I was reading Marshall Goldsmith’s new book “Triggers” this morning and something struck me after reading chapter 19, “The trouble with good enough.” All agencies are somewhere on an effectiveness continuum in relationship to recruitment. On one end there is an approach to recruiting that is labeled “Whatever.” In the middle is the label “It’s good enough,” and on the other end of the spectrum we find the label “Striving,” which would represent agencies which are highly motivated and productive.
Removing Marginal Motivation
Marshall talks about what it looks like when we have marginal motivation. He says that when we settle at “It’s good enough” we are “vulnerable to mediocrity.” We are not hurting enough to push for change like those on the “Whatever” end of the continuum, but we can be just content enough to settle for the current status of things as they are. On the other hand, if we have mastered the subject of recruiting and our skill level is high, we will have great motivation and produce great results. It is a motivation question isn’t it?
Marshall puts it this way: “It makes sense that we are highly motivated to do things we’re good at. Good performance provides good feedback, placing us in a constantly reinforcing feedback loop.”
Do more than listen to YouTube in the gym
Think of the person who finally masters their eating habits and gets into a healthy exercise routine. They have to spend some time getting good at eating right (reading labels, planning meals etc…), then they have to work through the pain and muscle aches to find the place where their body is cooperating with them, rather than screaming for a return to the sofa. At some point, all that work and skill development will start to produce results. Compliments from coworkers about how they look, and getting back into clothes that they moved to the far darkness of the closet. Then they start to feel better, sharper and more energetic. When we move past good enough and start striving for goals and success, the motivation to keep it up and go for more will follow. After some positive reinforcement, motivation will eventually take the lead.
Master the skills of recruiting
Here’s the point: The lower our skill level in recruiting, the lower our motivation. So what’s the answer? In my way of thinking, the next step is to increase our skill level and put into practice what we are mastering. Then we, and our staff, will have a high level of motivation to do the recruiting that is necessary to grow our agencies.
How do we get the increased skill? In my agency; we study recruiting. We take chances, and we do new activities. We also measure what we are doing so that we can see what areas need more attention and where we can improve.
Skill for recruiting comes from study. Try taking a webinar or attending a workshop on marketing, sales, retention, social media, improving processes or advertising. These aren’t the only skills that are needed, but it is a good starting point.
When our skill increases, we move past “Good enough” and will be excited and driven to do more.