October 2014

Motivation is an Inside Job

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Wintrip Consulting Group : Take No PrisonersTake No Prisoners is a free weekly memo from Scott Wintrip that explores how Radical Accountability prospers companies and changes lives. Instead of taking people hostage with outdated, heavy-handed, and ineffective methods of management, measurement, and motivation, Radical Accountability focuses on creating an unwavering responsibility for getting done what matters most.

Ever wonder why employee motivation tends to ebb and flow? The reason may surprise you.

Leaders who try to motivate their staff end up with a less motivated workforce. It is actually impossible to motivate someone, since being motivated is an individual choice, an act of freewill. Any attempts at motivating others becomes counterproductive, especially over time, as employees quickly learn they don’t have to take responsibility for their own initiative. This creates an unhealthy, dependent relationship and a vicious cycle, as pictured below.

What’s working, and working well, is when leaders form an interdependent relationship with their teams. The job of leaders, in this healthy scenario, is to create an environment that promotes the opportunity, platform, and likelihood that employees will be inspired to take action, often even exceeding expectations.

Motivation is an inside job—existing inside the minds and bodies of each individual. Sustainable motivation only happens when managers create opportunities for inspired work, hold people responsible for taking initiative, and employees follow through and do their part.

This Week’s Radical Accountability Activating Action: Take time this week to ascertain how much you’re trying to motivate versus creating an environment where people take full responsibility for their own motivation.

Workshop Opportunity: I’ll be running a special leadership workshop at the TechServe Alliance conference next week in Boca Raton. If you’ll be attending, I invite you to join me.


Follow me on Twitter! You can find me here: https://twitter.com/ScottWintrip
Every day I provide pithy pieces of advice and wisdom. Join the growing crowd who read these gems every day.

You may subscribe and encourage others to subscribe by clicking here.

Check out my podcast series called Simply Scott on iTunes.

If you’d like to reach me, email: scott@ScottWintrip.com or call my direct line: (727) 502-9182

Visit my web site: https://www.WintripConsultingGroup.com

Scott WintripMotivation is an Inside Job
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You Can Take It With You

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Scott's Monday Morning MessageWhile the quote “you can’t take it with you” may apply to money and material possessions, managers must require that team members take with them their greatest asset to the job each day—responsibility. Leaders of organizations doing better than others are always insisting on consistent execution, and execution can only happen if everyone does their part, being responsible for their contribution.

For example, take two recruitment companies in the UK working on the same type of growth and improvement initiatives. One is gaining ground faster than the other as a result of a consistent requirement, enforced by leadership, of every person doing what is required each week. Both companies have smart leaders and talented people; one is simply doing better at holding people accountable for following through on what matters most, never accepting excuses and always allowing for improvement.

When it comes to personal responsibility, you not only can, but you must take it with you. This is one of the most important jobs of leaders—requiring that everyone play their part, do their part, or give up their seat to someone who will. Any leaders out there who are not doing this need to either step up or step out and let someone else take over who will do so consistently.

Scott WintripYou Can Take It With You
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Questionable Leadership

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Wintrip Consulting Group : Take No PrisonersTake No Prisoners is a free weekly memo from Scott Wintrip that explores how Radical Accountability prospers companies and changes lives. Instead of taking people hostage with outdated, heavy-handed, and ineffective methods of management, measurement, and motivation, Radical Accountability focuses on creating an unwavering responsibility for getting done what matters most.

Next time an employee asks you to repeat a question, count the number of words you originally used in asking the question. Chances are, it was more than ten. What’s the issue? Our brains process questions of less than ten words much more effectively.

Each time we make a lengthy inquiry, the listener spends more time focusing on the question and less on his answer. Even if he doesn’t ask you to repeat the question, which often happens, he is still too focused on your question.

Questions using ten words or less are understood more quickly and answered more thoroughly. This generates lots of details, a richer conversation, and automatic buy-in as the employee always believes everything he says. As a result, he becomes more self-sufficient, solving more of his own problems while also benefiting and learning from your positive example. In addition, we become known as someone whose occasional comments are valuable and not to be missed or ignored.

Our mantra in leadership should always be:

Say little, ask a lot.

This Week’s Radical Accountability Activating Action: Make say little, ask a lot your way of being a great leader.


Follow me on Twitter! You can find me here: https://twitter.com/ScottWintrip
Every day I provide pithy pieces of advice and wisdom. Join the growing crowd who read these gems every day.

You may subscribe and encourage others to subscribe by clicking here.

Check out my podcast series called Simply Scott on iTunes.

