How to Use Motivational Maps to Win Better Clients and Keep Them Longer

If you're an HR Consultant who wants to offer something more strategic than policies, more valuable than a one-off training — and more profitable than firefighting...

This episode is for you.

I sat down with Steve Jones, expert in employee motivation and long-time collaborator with government taskforces, to unpack how HR Consultants can use Motivational Maps to:

• Win long-term clients
• Reduce grievances, disciplinaries, and quiet quitting
• And deliver measurable business results that set them apart from the crowd

We’re not talking theory here. We’re talking commercial advantage.

In this conversation, you’ll hear:

• How motivational mapping gives you a way to measure and improve what’s really going on beneath the surface for your clients.
• Why this tool helps you spot problems before they become HR issues.
• How consultants can use motivational maps to retain clients, sell strategic services, and charge more for their work.
• And a case study where using motivational maps saved a firm over £1 million.

This isn’t about adding more to your plate.

It’s about adding a tool that adds value to your clients and your business easily and efficiently.

So if you want a repeatable way to stay embedded in your client’s world — and finally move beyond transactional HR work — tune in.

This one could be just what you're looking for.

Timestamps:

00:00 – Why HR Consultants should care about motivation, not just marketing
 00:28 – What motivational maps are (and why they’re not just personality tests)
 01:14 – Steve’s journey: from Fitness First to government-backed engagement work
 04:20 – The real issue: knowing vs. implementing what actually drives people
 05:05 – Case studies: how motivational maps boosted performance and retention
 07:12 – Resilience vs. motivation — and why employers often miss the difference
 07:54 – How motivational maps work (and what the data reveals)
 09:47 – Preventing team conflict and improving culture with motivational insights
 11:02 – What HR consultants really gain from using this tool
12:39 – Why change initiatives often fail — and how to fix that with mapping
14:47 – How this tool helps you win clients, keep clients, and raise your value
17:02 – Hidden costs of disengagement (and how one firm saved £1M)
19:01 – Creating businesses that feel energised — not just operational
20:03 – 4 elements of truly engaged cultures (and why most companies miss them)
22:02 – How to get trained, licensed, and start offering this to your clients
23:55 – Final thoughts: a simple tool that gives you a strategic edge

Want My Help to Build Your £70K+ HR Consultancy?

1️⃣ Grab a copy of my book – The Complete Guide to Building a £70K HR Consultancy – and discover how to get every lead and client you need.

2️⃣ Apply to Join The Fastlane Formula – so we can work together 1-to-1 to get you earning £70K+ faster (and easier) than going it alone.

