June 4th, 2010
A wise teacher was taking a stroll through the forest with a young pupil and stopped before a tiny tree.
“Pull up that sapling,” the teacher instructed his pupil, pointing to a sprout just coming up from the earth. The youngster pulled it up easily with his fingers. “Now, pull up that one,” said the teacher, indicating a more established sapling that had grown to about knee high to the boy. With little effort, the lad yanked and the tree came up, roots and all. “And now this one,” said the teacher, nodding toward a more well-developed evergreen that was as tall as the young pupil. With great effort, throwing all his weight and strength into the task, using sticks and stone he found to pry up the stubborn roots, the boy finally got the tree loose.
“Now,” the wise one said, “I’d like you to pull this one up.” The young boy followed the teacher’s gaze, which fell upon a mighty oak so tall the boy could scarcely see the top. Knowing the great struggle he’d just had pulling up the much smaller tree, he simply told his teacher, “I am sorry, but I can’t.”
“My son, you have just demonstrated the power that habits will have over your life!” the teacher exclaimed. “The older they are, the bigger they get, the deeper the roots grow, and the harder they are to uproot. Some get so big, with roots so deep, you might hesitate to even try.”
Creatures of Habit
Aristotle wrote, “We are what we repeatedly do.” Merriam-Webster defines habit this way: “an acquired mode of behavior that has become nearly or completely involuntary.”
There’s a story about a man riding a horse, galloping quickly. It appears that he’s going somewhere very important. A man standing along the roadside shouts, “Where are you going?” The rider replies, “I don’t know. Ask the horse!” This is the story of most people’s lives; they’re riding the horse of their habits, with no idea where they’re headed. It’s time to take control of the reins and move your life in the direction of where you really want to go.
If you’ve been living on autopilot and allowing your habits to run you, I want you to understand why. And I want you to let yourself off the hook. After all, you’re in good company. Psychological studies reveal that 95 percent of everything we feel, think, do and achieve is a result of a learned habit! We’re born with instincts, of course, but no habits at all. We develop them over time. Beginning in childhood, we learned a series of conditioned responses that led us to react automatically (as in, without thinking) to most situations.
In your day-to-day life, living “automatically” has its definite positives. If you had to consciously think about every step of each ordinary task—making breakfast, driving the kids to school, getting to work, and so on—your life would grind to a halt. You probably brush your teeth twice a day on autopilot. There’s no big philosophical debate; you just do it. You strap on your seatbelt the minute your butt hits the seat. No second thoughts. Our habits and routines allow us to use minimal conscious energy for everyday tasks. They help keep us sane and enable us to handle most situations reasonably well. And because we don’t have to think about the mundane, we can focus our mental energy on more creative and enriching thoughts. Habits can be helpful—as long as they’re good habits, that is.
If you eat healthfully, you’ve likely built healthy habits around the food you buy and what you order at restaurants. If you’re fit, it’s probably because you work out regularly. If you’re successful in a sales job, it’s probably because your habits of mental preparation and positive self-talk enable you to stay optimistic in the face of rejection.
I’ve met and worked with many great achievers, CEOs and “superstars,” and I can tell you they all share one common trait: They all have good habits. That’s not to say they don’t have bad habits—they do. But not many. A daily routine built on good habits is the difference that separates the most successful amongst us from everyone else. And doesn’t that make sense? From what we’ve already discussed, you know successful people aren’t necessarily more intelligent or more talented than anyone else. But their habits take them in the direction of becoming more informed, more knowledgeable, more competent, better-skilled and better-prepared.
My dad used Larry Bird as an example to teach me about habits when I was a kid. “Larry Legend” is known as one of the greatest professional basketball players, but he wasn’t known for being the most athletically talented player. Nobody would have described Larry as “graceful” on the basketball court. Yet, despite his limited natural athletic ability, he led the Boston Celtics to three world championships and remains one of the best players of all time. How did he do it?
It was Larry’s habits—his relentless dedication to practice and to improve his game. Bird was one of the most consistent free-throw shooters in the history of the NBA. Growing up, his habit was to practice five hundred free-throw shots every morning before school. With that kind of discipline, Larry made the most of his God-given talents and kicked the butts of some of the most “gifted” players on the court.