If you’d like to reach me, email: scott@ScottWintrip.com or call my direct line: (727) 502-9182

Visit my web site: https://www.WintripConsultingGroup.com

Scott WintripQuestionable Leadership
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The Powerless Approach to Staffing and Recruitment

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Scott's Monday Morning MessageWe are powerless when it comes to making people do what we want. I believe this is one reason parents are given teenagers, reminding them how powerless they truly are over people, places, and things.

Too many people in our business continue to promote the myth of client and candidate control, insinuating that we can or even should manipulate the choices of others. These dangerous, Repetitive Practices (methods which cause harm) do nothing more than perpetuate the predominant, negative reputation of our industry.

Each of us only has power over three things: our words, our choices, and our actions. By acknowledging our powerlessness over everything else, we gain access to true, individual, virtuous energy. By responsibly using these three personal powers, we can facilitate a process where the needs of all parties are met, for we which we are amply rewarded. That’s true power with much less effort.

Scott WintripThe Powerless Approach to Staffing and Recruitment
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What Every Customer Will Buy

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Wintrip Consulting Group : Take No PrisonersTake No Prisoners is a free weekly memo from Scott Wintrip that explores how Radical Accountability prospers companies and changes lives. Instead of taking people hostage with outdated, heavy-handed, and ineffective methods of management, measurement, and motivation, Radical Accountability focuses on creating an unwavering responsibility for getting done what matters most.

The hardest sell of all is to the buyer who thinks he or she does not need you. All too often, salespeople find themselves clamoring for ideas and words to deal with this common situation, and, as a result, end up foolishly saying things that erode their image and their standing.

What many leaders in sales and, by default, their team members either don’t know or forget is that every prospective customer can improve their current circumstances. If things are great, they can be greater. If they’re facing challenges, those can be overcome. The most savvy salespeople determine what’s happening, and what they can do to improve upon that current set of circumstances. This means every buyer, without exception, can benefit from what your company offers, but only if you make a clear connection between their status quo and how your offering achieves something better.

The practice of Radical Accountability requires that we always give those we work with what they really need. In sales, this happens in three steps:

  1. Instead of just taking orders, take time to truly understand each customer’s current situation, objectives, fears, and the impact these have on the buyer.
  2. Collaborate with the buyer, asking what a better set of circumstances would look like and the impact these would have, personally, on him or her.
  3. Offer options for how you can contribute to achieving those improved circumstances.

This Week’s Radical Accountability Activating Action: Work with your sales team to improve their ability to understand each prospect’s current circumstances, using the three-step model above as a framework.


Follow me on Twitter! You can find me here: https://twitter.com/ScottWintrip
Every day I provide pithy pieces of advice and wisdom. Join the growing crowd who read these gems every day.

You may subscribe and encourage others to subscribe by clicking here.

Check out my podcast series called Simply Scott on iTunes.

If you’d like to reach me, email: scott@ScottWintrip.com or call my direct line: (727) 502-9182

Visit my web site: https://www.WintripConsultingGroup.com

Scott WintripWhat Every Customer Will Buy
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Why Sexy Doesn’t Work in Selling

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The focus on consultative selling by many salespeople is often great in concept and poor in execution. This failure stems back to one issue and one issue alone—the fact that consultative selling is really about basic skills.

Too many salespeople, especially those with more tenure, are too focused on acquiring and mastering advanced sales skills. What many of them don’t realize is that the phrase “advanced sales skills” is really a misnomer. Advanced selling is really about consistently doing the basics.

Those who are achieving the best results in staffing and recruitment consistently apply the core competencies of basic selling. They don’t have to get “back to basics” from time to time, instead, consciously choosing to stay with the basics.

This approach to being at an advanced level may not seem as sexy as pursuing the complex or convoluted approaches often presented in the latest tomes on selling. However, the increased profits and commissions gained through this approach more than make up for the “dullness” of keeping selling simple.

Scott WintripWhy Sexy Doesn’t Work in Selling
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What is Radical Accountability?

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Wintrip Consulting Group : Take No PrisonersTake No Prisoners is a free weekly memo from Scott Wintrip that explores how Radical Accountability prospers companies and changes lives. Instead of taking people hostage with outdated, heavy-handed, and ineffective methods of management, measurement, and motivation, Radical Accountability focuses on creating an unwavering responsibility for getting done what matters most.

A growing number of leaders are becoming interested in something better—better results, less labor intensity, increased employee engagement, or a higher level of personal responsibility, just to name a few of their most common aspirations. Which has led them to ask about Radical Accountability and how to attain it.