Transcript

00:03 Nick Poninski: of marketing made easy. If HR consultants with me, Nick Poninski, as you know, most of the time, this show is about marketing and sales, but we also talk about being the best you that you can be so that you can get more work, more work from leads and clients.
00:19 Nick Poninski: And today. So falls into that category as we're talking about a tool that you can share with your clients to help them have the best business possible.
00:28 Nick Poninski: Specifically, we're talking about motivational maps. So we have today with us. We've got Steve Jones, who is an expert in motivational maps.
00:38 Nick Poninski: Welcome to the show, 
00:39 steve jones: Steve. Thanks, Nick. Lovely to be here and looking forward to spending some time talking about all things motivation. 
00:47 Nick Poninski: Excellent. Can't wait to have this conversation because this is not something that I particularly enjoy. No, about, but it is something I'm aware of and something that I'm sure will help the listeners of the show and it will help their clients too.
01:01 Nick Poninski: So before we begin, can you give us a brief introduction to yourself, your, your two minute Elevator, elevator, 
01:11 steve jones: elevator, you can call it 
01:13 Nick Poninski: whatever you like. 
01:14 steve jones: It's your show. Um, so yeah, so my background was health and fitness management. So I was with Fitness First PLC when we started with one club on the South coast, a left.
01:27 steve jones: So I experienced fast growth and all its nightmares and all its glories. I left, I was a highly motivated, I was a highly skilled, but lowly motivated employee when I left because actually when the city got hold of it, everything changed.
01:44 steve jones: It became very much a reporting process. It was about profit. It wasn't about people. So, uhm, that's why I've got my interest in motivation.
01:52 steve jones: Why could I have worked an industry I love and suddenly fall out of love with it? What happened? What changed?
01:58 steve jones: And that's, that was the stimulus really. I didn't realize it at the time, but anyway, I left to my share options, spent some time just pondering my next move.
02:06 steve jones: And then I, uhm, was approached when I started to think, well, I could probably help companies with their growth. So I started working with companies on their, their growth.
02:14 steve jones: And then I was approached by an international coaching organization called Sherlock that specialize in SME fast growth. So I spent three years with them using their methodologies, tools, and techniques, which mapped perfectly my fitness first journey, but in there somewhere.
02:29 steve jones: I recognized that there's a piece missing. And the piece missing I felt was actually, if you want to grow a company fast, particularly what you need is to be able to keep your talent and attract talent.
02:40 steve jones: It was all about people and leadership. So I started looking at leadership, management issues, um, around leadership, uh, and motivation.
02:47 steve jones: I didn't know it was called employee engagement at the time, but that's what it was. Um, and then I had a phone call from the government taskforce team in London.
02:54 steve jones: They were looking at employee engagement because only one in three people actually going to work were engaged. So I was drafted into London to work with the employee engagement team.
03:04 steve jones: And we started looking at companies that are getting it right. And I co-chaired the steering committee for about three years.
03:08 steve jones: And we looked at what they were doing differently. And there were four main Themes. Um, but we found all this information out, but nobody was doing anything with it.
03:17 steve jones: So I kind of And in, in, in that mix was motivational maps because motivational maps is a way of understanding what, what, why could we get out of bed, why they're coming to work and what they're looking for.
03:28 steve jones: It's not personality. Personality is about your behavior. Motivation is about why you get out of bed, why you're coming to work and what you're looking for.
03:36 steve jones: And then how can an employer 
03:38 Nick Poninski: harness that? 
03:40 Nick Poninski: So just to circle back a little bit, because you said something really interesting in there. You said, uhm, Dane, you were talking about working with the government task force.
03:49 Nick Poninski: I just want to drag 
03:49 steve jones: attention to this quickly. 
03:51 Nick Poninski: It was really interesting. You said you were working with the government task force. You found out all this great information.
03:56 Nick Poninski: No one was doing anything with it. And I thought that's, that is key there because, you know, I'm not going to say anything about the government and public sector and private sector and about whether or not people do their job.
