstrom customer service rule book was one line: Use your best judgment. Once you require employees to use best judgment, you must hire employees you can trust. And then you must trust them.

THE CUSTOMER VS THE COMPANY

The biggest misunderstanding companies have is that it’s about them. To truly care about customers, they must actually put the customer at the very center and TRUST that their service, their reputation, and the desire to keep customers – and keep them happy – will pay off the resource expenditure.

Most companies are rule-bound and tech heavy to save money, time, and resource. I was once called back by a customer service rep on his own phone, during his break. He wanted to make sure I got my problem fully resolved because there wasn’t time within the 3 minutes he was allowed per call to take care of me. That’s just wrong. They hired the right guy but gave him the wrong rules.

Companies must regulate at the values level and stop trying to police staff and clients at the rules level. It harms everyone and you lose just as many good employees as you do good customers.

I was recently hired by a well-known multinational to find out why they had such high turnover. I spoke with 30 department heads and middle managers. 4 of them cried (literally!) when recounting feelings of being disrespected and ignored. They had even stopped complaining because they felt the management didn’t care.

The company was paying them well above industry standard, so they just collected paychecks and no longer offered ideas, creativity, or enthusiasm. Most of them admitted they were looking for other jobs. And from their comments, sounded like they weren’t taking such good care of their customers either.

THE TRUTH BEHIND CUSTOMER SERVICE METRICS

Personally, I believe that most metrics in this area (CSAT, NPS, CES) are designed to gather specious, meaningless data. They certainly do not offer companies ideas with which to improve.

The NPS score merely highlights results following a single interaction, albeit in a distorted way. Indeed it’s spurious: if a customer has a good interaction they’ll provide a higher score, a bad interaction a bad score. How do I rate a poor call from a good company? Or… Useless. There’s no way to know what, exactly, worked or didn’t work, or what to do differently.

The CSAT score only tracks people who respond, obviously a biased sampling. It certainly misses any specificity of what a company can do to become better.

CES score is devious. While a customer might ignore a company they find difficult to work with, they won’t necessarily choose a company that’s easy. Not to mention ‘ease’ is not necessarily an indicator of good customer service. What, exactly, is being measured?

And save me from those chatbots! They don’t work, get people annoyed, and everyone I know figures out how to avoid them. A colossal waste of time, effort, and money. Maybe in 10 years when bots know how to have real conversation and show concern.

REAL METRICS

To have good data to improve your company, I’d create a wholly different type of scoring system based on surveys and questionnaires with questions like:

1. What would you need to see from us to be willing to continue working with us?
2. What has stopped you from getting the best experience from us – the type of experience you deserve?
3. What would we be doing differently for you to continue, or return to, using us?
4. What would you prefer we add to our outreach to keep you happy over time?
5. What could we do better to help you decide to buy from us going forward?

The answers will provide companies specific ways and ideas to improve, and let customers know they are cared about and their ideas are respected. So much more specific than ‘happy’ or ‘easy’.

Current metrics don’t give companies the data they need to improve. But I’ve got some ideas. Since I believe that happy employees lead to happy customers, I’d take the company pulse first.

How much staff turnover are you experiencing?

A high turnover means unhappy employees and most likely unhappy clients. Then, I’d look at customer retention/customer churn. Happy customers don’t leave, even if there’s a better price elsewhere:

How many customers are leaving? Do you know why?

I’d also want to know how long it takes, and how many contacts, for a customer to get their needs met. I personally believe it should be a first-contact resolution. It not only saves a customer’s frustration, but saves time and money and effort with staff:

Whoever answers the phone owns the problem or takes responsibility. This person will ask the appropriate questions and do whatever is necessary to solve the problem and get back to the client. It saves a company so much time, saves on hiring and training the folks down the line who quit due to customer frustration (After speaking with 7 people, repeating their problem over and over, and being on hold for countless hours, customers are not happy communication partners). The customer does not get served, the staff don’t get treated well, it’s lose/lose.

To provide good customer service, respect and serve your customers! Make it easy for them. They bought your service along with their purchase. Take care of them!

