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Get Your People Motivated! get the right motivation…

Compassion, Khả năng lãnh đạo, Tâm Lý Tích Cực / My Holland

No question about it. The driving force that gets employees towards achieving their goal is motivation. Of course, we talk about motivation among company personnel, and the first thing that comes to mind is either money or promotion or both. Sure, that helps a whole lot. But, that’s just extrinsic motivation. That’s when you set goals, measure results and reward the achievers with various kinds of incentives. Obviously, those who didn’t perform too well will have to undergo moretraining. Or, it’s probably the right time for you to understand, appreciate and adopt intrinsic motivation as part of your company’s working policy. Intrinsic Motivation. While extrinsic motivation deals with those dangled rewards that could get employees to put in the extra mile, those who are intrinsically motivated won’t need them as much. These guys simply get turned on by the actual work they do. It’s the “high” or the “rush” they get from doing the tasks involved and the deep-down, self-fulfilled feeling when the job gets done, that truly motivate them. The experts say employees are more likely to be intrinsically motivated when a company’s vision is strongly compelling, when its objectives are specific and clear, and when the corporate culture is one that is friendly andsupportive of all its employees. The Downside Of Extrinsic Motivation The goal-setting and getting the employees motivated and rewarding them with different kinds of incentives for what they’ve done and achieved is one of the best examples of extrinsic motivation. What happens here though, is that little attention, if ever, goes to the other inputs such as hard work, collaboration, cooperation and teamwork. It’s a situation where the top performers are motivated and the average guys get de-motivated. The Best Solution: Combine Extrinsic and Intrinsic Motivation You can see it makes sense to get these two types of motivation in place in your company. Now, that may be easier said than done, but getting these two elements in, should lead to unprecedented productivity and realisation of those corporate goals. These two suggestions should help: Create a powerful, compelling corporate vision, map out a clear set of specific goals and develop a more employee-centered culture with improved working conditions. Recognize your employees for great outputs and achievement (extrinsic)and for their inputs like can-do attitude and close collaboration (intrinsic) that runs alongside your company values. As a good leader, you should understand and appreciate the difference between these two motivations and use them to get your people really moving. Forget your whip! These work better!

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Gratitude in the workplace

Compassion, Emotional Intelligence, Sự gắn kết, Khả năng lãnh đạo, Mindfulness, Tâm Lý Tích Cực, Productivity / My Holland

Gratitude in the workplace Everybody wants to feel appreciated. Gratitude is a crucial engagement factor in the workplace and often the biggest motivator, ahead of money. So how can you get this right as an employer and employee and what difference can it make? When ‘thanks’ in the workplace becomes solely the wage pack at the end of the month, employees can begin to feel undervalued and demotivated on a day-to-day basis. According to the John Templeton Foundation study of 2,000 respondents, people are less likely to feel or express gratitude at work than any other place. In turn, they did not rank their jobs as something they feel grateful for. Having said that, 93% of respondents agreed that a grateful employers makes a much more successful person to work for. Hearing praise makes somebody feel better. Positive psychology confirms that giving and receiving gratitude helps boost our self-worth, as well as our productivity. One study in Harvard Medical School by Wharton School (University of Pennsylvania) divided university fundraisers in two groups. Half were awarded gratitude and thanked for their efforts from the director, while the other half were not. Those who received gratitude produced more funds through fundraising than those who did not. A thank you costs nothing Gratitude does not involve the transaction of money, in the same way as a pay check does. Science Director Emiliana Simon-Thomas from the Greater Good Science Center conducted research that found that on days when someone gives or receives gratitude (or has experiences of gratitude), they feel happier. This is a cheap and effective way to improve workplace morale and productivity. Prolonged gratitude Dr Simon-Thomas also found that the people who prolonged their gratitude experiences were happier in their job, less stressed and reported better health. How to start giving and receiving more gratitude at work Gratitude works best from the ‘top down,’ in other words from hearing thanks from the boss. Those in a position of power have a greater impact in shifting workplace attitudes. A thank you needs to be clear, consistent and authentic Gratitude can be expressed in a number of ways, from throwing an office party or staff treat/gift, to complimenting the work somebody has done or built into performance reviews and appraisal meetings. Don’t take anybody for granted and remember those who, generally, do their job without looking for thanks. Sometimes these people tend to be at the bottom of the workplace pyramid and do jobs such as cleaning, filing or making a cup of tea. Make them feel valued. Quality, not quantity is key. If you say thank you, in a throwaway style, several times a day, it is less meaningful than a well thought-out expression of thanks that is justified and authentic. Cultivate a culture of gratitude in the workplace over time, so when an unsettled period arises or conflict, employees feel part of a team. Psychologist Robert Emmons says this process “builds up a psychological immune system.” Gratitude is a key word in the world of positive psychology and this article shows how developing it in the workplace will breed a culture of employees who feel valued and have higher self-esteem, therefore, work more efficiently and feel empowered by their jobs.

