Download - Motivation & Leadership- ET
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Objectives
Build Self Awareness about Leadership &motivation
Understand competency of;
Achievement Motivation
Understand How to motivate different people
Build trusting relationship with team members
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What must Change.
In Myself
In My Team / Department
In My Organization
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If the world is to be brought to ordermy nation must first be changed.
If my nation is to be changed,my home town must be made over.
If my home town is to be reorderedmy family must first be set right.If my family is to be regenerated,
I myself, must first be.
Sun Tzu
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Employees look for.
Challenging & interesting work
Status & Self Esteem
Recognition Opportunities for personal growth & career
development
Being associated with a reputed organization Satisfying & stimulating environment
Interesting colleagues
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Alignment
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Alignment
Interaction
Shared Goals
Trust
What How
Facts
&
Feelings
Trust
Framework for High Performance Work Culture
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EmpowermentDefinition: sharing information, soliciting co-workers ideas, fostering
employee development, delegating meaningful responsibility, providingcoaching and positive feedback, expressing positive expectations of
subordinates (irrespective of diversity differences), rewardingperformance improvementthat makes employees feel more capableand motivated to assume greater responsibility. It is the process and
practice of deriving power from within the self, so that one is motivatedto extend oneself in the pursuit of excellence.
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Positive Behaviors
Provokes, stimulates andchallenges the learning curve ofothers towards mastery anddevelopment
Provides his/her subordinateswith constructive feedback anddevelopmental opportunities
Sets challenging targets:Ensures clear direction andactively creates alignment
Is inclusive, informative andcollaborativeinvites & respectsinvolvement/contributions frommany sources
Negative Behaviors
Listens to others but does notvalue their opinions/ does notwork on them
Absence of a coaching andfacilitative attitude
Tolerates poor performance byaccommodating individual ororganizational shortcomings.This creates an environment of
helplessness in achieving onesgoals
Does not share information withsubordinates. Provides thenonly with very specificinformation
Empowerment
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Definition: is connected to ambition, desire to achieve andset goals, to have a sense of direction in life and to strive torealize ones potential. The person demonstrates a genuine
commitment to concern for achieving or surpassing resultsagainst legitimate and increasingly elevated standards ofexcellence, showing passion for continually improving the
delivery of services. Self motivated to outperform standardexpectation.
Achievement Motivation
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Power of Vision
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Trust
the basis forgood relations
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Types of Trust:
Strategic Trust
Organizational Trust
Personal Trust
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Creating Value through Trust
Personal Trust Equation
T =_C + I + R_S
T = Trust R = ReliabilityI = Intimacy S = Self Orientation
C = Credibility
source The Trusted Leader Galford &
Drapeau
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The steps to trust
You can trust me (5)
I'm on your side (4)
I want to help you reach your goals (3) I understand your aims and goals (2)
I listen to understand (1)
EI-UK 7.8A
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Emotions and Moods
Influence the quantity andquality of the work people
do.
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People quit their job
for emotionalreasons:
-they dont like their boss
-they dont feel appreciated
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Most employees do not bring out
their best for
emotionalreasons:
-theyfear management
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they feel lonely and isolated-they feel stressed and exhausted
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Survey suggests that the
Climate
how people feel about working in anorganisation
can account for 20 to 30 percent of
business performance
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A leaders ability to
manage own moods,
Affect the moods of others is
Not a private matter only
- it has dramatic impact
on business results!!
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Take responsibility
for your emotions-You choose to lose your
temper each time you do- You choose to act in a fit
of jealousyeach
time you do
EI-UK 4.15A
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Communicate in your team member's
communication style
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THE CAN WILLMODEL inOrganizations
Transferred ,
Dismissed
Inspired
Supported
Faced With
Demands
Gets Responsibility.
Freedom of action,
rewards
Educated,
Tested,
Supported
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DIRECTIVE BEHAVIOR
The extent that a leader engages in one-way communication
Spells out employee's role
Tells employee what to do - where, whenand how
Closely supervises performance
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The extent that a leader engages in two-way communication
ListensProvides support and encouragement
Facilitates interaction
Involves employee in decision making
SUPPORTIVE BEHAVIOR
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DIRECT DELEGATE
SUPPORT
High will
Low will
Low skillHigh skill
Aim ofcoaching
COACH
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Empathy
The ability to recognise,understand and
appreciate the feelings of others.
Being sensitive to what, how, and
whypeople feel the way they do.
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By Using Empathy
You Can Make people come out with theirproblems
Make them discover the solution
to their problems without offeringadvises
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The steps toEmpathy
Step 1: Listen to Understand
Step 2: Gather Information
Step 3: Check Understanding
Step 4: Together solving the problem
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How most people listen
Most people do not listen with the intent tounderstand. They listen with the intent to reply:
They are either speaking or preparing to
speak
They are filtering all they hear throughtheir own pictures of the world - their
paradigms
They are reading their autobiographyinto other people's lives
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Sender
Sender
Experience
Listener
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ListenerSender
Experience
EN
CODE
NonverbalCode
Verbal Code
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ListenerSender
Discouraged
EN
CODE
Dejected look,Tone of voice
Whats the use of tryingto change anything around here?
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Sender
Discouraged
EN
CODE
Dejected look,Tone of voice
Whats the use of tryingto change anything around here?
ListeneDE
CODE
Discouraged
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Sender
Discouraged
ENCODE
Dejected look,
Tone of voice
Whats the use of tryingto change anything around here?
ListenerDECODE
Discouraged
Decode Encode
With emphatic frown &sad voice tone
Feedback:Sounds like you tried, & it was pretty discouraging
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The Power Of
Questions!!!
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People are seldom upset
for the reason theythink they are
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In the world of feelings
There are either
Two winners or
Two losers
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People Treat You The WayYou Have Taught Them
To Treat You
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People who feel good
Produce good results
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What are the barriers to
Giving Recognition
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From motive,derived from latin
word movere, means to move
A need, desire or emotion that
moves you to action and to act ina certain way
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People who feel good
about themselvesproduce good results
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There are Levels of needs
Motivation Theories
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Motivating factors lead to jobsatisfaction
Achievement Recognition
Possibility of growth
Advancement Responsibility
The work itself
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Different Strokes
for Different Folks
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People have reasons to do what they do
People are generally selfish WIIFM
People like to pursue attainable goals
Progress Motivates Constant Feedbackis an imperative to motivation
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The Rules for a
Successful Motivator
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Walking the talk setting examples-
You cannot inspire others if you are notinspired yourself
If you did not steal yourself, even if you
rewarded your men with gold to stealthey would not do it!
- Confucius
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Understanding and Recognition of eachindividuals needsTreat each person as an individual
Accurate perception of the situation in order touse the right techniqueSet challenging, but realistic goals
Follow up to ensure that the motivation techniqueis working.Give feedbackReward and recognize
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or
Self-esteem
Strokes
S k b l
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Stroke-balance
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Change the
culture
Focus on
success
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Strokes
+
0
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Zero strokes
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Love me,
Hate me But
pleasedont ignore me
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Personalise your comments.Be Specific.Heres why I believe you....
Be Honest. Make it Genuine.
Learn all about the person
Single out each Individual in a group.
Acknowledge through kind,clear Eye
Contact.
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Respect every request you make
Explain- Heres why Im asking you...
Acknowledge
Use handwritten Notes
Say it when you think it.
Lets Practice the new skill
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Values strokes
Find out which areas are
importantto the other person.
Stroke the person in theseareas.
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Each One Teach One!
Live a Life that Matters!