CUSTOMER LOYALTY AND RETENTION

As business owners, we are responsible for serving people – staff and customers. Our companies are the vehicles with which we serve. We must trust that by serving people we will profit and grow.

Here are my thoughts for improving loyalty and retention:

• HAVE ENOUGH REPS Current customer service has been created for the ease and cost savings of the company. Long hold times? Hire more reps! It’s not the customer’s responsibility to be patient because you don’t hire enough support staff! Best Buy kept me on hold once for 13 hours! When the guy finally called it was 3:10 AM! When I answered he said, and I kid you not, “So how are you today?”. When I groggily said, “Not so happy to start my day at 3:00 in the morning with this phone call after waiting 13 hours” he hung up on me. 13 hours. That’s just wrong.
• OWN THE PROBLEM The ‘not my job’ syndrome is endemic. Whoever answers the phone should own the problem! So many companies keep me on hold, then pass me along to many (many!) reps – each with long hold times – as part of the ‘not my job’ syndrome. It’s wrong. It IS your job.
• NO MORE CONTACT FORMS Get rid of those damn contact forms on your websites. No one wants to fill them out because we know you’re merely capturing my name to send me spam. Give me an email address connected with someone who will take care of me and solve my problem.
• STOP WASTING CUSTOMER TIME Most processes are set up to save companies money, not to take care of customers. We’ve all spent hours and hours trying to ‘get through’ to phone companies or tech companies or government groups. Why is my time less important than your time? To save you money? I’m the customer! I paid your salary for goodness sakes.
• RETURN CONTACT WITHIN 24 HOURS How many days, on average, does it take to get a return call to solve a problem? I don’t know. I haven’t figured it out. Certainly more than three. Again, it’s just wrong. Makes me never buy from that company again.

Customer loyalty and retention are the same. When you put customers first they are loyal. And it’s never a price issue. Make customers feel cared for and they’re yours.

______________________

Sharon-Drew Morgen is a breakthrough innovator and original thinker, having developed new paradigms in sales (inventor Buying Facilitation®, listening/communication (What? Did you really say what I think I heard?), change management (The How of Change™), coaching, and leadership. She is the author of several books, including her new book HOW? Generating new neural circuits for learning, behavior change and decision making, the NYTimes Business Bestseller Selling with Integrity and Dirty Little Secrets: why buyers can’t buy and sellers can’t sell). Sharon-Drew coaches and consults with companies seeking out of the box remedies for congruent, servant-leader-based change in leadership, healthcare, and sales. Her award-winning blog carries original articles with new thinking, weekly. www.sharon-drew.com She can be reached at sharondrew@sharondrewmorgen.com.

Sharon Drew Morgen January 8th, 2024

Posted In: News

How Brains Decide: why we get resistance during change initiatives

Think about the number of stars in the sky. Let’s say you’ve been told that 500 of them would provide elements of a good resolution to one of your problems, although some would be better than others. You’re offered a spaceship to bring you to just one of them. How would you know which star to choose given you can’t know where they’re located or what, specifically, they can provide?

Now, let’s parallel your brain with the stars, although there are more synapses, neurons, and circuits in your brain than there are stars in the sky! The problem above is the exact problem your brain faces whenever you want to do or decide something: you have a wish, an aspiration; you want to make a new decision; your team needs to figure out how to approach a new initiative.

To make your decision, your brain must send the ‘request’ to one grouping of your 1,000 trillion synapses, neural pathways, circuits (etc.) for translation into action. How does your brain choose which circuit to send it to? And how do you know it’s the best possible choice?

In this article I’d like to explain how your neural circuitry (abbreviated here as ‘circuits’) creates and biases everything you experience, and why you get resistance when pursuing change.

BRAINS MERELY INTERPRET SIGNALS

Your feelings, what you hear, see, do and decide, come from your mind-brain interaction. Few of us realize that everything we experience comes from instructions sent from our brains, chosen mechanically, without meaning, by some bewildering, mechanistic neurology, at a specific moment in time, and might not accurately represent a full fact pattern with which to solve a problem.

But never forget that brains are merely electro-chemical interpretation devices, devoid of thought or meaning. That’s right: you think with your mind, but the instruction to act comes from your brain.

When you make a decision, see a color or listen to a concert, you assume what you experience is an accurate representation of what’s happening. And sometimes it is.

But sometimes your lazy brain merely chooses the nearest superhighway (sequence of circuits) to translate the experience according to the last concert you attended, or the last time you went on a diet, and it’s only a good-enough choice among a thousand other possibilities. Since it’s the only option you were given, how would you know if better ones might be available?

Sample

Sadly, your brain can’t tell the difference between good or bad – it only sorts for matching signals to interpret an input: meaning, intent, importance are not accounted for.

But imagine if it were possible to consciously choose or create the exact circuits to interpret incoming data in order to end up with your best choices!

YOUR BRAIN IS A PREDICTIVE MACHINE

Your brain is merely a predictive machine, comprised of vast numbers of elements (synapses, neural pathways, axons, etc.) that hold your history. Everything you experience now is historic. Even words have no meaning until a brain circuit interprets them for you. (Note: My book WHAT? breaks down how brains do this.) In fact, many of the books I’ve read call words puffs of air!

Indeed, your mind has no way to hear or see, understand or act, unless your brain interprets it.

And sadly, you have no choice but to operate from the meaning your brain has provided: the conscious ‘you’ is largely out of control;  once the brain receives an input message and has sent the resultant signals to become outputs/actions, it’s too late to change their destination. The process is automatic, devoid of meaning, and unconscious.

WE’RE APPROACHING CHANGE IN THE WRONG PLACE

Unfortunately, today’s standard practices for change management as well as standard Behavior Modification habit practices, ignore the brain change element and focus on attempting to modifying the behaviors, decisions, actions – the outputs – AFTER they’ve been generated and therefore difficult to alter. And when you attempt to make a change that hasn’t been accepted by your existing neural pathways? Your lazy, habituated brain resists, preferring the originating pathways.

Indeed, it’s not possible to try to change a behavior by trying to change a behavior. This is the reason behavior-change models fail 97% of the time. Have you ever tried turning a chair into a table? You can’t, but it’s possible to reprogram the machine (input) to get a table (output)!

For change management it’s necessary to populate new neurology to get a new result. To do so includes bringing in the full set of stakeholders who have been part of the initial problem; capturing the values and criteria to be met; stating a goal agreeable to everyone, understanding the risks of change, then buying-in to the full set of criteria. This avoids resistance as the group develops suitable neural pathways that generate new responses.

For habit change, it’s necessary to create a new neural pathway with a belief change and a wholly new set of input instructions. Here’s one simple example that becomes a mind-hack.

“I’m a fat cow now! I need to go on a diet. I’ll start Monday.”

Vs

“I’m a healthy person who will do the necessary research to find the best foods and nutrition to help my body attain and maintain my best weight over time.”

So: change the instructions, generate a new pathway, receive a new translation and ability to make automatic behavior changes.

Note: I’ve invented several Change Facilitation models that can alter neural circuitry for change and decision making. Happy to discuss.

HOW I FIGURED THIS OUT

I’m not a scientist, but as someone with Asperger’s, figuring out how to get into my brain to have conscious choice has been my ‘topic’ since around 1957 when I realized I didn’t act or think like everyone else.

I’ve devoted my life and intense curiosity to reading, thinking, designing, unpacking, writing, and inventing new skills and programs to create conscious routes into the unconscious for making personal decisions, serving Others by enabling their personal discovery and change, and for change initiatives that ensure buy-in and collaboration without resistance.

I believe this is a Servant Leader route: how to enable Others to discover and design their own version of Excellence. Great for coaches and leaders; certainly devoid of an outsider’s natural biases.

Over the decades I’ve realized that change is a systems problem since everything you do must be congruent with who you are. And by judging incoming messages in relation to how they maintain your system, your brain is the arbiter of keeping you congruent.

