DCG speaks with David Papa

DCG Speakers Bureau reached out to International Speaker and People Strategist David Papa to discuss the consequences of overlooking human behavior as a factor in creating and sustaining a successful business model. We are gearing up for Papa’s live webinar event, scheduled to be held on the DCG Speakers website, June 18.

DCG Speakers Bureau: What are the most common misconceptions on human behavior in business?

DP: The biggest misconception of human behavior in business for employees and customers alike is that business leaders believe that people aren’t motivated. Companies believe that you can actually convince an employee or customer with rational argument to take action; which is not the case. You can’t convince anyone that you have a good product.  People don’t make decisions with their logical minds but with their emotional selves. People buy based off of their experience, how that product makes them feel. We are emotionally connected beings that can think rationally once in a while. Not the other way around.

One of the biggest mistakes employers make regarding their employees is thinking that anyone will feel attached to a company simply because of revenue growth.  It’s been shown in the last 20 years that a bonus will not create or improve performance with white collar industry jobs. It does slightly improve with factory jobs.  However, giving someone a bonus as a reward will not motivate them. The bonus is a left over model from the industrial era.  We are now in the creative era and it simply doesn’t work.

DCG Speakers Bureau: What does research show us about altering or changing behavioral patterns in the workplace?

DP: What I’ve learned through my research is that every time people speak about why they quit their jobs, they most often say they quit because of a bad relationship with their boss or they didn’t feel like their work was valued. Neither of those explanations are overcome with rational solutions. These are human-level soft skills employers need to enact which are actually the hardest to master. If you want to address why employees leave, you need to bring in the emotional component.

DCG Speakers Bureau:  What tactics can employers use to engage employees using the tactics you suggest?

DP: Leaders within an organization have to first identify where in their company they believe they are acting as robots instead of being human. They have to acknowledge where they are keeping emotion away.  There are three things every company can do better to increase engagement.

1.  Have a bigger purpose for your company. In today’s day and age, if a company cannot explain why their work matters to the world, then there is a really huge problem.

2. Leaders have to find out what their employees really care about.  Do you know why your direct reports are coming to work every day?  Ask them and create an environment where they can express themselves at work.  It requires authenticity. When you look up great places to work, you will find that TRUST is the most important value add employees consider. Leaders have to allow people to be as authentic as they are every day.  That means being okay with someone expressing their full selves. They can voice their frustrations, passions, fears, and purpose with their boss. All of those things make them a human being.

3.  Leaders have to be the model example.  Employees copy the culture and ways of their leadership. Leaders have to trust that when people are allowed to be their most authentic selves and flourish, innovation flourishes as well.


We have much more with David Papa. Join us, June 18 at 10am Eastern, 3pm United Kingdom time for an exclusive preview of one of David Papa’s most high-demand workshops, Human Behavior and What it Means for Business.  Register Now!

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