So many leaders and managers bring to their leadership and management an underlying assumption about their employees that the only way to motivate them to perform at a high level is to use a reward and punishment model of motivation, the old carrot and stick approach. They do, however, use a much more sophisticated management language to describe it. The underlying message is: “If you do what we want you to do you will get a carrot and if you don’t do what we want you to do you will get the stick.” This is extrinsic motivation. There is considerable evidence that employees whose work is solely extrinsically motivated don’t end up being the kind of employees who are engaged in your organisation and want to give 150%. Their only motivation often is what they can get from your organisation, not what they can give. Daniel Pink tweeted that carrots and sticks are so last century and that in his book on motivation – DRIVE – he says that for 21st century work, we need to upgrade to autonomy, mastery and purpose.Read More
Every year Gihan Perera invites a group of empowered and empowering professionals in the personal and professional development field to contribute some inspirational ideas to a book on how they can expect more from the following year. It has been my privilege to be invited to contribute for many years now. This year my article is on 5 Steps to Motivate High Performance in Your People in 2017.
My gift to you at the end of this year is a copy of this book. I hope is that some of the ideas in this book will help you have a very successful year in 2017, one that sees you jump over obstacles, and achieve the goals you set for yourself.Read More
Do you feel stuck on the career ladder? Do you feel you are going nowhere fast?
You are ambitious. You want your career to move on and up. You want fulfilment and challenge in your work. You also want to enhance and expand your skills by being given new opportunities and promotions. Yet it is not happening.
So what do you do? Do you go back to university and get some more qualifications? Do you move to another organisation? Do you change careers?
Sometimes none of those are possible and you have to stay where you are, so how do you do that and stay engaged, empowered, productive and grow your career in such an environment? Here are 14 key actions for doing just that and moving your career on and up.
Leadership is such a contested concept. There are all kinds of theories, ideas and beliefs about what makes a great leader. When I went on to Google and typed in What is Leadership, in 33 seconds, Google threw up 464 million entries. Yet there are 5 key skills that will empower leaders to manage whatever challenges they face in leading their teams and organisations into this uncertain future. They are self-awareness, resilience, pro-activity, resilience and work/life integration. They will enhance leaders’ self-leadership. They are what we call the soft skills for leadership that are now seen to be an essential complement to the technical skills of our profession or industry sector.Read More
If you want to be a high performer today you need to fearlessly, courageously and pro-actively embrace exponential growth. This is growth that just keeps on coming. It never stops to give you breathing space. It can overwhelm if you don’t know how to move with it. It is, however, the kind of growth that enhances your ability to manage the uncertainty, unpredictability and complexity of today’s world.
To embrace its empowering excitement and ride its challenging relentlessness, you need to move out of your comfort zone and stretch yourself where you will discover potential you never knew you had. More significantly, on the way, you will gain insights into the intrigues of how this new economy operates. This empowers you to work more effectively within it, provoking even further growth and ultimate success.Read More
Interruptions at work are the bane of people’s lives and they see them as one of the greatest challenges to them effectively managing their time. This is why an article by Doug Conant that I’ve linked to here is so important and helpful – Why Leaders Should Embrace Interruptions. As a top CEO of large companies Doug, himself, had experienced this as a major problem and rather than let it continue to be a problem, he reflected on how he could turn it into a positive. He explains how he has done this in this article referred to here and in his book “TouchPoints”.Read More
Discovering the work of Tony Schwartz about 7 years ago via a Harvard Business Review article, Manage Your Energy, Not Your Time, had a profound impact on me and the way I think about time management.
Tony is the President and Founder of The Energy Project, a global “consulting and training company that provides organisations with a detailed roadmap for building and sustaining a fully energised workforce”. He says that they help “leaders and managers become ‘Chief Energy Officers’ by taking responsibility for mobilising, focusing, inspiring, and regularly renewing the energy of those they lead.”
One of the key points Schwartz makes is that while time is “a finite resource”, after all there is only 24 hours in a day, energy is not. You can expand, recharge, renew, develop and enhance your energy. You can learn ways to do that. You can stop doing the things that drain your energy for starters and use that time to do the energising work that empowers you. Have you noticed how high energy people never seem to be stressed or overwhelmed? They always seem to have time for what they deem to be important to them.
In his article Managing Your Energy, Not Your Time, Schwartz gives a number of practical examples of how he has developed these energy management skills in organisations that make it quite clear that managing your energy can really result in much higher performance.Read More
Two people look at the glass. Each person explains differently what he/she sees. One says the glass is half empty. The other says the glass is half full. The glass half empty person tends towards always seeing the negative first and focuses on lack and scarcity. That person is a pessimist. The glass half full person always sees the positive first and focuses on abundance. That person is an optimist. Which one are you?
Be a glass half full person and watch what happens when you be that kind of person consistently over a period of time.
The glass half empty person attracts negativity, emptiness and hopelessness. When you spend time around these people you can very easily feel oppressed as if there is a heavy weight on your shoulders. You feel quite dis-empowered.
The glass half full person, however, exudes positivity, fullness and a “Can Do” attitude. When you spend time around them, you feel everything is possible. You feel buoyed up. You feel very empowered.
This difference between glass half empty people and glass half full ones explains why some people get all the opportunities and other people miss out.Read More
Every time you suppress some part of yourself or allow others to play you small,
you are in essence ignoring the owner’s manual your creator gave you
and destroying your design.
– Oprah Winfrey
These words really resonate with me because I believe that each of you is unique, created one of a kind, with so much potential waiting to be unpacked and explored. This is why you are here on this earth – to become truly who you are meant to be. This applies equally to your professional life.
Yet many of you suppress parts of yourselves, too frightened to take the risks that will see you shine. You take on board and believe those who play you small and keep you in your place. As a result you develop loads of limiting beliefs about yourselves that see you drive through life with your foot on the brake.
This blog is a motivational challenge to you to reflect on what your limiting beliefs are and break through to an empowered, pro-active You.
What is stopping you from reaching and living your potential?
Or should it be: Who is stopping you reaching your potential?Read More
Have you ever noticed that when you are working in flow on a particular theme or issue or with a specific group of people, that it seems like the Universe vibrates with you and opens up to you, or sends your way, the very best people or inspirational information on that theme or issue? That’s happened for me too many times in my professional life for me to believe it is co-incidence.
As you know from my last blog on How To Become Politically Savvy – Rising Above Office Politics, I have been conducting workshops around this theme of Office Politics. So when Michael Chang Wenderoth’s article from Harvard Business Review landed in my in-box with such a pro-active title – Great Leaders Embrace Office Politics – I had to read it. Not only that I copied and saved it to a folder on my computer. It makes a point that is very important for all of us to take notice of.
Top executive leader, Jill, does everything right, but still misses the promotion. Why?