Welcome to the Life Engineering basic sales training. Here we will cover the general product, pricing, positioning, and customer information you will need to know to help you get started selling quickly.
We’re exciting that you’re here, and are enthusiastic about your success. Your success can result in substantial financial benefits, and also create a huge impact in the lives of the customers and employees that you sell to!
Who are we?
We are Life Engineering. Our mission is to power human achievement.
What do we do?
We help organizations increase performance by fully engaging the workforce.
As of May 2, 2022
of workers were not engaged!
- gallup research
they cost an organization
of their annual salary
a disengaged worker is only delivering about
of their total performance capacity
This is being called “The Great Resignation” and the time of “quiet quitting.” It’s the most disruptive time in workforce history.
Organizations can’t keep their talent. It’s not just those who quit and leave, it’s those who quit and stay… they’re disengaged. Think of the cost of 80% of the workforce delivering only 20% of their total performance capacity.
This is an epidemic of disengagement. In fact, the World Health Organization has now declared disengagement an “Official Occupational Phenomenon.”
Worse, most organizations don’t have a way of knowing how big this problem is for them. They don’t know how to identify who is disengaged and how to fix it.
how do we solve this?
Life Engineering hired a dedicated team of scientists and has invested millions of dollars to do the deep research and be the first organization to truly understand the science of engagement at a time when it matters most.
Based on that science, Life Engineering developed a proprietary suite of diagnostics and data processing algorithms—delivered through a SaaS subscription—that can identify both the extent and the cause of disengagement!
Life Engineering then hired a world-class team of management consultants, leadership development experts, doctors and therapists to design an entire suite of proprietary I.P. (algorithms, processes, frameworks, methodologies and curriculum) to help individuals, leaders, and organizations solve for engagement.
We deliver these solutions through an online membership system, including diagnostics and an online academy.
Those online offerings are augmented through a suite of services (coaching, consulting and training) for highly-tailored help.
OUR SOLUTIONS WILL HELP YOU DETERMINE
- How much of your workforce is disengaged
- How much they’re disengaged
- What’s causing their disengagement
- How to fix it
how do we sell that?
We sell memberships. There are 2 primary license types:
Employee licenses are required for any employee for whom the organization wants to track engagement and other assessment data.
Employee Licenses are also an employee wellness benefit, and give the employee:
- Full access to the Online Achievement Academy, where they can access hundreds of modules, courses, videos, articles and personalized learning for personal development.
- Full access to all assessments, including the ability to take unlimited assessments to track progress and engagement not only for work, but across all aspects of their lives.
Leadership licenses are required for anyone who wants to run team or organizational reports.
They’re also a leadership development benefit, and give the leader access to everything the employee gets, plus:
- Full access to our Online Leadership Development Academy, where they’ll learn how to utilize the 16 Elements to optimize engagement across the organization (customer engagement, prospect engagement, employee engagement, etc.), along with dozens of hours of premium leadership development content.
- The ability to run team and organizational reports.
how much does this cost?
Pricing is determined by volume, as illustrated in the table below.
10 to 500
501 to 2,000
2,001 to 10,000
10,001 to 30,000
who buys our product
Leaders, executives and business owners (sometimes HR), in small to medium sized businesses (less than 500 employees).
what are these people like?
There are three primary personas that these leaders, executives and business owners will fall into:
This is a leader that is purchasing either for their team or buying a leadership license for themselves as a consumer… likely as a step toward purchasing for their team. This is someone who either already recognizes, or who can be easily helped to recognize, the importance of energy and motivation when it comes to performance.
They already appreciate the value of motivation and are either frustrated (or who can be made to feel frustrated) with the ongoing inability to actually measure this thing they so greatly value… motivation (engagement).
This person NEEDS to find a way to measure this attribute they already value so much, and will be excited about the ability to not only diagnose engagement (which we connect to motivation), but also solve for it.
The Organizational Optimizer
This is an organizational buyer, usually an owner or high-ranking executive, who cares deeply about outcomes of an organization, and recognizes the key role people play in creating value.
They know that business don’t create value, people do, and they are actively and always looking for “people optimization” opportunities.
These are often metric-driven individuals who are either actively frustrated (or can be made to feel frustrated) by the ongoing inability to put metrics around this aspect of human capital that matters so much to organizational outcomes… engagement, energy, and motivation.
