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Continuing from this post.

The 3 steps to building compliance, as mentioned before, are:

1. Believable Authority
2. Earn-Reward Method
3. Intermittent Rewards

To get compliance, you first need to establish believable authority. There are many ways to do this, but the easiest way is to just have an authoritative title and position. Owner. President. CEO. Of course that’s not always enough. If you have an authoritative position and title but are known as a pushover, for example, you still lack believable authority because no one believes you will follow through on your threats. It’s the equivalent of pulling out a gun on the streets, but everyone knows you’re too much of a pussy to actually use it. People end up testing and challenging you even worse than if you didn’t have the gun at all. You see this all the time in toxic organizations that have weak management. The subordinates will test and challenge the weak management constantly and you’ll end up with the inmates running the asylum. On the flip side, if you lack any official status or authoritative title yet exude a ton of confidence and charisma, you can still convey believable authority just by the way you carry yourself. Even a violent criminal can exude believable authority just by showing a reckless disregard for rules and societal norms and displaying a willingness to kill you. Basically, believable authority boils down to displaying confidence, having the ability to punish and demonstrating a willingness to follow through on said punishment. Punishment can range from anything from simple social snubbing to employment termination to outright violence.

Once you have established some believable authority, then you have to move on to step 2, which is the Earn-Reward method. I got the term from Tariq Nasheed’s The Mack Within book. What it basically boils down to is that you make someone earn ever reward before you give it to them. The opposite would be Reward-Earn, where you reward someone first in hopes that they’ll work to earn the reward afterwards.

It seems like a ridiculously common sense principle, and we all practice it to a degree, but thanks to compartmentalized thinking we often forget to transfer this principle into some areas of our lives and end up getting frustrated. For example, with a child most of us know not to reward the child first and hope for good behavior later because what you end up with is a spoiled, uncooperative child with a sense of entitlement who views such rewards as a birthright. They don’t even feel they need to earn the reward anymore. Same with training dogs, if you reward the dog with a ton of treats first and then try to get it to do tricks and behave afterwards, it’s not going to work. With both children and dogs, good parents and trainers practice Earn-Reward. Yet many of the same people who grasp this principle when applied to kids and animals won’t transfer this principle elsewhere. For example a guy will buy a girl a drink when they first meet and wonder why he’s not getting the instant cooperation he expected. Or a woman will give a guy sex way too soon and wonder why she’s not getting wined and dined and romanced afterward in the way she expected. Some hippie teacher will give ever kid in class a gold star and give them all an A to boost their self-esteem, then wonder why they aren’t motivated to excel.

A good illustration of Earn-Reward is federal entitlements. Regardless of how you feel about entitlements in general, most people, both liberal and conservative, can at least agree that older entitlements from the New Deal era like the G.I. Bill, Social Security and Unemployment Insurance have been more successful than Lydon Johnson’s Great Society welfare entitlements that came about in the ’60s. What was the difference between the two sets of entitlements? The first set were in accordance with the Earn-Reward method. G.I. Bill: you serve in the army first (earn) and you get money for school later (reward). Social Security: you work at a job for years and pay a small part of your salary (earn) and you get retirement money later (reward). Unemployment insurance: you have a job first and pay a portion of your salary regularly (earn) and you get money during periods of unemployment later (reward). Later benefits were created in accordance with the Reward-Earn method. We’ll give you a welfare check now (reward) and expect you to look for work later (earn). We’ll give you housing for next to nothing now (reward) and expect you to value and improve the property later (earn). And so forth. The problem with Reward-Earn is that it’s in our human nature to both devalue and feel entitled to things that we get without earning, and as a result, we’re less motivated to alter our behavior and try to prove ourselves worthy of said reward. If anything, we start demanding more rewards.

I touched on this principle during pimp week, when I described how a pimp won’t have sex with one of his prostitutes unless she pays him first. It’s a cardinal rule of pimping. If he breaks it, he’s moved into the Reward-Earn method and the whole dynamic will begin to slowly unravel. If you want any type of compliance in any relationship, whether it’s boss/employee, boyfriend/girlfriend, parent/child, donor/beneficiary or just plain friends, you have to demand the correct behavior first and only then can you reward. If you get in the habit of rewarding first and expecting compliance later, you are screwed. In fact, once you set a reward-earn dynamic, it’s almost impossible to reverse the sense of entitlement you’ve created, and your chances of fixing the damage are close to zero. At that point you’re better off just terminating the old relationship and establishing a fresh one under the right dynamic.

Another crucial element to the Earn-Reward method is to punish disrespect. It’s not enough to just reward cooperation, you also have to clearly punish lack of cooperation and disrespect. Otherwise you send a message to the person that such behavior is tolerable. Avoiding negative results is an even more powerful motivator to people than gaining positive rewards, so it’s crucial that you punish bad behavior as well as reward good behavior. Even if the punishment is something small in response to a trivial transgression, you have to do something and not just let it slide. If you get stood up on a date for example, don’t just pick up the phone and act business as usual the next day like nothing happened. Avoid the person for a while, or briefly, but clearly, mention that you didn’t appreciate being stood up, and then move on to another topic. Maybe make the person work a little harder to get you back out again. Or if it was done in an extremely disrespectful or cavalier way, never go out with them again. Just always do something. Never let any form of disrespect go unchecked. It sends a subconscious signal to the transgressor, to obsevers, and most importantly to yourself that it is okay to disrespect you. And that’s a message you do not want to internalize.

Next time is the final component of the compliance recipe, intermittent rewards.

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