Motivation in the workplace

Traditionally, many managers use the carrot and stick motivational techniques

‘do better or I’ll get someone else’

‘sell / do more and you’ll make a bonus’

Research has shown that incentive type rewards will only work in ‘mechanical’ type jobs as soon as rudimentry cognative processes are required monetary rewards actually get in the way.

If you want to help motivate people then you need to find out what really motivates them outwith monetary reward or benefits. Hetzberg referred to them as satisfiers.

So when you are having 1:1’s or team days take time to ask your team what these are and ask them about how you can help bring these into their work life.

Or if you are de-motivated at the moment do the exercise yourself and talk to your boss about how you can do this.

For a slightly different slant on motivation

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. Listen for illuminating stories — and maybe, a way forward.

For apple users (or if you fancy a change from the normal TED presentation) who can’t see TED videos on my blog try here on youtube http://www.youtube.com/watch?v=u6XAPnuFjJc

Let me know your thoughts on motivation, hope you have a great weekend 

 

Top 10 characteristics in a great boss?

I have been lucky enough to have some great managers in the last 21 years and I thought that I would capture what made them great bosses in a top 10, because by understanding what makes a great leader for me will ultimately help me be a better leader.

1. Took the time to get to know me and my motivations and aspirations and linked these to work I was asked to do

2. Treated people in the orgainisation as peers; everybodies job was important and contributed to the success as a whole from cleaners to CEO’s

3. Set down clear expectation around my role and targets and then gave me the autonomy and trust to go and do it, however, they were there if I needed support

4. Introduced me to their network. They always looked to work across departments in a collaborative way rather than view them as competition.

5. Encouraged discussion, feedback and new ideas

6. Forgive and forget – if I made a geniune mistake I received support to fix it and it was never cast up again.

7. They had my back and had little toleration for disfunctional behaviour against a member of their team

8. Encouraged me to develop myself

9. Helped me see the positive in situations and the value of positive thought in life

10. Let me know the big picture and what was my part in it

How do you rate yourself against this top 10?

What would you add to this list?

What would you take out?

I would love to hear your comments, hope you have a great day

Rework your development

I love reading books that inspire me and my most recent is rework. This book is aimed at businesses, however I wanted to write about how some of the controversial ideas could be adapted for your leadership development

The book has essentially 7 chapters (I am only going to look at a few in this post)

  1. Ignore the real world
  2. Planning is guessing
  3. Start making something
  4. Embrace constraints
  5. Make tiny decisions
  6. Underdo your competition
  7. Build an audience

Ignore the real world

Many of us unfortunately work in enviroments where the atmosphere is less than positive and new ideas are greeted with ‘that wont work in the real world’, however, if you look at the truly innovative ideas and products of the last 20 years they probably met with the same response.

Routine will severley damage you as a creative, thought leader. If you make the same noises at work as everyone else then be prepared to be seen as part of the group not a leader and individual

Planning is guessing

Now the book controversially advises against long term business plan and as a executive coach you may be surprised that I kind of agree when it comes to development. I have met people that have 5 year plans and that works out for them but it isn’t for everyone.

To test the theory ask yourself, am I where I wanted to be after the last 5 years? Has the business stuck to its long term plan?

Have a Vision of where you want to be eventually, however concentrate on what needs to be done now take action to meet to immediate needs, stay flexible so that you are open to unexpected opportunities.

We all change as people as we get older we should acknowledge this and change our plan as appropriate.

Start making something

Leaders hate problems and love solutions… so if your call to arms to change something in the workplace falls on deaf ears it is because you aren’t presenting solutions.

Start making the solution, this could be a short presentation, run a pilot using your ideas, putting an unofficial mentoring programme in place etc.

Then when you have the facts and can show success then people will be more open to your ideas. I am always amazed when there is a success then people start talking about how they were involved, when they weren’t that interested in the first place.

Embrace Constraints

Learning& development budgets are currently been slashed in spite of recent research showing that companies that spend on development have better productivity, but rather than dwell on this it is time to be more creative.

Development that costs nothing but a little time

  • Coaching, mentoring and shadowing – eitheir ask for it or put yourself forward to help other people
  • Challenge people to get involved in projects outwith their job role
  • Introduce ‘stretch’ concept into 1:1’s, talk about the added value you bring or challenge people to bring added value to their role
  • Access to the internet – you be amazed how much free stuff is on here e.g. follow a leadership blog! ;)
  • Give groups of employees time to work on anything apart from their existing role to come up with ideas that will increase efficiency, productivity,reduce costs,increase employee engagement etc (it worked at google)

Make Tiny Decisions

Sometimes wholesale change in your life can be overwhelming and it allows our inner critic to step in an scupper our motivation. Also if things go wrong on what you see as a massive goal it can become a source of embarassment, the critics in our reality have won.

