Motivational Interviews and Assessments for Recruiting, Team Building, Sales and Marketing Communications

Motivational interviews will give you insight into how people will organize their work, how they think about what they do and how they do it. 

Matching Talent With Tasks 
Whether you're recruiting, managing, coaching, or influencing, motivational interviews will help you make more of the right decisions.

• Take the guess work out of hiring

• Increase productivity using task compatibility (match people and tasks) 

• Lower stress and increase job satisfaction

• Reduce team conflicts and optimize collaboration

• Increase productivity and job satisfaction, reduce attrition

• Improve communications and build trust

For Sales and Marketing Communications
 
Motivational interviews go beyond surface communication and reveal the hidden  emotions driving decisions and behaviour. 

The use of neuro-linguistics, unconscious and non-verbal communications to decode motivational strategies, bypasses conscious mind interference and provides critical insights and predictions about decisions and behaviour.

By matching your customers' unconscious motivational strategies with words, images and sensory impressions, you can create compelling sales and marketing presentations.

• Understand why your current customers buy – how they are motivated. (The brain science behind decisions.)

• Attract new customers and market segments.

• Use the power of everyday language and sensory impressions and help people make better decisions personally and professionally.

• Increase results and customer satisfaction — inside and outside organizations.

Consider motivational interviews if ...

Achieving your plan requires a higher return on sales and marketing activities.

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

Productivity would increase with better and faster communication 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 existing resources.

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

Help with marketing communications
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. 

Motivational Interviews and Assessments
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 Motivational Interviews 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.

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