Last Updated: July 31, 2024

There is only one way to get anyone to do anything: to get them to want to do it. Aside from holding a gun to their head or some other threat, no one does anything unless they want to. Kids and teens have proven that fact true.

This is the one technique (yes, just one) that might sound too simple, but when done correctly, it turns ordinary results into extraordinary outcomes. So, how do you do this?

There are three motivators in life that everyone is seeking daily:

All three of these lead to one much deeper driver:

In all of our relationships (work, family, friends, etc.), we seek this feeling out, and when we get it, we do whatever the other person wants us to do to keep getting it.

But when we aren’t getting it and know we won’t ever get it, we don’t do anything for that person. So, to get anyone to do anything for you, you must use the power of dealing with people by tapping into their feelings of importance. How do you tap into that feeling?

With two things:

No one likes a critic, no one likes being criticized, and no one likes it when all that is done in a team meeting is criticism. Words of appreciation wash over the brain and signal to the person you are speaking to that they are important. Words of encouragement convey a sense of future importance, which can inspire the person to achieve what you want.

These two simple acts combined will get you more results and drive more action than any other technique or tactic used in dealing with people.

I was brought in to manage a spinal decompression office that generated one million dollars annually. The owners believed the business had more potential but were ready to step back and let a team handle daily operations to maintain or exceed their success.

Before my arrival, the owners had already stepped away, but the results were disappointing. The office wasn't on track to hit the million-dollar mark again. After several unsuccessful interviews with other managers, they hired me to take over daily operations, including managing appointment bookings, the sales team, and service delivery.

The team consisted of five individuals, each juggling multiple roles. The business culture mirrored that of many companies: employees were assigned tasks, expected to meet metrics, and faced performance reviews or termination if they failed. This created a tense atmosphere, with everyone fearing the owners' harsh criticism and lack of support for leadership development.

When I took over, I requested the freedom to implement my own approach. Initially hesitant, the owners agreed but continued to interfere and criticize. After witnessing an employee break down in tears following a call with one of the owners, I demanded complete control and proposed they stay out of the business. Reluctantly, they agreed.

Within weeks, the team's dynamics began to shift. We increased call bookings, improved appointment show-up rates, and closed more sales. My approach was simple but powerful: I genuinely appreciated each team member daily, treated mistakes as learning opportunities, encouraged autonomy, and provided daily coaching to inspire their best performance.

In just six months, the absent owners asked, "How do you get people to do what we never could?" I never revealed my method, as their management style was rooted in criticism and tough love.

By building a supportive team environment, we surpassed the one-million dollar mark and transformed a struggling office into a top-performing powerhouse.

Implementing this technique in your workplace (or even at home) is straightforward and can yield immediate results. However, it is when you do this over a more extended period that you produce even higher results. Here's how you can start:

Show Genuine Appreciation
Begin by recognizing your colleagues' efforts and contributions. A simple "thank you" or "great job" can significantly boost morale. Make it a habit to acknowledge the small wins and the hard work that often goes unnoticed. Small things attract big things.

Treat Mistakes as Learning Opportunities
Before you can be good, you have to suck. Humans make mistakes, forget, and rarely learn on the first try. It takes repetition and consistency to become great. Instead of criticizing mistakes, use them as teaching moments. Allow your team to try, make mistakes, and fail to learn how to be great. Again, no one does anything they don’t want to do. With this process, they’ll embrace challenges and use setbacks as opportunities for growth.

Encourage Autonomy
Empower your team by allowing them to take ownership of their tasks and find solutions independently. This builds confidence and cultivates a sense of responsibility and innovation.

Provide Daily Coaching
Leaders are coaches. They build and construct, but more importantly, they develop people and guide them to become the best versions of themselves. True leadership involves offering daily coaching and equipping team members with the skills they need to excel. This isn’t about micromanaging; it’s about fostering an environment where professional growth is nurtured. This can be as simple as brief check-ins, sharing valuable resources, or providing insights to overcome challenges. By consistently supporting their team, leaders empower individuals to reach their full potential and drive collective success.

With this approach, you can achieve more with less. Do this for six months, improve your approach every day, and see what results you get. Keep the things that work, change the stuff that doesn’t.

What if the key to turning anyone into a winner lies in just two simple ingredients?

To learn exactly which two ingredients you need to turn yourself or someone else into a total winner, read my next blog post, “The Secret Ingredient To Turn Anyone (or Any Team) Into A Winner.”

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