Steve Heiman, the co-founder of the Miller-Heiman sales system, developed a model for thinking about change.
The model was built to help salespeople understand how decision-makers would potentially react to sales proposals.
Heiman observed that people generally fall into one of four change modes:
Growth Mode:The perception that there is a hopeful difference between today’s reality and the potential for short-term gains. Something needs to be done to reach the potential.
Trouble Mode:The perception that today’s reality is not good and will likely deteriorate even more. A person in this mode has anxiety about the difficulty looming on the horizon. Something needs to be done to avoid the trouble ahead.
Even-Keel Mode:The perception that there is no difference between today’s reality and what will be accomplished in the months ahead. “Rocking the boat” is risky and unnecessary.
Overconfident Mode:The perception that growth and prosperity are inevitable.
If you think about these concepts from a recruiting perspective, the definitions apply.
Prospects who are in a Growth Mode or Trouble Mode have a higher likelihood of making changes.
Prospects who are in an Even-Keel or Overconfident Mode have a much lower chance of making a change.
It only makes sense to focus your recruiting efforts on those who have the highest chance of making a change.
But don’t completely ignore the Even-Keels and Overconfidents.
Surprisingly, these prospects will often give you referrals to others who are thinking about making a change. You just have to ask:
I know you’re not in a place where you’ll make a change anytime soon, but do you know of others in your network who are struggling?
Recruiting opportunities abound for those with an abundant mindset.