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MYSTERIES OF MOTIVATION>
EMPLOYEE MOTIVATION: SECRETS OF HIGH PERFORMANCE 2
March 15, 2008
High control management doesn't work with today's work
force. We said in part 1 that you have to seriously
reflect on your management approach, become aware if you're
in any way "command and control" and then commit yourself
to finding new ways to relate, build trust, and get things
done by partnering with your team. So beyond giving up
high control management, here is an important next step to
contemplate...
BE INTENTIONAL ABOUT WHAT TYPE OF
ORGANIZATION/DEPARTMENT/TEAM YOU ARE BUILDING
Here's an important question for you to answer:
"What kind of people do you need to succeed in business in
the future?" Write down five characteristics.
Most groups I work with will say they want high achievers,
self-starters, self-managing people, highly motivated
people, the brightest and best contributors, thinkers,
problem solvers, etc. Sound GREAT??
The next question is:
"What kind of culture and what kind of leaders do we need
to employ this type of worker?
TWO DISTINCT CULTURES
Basically, there are two distinct cultures or approaches
you can choose. Which one you have (or which one you
choose) will DETERMINE the ENGAGEMENT, MOTIVATION, AND
PRODUCTIVITY of your workforce.
AUTHORITY-DRIVEN OR RESPONSIBILITY-DRIVEN?
In an Authority-Driven approach, trust is low (almost
non-existant.) Companies (and managers) don't rely on
trust. They make rules and policies to ensure that people
are in compliance and do what they are supposed to do.
There is hierarchy--power and position make sure that
compliance is achieved. This creates a climate in which
people get messages daily that they are not trusted, and
that they don't have choices. People are required to
produce specific deliverables. In this climate, there is a
"have-to" motivation. Choice is with the managers.
Employees comply--or else. The message from managers is
basically "I'm in charge (and you're NOT). "I have the
answers (and you DON'T!) "I know what to do (and YOU
DON'T!)
How motivating are these messages? (NOT VERY!) Who wants
to be responsible in this type of climate? NO ONE! It's
too dangerous to be wrong, or to to disagree, or to NOT BE
IN COMPLIANCE. People play the "blame game," they point
fingers and do whatever they can to make sure
someone else's head rolls! Too much fear,
too much risk, and not enough rewards diminish people's
willingness to take responsibility.
What kind of people survive in this culture?
Other-directed people, people who don't think, question,
challenge, innovate, or decide. People who play it safe.
People who have learned to do what they're told and keep
their mouth shut. Is this who you want on your team? This
leadership approach produces disengaged employees, low
productivity, and employees who just put in their time.
CHOOSE a RESPONSIBILITY-BASED APPROACH!
In a Responsibility-Based approach, everything is
different. Trust is high: in fact trust is essential and
foundational. Managers believe in the value and the
importance of people. They take the time to build great
relationships. The messages they send daily are "We need to
figure this out together. It's going to take all of us to
succeed. I value your input, your thoughts, your ideas.
Let's hear them. Let's use them!" Managers believe in
people; they know and understand each unique contributor.
They partner with their people to create a great
organization. It's not manipulative in any way. It's a
genuine, heartfelt belief and knowledge that they truly
don't have all the answers, they truly don't always know
the best decision. It truly is going to take everybody to
get the goals accomplished.
Can you see and feel the difference in this work climate?
In this culture, people feel trusted, valued, respected,
involved, engaged, needed, heard. People are eager to be a
part of things, to have a role, to handle real
responsibility, and have a real say. They want to try new
things, experiment and find better ways, be part of a
winning team, set exciting goals, grow and develop new
skills, and figure out together how to achieve their goals.
There is a natural "WANT-TO" MOTIVATION, an intrinsic,
come-from-within motivation that is powerful, pervasive,
and unbeatable.
What kind of people are attracted to this work environment?
Self-starters, high achievers, motivated goal setters, team
players, thinkers, innovators.
These are the people you want to (and you MUST,) ATTRACT,
HIRE, AND RETAIN. These people are the key to your business
success. If you back up the reasoning, it all traces back
to leadership behavior, philosophy, and approaches.
It does absolutely no good to spend lots of money to hire
the brightest and best people and then put them in a high
control environment in which they will quickly become
frustrated and resentful. Turnover costs will kill you.
The only thing that makes sense at all is to commit to
attracting and hiring the brightest and best and get the
leaders in place who will create a high performance
environment in which they will be appreciated, nurtured,
and turned loose to achieve great things!
Leaders have to know how to build high trust
relationships--not in theory but in everyday practices, and
in the every day messages they send.
Leaders need to GET OVER being OVER-RESPONSIBLE because
over-responsible managers will PRODUCE UNDER-RESPONSIBILITY
in employees.
STAY TUNED!! OVER-RESPONSIBIITY is the subject of our
next newsletter. Please subscribe today, so you are sure to
get it.
This article reveals the foundational philosophy in our
GREAT LEADER SERIES.
If you or your management team needs a new map, some new
self-awareness, and some new learning experiences, please
call Jan Baller, President, POTENTIAL PLUS+ and learn how
you can TURN EMPLOYEE POTENTIAL INTO PERFORMANCE POWER!
CHECK OUT OUR WEBSITE: potential2power.com to view all our
courses and resources for achieving high performance!
THE GREAT LEADER SERIES
http://www.potential2power.com/leadershipdevelopment.html
HIGH PERFORMANCE TEAM BUILDING COURSES
http://www.potential2power.com/teambuilding.html
HIGH PERFORMANCE SEMINARS FOR EMPLOYEES
http://www.potential2power.com/highperformanceseminars.html
COMMUNICATION TRAINING
http://www.potential2power.com/communicationtraining.html
RELATIONSHIP SELLING
http://www.potential2power.com/salestraining.html
CATALOG, DiSC ONLINE ASSESSMENTS, OTHER BEHAVIORAL
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http://www.potential2power.com/products.html
MYSTERIES OF MOTIVATION NEWSLETTER
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LIST OF SEMINARS
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POTENTIAL PLUS+ CLIENTS
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BACKGROUND ON JAN BALLER, PRESIDENT, POTENTIAL PLUS+
http://www.potential2power.com/janballer.html
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http://www.potential2power.com/blog.ht POTENTIAL PLUS+--Resources to help you achieve High Performance
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