I like rules that make sense. Rules that have a purpose. Rules that are intended to make us more productive people.
Recruiting, coaching and work performance are governed by the rules of human behavior. The rules aren’t always as ironclad as the rules of the physical universe but they are fairly predictable. While it may seem complicated, our job will be to boil these principles down to rules you can remember and use on a daily basis.
Over the first few weeks, I will gradually list and describe some of the rules around human behavior, and then dive into each of these rules in more detail in the months ahead. I hope you follow along for the ride.
The Rule of Relationship Credibility
Whether you’re recruiting new talent, coaching a team of high performers, or teaching others to recruit clients, you must understand the concept of relationship credibility. Ask yourself this question:
“Can I generally figure out when someone is exploiting me for their own goals?”
I think most of us have a good barometer for detecting when this is happening, and those with whom you’re attempting to build a relationship can figure this out too.
If you want to draw in the very best talent, and draw out the most from them, then you have to understand what the best talent needs from you. Talented people want to have relationships, be understood, and be associated with people who are credible.
How is credibility built? It is partially built through ”process” and partially built through “substance.”
The definition of “process” is “a series of actions directed toward a specific aim.” Consistent and thoughtful follow-up shows that you are dependable. A well-conceived plan demonstrates integrity in your thoughts. If those around you perceive that you only make contact when you want something, you will not be perceived as credible. Executing a process will prevent this from happening.
While process is important, substance is even more important. The substance in a relationship is most easily developed by learning about the other person’s story. This is vital because it gives both of you the opportunity to assess if joining your team will fit into the remainder of the person’s life story. With genuine interest comes credibility.
Here’s what you need to know. What drives them? What are their ultimate goals? How does doing what they’re doing now fit into this goal? How does it fit into their financial, family and retirement objectives? How does it fit into their charitable or church affiliations? How does it fit into their personal development? The answers to these questions will illuminate the foundation of their life story.
If a person knows that you are genuinely interested in them, he/she wants to be asked these questions. Having this exchange will give you the most valuable tool known to managers: relationship credibility.
With relationship credibility, you can begin to integrate every conversation regarding business plans, sales objectives, and talent development into a person’s big picture. This will be experienced as authentic, natural, and mutually beneficial.
