When most people think of Peer Pressure, they immediately think of the negative effects. Peer Pressure on teens to "fit in” by skipping school, drinking, doing drugs, looking a certain way, et cetera, is what usually comes to mind. It also puts pressuring on adults to have the "nice house", the "fancy car", and the list can go on and on.

“Peer pressure is neither good nor evil. It is a tool that leaders use to persuade others. When used properly, it is a very effective management strategy; when used recklessly, it is abusive.” ~ Jennifer Rodriguez, a Bully Prevention Advocate.

So what happens if we change the power of Peer Pressure into something positive? “In 1982, the phrase "Just Say No" first emerged when Nancy Reagan was visiting Longfellow Elementary School in Oakland, California. When asked by a schoolgirl what to do if she was offered drugs, the First Lady responded: "Just say no." Just Say No club organizations within schools and school-run anti-drug programs soon became common, in which young people were making pacts not to experiment with drugs.” [wikipedia]

This was one of the first examples I can recall where Peer Pressure was making a positive impact on those around me. Teens were pressuring others to Do the Right Thing!

While real estate by design is an individual “sport", we engage this business from a team aspect at times. Whether we are actually on a sales team, expansion business, on a MAPS BOLD (Business Objective Life by Design) team, an Ignite accountability team, or simply on an ALC (Agent Leadership Council) team, we approach this business with heavy peer interaction. Some agents are willing to use peer pressure at the highest level to actively engage and better themselves and those around them. It is not always easy to put your numbers out there among your peers or practice scripts publicly, and human nature is usually to shy away from those opportunities. However, once you realize this type of peer pressure makes you a better agent and a better business person, suddenly the fear subsides and the pressure is appreciated. It is even welcomed.

You can apply this at a Leadership level as well. Dianna Kokoszka recently reminded us in a MAPS Coaching Skills Camp that a leader needs to understand that if they are the only one holding their team accountable, it is not a team but rather a group of individuals. For example, when a football team comes in to the locker room at half-time and the coach is the only one talking, motivating, and holding the players accountable, he has a team of stars and not a star team. A star team has influential players that hold other players accountable to standards and expectations. The players speak up in the locker room just as much as the coach.

“The best kind of accountability on a team is peer-to-peer. Peer pressure is more efficient and effective than going to the leader…” Patrick Lencioni, author of The Five Dysfunctions of a Team.

When peers are holding each other accountable, it is the highest form!
Who have you surrounded yourself with?
What positive peer pressure are they putting on you?
How will you respond?