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The Power of MotivationGetting It Right

Today’s session …

Motivation and performance management

Internal & external motivation

Combining the “why” and “how”

Employee Engagement

7 out of 10 employees disengaged

5 of those 7 are sleepwalking, marking time

2 of those 7 are really unhappy and acting it out

Cost: $450 to $550 BILLION

Office theft

Absenteeism

Reduced customer satisfaction

Great Managers

What makes great managers?

Great Managers

What makes great managers?

Gallup, State of the American Manager

Performance Management

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Let’s DoubleClick

Motivation

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Internal motivation

Part of your emotional intelligence

Caps the interpersonal continuum

Neurology and Motivation Self-Motivation competencies

Outstanding performers have:

Achievement Drive:

They strive to improve or meet a standard of excellence

Commitment:

They align with goals of a group or organization

Initiative and Optimism:

They display proactivity and persistence

Daniel Goleman, Working With Emotional Intelligence

Exercise: What happened last week?

History of Motivators

Eduard Spranger, 1882-1963

German psychologist and philosopher

Author, Types of Men

Determined Motivators answer the “why” of each person’s actions … why you do what you do

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Our values: positive and negative

Our filters: how we see the world

Our why: impel us to action

What Are Motivators? MOTIVATORS QUESTIONS

Should we protect wildlife at the expense of a person’s vocation?

Should we spend a larger portion of our tax dollars on education or the military?

What percent of our tax dollars should go to social programs and which ones?

Should a female be allowed to play football as a kicker on an all-male team? In high school? In college? In the pros?

©2012 Target Training International, Ltd.

MOTIVATORS QUESTIONS

Should an organization be allowed to change the retirement benefits that were promised after the people have retired?

Should the federal government spend any of your tax dollars on support of the arts?

Should the Ten Commandments be allowed to hang on the wall of a federal courtroom?

©2012 Target Training International, Ltd.

The Six Motivators

Motivators

Theoretical: Knowledge

Utilitarian: ROI

Aesthetic: Harmony & Balance

Social: Others

Individualistic: My Destiny

Traditional: Beliefs or System

Theoretical - Knowledge Utilitarian - Utility

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Aesthetic - Surroundings Social - Others

Individualistic - Power Traditional - Methodologies

Exercise: What would they do?A field of roses is owed by six people. Each has a different value that motivates

them. What might each one want to do with the roses?

Recognizing others motivators

Your top two motivators are:

What are the top two motivators of one of your most frequent contacts?

How do they define success?

What activities do they do outside of work?

Do they have a favorite phrase they use frequently (perhaps it is hanging on their wall or sitting on their desk)?

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Belief Statements

Through discussion with each other, categorize the beliefs

statements on the handout with the Motivator they

represent (some may have more than one answer).

Use the following codes:

The: Theoretical Uti: Utilitarian Ind: Individualistic

Aes: Aesthetic Soc: Social Tra: Traditional

Interactive Motivators

The handout has descriptions of how Motivators interact.

Based on your understanding of Motivators, determine your

top two, or strong, motivators. Then, check each line that

contains either of your top two.

Circle your two strong motivators

The Uti Ind Aes Soc Tra

You/Me Interactions

1. What Motivators are likely to cause you the most conflict?

2. Which relationship will cause you the most conflict?

3. Are there intrapersonal conflicts within yourself?

4. What are the strong motivators of the two people you

have the most frequent contact with?

5. What are the indifferent motivators of the two people

you have the most frequent contact with?

Let’s Talk DISC (Your “How”)

Dominance: how you respond

to problems and challenges

Influence: how you influence

people and contacts

Steadiness: how you respond

to pace and consistency

Compliance: how you respond

to procedures and compliance

DISC & Motivators Integration Job Benchmarking

1. Employ an interactive process to define each job

2. Attract the best candidates

3. Hire the right people the first time

4. Reduce the learning curve with strategically matched employees who fit your company

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Your How and Why

Take the Talent Insights online assessment(Motivators + DISC)

For participants only: $110 (30% discount)Offer valid through September 30th

Go to: www.daltondupes.com/tamcaroffer

Password: tamcar16

Contact info

Susanne Dalton Dupes, ABC, APREmployee Engagement Consultant

Certified analyst of behaviors, motivators, acumen, & emotional intelligence

susanne@daltondupes.com

865-896-9665

Newsletter sign-up: www.daltondupes.com