5 Drivers of Human effort

I was lucky enough to attend a session with Professor Beverley Alimo-Metcalfe and wanted to share some of my notes.
5 Drivers of Human Effort

1. Meaning – work life must have purpose, managers need to help their employees understand the why in what they do.

2. Autonomy – Managers need to allow their employees the discretion to make decisions without having to gain their managers permission.

3. Mastery – competence builds confidence and research has shown that confident employees will be more ambitious in what they can achieve. This should be nurtured by effect reviews and support from their managers.

4. Appreciation – how often do managers geniuinely thank their employees for the effort they put in?

5. Social Support – managers need to build a culture where it is ok to say ‘I am not coping…I have messed up’ this needs to be followed up with support e.g. Talking through the stages of a task to identify where things went wrong so it becomes a learning experienced.
What are your thoughts? Let me know in the comments below.

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Adding a personal touch to stakeholder management

The key to influencing someone is to understand yourself first. When starting out on my professional career I occasionally would be frustrated with people that I worked with who had a different way of working from me and I am sure that they would equally get frustrated with my chatty, upbeat outlook and desire to get things done.

E.g. when engaging with many senior executives they would have a surprised look on their face when I would use ritual cliche when first meeting them rather than getting down to business. My friendly emails would get one word replies… fine, good. My thought process would be ‘have I done something to annoy them?’. This was down to my interpretation of the ‘facts’ with my ‘personality lenses on’. It wasn’t until I was introduced to the Bolton & Bolton model below and later MBTI step 1 & step 2 that I realised that it probably wasn’t personal and I need to flex my style to communicate with them more effectively.

I am not one for putting people in boxes or labelling and everyone has elements of each of the personality types, we just prefer to use the characteristics of some of the boxes more often; so guessing isnt always going to accurate, however it is a very useful guide.

Quick tips

Driver: Be clear, concise and to the point. Information should be fact related. Make sure you listen to them. Bring solutions not problems

Expressive: Allow time for ritual cliche, be positive and forward thinking. Allow them time to talk.

Amiable: Let them know that they are valued and you care about the people aspect of business decisions. Allow time for them to reflect

Analytical: Concentrate on facts, decision making process, track history. Allow time for reflection.

This subject is far to wide ranging for a blog post, feel free to leave comments or contact me if you would like me to run a session with your team using this framework or MBTI step 1 / step 2

Follow me and I will send you a free questionaire to identify your style

A great ted video below

In a culture where being social and outgoing are prized above all else, it can be difficult, even shameful, to be an introvert. But, as Susan Cain argues in this passionate talk, introverts bring extraordinary talents and abilities to the world, and should be encouraged and celebrated.