So, make small changes in your life and stick to them and once it has become the norm add another before long you will have made a massive change.

Another tip is not to talk to much about the changes as it may lessen the energy of the idea, just keep doing it and you will start to hear people commenting on your positive change.

You can find more on rework here (I am in no way related to the authors or publishers, I just liked the book)

http://changethis.com/manifesto/68.01.37Signals/pdf/68.01.37Signals.pdf

http://www.amazon.co.uk/ReWork-Change-Way-Work-Forever/dp/0091929784

Please let me know what you think for or against this book

If your are thinking about buying a new book, here is a link to someone who read 200 and his thoughts.

http://inoveryourhead.net/lessons-i-learned-reading-over-200-books/

Change Implimentation – A New Hope

Change is a massive part of our business lives and I wanted to take a light hearted look at Kotter’s 8 Stage model.

Note to any true Star Wars fans, I have used some poetic license so please don’t take offence.

Establishing a Sense of Urgency

  • Examine market and competitive realities, and identify and discuss crises, potential crises, or major opportunities

Princess Leia learns about the Death Star being built and sets out to tell other people of the coming threat.

What would have happened if Leia had decided to ignore the construction of the Death Star, all this new technology is just a passing trend, it won’t be popular, and there is nothing we can do about it.

How many businesses ignore the threats of new technology or competitors?

Creating the Guiding Coalition

  • Assemble a group with enough power to lead the change effort, and encourage the group to work as a team

Ok so Leia got captured by Darth Vader, however she already had started the process of creating a guiding coalition by bring Obi Wan into the mix as she knew that he could help and had the power to make a difference.

In business terms when we are going through change we get a group together, however we need people who can make decisions and have other important contacts that have experience and knowledge that can help with the transition.

Developing a Change Vision

  • Create a vision to help direct the change effort, and develop strategies for achieving that vision

Now this is where I probably get into trouble with star wars fans…

Obi wan Kenobi upon learning about the death star helps Luke see what could be and formulates a plan to change the situation. He uses language that talks about what was and what could be. He engages people’s values and gives hope.

Ok so he doesn’t have a business vision statement so here’s what Kotter’s says about visions

  • Imaginable: They convey a clear picture of what the future will look like.
  • Desirable: They appeal to the long-term interest of employees, customers, shareholders, and others who have a stake in the enterprise.
  • Feasible: They contain realistic and attainable goals.
  • Focused: They are clear enough to provide guidance in decision making.
  • Flexible: They allow individual initiative and alternative responses in light of changing conditions.
  • Communicable: They are easy to communicate and can be explained quickly.

Communicating the Vision for Buy-in

  • Use every vehicle possible to communicate the new vision and strategies, and teach new behaviours by the example of the Guiding Coalition

The rebel alliance didn’t just send out a boring inter galactic email! Everyone involved was talking to other members of the alliance, person appearances, and rousing monologues

Here’s what Kotter says

In communicating the vision for the transformation, there are some things to keep in mind. The vision should be:

  • Simple: No techno babble or jargon.
  • Vivid: A verbal picture is worth a thousand words – use metaphor, analogy, and example.
  • Repeatable: Ideas should be able to be spread by anyone to anyone.
  • Invitational: Two-way communication is always more powerful than one-way communication.

In pursuit of simplicity, fewer words are better

Empowering Broad-based Action

  • Remove obstacles to change, change systems or structures that seriously undermine the vision, and encourage risk-taking and non-traditional ideas, activities, and actions

When they reach the Death Star Obi Wan left Luke, Han and Chewbacca to rescue Leia rather than micro manage and tell them what to do as he knew that they could do it and he was better placed to shut down the shields. They then had to think creatively to do this, take risks but they had the authority to take action for themselves.

Kotter talks about

Removing as many barriers as possible and unleashing people to do their best work

Typically, empowering employees involves addressing four major obstacles: structures, skills, systems, and supervisors

Generating Short-term Wins

  • Plan for visible performance improvements, create those improvements, recognize and reward employees involved in the improvements

The hero’s in star wars didn’t just fly to the death star and blow it up; they became motivated and bonded through short term wins. These were communicated throughout the alliance to raise moral and give hope that things will turn out ok.

Kotter talks about

For leaders in the middle of a long-term change effort, short-term wins are essential. Running a change effort without attention to short-term performance is extremely risky. The Guiding Coalition becomes a critical force in identifying significant improvements than can happen between 6 and 18 months. Getting these wins helps ensure the overall change initiative’s success. Research shows that companies that experience significant short-term wins by fourteen and twenty-six months after the change initiative begins are much more likely to complete the transformation.

