Focus on Matter - Benchmarking Group Performance for Intrinsic Motivation!
by Dr. Jeff Magee, Ph.D., PDM, CSP, CMC
Executive Summary: Knowing what aspects of leadership within group dynamics excite others is essential to getting a group to give 100 percent, 100 percent of the time.
Being able to quietly motivate individuals within a group dynamic, so as to infuse energy throughout a team for group commitment and combined talent application for greater accomplishment, is critical in today’s lean teams with a mean market.
In our work with top performing military groups, volunteer associations, Fortune 100 firms, and leading businesses it has become clear that when a leader can play to any one of, combination of, or all six essential variables, than intrinsic motivation is built. The next time you are working with a group and the goal is to allow them to unleash their raw energy and talent on a goal, than consider enrolling their commitment by:
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- Choice – Allow individual participants to make their own choices in respect to WHAT they may choose to work on or when to tackle aspects of a job, without being spoon-feed each step.
- Decision – Allow individual participants to make their own decisions as to HOW they may perform the functionality of their job or HOW they will do a function. If HOW someone wants to do their job may not be how you would do the job, than always default to the question of who will be the labor: You, them, or us.
If it is not you, then always default to three core questions before letting them loose to execute the act their way: Legal, Ethical, Cost Effective. If their action plan as to HOW they want to proceed adheres to those three areas, then always allow the other person to execute their action plan as to HOW they want to proceed, even if it is not exactly how you would address it!
- Creativity – Provide for a safe environment for individuals to look at creative alternative ways to approach work, challenges, and problems. Reward out-of-the-box thinking that yields greater net results.
- Feedback – Ensure that behaviors are reinforced for success and behaviors are improved for deficit actions. For feedback to have its’ greatest affect, it should be: Immediate; Fair; Action plan oriented.
- Challenge – The work needs to always be challenging for the participants. Look at what you are about to task someone and consider how you can push that work to elevate participants performance to greater levels. When work is challenging, heads tend to be “in the game”, accidents tend to decline, and active ownership by individuals tends to increase. Conversely if the work is not challenging, people may become complacent, bored, distracted, become mentally engaged in crafting an exit strategy from your employment and accidents tend to increase!
- Competition – Consider ways to increase motivation and ownership by individuals by creating a healthy environment where by people may be challenged to greatness. In that we tend to compete against only three forces within nature, there are three ways to compel energy forward: Compete against something else; Compete against someone else; Compete against our self!
Studies consistently reveal people have significantly more energy, enthusiasm, and commitment when implementing their own action plans, as opposed to those prescribed to them by management!
When benchmarking group performance for intrinsic motivation, it is the responsibility of the managerial-leader to observe ways to grow, push, and support their respective team. While these six actions may appear as quiet behavior, they leave a very loud sound of self accountability and enhanced self esteem for the individual at the receiving end.
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Jeff Magee, Ph.D., PDM, CSP, CMC is a highly sought after, content-rich platform speaker, author and consultant, who works with individuals and business that wish to greatly increase their productivity and profitability through business and leadership training without limits. He can be reached at Jeffrey@JeffreyMagee.com, toll free 877.90.MAGEE (877.906.2433) or www.JeffreyMagee.com for more information. For more power skills and ideas, check out any one of our 20 best-selling books and audios at www.JeffreyMagee.com/library
.asp . For more ideas on “Managerial-Leadership” effectiveness get your copy of THE MANAGERIAL LEADERSHIP BIBLE! ISBN# 0-9718010-5-3 / $39.95, Performance Publishing, ©2005 by Dr. Jeffrey Magee at your local bookstore or a personalized copy on-line at www.JeffreyMagee.com/library
.asp ).
PDM
is the highest certification accreditation for Professional Direct Marketers / CSP is the highest certification accreditation for Certified Speaking Professionals (fewer than eight percent of all professional speakers in the world hold this certification) / CMC is the highest certification accreditation for Certified Management Consultants (fewer than one percent of all organizational management consultants in the world hold this certification)
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