But first, you need to know more about what

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This is one of the bedrock principles of business. To reach your goals, help others reach their own.

Wise sales leaders know this is true when they interact with their customers, but it’s also true when it comes to empowering emerging sales leaders to make their dreams come true.

Some people will argue that Millennials already have everything they want. It is often said that they are lazy, self-centered, and unmotivated.

They want everything handed to them on a silver platter, or they don’t want it at all. Some go so far as to say Millennials couldn’t care less about helping their employer meet their long-term goals.

Respectfully, I disagree.

The vast majority of Millennials are merely motivated in netherlands telegram data different ways than previous generations.

For example, according to Gallup study, “How Millennials Want to Work and Live,” 91 percent of Millennials aspire to leadership, 79 percent want a coach or mentor not a boss, 72 percent want constant feedback on how they are doing, and 64 percent want to make a lasting impact on the world.

What does all this mean? Millennials are loyal to the bigger picture. They will help you get what you want if you help them get what they want.


Motivation That Goes Beyond Compensation
Gone are the days when a fat paycheck motivates young sales leaders.

In our research and our on-going sales consulting work with clients, we’ve found that 74 percent of top-performing salespeople are highly motivated, although they tick differently. Let’s look at the three most common types of motivation.

Extrinsic – Motivated by external rewards, such as commissions, bonuses, prizes, and personal or professional status.
Intrinsic – Motivated by internal rewards, such as satisfaction, dedication to the work, and fidelity to a higher purpose.
Altruistic – Motivated by a concern for others, choosing service before self.
How you create a motivational culture is going to depend heavily on each one’s motivation preference.