Jay Arthur's book, Motivate Everyone, has provided an excellent application use of Meta-Programs.

In
a concise and profoundly simple way, Jay has taken the meta-programs that deal with motivation and
created a well-thought out Motivation Profile. I am impressed with both the content and the spirit of
what Jay Arthur has done in this work and highly recommend it.
L. Michael Hall, Ph.D.
The quality of employee performance begins with the quality of hire.
Yves Lermusiaux - iLogos President
Over 65% of performance problems result from strained relationships between employees not from
deficits in individual employees´ skill or motivation.
Consider the cost of conflict
Unmanaged employee conflict is perhaps the largest reducible cost in organizations today - and
probably the least recognized. The more conflict employees experience in the workplace, the greater
the cost to the organization.
The typical employee can be productive up to 85% of the time, but conflicts at work can drop this
figure to 55-60%.
You could be losing 25-30% of each employee's productivity to internal conflict.
When managers are trained to identify and mediate conflict, resolution will reduce costs and boost
productivity by up to 25-30%.
Unresolved conflict can be the root cause for increased:
• Absenteeism or Tardiness
• Substance Abuse
• Health Care Claims
• Workers Compensation
• Grievances/Lawsuits
• Theft/Sabotage
• Turnover

Dealing with Difficult Coworkers

Difficult employees and coworkers aren't really difficult. They just think differently than you do. It's
easy to turn conflict into collaboration when you:
1. understand your coworker's values
2. speak their "motivation language."
There are five "motivation mindsets," each with two conflicting points of view.
1. Achiever - Problem Solver
2. Leader - Follower
3. Innovator - Processor
4. Doer - Thinker
5. Evolutionary - Revolutionary
The most cantankerous of the group are Leaders. To avoid conflict with a leader, assume they
like to gather information and decide for themselves. Use irresistible influencing language that
matches their strategy:
"You might consider..." (doing/getting/buying your solution).
The slowest of the group are Thinkers. If they want to think about it, ask: "Haven't you waited
long enough to start getting the benefits of (your solution)?"
The least understood is the Problem Solver (a.k.a. Devil's Advocate). Talk to them about how to
avoid consequences:
"It won't take too long." "It won't cost too much."
Want to explore your own motivation profile? Take our online motivation profile:Discover Your
Motivation Profile

Employee Motivation
No one doubts that these are tough times. How do you get employees UP for the business when
the economy is DOWN? You don't have wads of spare cash to throw around. So, how can you increase
productivity and profitability without spending money?
Simple...there are three keys to human motivation:
1. The limiting beliefs that inhibit motivation. You can hear them in the workplace from
phrases like: "We can't because it's hopeless; we're helpless; it's useless; we're worthless;
and it's not our fault.
2. The core values that orient employee's behavior: people-relating, places-being,
activities-doing, knowledge-learning, and things-getting/having.
3. The motivation styles that trigger people into action.
Once you understand these beliefs, motives, and styles, you'll be able to tailor how you talk to each
employee, co-worker, or supervisor using irresistible words and phrases that will motivate in them
intheir style. And it doesn't cost you a dime, just the time to learn the simple questions and
influencing language for each belief, motive, and style.
How to Motivate Everyone will guide you through the three keys to motivation and especially the five
styles of mental motivation. You'll learn how to detect and use them to get people moving toward
useful outcomes without alienating anyone. Thousands of people are using these new and improved
communication tools, and only you can decide if they are right for you.
The five motivation styles include:
1. Achievers and Problem Solvers: Achievers tend to set goals, move toward them, and
achieve them. Problem solvers move away from possible difficulties and consequences. To
achieve a goal, they need to frame it as a problem to be solved.
2. Leaders-Followers:Leaders gather information and decide for themselves. Followers tend to
ask other people for direction on which way to go. Leaders often fail to give followers enough
feedback on their performance.
3. Innovators-Processors: Innovators like choices and alternatives. They love to break the
rules and have a hard time finishing projects.. Processors like to make things right by
following and finishing procedures.
4. Doers-Thinkers: Doers like to just do it. Thinkers like to reflect about things before doing
them.
 5. Fundamentalists-Evolutionaries-Revolutionaries: Fundamentalists like things to stay the
same. Evolutionaries like things to get better or improve. Revolutionaries like the new and
different.

Hiring the Right Employee

What does it cost to hire the wrong employee? Studies suggest that it can cost a whole year's
salary or more.
Using the five motivation styles you can profile the ideal candidate for any position, then use the
interviewing questions to evaluate each candidate much more accurately.

Motivating Prospects to Buy

How can you attract more ideal clients and repell unattractive ones? Studies suggest that it
can cost a whole year's salary or more. Using the five motivation styles you can profile the ideal
customer for any product, then use the irresistible influencing language for each style to craft more
seductive marketing messages that attract the ideal, and repell the rest.
In How to Motivate Everyone, you will learn how to:
1. Understand and handle those "difficult" people in your life spouse, kids, boss, co-
workers, and employees.
2. Understand the three keys to human motivation.
3. Detect the five universal motivation styles from just listening to people talk.
4. Use irresistible language to influence and motivate each style, especially the ones that
are different from your style.
5. Market and sell anything more effectively. Marketers and sales people tend to sell from
their personal style, not the style of their ideal prospect or customer. Evaluate your ideal
customer online with our marketing profile.
6. Get people to take action, even those who tend to wait-and-see.
7. Distinguish between manipulation and motivation. These language patterns can be used
for either, but only you can decide what it will cost you to be manipulative instead of
motivational.
8. Cultivate high performance teams. Teams need all of the styles to avoid failure and ensure
success.
9. Understand your own motivation style and leverage it to achieve your dreams. Your
ideal job and career will mirror your own motivation style.
10. Have fun with motivation.