We all know that workplace performance is impacted by employee motivation. When motivation is lacking, performance can suffer, and when motivation is high, performance is enhanced. So, the solution to improving performance is to increase motivation, right?
Yes and no.
It depends on the type of motivation and the type of work being performed.
Motivation: There’s extrinsic motivation, which is experienced when an individual engages in an activity because of external factors, such as monetary incentives. Then, there’s intrinsic motivation, which happens when an individual participates in an activity for its sake, finding it inherently interesting.
Type of Work: If…
Change, ack! No one likes it, but we all have to deal with it — this year more than ever. And, as a leader, you know that while it’s one thing to change yourself, it’s another to make team, department, or organization-wide changes.
Everyone knows that a big part of the problem is fear of the unknown. But what most people don’t realize is that understanding where you’re at in the process of change can alleviate a lot of that fear and sometimes even make change a little fun.
You see, change has structure — even though it might not…
Communication — we all know it’s the key to any successful relationship, even more so in a group setting and during these days of so much virtual teamwork.
Yet, so many of us manage to miscommunicate, which can lead to demotivation and disengagement in the team. And, the kicker? Most of the time, we’re not even aware that we made a communication misstep.
So, here’s a simple yet highly effective way to think about communication. We can break it down into four different types and use the example of hearing that your spouse got a promotion at work to illustrate.
Self-leadership. What is it and why does it matter?
Essentially, it’s all about being self-aware, being accountable for your skills and behavior, and making sure you’re taking care of yourself — emotionally, physically, and mentally.
Now, when I bring up this topic, I sometimes get eye-rolls from leaders who explain they’re too busy to engage in a bunch of ooey-gooey “self-care.”
But, let me assure you that this is not soft stuff. In fact, it’s backed up by hard data, which shows that self-awareness and self-leadership are crucial aspects of being an effective leader.
If you can’t lead and…
As leaders, we all experience the stress of performing under pressure.
Dealing with competition, change, deadlines, conflict — it’s all just entry to the leadership ballpark.
Still, we’re expected to maintain high levels of performance regardless of the challenges thrown at us.
So, how can we do that? How can we consistently sustain peak performance, even under pressure?
The answer lies in six simple strategies that have been tried and tested:
1. Energy Management. This is all about recognizing whether you need to dial-up or dial down for a situation. If you need to activate up quickly to meet a…
When you’re running a business or leading a team, it’s easy to get super-focused on results, results, results.
I’ve seen this happen with lots of clients, and the outcome is usually burnout or quitting when the going gets tough.
The reason is that when you are only focused on your end-goal, and let’s say that’s profitability for your organization, you can run yourself ragged trying to get there. And, when you have rough months — which all organizations do — you’re already exhausted so it’s tempting to just throw in the towel.
BUT the organizations that are successful, the leaders…
If I had a dime for every time I’ve heard people brush off the idea of a positive work culture, I’d be hanging out on my own private island, sipping cocktails.
Seriously, so many people think that a positive work culture is just a bunch of hooey, with people running around smiling all day, whether they feel happy or not.
News flash: it’s not. If you think this is soft stuff, think again, because there’s a whole lotta
hard data to the contrary.
Let’s start by looking at what is often a typical work culture. Usually, it’s leaders trying to…
We’re all familiar with the traditional performance review where “areas of improvement” are identified for team members to work on.
Makes sense — we all have strengths and weaknesses. Conventional wisdom is that we need to work on our weaknesses. But, what if that’s not true? What if it’s actually better to focus on your strengths?
Think about that for a moment…
If you were coaching an Olympic athlete whose specialty event was the 100 meters, would you recommend that she work on building up her long-distance endurance so she can get better at her area of weakness, the 800…
If there’s one unifying theme so far in 2020, it’s change!
It seems that just about everyone has had to make adjustments, change how they’re doing business, and get creative in coming up with solutions to previously unimagined problems.
While change often brings growth, we all know it can be difficult and painful.
So, how can positive leadership help as you continue to navigate through so much change?
Well, no surprise here…it’s all about how you, as a leader, approach the situation.
Huh? What are you saying? That I should just create a new job out of thin air?
Well, not quite, but close.
If you don’t like your current position, you can engage in what’s called “job crafting” to make it what you want.
Yup, you can (and many people do this without realizing it) tailor your own job to fit your needs and play to your strengths.
If you’re a leader, that might sound a little unnerving. Maybe you think freedom for people to create their own jobs sounds like the beginning of chaos or anarchy in the office.