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"Don’t [give or accept] a directive without understanding why."
— Chris Lumnah (@lumnah) September 2, 2020"It's not enough to do your best, you must know what to do and then do your best."
W. Edwards Deming"People need to know what their jobs are."
W. Edwards Deming"Only three things happen naturally in an organization - friction, confusion and under-performance. Everything else requires leadership."
Peter DruckerMotivation
Motivation
Discipline is superior to motivation.
The former can be trained, the latter is fleeting. You won’t be able to accomplish great things if you’re only relying on motivation.
https://www.lesswrong.com/posts/7hFeMWC6Y5eaSixbD/100-tips-for-a-better-life
- Valuation: Consider why a particular task is important to you. Think how your “future self” will feel when it is done.
- Specificity: Define a task in specific terms coupled with a specific day, time, and place it will be done.
- Externalize motivation: Use pictures, quotes, or other inspirations to reinforce your plan.
- Coping thoughts: Anticipate how you might rationalize task avoidance and develop task-oriented responses. Develop strength-based mindsets to promote follow-through, such as building endurance and recognizing which of your personal characteristics can be used.
- Normalize discomfort: Acknowledge that you won’t always “be in the mood” for a task but can still engage with it.
- Emotions as sensations and information: Just because the task (or its anticipation) feels uncomfortable does not mean that it is bad. Most, if not all, goals require facing some discomfort to achieve. You are investing your discomfort to achieve a goal.
- Initiation step: Define the smallest step that, when you do it, by definition will mean that you have started and did not procrastinate.
- Follow through with the implementation plan: Get started, see how it goes, and review the results.
- Learn from slip-ups and practice self-compassion: Modify your plan if it did not work. Be kind to yourself if you simply did not use your plan—the relapse rate for procrastination is 100 percent for everyone, so each time is a chance to learn and grow.
https://www.psychologytoday.com/us/blog/rethinking-adult-adhd/202103/how-adults-adhd-can-manufacture-motivation
Flow
Flow
Inspiration
Inspiration
Also known as the Rosenthal effect.The opposite is known as the Golem Effect.
"If you want to build a ship, don’t drum up people to collect wood and don’t assign them tasks and work, but rather teach them to long for the endless immensity of the sea."
Antoine de Saint-ExupéryLeadership Styles
Leadership Styles
Management Styles
(Daniel Goleman)Management Styles
Authoritative (Visionary)
Coaching
Affiliative
Democratic
Pacesetting
Coercive (Commanding)
Leadership Styles
https://psychcentral.com/quizzes/leadership-style-quizLeadership Styles
Autocratic
Laissez-faire
Democratic
Transformational
Pacesetting
Coaching
Affiliative
5 C's
5 C's
Character
Commitment
Courage
Confidence
Communication
Employee Of The Month
Employee Of The Month
Employee of the Month (EOTM) programs can be both highly motivational and significantly demotivational, depending on how they are implemented, the transparency of the selection process, and the organizational culture.
When It's Motivational: It provides public recognition, validates top performers, and offers social proof that hard work is noticed, which can increase engagement and reinforce company values.
When It's Demotivational: It can create unhealthy competition, foster resentment if seen as unfair or a "popularity contest," and demoralize the majority of employees who are not chosen.
Here is a breakdown of why EOTM programs can be a double-edged sword:
Why It's Motivational (Pros)
Reinforces High Performance: It highlights best practices and reinforces specific company values.
Boosts Morale & Confidence: It offers public appreciation, which increases morale and provides a sense of achievement for the recipient.
Encourages Healthy Competition: It can inspire employees to improve their productivity to achieve similar recognition.
Easy to Implement: It is a low-cost, straightforward way to show appreciation, especially for extroverted teams that enjoy public recognition.
Why It's Demotivational (Cons)
"Who's Turn is it Next?": It can devolve into a rotation of winners, making it feel like a "formality" rather than a true achievement.
Damages Teamwork: It often promotes individual competition over team cooperation, causing distrust and jealousy.
Creates a "Winner vs. Loser" Mentality: Only a small portion of employees can win, which can leave others feeling undervalued or overlooked.
Misguided Incentives: It may lead to rewarding visible actions rather than significant contributions. (the rise of the suck-ups (1) )
How to Make It More Effective
To ensure the program is truly motivational, consider these best practices:Use Clear Criteria: Define specifically what "above and beyond" means to ensure transparency and fairness.
Ensure Regularity & Fairness: Make it a consistently fair, and perhaps peer-nominated, process, rather than a subjective manager-only decision.
Reward Individually: Consider non-monetary rewards that align with individual preferences, such as extra time off or public shoutouts.
Consider "Team of the Month": To avoid toxic competition, move from individual rewards to rewarding teams.
Focus on Instant Appreciation: Supplement it with regular, real-time recognition rather than waiting for a monthly award.
Bibliography & References
Bibliography & References
https://en.wikipedia.org/wiki/Mihaly_Csikszentmihalyihttps://www.psychologytoday.com/us/blog/in-practice/202505/how-overthinkers-can-achieve-their-goals(1) https://www.psychologytoday.com/us/blog/rethinking-adult-adhd/202103/how-adults-adhd-can-manufacture-motivationhttps://medium.com/change-your-mind/feeling-lost-this-was-richard-feynmans-honest-letter-to-his-lost-student-607d334c4eb7
Leadership Styleshttps://www.idealist.org/en/careers/quiz-leadership-stylehttps://psychcentral.com/quizzes/leadership-style-quiz
Diificult Employeeshttps://dribbble.com/shots/2760355-Difficult-Employees-infographic/attachments/561986
Employee of the Monthhttps://uniquedevelopment.com/employee-of-the-month-is-a-bad-idea/https://www.reddit.com/r/smallbusiness/comments/1ko6rey/are_employee_of_the_month_awards_demoralizing/https://letsgrowleaders.com/2021/06/21/how-your-employee-recognition-program-can-destroy-morale/https://www.dairyherd.com/news/employee-month-award-flawed-concepthttps://ashwinnaik.com/really-do-you-still-have-employee-of-the-month-you-know-its-a-waste-of-time/https://www.linkedin.com/posts/gauridevidayal_hospitality-culture-leadership-activity-7389903223870046208-w6Cihttps://karen-amplifyhr.medium.com/pros-and-cons-of-the-employee-of-the-month-44ba82c7e7e(1) https://medium.com/design-bootcamp/the-employee-of-the-month-trap-dd06da384477
Leadership Styleshttps://www.idealist.org/en/careers/quiz-leadership-stylehttps://psychcentral.com/quizzes/leadership-style-quiz
Diificult Employeeshttps://dribbble.com/shots/2760355-Difficult-Employees-infographic/attachments/561986
Employee of the Monthhttps://uniquedevelopment.com/employee-of-the-month-is-a-bad-idea/https://www.reddit.com/r/smallbusiness/comments/1ko6rey/are_employee_of_the_month_awards_demoralizing/https://letsgrowleaders.com/2021/06/21/how-your-employee-recognition-program-can-destroy-morale/https://www.dairyherd.com/news/employee-month-award-flawed-concepthttps://ashwinnaik.com/really-do-you-still-have-employee-of-the-month-you-know-its-a-waste-of-time/https://www.linkedin.com/posts/gauridevidayal_hospitality-culture-leadership-activity-7389903223870046208-w6Cihttps://karen-amplifyhr.medium.com/pros-and-cons-of-the-employee-of-the-month-44ba82c7e7e(1) https://medium.com/design-bootcamp/the-employee-of-the-month-trap-dd06da384477
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