THE ROLE OF SYSTEMS IN CHANGE

Using systems as the foundation, here are what I consider to be the norms that all change follow as it relates to the brain:

1. Every person (or group) is a unique, idiosyncratic system made up of norms, history, Beliefs and mental models that define it uniquely and must remain congruent to keep the system whole. Each action, thought, behavior, choice must match the norms, Beliefs, and mental models of the system. Turns out that behaviors are Beliefs in action. I call this the System of Me (SOM).
2. Whatever you think see, hear, think, ‘know’, feel is what occurs after your brain has chosen interpretation circuits. Your world is restricted according to what you already know and believe; your understanding of unknown concepts is restricted accordingly. This makes curiosity, innovation, understanding new ideas, and accepting direction with new initiatives difficult.
3. Before your brain changes what is historically built-in, anything new must match the SOM (For those scientists reading this, this is Systems Congruence.) or it will be rejected or resisted. This is true for both individuals and groups.
4. All existing circuits (of which there are 1,000 trillion) predict the data it will accept. According to Jordi Cami and Luis M. Martinez in The Illusionist Brain

“When the brain perceives, it generates a prediction…by inferring and anticipating reality based on past experiences.” (pg 102) Over time we generate a codification system…. And through experience we learn to store only what is most relevant (to us) … and eliminate details that we do not process.” (page 182).

In other words, your choices, how you interpret what you hear someone say, what you want to do, is pretty restricted to what’s already ‘in there’. We’re all restricted and unwittingly biased. And yes, there is neurogenesis, and brains constantly evolve. But the evolution is based on the existing neurology, physiology, and biology. How, then, is it possible to cause change and maintain Systems Congruence?

CONGRUENT CHANGE WITHOUT RESISTANCE

When you attempt to make a change without discovering and reorienting those parts of the brain that represent the status quo – regardless of how necessary or effective the new might be – resistance results.

In We Know It When We See It, Richard Masland says neurons get fired together automatically in response to an input used frequently, causing the brain to see these elements together even if only a portion of the same signals are sent (page 137)! He goes on to say:

“Our brain has trillions of cell assemblies that fire together automatically. When anything incoming bears even some of the characteristics [of operational circuits], the brain automatically fires the same set of synapses…There are very few inputs in our world that are not redundant.” (pg 143)

When you attempt to make a change using similar input as you’ve used before (i.e. without involving new input, new circuitry), your brain – acting mechanically and automatically – will seek existing circuitry so long as even a portion of the same signals are sent. And this is how you end up with resistance.

But it doesn’t have to stay that way. I’ve developed models that make it possible to recognize the circuitry causing the activity and enable the brain to develop new circuits or change existing ones as needed.

Note: my models don’t use conventional thinking so you may not have the circuitry to translate my ideas completely. But if you’re interested in the topic, and don’t fully understand the article, get my book HOW? that explains and teaches it all. It’s my life’s work and I’m here to serve you.

WHAT TO DO?

Knowing that your brain is an unreliable servant, how, then, can you create a new output? Here is what must be included:

1. We must create input messages that include the proper wording and word placement, the correct hierarchy of criteria, the full set of instructions that captures the outcome as well as the route to get there.
2. By following the natural path the brain takes to make a new decision, it’s possible to create successful initiatives/outputs very efficiently, without resistance. I’ve unpacked the 13 steps to change/decisions that match the flow of systems.
3. The criteria (often unconscious) that hold the current problem in place (and have been maintained) must be matched when anything new is generated. Resistance follows when this is omitted. I have developed a 5 hour program that makes it possible to unpack a current habit and design new circuits for permanent habit/behavior change.
4. To know which circuits are involved I invented a new form of question that directs the brain to the exact circuits (i.e. they are NOT information gathering).
5. It’s vital to capture the full set of norms in the status quo so the underlying Beliefs, mental models, and history remains intact through the change. Without this, there is resistance as the system faces incongruence.

For those of you interested in leading congruent change without resistance, posing questions that enable Others to discover their actual answers, changing habits permanently, please 1. Go to www.sharon-drew.com and read some of the 1000 articles (clearly labelled in categories) on these subjects; 2. Connect with me and we’ll chat: sharondrew@sharondrewmorgen.com.

For those seeking the tools to change habits and behaviors, I’ve developed a HOW of Change™ model. For those seeking to enable Others to generate change without resistance, I’ve developed a generic Change Facilitation® model frequently used in sales to facilitate buying.