04:09 Nick Poninski: I'm not going down that route. But what I do want to say is that's really interesting because that's something I've been thinking about for a while is people know things, but they don't do anything with that knowledge.
04:20 Nick Poninski: And they might as well not know it because knowing it and doing nothing with it. means what's the point in knowing it?
04:29 Nick Poninski: It's so interesting. It's like, we know that, you know, for example, alcohol is bad for us. We still drink it.
04:36 Nick Poninski: So what difference does it make if we know that it's bad for us? We know that, you know, loads of other stuff like social media destroys like our motivation.
04:44 Nick Poninski: And, uhm, you know, uhm, it's, it's, it's, it's affecting the way that our brains work, but we still go on it anyway.
04:53 Nick Poninski: So, so yeah, I love that. And yeah, as an avid reader of books, I know that implementation is what people need.
05:00 Nick Poninski: People are lacking because it's one thing buying a piece of information, it's another thing then going to 
05:05 steve jones: implement it. So that's basically what I did. I took it and I built a course and, well, actually I've, I built a course, but I worked with two clients.
05:14 steve jones: I worked with an accountancy firm where the business owner had started this business originally to help, uhm, SME owners. Uh, then he got caught up in chasing the money and he'd lost his focus.
05:26 steve jones: So we got him, so we got his whole leadership team back in love with the business, um, to the point where they, they won loads of awards for their, the way they looked after their employees as a result of the work we did.
05:37 steve jones: And then H2H Technologies, which was a 18, uh, 14.5 million. Um, and.2 million turnover. When I started with them, we, when I left, there were 21 million turnover and we did that in what, uh, two years.
05:49 steve jones: Um, and the reason we, we, they, they were, they had over a hundred staff when they flip. I remember the managing partner.
05:58 steve jones: He, he took, uh, sorry, the manager MD took over from H2H and his father, he had old school, new school.
06:04 steve jones: And we were trying to get this culture of, of, uh, employee engagement right in the organization. Uh, and, and they've been grappling with it.
06:11 steve jones: So I spent a bit about a year with the senior leadership team and the board, just helping to understand their role in making their company a great place to be.
06:19 steve jones: And they went on to win loads of awards too. So I kind of knew I had something then. Um, and at the heart of it, what I developed during that period was a 90 day motivational action plan.
06:31 steve jones: And this is where it's exciting for your listeners, probably, because there's not, not a lot of this going on, but if you did motivational maps, cause motivation changes, personality does change.
06:40 steve jones: Motivation does. So, and things impact it negatively and positively. So if you, if you're trying to keep your talent, you need to keep an eye on the motivation levels.
06:50 steve jones: Cause take my example of leading fitness first, they didn't know I wasn't motivated. They just assume cause I did my job and I was resilient.
07:01 Nick Poninski: They had no idea inside. I was absolutely dying. Um, so I was working off resilience, not energy. So at some point, if I hadn't left, I would have become, I probably would have become So 
07:12 steve jones: yeah, so from personal experience, it was great, but the tool is brilliant because it helps managers understand what makes that person tick and everyone else I know what makes that person tick.
07:21 steve jones: I can now actually manage them 
07:24 Nick Poninski: differently. You 
07:25 steve jones: know, if somebody wants freedom, for example, just give them clear, concise instructions, leave them alone and get on with it.
07:32 steve jones: If someone wants to feel more secure, show them how they're going to be safe within the organization and what they need to do.
07:38 steve jones: I love 
07:38 Nick Poninski: this. And just before we go into the advantages of it. Of what the motivational maps give an organization and an employee, and then ultimately the listeners of the show, why they should take this to their, to their clients, what is a motivational map?
07:54 Nick Poninski: Let's start off at square one. Cause I have, I know what motivation is. Okay, but what is a 
08:01 steve jones: motivational map? So the motivational map is a, it's a diagnostic. So it takes about 20 minutes, 15 to 20 minutes to do it.
08:09 steve jones: Um, and it forces you to rank the nine work, what we call the work motivators against each other, to work out which ones are most important and which ones are least important.
08:17 steve jones: And when we know what's most important. And then we can take some actions around. Also, we have a metric around it.
08:22 steve jones: So we work out a percentage score of how much that motivation is getting met currently by your work, by your employer.
