Jon Gordon

1) “No Need, No Sale” — Create Demand Before You Pitch

Why: Complaining in a team is like an undetected cancer – a slow spread of negativity that “eventually…will destroy the body” of your organization if left unchecked. Jon warns that subtle negativity can sabotage your business just as much as overt “energy vampires” can.

How to run it:

Implement Jon’s simple rule: “You are not allowed to complain unless you also offer one or two possible solutions.” Start by announcing this to your team and even incorporating it into hiring (let newcomers know chronic complainers won’t thrive here). Encourage everyone to channel any gripe into a constructive idea. For example, if a rep complains about a tough lead list, they must also suggest a way to improve lead quality or their approach. Consider a 7-Day No Complaining Challenge – for one week, team members keep each other accountable to refrain from negative talk unless it’s paired with solutions. Discuss the results in your next meeting. This rule “weeds the negative” and forces a positive focus: every complaint becomes an opportunity for innovation or improvement. Companies that adopt the No Complaining Rule report a noticeable boost in morale and problem-solving – you “prevent the spread of toxic negative energy and empower your team to improve, innovate and grow” with one simple change. Pair this with Jon’s free tools like the “5 Things to Do Instead of Complain” checklist to give your team alternatives to venting.

2) Feed the Positive Dog – Daily Mindset Habits for Reps

Why: Positivity is like a muscle – the more you train it, the stronger it gets. Jon often shares the parable of “the positive dog and the negative dog” inside each person: whichever one you feed more. In sales (especially D2D), rejection and stress are constant negatives tugging at you. You combat that by intentionally feeding positivity every single day so that optimism overwhelms fear and doubt. As Jon puts it, “The more we feed the positive dog, the bigger it gets and the stronger it becomes”oreilly.com – which means a more resilient, motivated rep.

How to run it:

Start a daily positivity practice on your team. It can be simple and low-cost. For example, try Jon’s idea of a “Thank-You Walk.” Each day, take a short walk (around the block or even in between doors) and consciously think about things you’re grateful for. Research shows you can’t feel stressed when you’re feeling thankful. Or, implement a quick round-robin at the end of each sales day where everyone shares one “success of the day” – no matter how small – to build an archive of positivity within the team. Other habits from Jon’s playbook include starting meetings by having reps shout-out teammates’ good work, keeping a personal gratitude journal, and using affirmations to “talk to yourself” instead of listening to self-doubt. The key is to make these actions daily and habitual. Jon’s 11-day “Feed the Positive Dog” action plan suggests strategies like smiling more, practicing gratitude, performing acts of kindness, and reflecting on positive moments each day. Choose a few that fit your culture and weave them into your team’s routine. Over time, this positive conditioning creates reps who are more optimistic, energetic, and mentally tough on the doors.

3) “The Star of the Team Is the Team” – Build Championship Culture

Why: In Jon’s experience, great teams are built on unity and purpose. Talent alone isn’t enough – culture is the X-factor that turns a group of individuals into a cohesive championship unit. Jon loves to share the example of the University of Virginia tennis program: for years they fell short of a title despite talent, until the coach shifted focus to team culture and selflessness. Result? Four national championships in five years. As L.A. Rams coach Sean McVay put it after working with Jon, “There is something special about being a part of something bigger than yourself, and the star of the team is the team.” In direct sales, the same holds true – a team that’s bonded and mission-driven will outperform a cluster of lone wolves every time.

How to run it:

Unite your team around a shared mission and values. As a leader, start by clearly defining the “why” behind your organization – something inspiring that everyone can rally around beyond just hitting quotas. Jon often asks teams: “Who are you doing this for? Who are the most important people in your life?” – when reps connect their daily grind to supporting their family, team, or a bigger purpose, the work becomes more meaningful. Encourage a culture of camaraderie: create rituals that celebrate team wins over individual ones (e.g. team announces when the group hits a collective milestone, not just individual sales). Implement peer mentoring or buddy systems so reps feel responsible for each other’s success. Eliminate internal competition that erodes unity – focus on beating yesterday’s numbers or rival companies, not competing with the rep standing next to you. Jon’s principle of loving, serving, and caring for your teammates (from The Carpenter philosophy) can be operationalized by simple acts: experienced reps helping new ones, leaders publicly praising collaborative behavior, and making “team first” a mantra. Finally, protect the culture by addressing negativity or selfishness quickly – even top performers need to buy into the team ethos or they can “sabotage your team” like energy vampires. When everyone understands that winning is a team sport, you create a positive environment where each member brings out the best in others – and the results (trophies or record sales) follow as a natural consequence.