For those who would like to create their own systemic change models that enable the unconscious to generate effective outputs, here are some questions to ask yourself:

• What criteria will you use to generate new messaging that incorporates the SOM for new behaviors and new decisions?
• How can direct your conscious mind to the relevant access points in your unconscious without bias?
• How can you influence the choice of circuits to best translate your input?
• How will you know when there are more appropriate choices if your brain doesn’t offer them?
• How will you generate the instructions and triggers that cause permanent behavior change that avoids resistance?
• When creating a new initiative, how will you maintain Systems Congruence?

These are a few of the questions I’ve asked myself for decades and helped lead my thinking. I invite you to join me in discovering all the conscious routes into the unconscious for permanent, congruent, values-based change.

___________________

Sharon-Drew Morgen is a breakthrough innovator and original thinker, having developed new paradigms in sales (inventor Buying Facilitation®, listening/communication (What? Did you really say what I think I heard?), change management (The How of Change™), coaching, and leadership. She is the author of several books, including her new book HOW? Generating new neural circuits for learning, behavior change and decision making, the NYTimes Business Bestseller Selling with Integrity and Dirty Little Secrets: why buyers can’t buy and sellers can’t sell). Sharon-Drew coaches and consults with companies seeking out of the box remedies for congruent, servant-leader-based change in leadership, healthcare, and sales. Her award-winning blog carries original articles with new thinking, weekly. www.sharon-drew.com She can be reached at sharondrew@sharondrewmorgen.com.

Sharon Drew Morgen December 4th, 2023

Posted In: News

Change Without Resistance: Podcast series and article on generating buy-in with systems thinking

Note: Sharon Drew now has available a 5-session How of Change™ program for folks interested in brain-based, permanent behavior change. Watch the one-hour video introduction.

Why does it seem so hard to change a habit or a behavior? Why do we drag our feet when buying a replacement appliance or car? Why do our teams go through disruption when going through a merger? Why do we resist changing our diets or adding exercise to our day when we know it’s good for us?

The oft-repeated myth claims people hate change, that change is hard. But that’s not true. People like the results of change; they just fear the process, the disruption and disorientation that change seems to cause. But the problem isn’t the change; it’s the way we’re approaching it.

The very skills we use to instigate change cause the resistance, struggle, failure to change, and conflict that occur when we initiate doing anything outside of our habituated norm. With a different skill set we can not only avoid resistance altogether, but change in a way that’s pain free, creative and expansive. In fact, change can be a pleasure.

Sample

In this article I’ll briefly discuss the topics necessary to consider painless change, and link to five 30-minute podcasts I taped a while ago with Nathan Ives of Strategy Driven Magazine. Since I recorded these podcasts, I’ve since developed a How of Change program and written a new book (How? Generating new neural pathways for learning, behavior change, and decision making) that actually teach how to isolate the exact elements in the brain to consciously generate new neural pathways to stimulate easy change. As always, I’m here to discuss.

WHAT IS CHANGE?

Change means doing/thinking something different than our status quo – our internal system that has been accepted, habituated, standardized, and normalized through time – potentially replacing it with something unknown, untried, and therefore risky.

And therein lie the problem: because our change methods don’t take systems into account, anything we do to effect change potentially causes a destabilizing effect and puts our system at risk. This fact alone causes disruption, pain and confusion. We’re trying to push an as-yet unaccepted element into a fully/long-functioning stable system that hasn’t agreed to alter itself, and it’s defending itself.

To do anything different, we need approval and a route forward from our unconscious system; to change congruently, we must consciously facilitate our normalized, unconscious internal structure to design new and acceptable rules for any additions.

Once the ‘new’ is acceptable, seen to be nonthreatening, recognized as having the same rules, norms, values as the status quo, it will be easily adopted. Note: regardless of the efficacy of the new, or the problems inherent in the status quo, change is not acceptable until the status quo, the system, the group of norms and beliefs that have been good-enough, recognizes a way to normalize itself with the new included.

#1 What is Change? and Why is Change so Hard?