Like Larry Bird, you can condition your automatic and unconscious response to be those of a developed champion. This chapter is about choosing to make up for what you lack in innate ability with discipline, hard work and good habits. It’s about becoming a creature of champion habits.
With enough practice and repetition, any behavior, good or bad, becomes automatic over time. That means that even though we developed most of our habits unconsciously (by modeling our parents, responding to environmental or cultural associations, or creating coping mechanisms), we can consciously decide to change them. It stands to reason that since you learned every habit you have, you can also unlearn the ones that aren’t serving you well.
Tags: behavior, habits, incentive, motivate, motivate employees, motivation, motivational, motivational programs
Posted in Articles | Comments Off
March 30th, 2010
It is spring, a time for renewal and a fresh start. We invest time in spring cleaning around the house, plant flowers, wash off the lawn chairs in preparation for BBQ’s and fun times ahead. It is also the perfect time to do the same with your business. Consider this a season of renewal. Take a step back and look at your business, what needs to be cleaned out and spruced up? Do you need to invest in your website? Do you have a clear goal of what you want to accomplish this season? What role do you want your employees to take during your business’ renewal? New Year’s Day is not the only opportunity to get motivated and set goals.
Businesses have been cutting back and reducing their marketing budgets so much that they are not going to be ready to take part in the economic renewal. When is this finally going to happen? Now, there are signs everywhere. Restaurants have wait times, people are buying kids spring clothes and businesses that have worked wisely have actually expanded. As with the early signs of spring, you will miss the signs of the renewal if you don’t look for them.
Companies that continue to provide good service, new servics and keep their names out there have a greater change for growth. Give your customers a reason to take a second look. If we all think about Hallmark stores, we know that each season we go into their stores for a birthday or Easter card we know that seasonal marketing is everywhere capturing our eye to bring into their stores. The only thing that does not change is the good service we come to expect with each visit.
We all have experienced challenges during this economy but we must look forward to come out of it. We know that there is a day when we will finally be in a good place forgetting exactly when things all began to be positive once again. It is funny how we can remember when things began to go bad but not so much so when things began to be positive again. Working together with others we can keep ourselves focused on our own motivational programs with small rewards along the way.
Motivational tips for you and your employees:
1) Have a grip party for a 1/2 hour. Discuss light weight problems this economy has caused your company, have each participant find one funny solution and move on.
2) Hold a meeting outside in the beautiful spring weather to inspire a discussion about how you will renew your business. Ask each person to provide at least 3 solutions but how deeper discussion for a follow up meeting.
3) Thank your customers with added services and pleasant changes to your store or website.
4) Survey your customers for their opinions on how you could serve them better, why they do business with you and how you can motivate them to do more business with you.
5) Look to your competition, visit their stores and websites what is it that you found to be attractive about their business. Note the positive differences between you and them.
6) Read, research and rediscover your industry. What has changed since you went into business? Can you develop a niche in your industry?
7) Provide reward programs using platforms that focus on providing capitvating incentives that attract customers again and again.
Whether you are thinking about customer retention or buiding your business, use the freshness of the season to start you off in the right direction.
Tags: awards, motivate, motivation, motivational, motivational programs
Posted in Articles | Comments Off
September 29th, 2009
Throughout history, most of the great achievements and incredible comebacks have been the result of an individual whose motivation to persevere was influenced by a coach or mentor. In science, art, politics, sports and business, there is a common thread of having been coached among those who achieve greatness. A coach doesn’t need to be a professional consultant or counselor. He or she could be someone within your organization or industry, or it could be someone from your personal life whom you respect or admire.
A study was undertaken on the Hawaiian island of Kauai by two researchers named Emily Werner and Ruth Smith. This study, which followed more than 450 people from childhood through their adult lives, was an attempt to learn why some people are motivated to overcome severe disadvantages while others from the same background seem to have been overwhelmed by their problems. This research continued for an incredible length of time: 40 years, to be exact.
According to the research, one of the most interesting qualities of these motivated individuals is their ability to recognize potential sources of support in other people, to look beyond the walls of their homes to find relatives, friends, teachers or other role models who can provide help. This very important finding illustrates the benefits of forming mentor relationships to encourage achievement.