Here are four of the core tenets of Radical Accountability:

Radical Accountability insists we tell our truth, even if we’re afraid it’ll piss someone off. This does not mean we have permission to say whatever we want, however we want; Direct Compassion is part of our code in the practice of Radical Accountability. Read more on this tenet

Radical Accountability requires expeditious, mutual forgiveness for our shared humanity. We are all going to screw up. As a result, we must apologize quickly and forgive even faster. Given our fallible natures, we should seize every misstep, misspoken word, and innocent blunder as the opportunity it is-a moment to connect at a deeper level with a follow human being. This applies to all relationships, business and personal alike. Read more on this tenet

Radical Accountability doesn’t enable technological co-dependency or automation anorexia. People who practice Radical Accountability use technology just enough, but never so much that it consumes them to the point of distraction, becoming almost like an addiction—Cyberholism. Read more on this tenet

Radical Accountability promotes faithful leadership over fearful leadership. For those who manage leaders who lead by fear, stop putting up with this. You’re culpable if you don’t. Set clear standards and expectations for a positive approach of unwavering responsibility. Hold your leaders to improving and meeting this standard. If they can’t, let them go. Move on. Read more on this tenet

This Week’s Radical Accountability Activating Action: Pick the tenet which “speaks” to you the most and take action this week to instill it within your culture.


Follow me on Twitter! You can find me here: https://twitter.com/ScottWintrip
Every day I provide pithy pieces of advice and wisdom. Join the growing crowd who read these gems every day.

You may subscribe and encourage others to subscribe by clicking here.

Check out my podcast series called Simply Scott on iTunes.

If you’d like to reach me, email: scott@ScottWintrip.com or call my direct line: (727) 502-9182

Visit my web site: https://www.WintripConsultingGroup.com

Scott WintripWhat is Radical Accountability?
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Can Parents Be Effective Leaders?

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In today’s Financial Times, Luke Johnson poses the question, “Can you be a good father if you are running a business?” While this is a relevant question in this day and age, it should bother all of us that we even need to ask this question.

Maybe, just maybe, this is one of the reasons why the culture in the US Secret Service is so dysfunctional. In a report this morning on NPR (National Public Radio), ex-agent Dan Emmett mentioned some of the family events he missed while working long hours, at times going as many as four days without sleep. Do we really want overly tired individuals, who could be distractedly pondering a missed recital or football match, tasked with such an important job?

Whether a leader is a father or mother, there are some sacrifices that don’t have to be made. Take, for instance, two staffing companies, one large, one small. The CEOs of both were tired and ready to be done with their unbalanced cultures. So, both instilled a leadership approach, that I provided to them, to permanently change their cultures. That structure is:

  1. Plan around your family
    All leaders, from the top down, are required to plan their work calendars around family commitments.
  2. Make room on the fly
    Accommodations are made, as they come up, for unforeseen, important family-related events.
  3. Cover and counter
    Leaders look out for one another, covering for planned and last-minute events, countering anything that could interfere with this important family time while also ensuring that the business is run in an effective way.
  4. Repeat 1, 2, and 3
    This process is never treated as a one-time event, instead, being an ongoing way of doing business. In addition, this same methodology is filtered down to staff level roles, as well.

Both companies are having an incredible year. Revenues and profits are high with turnover being at its lowest levels in the histories of both companies.

The skills employed by parents often translate quite well into leadership roles. That is, if those leaders are being mindful of priorities, setting a positive example, and expecting that their direct reports do the same. For parents, this begins with being responsible about the most important aspect of our lives, our children and our families.

Scott WintripCan Parents Be Effective Leaders?
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Knowledge and Power

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Scott's Monday Morning MessagePeople often say knowledge is power, which is incredibly inaccurate. Knowledge applied in a compelling way is true power as it engages people in a meaningful manner. The question is, with so much available knowledge, how does one pick and choose what to acquire and what to ignore?

Companies in staffing and recruitment, in particular, often don’t have the right knowledge that will be powerful in how it helps them support prospects and customers in improving their current circumstance. Instead, our industry often falls into order taking mode or, even worse, assuming what customers say they need is the real need. For example, one staffing company in Massachusetts took an order from a buyer while their competitor, who is my client, gained deeper knowledge as to the business issues and challenges the customer was facing. That knowledge led to better solutions that are now saving that customer money rather than engaging in the same old hiring routines that were perpetuating the problems.

While there are a list of critical questions that should be asked of buyers, one, in particular, unlocks a treasure trove of knowledge that will allow you to create more meaningful relationships, provide better service, deepen your impact, and allow you to deliver tremendous value. That question is:

“What are your business objectives in the next 12 months?”

Often, if you listen carefully, you’ll hear a misalignment between those objectives, and the order the customer is about to hand out. If you address that gap and provide a solution that helps achieve those objectives, you’ll not only win more business, but their hearts, minds, and maybe even a touch of their souls. That’s real power that benefits all.

Scott WintripKnowledge and Power
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