WE IGNORE THE SYSTEM: HOW BIAS AND INFORMATION PUSH CAUSE RESISTANCE

Historically, we have approached change through information sharing, traditional problem-solving methods, personal discipline and behavior modification, and strong leadership, assuming by pushing new information – new activities, new ideas, new rationale, requests for different behaviors – into the status quo it will be sufficient. But it’s not. We’re ignoring the system, causing it to resist to maintain itself.

Why are systems so important? Systems are our glue. Our lives are run by systems – families, teams, companies, relationships. Each of us individually is a system. Systems are made up of rules and norms that everything/everyone buys in to and that maintain the beliefs and values, history and experience, that make each system unique and against which everything is judged against.

And each system holds tightly to its uniqueness as the organizing force behind the activities, goals, and output of our behaviors. Change any of the elements and we change the system; try to push something new into the system, and it will defend itself. We learned in 6th grade that systems seek homeostasis (balance), making it unlikely we can pull one thing out of a system and shove something else back in without the system resisting.

Currently, our attempts at change (sellers, coaches, negotiators, or diets, exercise programs, etc.) are little more than pushing a new agenda in from the outside and assuming compliance will follow because the new is ‘better’ or ‘rational’. But because the new most likely doesn’t match the unique, internal norms already in residence, we get implementation problems in teams, closing delays in sales, resistance to changing eating and exercise habits, modification problems in healthcare and coaching. Indeed, all implementations, all buying decisions, all negotiations, all new behavior generation, are change management problems.

It’s possible to introduce change in a way that does not cause resistance – from the inside out, by teaching the system how to reorganize along different lines, in accordance with its own rules and values.

For lasting change, it’s necessary to enlist buy-in from the system. Any reasoning or validation for needed change will be resisted because the system fears disruption. Hear how systems are the organizing principle around change – and what to do about it.

#2 What are Systems and How Do They Influence Change

WHAT IS RESISTANCE?

The universally held concept is that resistance is ubiquitous, that any change, any new idea, will engender resistance. University programs teach it how to manage resistance; Harvard professors such as Chris Argyris and Howard Gardner have made their reputations and written books on it; consultants make their livings managing it. Yet there is absolutely no reason for resistance: we actually create the resistance we get, by the very models we use to implement change.

The underlying problem is, again, systems. As per homeostasis, a system will fight to continue functioning as it has always functioned, regardless of how impractical or non-efficient it is or how compelling the new change might be. And by attempting change without an agreement from the system, without designing any implementation of the new around the inherent beliefs, values, and norms of the status quo, we’re causing imbalance.

Systems just are. They wake up every day maintaining the same elements, behaviors, beliefs, they had yesterday, and the day before. They don’t notice anything as a problem – the problems are built in and, well, part of the givens. When anything new attempts to enter a system and the system has not reorganized itself to maintain systems congruence, it is threatened (Indeed, we are threatening the status quo!) and will defend itself by resisting. Hence, we always define and create our own resistance.

It’s possible to avoid resistance by beginning a change process by first facilitating the system to re-think, re-organize, re-consider its rules, relationships, and expectations, and garner buy-in from all of the elements that will touch the final solution, while matching the introduction of the new accordingly. Believe it or not, it’s not difficult. But we do need a new skill set to accomplish this.

#3 If Decisions Are Always Rational, Why Are Changes Resisting?

WHY BUY-IN IS NECESSARY AND HOW TO ACHIEVE IT

As sellers, change agents, coaches, doctors, parents, and managers, we seek to motivate change. Whether it involves a purchase, a new idea, a different set of behaviors, or a team project, all successful change requires

• matching the new with the values and norms of the status quo,
• shifting the status quo to adapt to something new,
• facilitating buy-in from everyone who will touch the new addition,
• working from inside out by aligning with the core values and norms of the system.

#4 Why is Buy-in Necessary and How to Achieve It

HOW TO AVOID RESISTANCE, DISRUPTION, AND FAILURE

Until now, we have approached change by starting with a specific goal and implementation plan and seeking buy-in to move forward successfully. While we take meticulous steps to bring aboard the right people, have numerous meetings to discuss and manage any change or disruption possibilities, our efforts are basically top-down and outside-in and end up causing resistance and disruption.