Choosing a coach or mentor is like having an additional correctional device to keep you on target. An analogy of this premise comes from aerospace technology. Years ago, the military used inertial guidance systems on missiles. Unfortunately, once the course of an inertially guided missile is set, it proceeds along that path with no capability for adjustments. It’s like a bullet fired from a rifle. Even when the aim is good at the outset, if the target moves unexpectedly once the projectile is in flight, the shot is going to miss. And if there’s one thing you can count on in life, it’s that the target is going to be moving! In the Gulf War of 1992, the Patriot missile that defended Israel and Saudi Arabia was introduced. Unlike previous defenses, this system had an advanced self-adjusting navigation system that continuously monitored the missile’s trajectory as well as the path of its swiftly moving target. The Patriot was able to make whatever corrections were necessary, regardless of changes in the position or speed of its objective.
A highly motivated person uses a coach or mentor in the same way when he or she has targeted a worthwhile goal. A coach or mentor can assist you in making adjustments and navigating through difficult times.
Finding coaches and mentors is an important mission, and you will no doubt have several over the course of your life. It is critical that you choose them wisely. Your mentor is someone to whom you’ll be committing a great deal of time and attention, and who ideally will take a very focused interest in you as well.
Tags: motivate, motivate donors, motivate employees, motivation, motivational, motivational programs
Posted in Articles | Comments Off
May 13th, 2009
The U.S. Army’s top leadership recently did a very smart thing:
They listened to one of their enlisted men.
After returning from the war in Afghanistan, Master Sergeant Rudy Romero sent a long, insightful email to a former commanding officer about the suitability of the equipment that the Army provides to GIs. The recipient forwarded the message to a few colleagues who forwarded it to a few more until, ultimately, it reached the Army’s most senior enlisted soldier and the Army Chief of Staff. They took Romero’s insights seriously and, as a result, the Army is now making numerous changes to equipment design and procurement.
Every government agency (and every large organization for that matter) has a number of front-line employees, like Romero, who have a gift for identifying better ways of doing things. Just about everyone else has good ideas from time to time as well. The question is, does management encourage everyone to contribute their ideas and then implement the best ones?
Employees in most organizations would like to feel that their ideas can make a difference in their workplace. For many people, in fact, there are few things more motivating than seeing–and assisting with–the successful implementation of an idea they suggested. The scarcity of this motivational force may be one of the biggest reasons why so many government employees feel that they are powerless and unable to change “the system.”
All too often, supervisors overlook the possibility that their employees may be an untapped gold mine of good ideas. Sometimes this may be out of hubris, with the manager feeling that he/she knows best. In other cases, managers may ignore line employees’ ideas out of insecurity, feeling threatened by subordinates who prove to be highly competent and creative.
No one has a monopoly on good ideas, however. Managers who are aggressive about eliciting the ideas of their staff find that getting everyone involved in the effort to improve the operation has an incredible multiplier effect on the rapidity of the change process and the commitment of employees to those changes. To do this, managers need to foster a climate of openness that gets employees engaged in the process of innovation and organizational renewal.
This article outlines five practices which, implemented together, represent an integrated approach to innovation and employee motivation that has proven to be very effective in the government context.
1. Get to Know Every Employee
It is virtually impossible for a mid-level manager to motivate his/her employees without getting to know them. Whenever starting a new job, all managers should make a point of having a one-on-one meeting with each member of their staff. Managers who do not know what makes each employee tick will find it very difficult to motivate them. Similarly, if the manager does not know an employee’s strengths, he will be unlikely to find the right role for them. These one-on-one sessions are a great opportunity to encourage employees to contribute their ideas.
2. Challenge them to Improve the Operation
One way for managers to make it clear that they welcome input and suggestions is to give each employee a clear mandate in their work requirements to take a hard look at the whole operation and make recommendations for improvements. This sets down a marker that all employees are expected to contribute their ideas. It is equally important to comment on each employee’s efforts in this area at evaluation time.