08:31 steve jones: Okay. Okay. So it's not a score about your motivation. It's about how your company's harnessed, currently harnessing your motivations. So then we, we have an action plan.
08:41 steve jones: So if let's say you like freedom and autonomy and you're, and you're totally micromanaged, you're going to be low on that score.
08:49 steve jones: It's going to be like a one 
08:50 Nick Poninski: out of 10. 
08:51 steve jones: Yeah. Okay. So what can we now do to make sure you have more freedom in your role and there's less micromanagement?
08:57 steve jones: Yeah. Okay. So now there's an action plan that goes with it. So the beautiful, all your listeners is that this is a tool that actually you have to do regularly because motivation changes.
09:07 steve jones: And also it moves into the coaching element of actually how do we improve it? And the improvement means more productivity, more profit for an organization, but you've got a tool that's going to keep you in that organization.
09:20 steve jones: It's going to give you the edge as an HR professional, because you're going to be doing the HR stuff. Here's a productivity tool.
09:26 steve jones: Excellent. I love that. So 
09:28 Nick Poninski: yeah, as you say, the, the listeners of this show can take these motivational maps to their clients and say, listen, let's work out how motivated, how productive our team are.
09:41 Nick Poninski: And if they're not motivated, here's some actions we can take. But if they are motivated, let's keep going. 
09:47 steve jones: Yeah. And you can also resolve other HR issues because some of these motivations clash, you know, if you've got someone who likes to control people, managing someone who likes freedom, for example, you've got a 
09:56 Nick Poninski: problem. Okay. 
09:57 steve jones: Yes. And potentially that's going to lead to a disciplinary and HR is going to get kicked in to deal with unnecessary evil.
10:04 steve jones: So we can avoid it very quickly. And also it stops talent leaving the organization. So it really helps an HR professional or a team identify, okay, so we might have, we might have another example.
10:15 steve jones: We might have somebody who's very creative, loves project, likes taking risks, which is usually the business owner. And then you've got the accountant who likes security and predictability, doesn't like challenges.
10:23 steve jones: And they're working together on developing the growth of the organization. And they're at loggerheads, but actually when they understand each other, now they're a foil for each other.
10:33 steve jones: Because if I've got these crazy ideas, you can tell me why they won't work. And then between us, we can come up with a solution.
10:39 steve jones: So it's about the team understanding each other as much as understanding themselves. And then the business owner. Understanding how these motivations are playing out in their organization.
10:50 Nick Poninski: Amazing. Okay. Now I like that because then they can leverage this motivation to move the business forward. So yeah, so I guess I understand now what a motivational map is.
11:02 Nick Poninski: People ask these questions from this 
11:05 steve jones: form, uhm, 
11:06 Nick Poninski: and fill in the answers. They're then identified as a certain motivation of some form, right? How they want to be motivated, what motivates them.
11:17 steve jones: Yeah, so it's on, it's an online questionnaire. So it's, and you get a platform with, you know, when you get into it, you get a platform with it so you can produce team reports and look at individuals.
11:27 steve jones: Uhm, and I train HR people within businesses to do this and leaders within business. But if you're looking to increase your revenue as an HR professional, then you'd be doing that.
11:36 Nick Poninski: Uhm, they would be, like, trained, accredited, 
11:41 steve jones: etc. Excellent. So in 
11:47 Nick Poninski: terms of, I think we've touched on this a little bit, in terms of the advantages, why would a HR consultant want to take this to their clients?
11:54 Nick Poninski: Let's, yeah, so we've, we've obviously got managing the staff better, which then leads to better productivity, fewer grievances, fewer disciplinaries, etc.
12:03 Nick Poninski: So, 
12:06 steve jones: yeah, let's explore that a little bit. Yeah, well, to your point earlier, and you know, you were talking about marketing, right?
12:11 steve jones: You could be a me too HR person, or you can be an HR person with an edge, who's got something, an attention grabber, something that actually I've never thought about that.
12:20 steve jones: And also something that's going to keep you involved with the business, because if you did this once a quarter, then you'd be looking at the results, you'd be going, okay, what's happening here?
12:28 steve jones: The business is suddenly shifted. Now you've isolated this individual. Let's give you a prime example. So let's imagine you've got an organization, and they suddenly decide to hot desk.