These people are looking not only for “people optimization” solutions, but want a solid way to put hard metrics in place to know the “current state” of engagement and motivation and want to be able to track it over time.
They actively investigate and invest in solutions to help them measure and manage people performance.
The Culture Optimizer
Whereas the Organizational Optimizer cares primarily about outcomes (and recognizes the key role people play in those outcomes), for the culture optimizer, the people come first (not second) in their emotional mindset.
This could be the owner or a high-ranking executive, but it also encompasses the role of HR in larger organizations.
This is someone who is highly conscientious about the culture of the company, who recognizes the importance of culture on organizational outcomes, and who is always looking for solutions to build and support company culture.
This is a person who is looking to find ways to invest in their people (e.g. personal development memberships), invest in their leaders (leadership development memberships), and who will be excited about the ability to gain new optics on something like engagement and employee sentiment (the emotional undercurrent that IS organizational culture).
what pain will these buyers be feeling?
Our buyers will fall into two main categories: those actively experiencing pain and looking for a solution, and those who view themselves inherently as “people optimizers.”
Those actively experiencing pain
They’re likely feeling some of the following:
- Difficulty retaining employees (high turnover)
- Employees don’t show up for work (employee absenteeism)
- Difficulty finding new employees (high employee acquisition costs and time)
- Low morale (employee satisfaction)
- Detached employees who are “quiet quitting” (employee disengagement)
Those primarily wanting to optimize
There are also buyers who are not so low on the employee health spectrum, but rather who place a high value on their people and are always on the cutting edge of “people optimization.” These people care about…
- Employer Brand
- Employee Satisfaction
- Employee Engagement
- Employee Performance
what competitors will they consider
Most of these buyers will not have an existing solution in place. Most in this “under 500 employee” category are just beginning to get serious about their “people optimization” efforts and investments.
They may look at companies like:
HRIS – Most HRIS (human resource information system) have lightweight tools for measuring satisfaction and performance.
They will sell on the “all-in-one” message… you already need an HRIS to track your HR records, just use our satisfaction and performance solution.
Glint – A large, very expensive approach to measuring employee engagement. They were purchased by LinkedIn and then by Microsoft. Mostly large companies know them, but smaller companies are starting to hear about them too. They specialize in engagement.
Qualtrics – A large, expensive approach to measuring “employee experience.” This is a broad metric. They try to sell you on experience, when what that means is that they don’t have the ability to go deep on engagement.
CultureAmp – A small, lightweight satisfaction and engagement provider who sells on culture diagnostics.
what sets us apart?
We have spent the last 24 years studying the actual science of Engagement, Satisfaction, and Performance.
We’ve invested millions of dollars in understanding these things, and have built deep-dive diagnostics that allow a leader or an organization to measure, with extreme accuracy and specificity, not just level of disengagement, but specifically what is driving disengagement and how to fix it.
We go deeper on engagement than anybody else, and engagement is the primary driver of performance.
Most of the others merely measure “sentiment” (like satisfaction). But satisfaction is not engagement.
You can be satisfied in where you work, but not engaged in the work you do. The result is low performance, even while registering high on these “satisfaction” analytics.
So we went deep on engagement.
We looked most heavily at the art and science of gamification and game mechanics, since that industry, more than any other, has figured out how to create and sustain engagement.
With that scientific foundation, we then went and built a diagnostic utility that you can take in minutes that will help you identify your level of engagement.
It tells you specifically what is driving any disengagement you are experiencing, and what you can do to solve for that by connecting you to courseware in a learn-anywhere, online academy.
what will our buyers care most about?
I know how important motivation is for team performance, and I need a way to measure and manage the energy on my team.
The Organizational Optimizer:
Understanding how important energy is to human performance, and how important human performance is to org performance, I need a way to measure and manage energy across my organization.
The Culture Optimizer:
I care about the energy undercurrent in our organization and need a better way to keep tabs on what that energy is, when it drops, why it drops, and how to get it back up when it does.
what misconceptions might exist?
To drive performance I need to focus on time (productivity) and talent (knowledge and skills acquisition).
There’s a third (more important) performance driver, and it’s energy. It’s the energy you have for the work you do that makes the most difference when it comes to performance. You can be highly talented and have lots of time, but if you just don’t care about the work, it won’t matter.
On the other hand, if you have limited time, limited talent, but endless passion and energy to do that work… you’re more likely to be successful.
So if energy is so important to performance, we should invest in the organizational ability to measure it and manage it.
