A fast growing, multibillion dollar company had more than doubled in size over the prior five years. As such, the hands–on, individualized and informal process for developing incentive compensation plans was no longer sufficient to handle the growing needs, multiple business unit demands, and various nuances of the company.Cognitive learning theory in the classroom company leadership brought in the lantern group to help develop an incentive compensation philosophy that would provide a consistent framework for how incentives would be designed and implemented across the different sales divisions.Cognitive learning theory in the classroom

We began the process by conducting a series of stakeholder interviews with senior leadership and the field to better understand where the pain points were.Cognitive learning theory in the classroom using a behavioral inquiry method, we were able to assess some of the root feelings and emotions that people had about their incentives. We developed and implemented a full field survey to gain some baseline measures for how people felt about specific elements including, but not limited to:

cognitive learning theory in the classroom

Impact: the new IC philosophy was a touchstone that the IC team, brand, and IC governance team uses when they develop any variable reward component.Cognitive learning theory in the classroom the IC philosophy has been instrumental in how the organization builds and implements both their trimesterly plan as well as any short–term contests.Cognitive learning theory in the classroom the director of IC has stated that the IC philosophy has “put everyone on the same page so we are much more effective on gaining alignment and focus for our programs.”

cognitive learning theory in the classroom

A large pharmaceutical manufacturer approached our team to help them increase the understanding and buy-in of their incentive plans across the organization's three business units and 16 sales forces.Cognitive learning theory in the classroom organizational surveys had shown that only 45% of the field felt that they understood their incentive plans. In designing an effective solution, our challenges included the following:

cognitive learning theory in the classroom

Professional electronic compensation books provided an easy-to-use reference for each how the plan worked. Taking into account behavioral principles such as framing and cognitive load, we ensured that the guides were simple, highly graphical, and highlighted the incentives opportunity and positive team impact.Cognitive learning theory in the classroom we tested messaging with field interviews and designed guidebooks that the field actually read – using strategic callouts and personal antidotes to help drive engagement.Cognitive learning theory in the classroom

Webinar workshops provided the detailed plan elements and rationale for the plan. The workshops were delivered by sales management and the IC team to the sales representatives in a webinar format.Cognitive learning theory in the classroom each workshop included video from the company president, interactive visuals, and a leader’s guide to help sales management walk through the info.Cognitive learning theory in the classroom the lantern group developed the PPT, the video, and the talking point script for this and ensured that the message was on target and highly motivational.Cognitive learning theory in the classroom

Lilly USA's fleet safety record was one of the worst in the industry. Recognizing this was an issue, lilly's senior executives made improving lilly's fleet safety as one of their top priorities.Cognitive learning theory in the classroom their stated goal is to become one of the safest professional fleets in the united states by 2020. Lilly knew that making investments to ensure that lilly's field employees arrive home safely every day does more than just save the company money; it shows that they value their employees as people with families and dreams that lilly is helping to protect.Cognitive learning theory in the classroom

As such, lilly needed to develop out a new fleet safety program, change their driving rules, and modify their processes to address this issue.Cognitive learning theory in the classroom while much of this work was focused on technology enhancements and policy updates; lilly realized that ultimately, it is the behavior of their employees when they are driving that has the biggest impact on reducing accidents.Cognitive learning theory in the classroom

From prior work with behavioral economics, lilly knew that employees are human beings who do not always behave rationally, but are subject to a myriad of emotions, biases, and over–confidence when it comes to how they behave behind the wheel.Cognitive learning theory in the classroom accepting that fleet safety is a human behavior issue, they had us help them better understand the human side of their fleet safety initiatives.Cognitive learning theory in the classroom