12:39 steve jones: So they're going to do hybrid working. Okay. Now, that's fine for the spirit who likes freedom and autonomy. It's yes, happy days.
12:47 steve jones: But for the friend who likes the community of people, you've just destroyed their world, uh, because they love to be around people.
12:54 steve jones: And you have no idea you've done it. You have no idea you pissed off, excuse my language, really, really key people.
13:00 steve jones: Um, and those people then will vote with their feet and leave. And then you'll lose key people. So when you make strategic decisions in an organization, it's going to positively or negatively impact the motivations of staff.
13:11 steve jones: And you may have no idea how that's happening, but if you're monitoring it, you'll 
13:16 Nick Poninski: know. Amazing. That's brilliant. So 
13:20 steve jones: you can see straight away that actually, and there's no business standstills, there's 
13:26 Nick Poninski: constant change. There 
13:27 steve jones: is. So, uhm, so one of the workshops I do with companies is I look at, say, look, let's look at your change management in relation to how it's, how are you going to take your people with you?
13:37 steve jones: You know, so there are people who are going to dig their heels in and not want 
13:40 Nick Poninski: the change. 
13:41 steve jones: There are people who are going to embrace it. They're all going to be working out what's in it for them based on their 
13:45 Nick Poninski: motivations. 
13:46 steve jones: Yes. 
13:47 Nick Poninski: Okay. Because change is inevitable and an organization needs to move with the times, but some people, I don't think 
13:53 steve jones: we've all, you know, we, as HR, we 
13:55 Nick Poninski: know that change program is inevitable, but how do you get people on board? And they talk about all this best practice, but for some people that change is just not 
14:04 steve jones: appropriate. It's all about that. You know, they'll be looking at it from their, what's in it for me, their motivations.
14:10 steve jones: So if they're looking for security Predictability and changes coming. What's the question they're going to ask? Am I, am I going to still have a job?
14:16 steve jones: Uh, how's this going to, how's this going to disrupt my 
14:19 Nick Poninski: routine? 
14:21 steve jones: And then you, and you've got someone, let's say you like to make a lot of money. I call them the builder.
14:25 steve jones: Okay. So where's the, where's the edge for me? How am I going to make more money doing this? Okay. If I'm going to embrace it.
14:31 steve jones: And then you've got people, how am I going to shine? How am I going to maintain control all the different motivations start to kick in, um, the conversations in their heads around the change.
14:42 steve jones: And you're a manager. You've got no idea these conversations are going on in people's heads around all of this. Okay.
14:47 steve jones: So it helps you understand how people are going to react to the change and then how you need to manage them 
14:52 Nick Poninski: through it. Love it. I mean, this helps the HR consult. I mean, I get the understanding of it and this helps my audience, the HR consultants listening along because this gets them, you know, it can either get them, um, like, uh, a retainer client or it can get them an ongoing project.
15:08 steve jones: Yeah, well, you know, depending on how they want to take their HR business, but if you want to get into the sort of more strategic coaching side of it, as well as the, you know, the compliance side, you've got an edge, you've got an edge.
15:21 steve jones: So I'll come in, I'll work strategically with your business around making sure the culture and the motivation is right for the growth that you're anticipating.
15:29 steve jones: This is all about keeping your talent and I'll show you how you can do it by managing their 
15:34 Nick Poninski: motivations. Love that. That's amazing. I'm sorry to ask this question, are there any more advantages? 
15:41 steve jones: Because I'm more or 
15:43 Nick Poninski: less sold. 
15:45 steve jones: Well, yeah. Well, yeah. We said earlier, you've got the quiet quitting, so you identify that straight away. You know, presenteeism, you'll identify that straight away.
15:57 steve jones: You know, you've got other situations that you've probably got in your organization, like mental health. So you think about mental health.
16:06 steve jones: If someone's highly motivated, and working off energy, do you think they're going to have mental health issues? That's unlikely. Okay.
16:12 steve jones: Sickness levels, you know, when you get demotivated, when you get downtrodden, when you get tired because your energy's low, what happens?
16:21 steve jones: I mean, you're going to go on a holiday, aren't you? Yeah. You think about that. So, it's going to impact them.
16:26 steve jones: Uh, they're going to have sickness. Sickness is high. Okay. So, your absenteeism and sickness goes 