3. “Customer for a Day”
Another mechanism manager can use to elicit suggestions is to have each employee be “Customer for a Day.” In offices that have customers, whether they be internal or external, it can be quite enlightening to look at the operation from the client’s point of view. The most engaged and creative employees (i.e. the “Master Sergeant Romeros” of the operation) will probably identify a long list of things that can be improved to make the customer’s experience more comfortable, transparent and efficient. At a minimum, the experience will sensitize employees to any hardships experienced by the customer. (Note: Employees would not really be “Customer” for the whole day. But they should be given sufficient time to go all the way through the process, and then to write up their impressions and suggestions for the supervisor.)
4. The Great Idea Award
It is also important to find a way to reward or recognize employees whose suggestions help improve the operation. One option is to establish a Great Idea Award and give the recipient a customized certificate. Other options could be to give them a logo item, a cash award or even a day off (depending both on what the parent agency permits and what the employee values most). Managers at agencies that offer cash awards to employees who make money-saving suggestions should find out the procedures and use that mechanism whenever appropriate.
5. Don’t Forget the Implementation
A crucial part of this whole equation is the actual implementation of the great ideas generated by employees. Without follow-through, the organization simply ends up with a long list of unused suggestions-and a lot of frustrated employees. To the extent possible, managers should put the person who suggested a great idea in charge of the actual implementation. The initiator of an innovative idea usually has a sense of ownership and is highly motivated to see their suggestion put into effect. Those managers who try to take the lead on all new initiatives will find themselves overworked and unable to accomplish everything they would like. By delegating the implementation, the managers can give their employees a terrific developmental opportunity, with the manager just needing to provide guidance and support.
These are just a few suggested methods for encouraging employees to contribute their ideas for improving their organization. Implemented on their own, each of these practices would have limited impact. The key is to use a multifaceted approach that continually reinforces the fact that employees’ ideas are welcome, valued, and rewarded. It would be awesome to see how much an organization’s effectiveness could be improved if all managers were to systematically seek out and implement these kinds of suggestions from front-line employees.
Tags: incentive, motivation, motivational, motivational programs
Posted in Articles | Comments Off
May 12th, 2009
Leadership is one form of dominance in which the followers more or less are willingly accepting direction and/or control by another individual. It is an influence process, the dynamics of which are a function of the personal characteristics of the leader, his/her followers, and the nature of the specific situation. Having others buy into an idea or goal because they want to is a true mastery.
During a challenging economy it is not the time to think that you have a capitve audience because jobs are hard to come by. If you do, “all will all come out in the wash” so to speak. You will begin to find that quality of work will begin to suffer, new ideas will not shared and production will be lackluster. This is the time to show your stuff and demonstrate your leadership skills. Bring out the side of you that understands individual circumstance and sincerely be part of the team. Walk the floor, have more meetings and have fun.
Do you walk in each morning making eye contact, conduct one on ones without relying on your supervisors to do it for you, do you keep things interesting by offering ongoing cross training opportunities? Is there a recognition wall, department newsletter and recognition program in place? Leadership style is something that you create placing your own personality on the title, leader.
A few examples of poor leaders:
The imperalist, an arrogant leader who walks around as if he/she was strolling amongst peasants. Their visits are so infrequent that when they are seen in departments, they cause a state of panic.
The climber, if there is no promise for prestige by attending a meeting or socializing with the lower ranks, forget it! They will not make an effort to even say hello; they will pass peers and subordinates in luncheons as if they were complete strangers leaving a trail of loathers behind.
The absentee manager, sometimes a good guy/gal but never around when you need them. They take the safe route at all times, skip important and perhaps confrontational meetings and fold under pressure. They are not supporters of the cause unless it is an easy one.
If you are interested in developing your staff and building motivational climates which result in high levels of productivity, as well as human satisifaction in the short and long run, then you need to think about your commitment to your role as a leader. Leadership style is the pattern of behaviors you use when you are trying to influence the behavior of others as perceived by them. While your perceptions of your own behavior and its impact on others is interesting and important, it tells you only how to “Intend” to act. Unless, it matches the perceptions of those you are trying to influence, it is not very helpful. For example, if you think you are “an empathic, people-oriented manager,” but your people think you are “a hard headed”, task-oriented person only, ” whose perception of reality will they act on – yours or their own? Obviously, their own.
