Motivation And Communication Consulting For Sales, Marketing And Team Building
 
We specialize in motivation and productivity — increasing results through people — inside and outside organizations.

Consider a service like this if ...

Achieving your plan requires a higher R.O.I. from sales and marketing activities.

Your team — all qualified and very capable people — are performing below their potential and you're not sure why or how to motivate change.

Productivity would increase if communication was better and faster within your organization.

You'd like stronger ties with existing customers and a better sales process for new market opportunities - but you'd like to achieve this through team building and existing resources.

You'd like a template for hiring more top performers – matching talent with role and responsibility.   

How We Can Help
Increase sales results, achieve marketing advantages, resolve customer service gaps, increase productivity and employee satisfaction by focusing on: 

• Customers — decoding non-verbal communication and motivation strategies for different types of customers, how they make decisions about your products and services, their mental blind spots and the unconscious filters motivating the way they buy. 
   
• Sales and customer service — ensuring your front line people have attitudes and beliefs aligned with your marketing strategy and that everyone uses motivation questions, non-verbal sensory signals and the right language to communicate the way customers need to hear.
   
• Employees throughout the organization — Increasing R.O.I. by increasing job fit and retention, building on the strengths of your people and creating conditions for high performance teams. 

Assessments & Behaviour Interviews
Job Fit ● Communications  ● Motivation ● Team Building ● Recruiting ● Retention
 
Improving job fit and productivity means understanding how potential employees make decisions and respond to adversity—before you hire them!

Résumés, education and work history may tell you what a person has been trained to do, what they may be capable of doing—but gives little insight into what they'll be motivated to do, consistently. See Influencing Minds for relevant research.

To hire well, you'll need the answers to other important questions like ....

• What will it take to motivate this person and keep them engaged in their job over the long term?
   
• How will they process information and make decisions in task specific situations?
   
• What kind of information will they pay attention to and what will they miss or dismiss?
   
• What type of tasks do they do well, and what will set them up for failure?
   
• What is their tolerance for change?
   
• How will they will fit in with existing team members?
   
• How are they likely to function under pressure and in your work environment?

Interviews can take as little as 30 minutes per person using face-to-face or telephone interviews (Face to face is preferred.) 

The process is highly accurate because ...

• it draws out spontaneous emotional responses,

• decodes unconscious communication — subtle non-verbal cues and the structure of language

• gets beyond answers distorted to reflect what people think you want to hear, want you to think about them, or want to think about themselves

• and reveals deeply ingrained, mental programs governing how people automatically respond, and communicate, what they'll focus on, how they'll approach a task and what will motivate them at work.

Standard interviews and psychometric tests are susceptible to rational consideration.

Use Assessments for ...  

• Recruiting and retaining high performance teams.
   
• Building a blue print for ideal performance in key roles and providing a template for people most likely to be successful in those positions.
   
• Increasing motivation and productivity and retaining your best employees through better job fit.
   
• Improving the quality of communications and increasing cooperation.
   
• Lowering stress levels, increasing job satisfaction and work life balance.
   
• Resolving conflicts and turning different working styles into opportunities to benefit from a balanced perspective.
   
• Managing team cultures and gaining valuable insights from the attitudes and beliefs operating within a team. Measuring changes to culture over time.
   
• Providing managers with the specific language needed to motivate and influence each member of their team.

Benefits others have achieved ...

When a chemistry company used the interview process during recruitment, they were able to achieve a better job fit over all . . . 

• Predicting a candidate's behaviour in their organizational setting, enabled them to match the person with functional demands and the working environment.
• Employee retention went up.
• Stress was reduced.
• Cooperation and productivity increased.

• They uncover the unique emotional triggers for each client.
• They learn to use the ‘language of action,’  specific words that will create compelling motivation in each customer.
• As a result, sales increase.
• And relationships are strengthened as clients feel their needs are truly understood.

Call Centers use motivation and behaviour interviews to select CSRs with a natural ability to  function using sensitive auditory cues to build rapport and lead customers through complex processes as required for telephone work.

• Customer satisfaction levels go up.
• On-the-job stress is reduced.
• Productivity grows as
• Call handle time decreases.

Contact Us 

Receive our free newsletter

   Contact Us   Or by Phone: 416-492-3200
©Innergize Training Coaching Consulting All Rights Reserved