Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don't: Traditional rewards aren't always as effective as we think.
How's your motivational battery?
Trust me — you will MOVE MOUNTAINS.
Bosses suck. Motivational speakers are awful. Business books are boring. Your spouse/partner are wrong. I know you sometimes feel this way. I do. Do you sometimes feel those forces in and around you are just pointing you towards disparate directions? Is it's just too much work to start . . . or if you start, the cavalcade of work will overwhelm you?
Take a moment and reflect about the each person on your team and the skills and strengths they exhibit. Where do they excel? What do they like doing?
An individual can't do their job effectively without being aware of what motivates them. A supervisor/manager should be cognizant of the fact that good performance is dependent not only on the abilities of team members, but also on how well team members are motivated to perform their tasks.
In How To Motivate People, Fran Tarkenton, professional quarterback for the NFL and TV personality, offers a focused motivation system — "People don't change their behavior unless it makes a difference to them to do so."
Newton's First Law of Motion: An object at rest tends to stay at rest unless acted upon by a sum of physical forces. This is the typical employee at work today. As long as they have a job, they won't take any risks, butt any heads, or raise their hand at a meeting. In essence, they are an "object at rest". And this employee/object will remain at rest (meaning - no movement - no raises, no promotions, no new projects, no GROWTH) until "a sum of physical forces" are acted upon it.
My first podcast.
It's Friday. It's been a hard week and you're looking forward to the weekend. Doesn't your team feel the same way? Here are some quick leadership tips to energize your troops and make them feel like a million bucks: