Motivation Theory - Employee Motivation

Motivation Theory

Leadership development and management by motivation

The Little Things Count

Posted on | May 30, 2010 | No Comments

You know, I wouldn’t say I’m the programmer type although I have created a couple of small Opera widgets and Facebook apps. While I can work with JavaScript, PHP, and HTML  I’m the type who likes to be the visionary and paint the vision in large brush strokes. The one thing that really makes programming interesting for me is that one little dash out of place, or one little semicolon that’s missing can throw off the entire program I’m working on.

Sometimes I think about how the details are what makes a leader a good leader, or a successful person a success. Their ability to pay attention to those details can make all the difference in the world. Not only the details of how they look or the work they perform, but also in being sure they are always giving their best to the people they serve.

As an example, a man you can trust is a man who never lies. A woman you can trust is woman who always tells the truth. If the person in question is honest 99 percent of the time, but every once in awhile he or she tells a lie that one lie out of a hundred is the flaw in the program that causes the person harm in the long run. One little lie can make the difference between someone who is trustworthy and someone who is not.

The same thing can be said for many characteristics. A person who is caring should always be caring. That one rude comment may not mean much compared to all the nice things they do, but to the person who has been dealt with in an uncaring manner could be the person who would have been the next big client.

I’m not saying a person who is not perfect one hundred percent of the time is doomed to failure, but when it comes to success and happiness just as it does to a computer program, the little things can make a big difference.

Shaun White 2010 Olympics – Victory Run

Posted on | February 18, 2010 | No Comments

Can you believe this guy. Shaun White already knows he’s won the gold in the 2010 Olympic Games, but decides to go big in his victory lap and throw his famous Double McTwist. While already securing the Gold Medal, it’s obvious champions like Shaun White don’t just sit back and relax when he could, but instead Shaun decides to astonish his fans and end this run in a big way.

Not only did Shaun manage to complete his famous Double McTwist with very little speed going into the launch, but during his final run Shaun in fact bettered his score, the score that had already won him the Gold. In my opinion, this is the mark of a true champion. The next time you accomplish something amazing don’t sit back and rest on your laurels; do something to better it.

To see what a Double McTwist looks like, watch Shaun White as he demonstrates it in the video below.

Motivating a Sales Team – Selling in a Down Economy

Posted on | February 12, 2010 | No Comments

Well there’s no doubt about it. Selling in a down economy is tough. The secret obviously is not to give up. There are people out their buying, and most likely there are people interested in your product, you just have to find them.

In sales there are really four sales motivators customers must have in order to make a purchase.

One: The customer must like you.
Two: The customer must like the product
Three: The customer must like the company.
Four: The customer must agree with the cost to benefit ratio.

If any of these four are not achieved, making the sale is much more difficult if not impossible. Think about it. If the customer likes the product but doesn’t like you the sale will be hard to close. If the customer likes you, but not the product, again, no deal. If the customer likes you, likes the product, but doesn’t like the company again, hard to close. And last but not least if the customer likes you, the company, the product, but doesn’t see the value then sorry, no sale.

In a down economy like this one I have some simple advice.  One, much more diligent about getting out there and meeting new people and meeting potential clients; NUMBERS MATTER. Two, do everything you can to meet the four sales motivators.  You will want to pay a lot of attention to the last sales motivator, “Cost Vs. Benefit” .  If you’re not making the sale, then most likely you need to either raise the perception of the benefits, or reduce the cost so the benefits out way the cost.

If you can’t reduce costs, then make darn sure the benefits are being addressed properly. Addressing the benefits properly means the benefits must be important to the customer you have in front of you, not important to the client you just spoke to yesterday.  If you know know how the customer in front of you can benefit from your product or service then you better start asking a lot of good probing questions.

The Importance of a Positive Work Environment

Posted on | November 1, 2009 | Comments Off on The Importance of a Positive Work Environment

A positive outlook on life is so crucial to success I thought I’d touch on a few ideas that may or may not influence the way you look at your own life.  To start, I’d like to say that having a positive mindset in my opinion has the power to convert into a positive reality.  […]

Motivation Theory – Focus on Skills, not on Numbers

Posted on | July 6, 2009 | 1 Comment

motivating_employeesWhat the title means…

Imagine you are new to a basketball team and you have never played basketball. Your coach tells you that the game involves shooting the basketball into the hoop. The coach shows you where the hoop is, tells you to practice, then leaves. Now let’s imagine 3 days later you are in a game, and you haven’t seen the coach during that time, but you show up excited and ready to play.

The game begins, and you can’t wait to get going. You’re excited, motivated, ready for action and the coach puts you in. You take the ball is passed to you, so you throw it at the basket as hard as you can from center court, and miss. Your coach then yells at you and says to get closer to the hoop. The next time the ball is passed, you start running and the whistle blows because you didn’t dribble. The coach then yells at you again for the foul.

The next time you decide you will stand ready under the basket, so you wait patiently by the basket while your team plays on the other end of the court with your four team mates playing against the five team members on the other end. Now the team runs back down and tells you to run up and help them next time and that you better start playing right or you’ll be kicked off the team.

A few minutes later the ball is passed to you and with the ball in your hands you try to throw it to the basket with both hands but it’s blocked because you were to close to the opposing team. The coach then yells at you because you’ve been playing now for 5 minutes and haven’t made a basket yet. Now imagine for the next 20 minutes your team mates are yelling at you your coach is yelling at you, and you realize you HATE this game. Why?

Pretty obvious, no one took the time to teach you the skills you need to play and win.

The same thing happens to often at work. There are certain numbers you are required to obtain, goals the company has etc. If you don’t take the time to teach your team members how to do the job better, don’t expect consequences, positive or negative, to do much.

My number one rule in managing is: Never tell anyone they need to do a better job or that they are doing a good job without telling them exactly what it is they need to improve on or what they are doing well.

This can be challenging. How often do you tell an employee, “you’re doing a great job”. If you are trying to be a good manager, you are probably doing it quite a bit. However, if you tell them each time you complement them why exactly you think they are doing a great job, the complement means so much more. Conversely, if you tell an employee they need to do better and don’t tell them exactly what they need to work on the comment usually has little affect other than to demoralize.

When you are trying to motivate employees, be exact in your complements and in your coaching and focus on the skills they need and the numbers will take care of themselves.

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