Starting from the inside begins with an explicit goal that everyone agrees to, but leaving the specifics – the Hows – up to the people working with the new initiative, an inside-out, bottom-up/top-down collaboration. While the result may not end up exactly like imagined, it will certainly meet the objectives sought, and include far more creativity and buy-in, promote leadership, continue through time, and avoid resistance and disruption – and potential failure.

#5 A Radical Approach to Change Management, Real Leadership

Change need not be difficult if we approach it as a systems problem. I’ve developed models for sales, leadership, coaching, and healthcare that facilitate systemic, congruent, values-based change. I’m happy to help you think this through or implement it. To learn more about systemic models for decision making, change, and sales, go to http://sharondrewmorgen.com/ or contact Sharon Drew at sharondrew@sharondrewmorgen.com

Here’s a link if you wish to have copies of the entire series Making Change Work.

_______________________________

Sharon-Drew Morgen is a breakthrough innovator and original thinker, having developed new paradigms in sales (inventor Buying Facilitation®, listening/communication (What? Did you really say what I think I heard?), change management (The How of Change™), coaching, and leadership. She is the author of several books, including the NYTimes Business Bestseller Selling with Integrity and Dirty Little Secrets: why buyers can’t buy and sellers can’t sell). Sharon-Drew coaches and consults with companies seeking out of the box remedies for congruent, servant-leader-based change in leadership, healthcare, and sales. Her award-winning blog carries original articles with new thinking, weekly. www.sharon-drew.com She can be reached at sharondrew@sharondrewmorgen.com.

Sharon Drew Morgen October 2nd, 2023

Posted In: News

HOW? Generating new neural pathways for learning, behavior change and decision making

Do you know how much of what you hear is accurate? Why you can’t maintain your weight loss, or why you overlook a good choice and make a ‘bad’ decision? Do you know why you can’t change a bad habit even though you really (really really) try?

Perceived wisdom says we hear others accurately, that we’re undisciplined dieters, bad decision makers, and unmotivated to change. But none of that is true. And it’s not our fault.

We’re at the mercy of our unconscious brains. They determine what and how we see, hear, notice, feel, behave and think. Electrochemical signals zip around our 100 trillion synapses causing our conscious and unconscious activities, making our choices for us. It’s all automatic and mechanical. And meaningless.

Until now, science has not found a direct route to the unconscious to affect permanent behavior change. They say it’s a black box. It was. Until now.

Sample

HOW? makes it possible to get into the brain circuitry for conscious choice. It provides the precise skill sets – the how – to:

• hear, notice, behave precisely as you wish;
• permanently remove unwanted habits and behaviors and generate new ones;
• learn new skills efficiently;
• make effective decisions based on unconscious beliefs and values;
• facilitate clients, patients, friends through to their best, congruent choices.

Beyond conventional Behavior Modification and disciplined habit-change processes, beyond decision weighting and learning theories, HOW? includes innovative thinking on

• how brains convert incoming messages to action; how to intervene for change;
• questions to direct people to long term memory to find unconscious answers;
• the specific steps of decision making and change management;
• creating new neural circuitry for behavior and habit change.

Using detailed explanations, fun exercises and examples, HOW? provides tools for personal and professional use, to generate new answers and permanent skills for conscious choice. It also includes the specific steps to Sharon-Drew’s signature Facilitative Questions, as well as the Buying Facilitation® and How of Change™ models.

Now, finally, you can connect directly with your brain to lose weight permanently, listen without bias, and have conscious choice.

Purchase book

Bio: As an original thinker, author Sharon-Drew Morgen has spent her life developing mind–>brain choice and decision making models, tested over 40 years in corporations with 100,000 people in sales (Buying Facilitation®), coaching (Change Facilitation), leadership, and folks seeking habit change (The How of Change™) that unpack the mind–>brain route to intentionally reprogram neural circuitry for choice and change. She has written several books, including: WHAT? Did you really say what I think I heard?, the steps involved in change and decision making (Dirty Little Secrets), and one New York Times Business Bestseller, Selling with Integrity. Sharon-Drew consults, trains, speaks, and coaches. She currently lives on a floating home in Portland OR.

Sharon Drew Morgen September 18th, 2023

Posted In: News