How to Turn
Your Needs Into Their Wants
By Barbara Brown, Ph.D.

Even the most highly committed employees want to know WIIFM: what's in it for me. To answer that question, first reflect on the mission, vision, goals, and priorities within your organization. Consider how everything is connected. For instance, individual tasks are connected to group projects, division objectives, strategic plans, organization outcomes, career goals, and corporate profits.

Next, examine things employees must do to accomplish critical goals. These might include generating more sales, moving to a new location, or working different hours. When communicating your request, use these strategies to frame and highlight the mutual benefits:

Employee Visibility:
Explore desires for recognition, rewards, and advancement. Connect employee's desire for visibility to your request.

Employee Complaints:
Consider issues like poor communication, excessive workloads, or limited resources. Link your request to a "fix" for employee's complaint.

Employee Development:
Examine interests in learning new skills, receiving greater responsibility, or improving performance. Relate employee's interest in development to your request.

Employee Talents:
Investigate strengths like critical thinking, time management, or public speaking. Tie your request to employee's specific talents.

See companion self-development tool:
Performance Improvement Made Easy

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PERMISSION TO REPRINT: Articles, Tips, and Tools can be reprinted in company newsletters or magazines. If placed electronically, a Live Link to Dr. Brown's website must be included. Please use the following credit for every item: Dr. Barbara Brown shows organizations how to use High-Performance Leadership to create the kind of links among people, goals & performance that produce positive results. For more tips, visit: www.DrBarbaraBrown.com or email: Barbara@DrBarbaraBrown.com.