Food Revolution, No Phone Zone & Seth Godin As Models For Managing People By Dr. Jim Sellner Ph.D.

Managing people is usually done in the "when push comes to shove" model to get people to do what they are not deeply committed to.
Many managers burn themselves out trying to push the people rock up the hill. There is another way.
Jamie Oliver created the food revolution by engaging both the naysayers and yaysayers in his campaign.
Oprah Winfrey in January 2010 started the No Phone Zone movement to save hundreds of thousands of lives, not to mention more hundreds of thousands of maimed injured and guilt ridden people who have killed, maimed or injured themselves and their families.
Seth Godin the guru of the free book created a viral process that launched his books into the stratosphere of selling hundreds of thousand of copies and many more thousands following him on his blog.
Operating principle of managing people with pull rather than push: - create a movement propelled by people's internal motivation to experience joy in their lives.

The old-world term for this process is word-of-mouth. The new-world vehicle for exploding word-of-mouth out into the world is social media.

When ramping up the impact of the word-of-mouth managing model with face-to-face interpersonal interaction and spread through social media, the following factors must be taken into account:
1. What is being communicated.
In order to influence people's decisions to voluntarily and enthusiastically participate, a successful word-of-mouth message must hit the core of some higher human want. Like freedom, joy, connection, beauty, creativity, hope, giving back.
2. The person sending sending the message must be known, liked, respected, valued and trusted. Oprah, Jamie Oliver, and Seth Godin have all those characteristics
The word-of-mouth receiver must want to identify with the sender and believe in what they are doing. Without these elements, that message will not trusted or spread any further.
3. The environment for change must be ripe and the fruit must be low-hanging. Change only becomes viral when three key elements are present:

1. There must be a compelling motivation to participate that is driven by self-interest, plus a desire to be part of something bigger than oneself.
2. The person must believe it will be easy and fun to participate.
3. People will feel a joyful heart connection as a result of being part of the movement.

4. Messages born within -- then passed around, within tight, trusted networks -- then made viral through social media have a greater impact than those circulated through dispersed communities (Think about the difference in hearing something from someone you know, like and trust, vs. someone you don't know, like or trust).When businesses use these powerful forces to pursue excellence in the word-of-mouth managing people model, the benefits are huge. Many managers don't understand the potential of, nor to they have the skills to actively use the word-of-mouth managing model as it's seen in an old-world and what is now an unsophisticated approach to marketing. And the easiest way to get over this lack of tools is to engage Gen Y's and Millennials in the process - they love this stuff and will do the heavy lifting.
Are you ready to use the pull vs. push to spread the word?

Basic Human Principle: We behave in our best interests when we:
* Increase our competencies;
* Are aligned with our personal and business values; and...
* Choose to be engaged.
To get your FREE Instant Copy of -- A TASTE of GENIUS -- A Six-Step Guide to Helping People Give Their Best Performance -- go to http://www.subject2change.ca
From Dr. Jim Sellner, PhD., DipC. -- working with Zoomers & Super Zoomer managers to experience more joy, health and a sense of abundance. Should they choose to take the assignment.

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