When a rep achieves a major success and thanks their coach, the most powerful response is to redirect the credit back to the rep. By stating, "You went and did the work," the coach reinforces the rep's ownership and self-efficacy, making the success about their actions, not the coach's magic.

In a remote workforce, scrappy problem-solving is often invisible. Leaders must create a system to surface and publicly celebrate reps who use creativity to overcome blockers. This not only rewards the desired behavior but also transforms individual wins into scalable learning moments for the entire team.

Research cited in the book "PQ" reveals that the strongest predictor of a team's performance isn't leadership or strategy, but its collective "Positivity Quotient" (PQ)—the ratio of positive to total thoughts among its members. A high PQ is directly correlated with high productivity.

Most managers are conditioned to spot errors. A more powerful strategy, inspired by Ken Blanchard, is to actively "catch people doing the right thing" and praise it. This builds an emotional bank account, reinforces desired behaviors, and improves culture far more effectively than constant correction.

Great leaders motivate their teams by consistently showing up as the same person every day, regardless of wins or losses. This predictable behavior builds trust and focuses the team on sustainable, incremental improvements—the "tiny drops of water" that build an ocean—rather than relying on inconsistent, high-emotion tactics.

A "team brag session"—where each member publicly praises a colleague—is counterintuitively more beneficial for the giver. While the recipient feels respected, the act of recognizing others elevates the praiser's own morale and strengthens team bonds.

To sustain sales team hunger, leaders should prioritize small, daily recognitions over waiting for major milestones. A quick Slack message acknowledging good work reinforces positive behavior and connects daily effort to the bigger picture, making people feel their work is appreciated.

Don't view positive feedback as simply a way to make someone feel good. Its primary purpose is to make a person consciously aware of what they are doing well. This awareness increases the consistency and frequency of that desired behavior, making them a better performer.

Research shows a genuine compliment activates the same part of the brain as a financial reward. To make praise meaningful, use the ASI framework: Authenticity (be genuine), Specificity (what exactly was great), and Impact (how it affected you). This structure ensures the compliment lands with intention.