In today’s dive into human patterns, you’ll discover why some of your team find it easy to ride the wave of change and others really struggle by clinging on to the old ways.
If you haven’t read the background to these human patterns…you can find it here before diving into this week’s blog.
Sameness and Difference
When you think about buying a new outfit for work, how do you think about this? Do you think about getting something like what you already have…or do you think about getting something completely different?
When you start your working day do you have an order for the things you do…maybe open your emails first, then open your browser and so on? Or do you do whatever pops into your head first and go from there?
When a new sales person joins the team, do you find yourself noticing how similar they are to another sales person on the team? Or do you notice how different this sales person is?
Ask one of your team how this role relates to what they were doing five years ago and what do they tell you? Do they focus on similarities or differences?
When you share some information with your sales team…how do they react? Which sales people accept it and which sales people challenge it.
Sales people with a sameness preference will accept and match whilst sales people with a difference preference will resist and mismatch!
These patterns aren’t good or bad they just are.
Having a blend of preferences in a sales team is really useful because sales people with the difference preference will challenge views and give new perspectives. You may, however, have to accept that they may not agree (totally) with any of your suggestions. They are often perceived as argumentative, but they are in a constant position of looking for an alternative view.
Increase your repertoire as a sales leader – if you filter for sameness, learn to filter for difference occasionally. Challenge ideas and assumptions…start with your own internal dialogue, it’s safer! If you have a difference preference why not act as if you had a sameness preference when this might be appropriate – that would be OK, would it not?
A sameness preference person will always be uncomfortable with change and are risk-averse. They love the status quo.
A difference preference person needs constant variety and challenge to remain. They love new and unique experiences. Are generally high risk-takers.
Often these preferences are more subtle. For example, a sales person with a sameness preference could share…”this client is like X Company but with more possibilities.” This is called sameness with exception.
A sales person can also have a difference with exception preference. This would be shared by…”this client is totally different from the one you had the meeting with but has the same possibilities.”
Most Noticeable Traits of a Sameness Preference
- Habitual…same outfit, same lunch, same seat every day
- Uncomfortable with change
- Risk-averse
- Love the security of the status quo – matcher
- Happy to be doing the same thing in the same job for as many years as possible
Most Noticeable Traits of a Difference Preference
- Need variety and challenge to keep engaged
- Take the alternative view…a mismatcher
- Looking for new ways of doing things…even when things are working just fine
- Risk takers
- Are likely to change jobs or move roles every 12 – 24 months unless constantly challenged
Influencing Strategy
To influence a sales person with a sameness preference, begin by helping them to identify commonalities/similarities before moving on to how things are better. Once they are connected to the things that remain the same, they are better able to digest the things that have changed. When sharing changes frame them as small, gradual and evolutionary.
To influence a person with a difference preference, talk about newness, uniqueness, differences from things they have tried or done before. Introduce commonalities/similarities casually. It’s also useful to remember that when you are communicating with this preference they will mismatch what you say so a good way to start your conversation would be…”You may not agree with this but…” This leaves the sales person with a challenge…do they mismatch the first part or second part of your communication? This sends them into a mild state of confusion while they figure it out and gives you more time to get your point across in a way that they can accept 😉
Keep in mind…
Preferences are context dependent but once you have identified how each sales person’s preference rolls out in each context you have your blueprint for how to masterfully lead them in that situation. This is best for their growth and development and makes it much easier for you to show up as your best self.
When a sales person’s programme changes that’s a red flag for you to investigate in a one to one session with them.
Be constantly mindful to consider all their Meta Programme preferences whenever you are nudging them out of their comfort zone into their learning zone. You’ll create much less resistance and more motivation to move forward.
Until next time,
Leigh 😊
PS If you want to discuss how you can support your sales team’s preferences do get in touch.
Thanks Matt Nelson for the great photo 🙂