How to provide direction and communicate to your employees:
a) Communicate clearly when providing instruction. Ask for questions, consistently check for understanding and their input along the way. Provide a clear statement about expectation, when the task is needed to be complete, where they can go for questions and remind them if they need assistance to communicate it right away.
b) Demonstrate and leave examples of the desired task or request.
c) Check in and see how things are going.
d) Provide kudos along the way to demonstrate appreciation and to provide a continued incentive.
Now more than ever be an active participant. Give praise and recognition on a regular basis with a fun sprinkled throughout. Host Fun Fridays with games and potlucks. Keeping the atmosphere positive will quickly result in good results. Experience the benefits of your efforts and enjoy it too!
Tags: incentive, motivational, motivational programs, rewards
Posted in Articles | Comments Off
October 6th, 2008
1. Do Not Catch the Other Person’s Disease
This refers to the negative thoughts and words of others around you, and the media. Stay away from the people you know will pull you down with their whining and complaining. Turn the TV. Read something inspirational,
or listen to motivational recordings.
2. Say Something Positive to Everyone
When you speak positively to others, you brighten up their day, and you can’t help but feel better about yourself. (Of course, with some negative folks, you
will have to work at this.)
3. Practice Positive Expectations
Dr. Norman Vincent Peale, who said, “There is another kind of poverty-one most people never think about-and it’s the poverty of expectations.”
When you expect good things to happen, they seem to take place, not due to some cosmic magic, but because you are LOOKING for the good things, and
you tend to MAKE them happen.
4.Use the Positive “But”
Draw a line down the center of a piece of paper. On the top left side they write Problems, and on the right, Blessings. For every Problem, he has them counter it with a Blessing. For example, “I lost a big sale, BUT I learned why and will be able to prevent that same thing from happening.” “I am overweight, BUT I am healthy enough to get on an exercise program and do something about it.”
5. Find a Reason to Celebrate
No matter how gloomy a situation is, if you look for it, you can find a reason to celebrate. “Each day, do something you can be proud of. Each night take
pleasure in remembering it.”
6. Do it Now
It’s tough to consistently feel good about yourself if you let your ideas pass, or you put them on hold. Conversely, it’s difficult to feel down or depressed when
you are in action, working toward some goal. What is it that you always wanted, but never have started moving toward? What’s stopping you other than you? Do it now!
Train for a week, and you can run a mile. Train for a few weeks, you can run a 5K race. Train for a few months, and you can run a marathon. Most of us — in our careers and our achievements — aren’t marathoners. We focus on one thing until it becomes good, yet abandon it before it gets to great. The truth is, there is no clear line that separates good from great. And you may be much closer to great than you think. – Unknown
Tags: gift cards, incentive, motivation, motivational, virtual incentive
Posted in Articles | Comments Off
February 28th, 2008
What is Motivational Fit?
Many factors within a job and an organization are satisfying or it is not to people. Consider the number of roles a candidate might assume during their tenure with your organization and the tasks and projects associated with each role. Add the organization’s values and practices that they must absorb and own. Then consider what a candidate prefers in their job and environment. The result is a large network of possible combinations that make it any-one’s guess if the candidate will be happy working in the target job and the organization. That’s why it’s crucial to ask candidates questions designed to determine how satisfied they will be.
You’ve already learned about behavioral and technical knowledge dimensions and the tools to help you gather information on what a candidate can do. But what about what the candidate will do? Motivational Fit is the “I will do” cluster of dimensions you can use to determine if there is enough of a match between what a person likes and what is available in the job and the organization to keep the individual motivated.
Three dimensions in the Motivational Fit are: Job, organization and location fit.
The Job Fit – Activities and responsibilities available in the job match the activities and responsibilities that result in personal happiness and satisfaction; the degree to which work itself is personally fulfilling.
Organizational Fit – An organization’s mode of operation and culture. Are the values consistent with the type of work environment that provides satisfaction to the employee? Keep in mind that if there is a job fit it does not mean that the organization’s characteristics will be a good match.
Location Fit – Geographic location has features and opportunities that provide personal satisfaction to the individual and often times their families.
By taking the time to identify and assess a candidate’s motivational fit for the job and your organization before making a job offer, you increase the odds that the people you hire will stay on the job and remain satisfied.
Interviewing for Motivational Fit helps minimize one of the common biases in the selection. Hire someone who “looks like me”. Certainly a diverse workforce includes people of different ages and races with various levels of physical abilities. Values of differences with different ways of thinking, different ideas and talents, and different ways of doing things brings exceptional value and insight to your company.