16:34 Nick Poninski: And this tool helps organisations manage people as 
16:38 steve jones: individuals. Yeah, as people. Yeah. Yeah. You know, let's understand what's going on with this individual. And when we make decisions in our organisation, you know, if you've got someone who's a control freak managing someone like, say, who loves freedom, how long is that going to sustain before that
16:54 steve jones: person starts going sick or starts looking elsewhere? And then you lose that talent to your organisation. And your organisation's growing.
17:02 steve jones: Now, the other thing with this, which I haven't told you, is the latest Gallup information tells you is that only 10% of people going to work are actually engaged in their work.
17:11 steve jones: So that's a massive, massive, you know, disengagement score of 90% of people going to work are not engaged. And the other thing is, if you start to lose talent, they've also, Gallup says, it's going to cost twice the salary.
17:24 steve jones: So if it manages on 30, sorry, when it's on 30, it's going to cost you 6%. If it manages on 50, it's going to cost you 100k to replace them if you can find them.
17:33 Nick Poninski: Yes, yeah. 
17:35 steve jones: Now, I'll give you a, yeah, I'll give you a practical example. I worked with a large organisation, 170 staff, and we did something, um, with all the staff, and we identified that five people were at risk of leaving.
17:47 steve jones: Five key people, uhh, had low motivational scores at risk of leaving the organisation. Now, this is a law firm, and the managing partner had no idea.
17:55 steve jones: He thought they were happy, but there was five people that were not really happy around the motivations. He drove around, sat with them, and re-engaged them with the business.
18:05 steve jones: And I asked him afterwards, I said, how much do you think that saved you? Saving those people. He said probably 
18:10 Nick Poninski: about a million pounds. 
18:11 steve jones: Because, because of, uh, they would have taken clients with them. It would have been disruptive for their clients. Um, they would have struggled to find the key people like that.
18:21 steve jones: You know, 
18:21 Nick Poninski: replacements are hard to 
18:23 steve jones: find. So, yeah, and it would have stifled his business because they would be here. Thank you. So, you know, this is not fluffy stuff.
18:29 steve jones: This is actually, let's, let's, let's make it about the people. The people drive the business. Um, you need goods. So, what they say is systems drive businesses and people drive systems.
18:47 steve jones: That's, that's business. So, you need good systems. But you need good people driving their systems. And if you want to get ahead of the game, you know, you, you know, when you walk into a business and it's, they start for engaged because you can feel 
19:01 Nick Poninski: it. 
19:02 steve jones: Yeah. You walk into a business where they're just going through the motion. So, are they coming into work just to do a job or are they coming in because they're 
19:09 Nick Poninski: passionate? Yes, because I was just thinking then when you were talking about, you can feel the motivation that there is, there is something to that as well because there's, you know, in terms of HR, there's hard HR or there's soft HR and hard HR is where they're plugged into some form of machine, which
19:27 Nick Poninski: manages the employee, like a call center. Or they're in a factory where the soft HR is more, well, in terms of, um, it's more motivational, it's more, you know, engagement, you know, they have a choice about how well they perform at work, how seriously they take their role.
19:44 Nick Poninski: And that's, you know, knowledge workers effectively. And if they are not here. Engaged, they will not perform their work well.
19:52 Nick Poninski: Right. You won't know about it unless you do this motivational mapping. 
19:56 steve jones: Yeah, it's interesting because it comes back to the four things we discovered when I did the work with Engage for Success team in London.
20:03 steve jones: So we found that there's a first of all, you know, if you want a great organisation, it has to have a great story.
20:09 steve jones: Great reason why it exists. Uh, so where it come from, where you are, where you're going, that's the first thing that, and it needs to be communicated.
20:15 steve jones: The second thing you need Engaging Managers. The third thing you need to listen in culture. And the fourth thing you need a set of values that lived and breathed.
20:23 steve jones: If you get those four things and still in your organisation, you've got the Col- culture right, people are showing up because they want to, not because they have to.
20:30 steve jones: And you're getting all that discretionary effort, all that energy, and you think that's transferred to the clients? Absolutely. Yeah, of course.