Engagement and Satisfaction are emotions, and you can’t accurately measure emotions, so I’ll focus my effort where I can make a difference, which is with time (productivity) and talent (learning and development).
Life Engineering has found a way to accurately and consistently measure the specifics around employee sentiment (satisfaction and engagement), and can tell you exactly what’s driving disengagement and how to solve for it.
what are some rational triggers for our buyers?
Disengagement is costing me a fortune, not only in hard costs, but in opportunity costs. Imagine what we could do with the people I have, if even half of them were fully engaged.
what are some emotional triggers for our buyers?
The emotional impetuses behind the Motivator are:
Team performance: The Motivator is naturally driven to create high-performing teams, and anything that facilitates that will tap into that emotion.
Identity: The Motivator identifies as someone who leads high-performing teams. If you help them recognize a painful and pervasive problem likely infecting their current team, and how much disengagement may be holding them back (talking to the Team Performance Motivator), that’s one thing, but connecting it to how it will make THEM look taps into something deeper.
Part of the reason they are so driven is because their identity evolves around performance, and they are motivated to maintain that identity.
Score: This type of personality is highly attracted to scorekeeping methods and finds deep inner fulfillment in setting and hitting scores, especially scores that can be shared. Here we will give them the ability to FINALLY keep score of something that they haven’t likely been able to keep score of before (which will be exciting, when presented well), and in a way that will be shareable.
There’s a real opportunity here to speak to this person as the pioneer of solving the quiet-quitting pandemic likely plaguing their organization. These people are innovators and early adopters, and they identify as such.
I can see a hero-narrative here where we cast them as the leader to really bring a solid solution into the organization to solve for this thing that is hurting them so much.
what benefits will customers experience?
- Unprecedented boosts in performance and productivity
- Increased employee satisfaction
- Decreased Churn and Turnover
- Increased eLTV (employee lifetime value… employees stay longer and produce more)
- Shorter Time-To-Productivity
- Lower costs
- Increased Customer Satisfaction (happy employees produce happy customers)
- Better market results (happy employees and happy customers drive market results)
what is the 1 thing our customers need to know
When it comes to performance, energy matters most! So I need the deepest, most thorough energy management solution there is.
Life Engineering provides the deepest, most scientific approach to solving for the energy lying latent in your organization.
why do we care so much about this?
We believe in the power of human potential. We believe that much of that potential is wasted. A large driver of that wasted potential is not because people lack time or talent, but energy. They fail to engage.
We want to help people more fully engage in the things they care about so they can realize their full potential.
we also sell TRAINING & Services
These can be attached to membership sales, or sold separately
$10.00 Employee (one-time fee)
Virtual Training (4-Hour Event)
$5,000 (Flat Fee)
All Additional Training (20% Discount)
$4,000 Virtual / $5,600 In-Person
PROFESSIONAL ONBOARDING & Implementation
Professional onboarding & implementation is a one-time company and customer setup process. It includes:
- A 60-minute training and personal tour of the core science, frameworks, and models behind Life Engineering and the assessments by Founder and CEO Rusty Lindquist.
- A personal tour of the membership subscription by an onboarding and implementation specialist.
- Facilitated onboarding and implementation with a specialist, including setting up accounts, guidance on custom fields, internal roll-out, and internal communications.
How it works
As a customer of LG Resources, as part of your purchase you’ll get custom, Professional Onboarding by Life Engineering founder and CEO, Rusty Lindquist
After onboarding, you have the ability to add as many licenses as you want, whenever you want, and can remove licenses at any time.
At the end of every calendar month, the you will be invoiced according to the number of licenses that were assigned or used at any time during that month.
live training events & Workshops:
$5,000 / 4 Hour event (virtual)
$7,000 / 4 hour event (in-person) + Travel
Training and workshops options are listed below. They are done in 4-hour segments.
These are designed to accommodate a maximum of 40 employees per session.
If there are more than 40 employees in need of the same training, then multiple training events would be purchased, qualifying the customer for a bulk training discount.
20% off all additional training
If the customer is purchasing more than one training session, either of the same type (but for multiple groups) or different training types, they will pay full price for the first training session, then receive a 20% discount off all additional training.
With that discount, a virtual event becomes $4,000 and a live event becomes $5,600 plus travel costs.
Travel costs include travel (airline, Uber / Lyft / Taxi, etc.) and hotel. Meals and other fees are covered in the training fee.