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Creative leadership… why?

Emotional Intelligence, Sự gắn kết, Khả năng lãnh đạo, Productivity, Wellbeing / My Holland

The 7 Key Principles Of Creative Leadership Whether you’re the CEO of a huge business organization, a team leader or a division manager of such a company, or owner of a small business outfit, creative leadership is important. It’s what leads to innovation. Furthermore, from concept to idea execution, a great deal of creativity is required. Here are 7 of its key principles: “It ain’t your creativity, baby! It’s about your group’s creativity.” : It’s true. Creative leadership has little to do with your own personal creativity and a whole lot to do with your team’s creativity. It’s a case of simple math. If it was only about your creativity, why should you need a whole team? You’ve got to tap the cumulative creativity of your group. This could be 6 to 60 and the numbers will surely give you better results. You don’t need to be a creative genius, but, you’ve got to have an understanding of creativity : If you’re exceptionally creative, great! It’ll set a terrific example to your team members. But to be a good creative leader, it’s not necessary to be a creative person. Don’t feel the need to pretend that you are. What is critical though is that you understand the creative process so you can facilitate it for your people. If you want to, you can talk loudly about your skills as a facilitator of creativity. This is, in the end, a lot more important in a creative leader. Get to know the strengths and weaknesses of your team: You’ll need to do this to maximize your effectiveness. Some of your guys may be incredible with ideas but lousy on execution. Others may exactly be the opposite. Some may do wonders solving problems on their own. Others have got to have teammates to add 2+2! Diversity: If teams have not been thrust upon you by circumstance and you are still in the stage of forming one, go for diversity. Choose diversity of experience, educational background, sex, culture, age, knowledge. If there are people you don’t like but are reputed to bring in results, get them too. Think that creativity is built on diversity. A more extensive range of backgrounds, culture and knowledge leads to a wider array of thinking and therefore greater creativity. It’s ok to make mistakes: If people don’t fail, they’ll never achieve great success. In the creativity and innovation fields it’s ok to make mistakes. As a creative leader, you know better. Encourage your guys to try, fail early in the game and try again. Share the failures with the rest of the team so everybody learns from them. You’ve got to trust your guys: Set clear goals. Give them a budget and tools and let go. Let them work out their own approaches towards achieving their goals. They’ll never learn by doing what they’re told. They learn by researching, trying, making mistakes and trying once more. You’ve got to be the champion of your team’s ideas. Surely, your creative team will come up with many ideas. As the leader of the band, you need to champion those ideas. especially, when they offer values to your company or your customers. When you do this, you make it more likely that the ideas could be realized and it’ll demonstrate to your team that you believe in their ideas and that you’re a creativity champion. A creative leader has an open mind. Start off by giving these principles some thought and apply them as quickly as you can.

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Khả năng lãnh đạo

Get Your People Motivated! get the right motivation…

Gratitude in the workplace

Creative leadership… why?

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