20:39 Nick Poninski: But I was at Atomic on at the weekend and there was a- a guy speaking called Jeff Ram. And he was talking about giving your clients and customers the, um, a celebrity treatment.
20:48 Nick Poninski: I took it on board. I love it. I, you know, like I call it the Brad Pitt treatment. One better phrase.
20:54 Nick Poninski: Like you say, like if you give your clients and customers the best experience possible, they will not take their business 
21:01 steve jones: elsewhere. No. And you know, they want to feel loved. Yeah, they want to feel valued. Listen to. So, thank Good response times.
21:08 steve jones: People get going the extra mile to make sure they saw any issues out they got. 
21:12 Nick Poninski: Yeah. And also 
21:13 steve jones: discretionary. 
21:14 Nick Poninski: Like, you choose how well to treat your 
21:16 steve jones: clients. Yeah. And also, there's the constant relationship, isn't there? As well. Because, you know, if the companies are churning stuff all the time, first of all, it's bloody expensive.
21:23 steve jones: And secondly, um, I'm dealing with a different person every week when I talk. To this organisation. Yeah. So what's going on there?
21:30 steve jones: You know, and then when they're on there, they're not really engaging with me. They're just following a script or going through 
21:36 Nick Poninski: something. Love it. Okay. So we've got all the advantages, I think, out of the, um. 
21:41 steve jones: Yeah. 
21:44 Nick Poninski: And we've got why HR consultants, my audience. So I guess the only thing to say now is how can a HR consultant who's listening along, how can they take advantage of this tool that we are presenting to them?
22:02 Nick Poninski: What is the next 
22:03 steve jones: step, Steve? Right. Well, I like this. Um. People in this process. So it takes a day to license them. So we could either do that online, depending where your audience is, but it's best done in person.
22:13 steve jones: So we would set up, maybe, to train, uh, a few, you know, h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h-h It's basically, they'll have the tool, they'll have the platform, and they'll know how to use it, uh, all done within a day.
22:33 steve jones: They'll be licensed to use it. And then off they go, basically. And then they'll buy, you'll buy the maps as you need them, um, from myself.
22:41 Nick Poninski: Excellent. Is there a page on your website I'm excited. Where somebody can go to register to- you know, you have days where you run this training, 
22:50 steve jones: presumably, yeah. I haven't got any day set aside, because basically I use- I just do it on 
22:55 Nick Poninski: demand, but be honest. Um, so we'll- I'll get a 
22:59 steve jones: few people together, and then we'll- we'll pick a day and I'll send it out. So that's the way we do it.
23:04 steve jones: Now on my website, there's- there's, um, the usual thing. You you- you- you- you can ask a question, you know, send me a- a notification that you're interested.
23:13 steve jones: So that would be probably the best start point. Go on my website, and- and just respond to me, or email me direct at Steve at Skills4.
23:21 steve jones: Businesstrain.co.uk. So just- guess you'll 
23:24 Nick Poninski: be sharing some information. Yeah. 
23:27 steve jones: So e-mail me direct. Yeah, they can ring me- they can ring me e-mail me, or they can go on my website, and just make a general inquiry.
23:35 steve jones: Probably the best way. 
23:36 Nick Poninski: Okay, fair enough. Well, you've heard it here first. Motivational maps. Great for a, uh, organization. Great for the employees, and great for you as a HR consultant, because you are gonna deliver the best service possible to your clients.
23:55 Nick Poninski: And that is gonna mean that you are gonna get referrals. You're gonna get repeat business. You're gonna get more retain- A job's more projects, and you will stand out from the crowd of HR consultants who are out 
24:03 steve jones: there. Do you wanna miss anything else there, Steve? No, they'll just have the edge. They'll have a tool that gives them the edge.
24:08 steve jones: Um, and that's- that's what you need. You need that attention grabber. Perfect. 
24:13 Nick Poninski: Awesome. Um, well, I think that's everything 
24:16 steve jones: then, Steve. Okay, which has been great, Nick. Nick, you know, really good chatting. So, uh- 
24:21 steve jones: Perfect, excellent. I've really enjoyed it, too. I hope our listeners have as It's such a fun tool to work with when people realise, um, what's going on within sales and, yeah, it's, it's when you work with teams, they just love it.
24:34 steve jones: Love it. Perfect. 
24:35 Nick Poninski: Okay. Well, thank you for coming along today, Steve. Um, and for those of you listening along at home or on your walk, or wherever it is, you're listening to this podcast.
24:45 Nick Poninski: Uh, hope you've enjoyed it. And as ever, get marketing. Because without marketing, there's no sales. And without sales, there's no business.
24:52 Nick Poninski: So get marketing.