People for the Service Sector – This sector offers a variety of situations and unique motivational characteristics.
Knowledge Workers – A more discriminating group of their work life and culture.
Specialized Technical Skills – A group that is short in supply and in great demand. A world shortagehas already begun with search becoming tighter but with resolve and knowledge of what attracts and retains these workers you WILL obtain them.
First Impressions Count Both for the Interviewee and Interviewer
Although a candidate’s first impression of a company is mostly shaped by the interview, the other parts of the selection process also contributes to his or her overall perception. Consider the following questions:
What if a candidate is asked to wait a few minutes in the reception area and is given no company literate to read or a warm greeting by the receptionist?
What if those “few minutes” become a half hour?
What if a candidate arrives for a series of interviews only to find that some of the interviewers are unavailable?
What if the interviewers weren’t informed about a candidate or no arrangements were made to give the individual a tour of the office?
What if the interviewer is not prepared with the candidate’s cover letter and resume?
Regardless of how well the interview itself goes, negative experiences in the interviewing process might overshadow it, and highly qualified candidates might withdraw from the process or reject the job offer.
To ensure that the entire process is positive for the candidate, special preparations must be made before, during, and after the interview.
Remember your best interview experience. Do a practice interview with all lower level management to ensure all are interviewing in a similar style and quality. After all the work is done and you have a new employee and a relationship conduct one on ones and provide incentives to quality employees. Retain your talent and have them participate in future interviews.
Keep up-to-date on what your competition is doing and stay current with what others are offering during an interview. Do they offer an opportunity to sit in the environment to do a test drive? Does the candidate have an opportunity to interview peers or other employees.
If a candidate rejects the offer ask why? Ask what your organization could have done differently. Be proactive and keep Motivational Fit in mind.
Tags: employee incentive, incentive, motivation, motivational
Posted in Articles | Comments Off
December 29th, 2007
2008 Self Talk
How important is self talk? Yes, we all do it. We are most often not aware
We are doing it but we are. What is your general discussion each day?
Some things to remember:
Be aware of reoccurring statements and beliefs that you tell yourself each day.
Are you a nurturing coach or a critical one?
Do you look fore reinforcements of your success or repeat failure? Do you say things to yourself such as “Great job I did it” moving away from self doubt? Realizing you have changed your mindset or telling yourself that things will work out next time after learning a few things.When you fail.View failure as a temporary inconvenience, an opportunity to learn, experience, an isolated event in your life, not a stumbling block but a stepping stone.When you have even a small success.
Reward yourself and savor the moment. Don’t see success as just luck or guilt for
The attention, you did it! When you receive a compliment for any reason, simply respond: “Thank you.”
Accept the value of the compliment graciously whenever you receive it.Always greet the people you meet with a smile.
Introduce yourself to any new association, take the initiative to introduce yourself first,
and always offer your hand first, looking the person in the eyes.In your telephone communications.Answer the telephone with a smile, immediately giving your name to the caller, before you ask for the party you want to speak to and before you state your business. Leading with your own name underscores that a person of value is making the call providing better results.Don’t brag.People who shout for service because of which they feel they are or are arrogant showoffs only shout lack of self esteem and display a desperate need for attention. Don’t tell your problems to people.
Unless they’re directly and closely involved with the solutions don’t do it. Don’t make excuses. Always talk positively about the progress you are trying to make.
Continue to do this when you do self talk and be positive.
Important Points You need to feel love inside for yourself and others before you can offer it to anyone else.Your own understood sense of value determines the quality of your performance. Performance is only a reflection of internal self worth, not a measure of it.
The less you try to impress others, the more impressive you are.
Most importantly what you show the world on the outside is a mirror image of how you feel on the inside.
You should act with heart chasing your passion, not your pension! Make 2008 a year of discovering your heart, you will not only be happy your will find emotional well being. Start by writing down your true passions and goals. Post it and revisit so that you can revisit it daily and soon you will be able to view it in your mind.
How exciting, a new year and a fresh start. Are you ready to be positive?
I say the answer is a resounding YES!
Tags: motivational
Posted in Articles | Comments Off
|