Never Letting Up

  • Use increased credibility to change systems, structures, and policies that don’t fit the vision, also hire, promote, and develop employees who can implement the vision, and finally reinvigorate the process with new projects, themes, and change agents

Blowing up the Death Star was not the end of the Empire after celebrating success the alliance had to re-group, re assess what this meant for their vision, and recruit new members to the alliance.

In a successful major change initiative, by stage 7 you will begin to see:

  • More projects being added
  • Additional people being brought in to help with the changes
  • Senior leadership focused on giving clarity to an aligned vision and shared purpose
  • Employees empowered at all levels to lead projects
  • Reduced interdependencies between areas
  • Constant effort to keep urgency high
  • Consistent show of proof that the new way is working

Incorporating Changes into the Culture

  • Articulate the connections between the new behaviours and organizational success, and develop the means to ensure leadership development and succession

So after the destruction of the Death Star, the alliance celebrated and some people were given promotion, acknowledged the losses, Luke went off to Yoda for further development

This is why cultural change comes in Step 8, not Step 1. Some general rules about cultural change include:

  • Cultural change comes last, not first
  • You must be able to prove that the new way is superior to the old
  • The success must be visible and well communicated
  • You will lose some people in the process
  • You must reinforce new norms and values with incentives and rewards – including promotions
  • Reinforce the culture with every new employee

Tradition is a powerful force. We keep change in place by creating a new, supportive and sufficiently strong organizational culture. A Guiding Coalition alone cannot root change in place no matter how strong they are. It takes the majority of the organization truly embracing the new culture for there to be any chance of success in the long term.

If you would like more information on Kotter

http://www.kotterinternational.com/kotterprinciples/changesteps

Oh if you want to know more about Star Wars http://lucasfilm.com/

Remember this was a galaxy, a long time ago, so I am not advocating, storming your competitors’ premises and dispatching them with light sabres and blasters!

Please use the comment box, I would love to hear about experiences of change or if you have any questions

Sunday Reflections

I always find sunday’s are good for reflection which I believe is an important part of being a leader as it allows us to take stock before we move on.

The above Modified Aristotle Bancale Venn Diagram By Dorothy Shapland was posted on Toforius facebook page. Wonderred what you thought?

 

Tofurious has a great facebook page and blog. He is a photographer however there is alot of business crossover and he is very knowledgable about using social media

http://www.tofurious.com/blog/

Dorothy’s blog

http://askmsdorothy.blogspot.co.uk/2011/09/reflecting-on-what-i-do.html

Hope your weekend is going well

Raising your profile with Social Media

In these tough economic times we need to use every advantage we can get to raise  our profiles whether we are a business or employed, however when networking the traditional way I have noticed that many people are not using social media to raise their brand awareness…professional or business

When I meet leaders I always have a look at their Linkedin profile, website and if they have a blog because 1. I am genuiely interested in people and what they do 2. If / when I meet them again I can have a more informed chat with them 3. Steve Jobs always reccommended looking outside your own industry for inspiration 4. I am nosey!

Some trends have struck me

  • Linkedin – No photo or sometimes worse a horrendous one (I am a photographer as well, so I always unintentionally critique photos),or the profile hasn’t been updated in ages with what they are doing, skills, description, no recommendation’s etc. A Linkedin profile is like a CV – one that the world can see!
  • Websites – They take too long to load (you have between 3 – 5 secs before someone will give up on your website). Bland, uninteresting or hard to navigate. If you had trouble getting into a store and couldn’t find anything, would you go back? Lack of pictures, I am a visual learner so pictures are a must for me
  • No Blog – If your website is your virtual market place, then your blog is the voice of your business. People buy from People… always. Your blog gives you a virtual personality.
  • Facebook, Twitter, Pinterest etc People tell me I don’t have time for all these, well if you set up your blog correctly it will update some of these automatically. Imagine for a moment that most people on Facebook have between 20 – 500 ‘friends’ if they like your facebook post then think how many people that could reach. It costs nothing, but a little time

If you are currently employed you maybe thinking, I don’t have a business, this doesn’t affect me, well something to consider is

  • Most recruiters will search on the web for applicants, if a recruiter searched for you what would they find…
  • Research has shown that potential recruiters are actually suspicious of people who don’t have a web identity
  • How safe are anyone’s job these days, it better to be ahead of the competition

As part of a stand alone package or as part of a coaching package I will help you increase and enhance your social media profile; please see my page http://mcdougalldevelopment.com/social-media-raising-your-professional-business-brand/

email me at mcdougallmartin@aol.com

Still need convincing watch this youtube video

http://youtu.be/1aconjR6uH4

Oh in the spirit of this post, please feel free to contact me on Linkedin, Like my Facebook page at the bottom of the home page, tweet, wordpress – like / press this or share in any other way! ;)

Linkedin hints & tips

http://www.informationweek.com/thebrainyard/news/social_networking_consumer/231900330

Let me know what you think about using social media