Where does truly effective power in management originate? Effective managers either intuitively know or have learned through trial and error that real power comes only through empowering those around you
By 2015, according to Gartner, 40% of Global 1000 organizations will use gamification as the primary mechanism to transform business operations. Gamification can help organizations make the workplace more engaging and productive.
We're generally intelligent people...so why do we do such dumb things? One of the best ways to explain our counterproductive behavior is the Ladder of Inference. This elegant model was first developed by Chris Argyris, building on the work of...
“To be motivated means to be moved to do something. A person who feels no impetus or inspiration to act is thus characterized as unmotivated, whereas someone who is energized or activated toward an end is considered motivated. Most everyone who works or plays with others is, accordingly, concerned with motivation, facing the question of how much motivation those others, or oneself, has for a task, and practitioners of all types face the perennial task of fostering more versus less motivation in those around them.”
- Ryan & Deci, 2000, p.54
Many motivation theories treat motivation as a unitary concept, which creates a continuum of more or less motivated to do something. Yet, as Ryan and Deci (2000) note, even a little reflection suggests that motivation is far from that. People experience difference kinds of motivation on top of having different amounts of motivation. The orientation or type of motivation concerns the underlying reasons, attitudes and goals that give rise to motivation; in short the reason “why” we do some things and not others.
According to Stanford University’s Carol Dweck, the psychologist behind the much-praised book Mindset: The New Psychology for Success, the attitude that we bring to our creative work—and to mentoring our juniors—can play a huge role in shaping just how much of our inborn talents we realize.
If we believe that someone’s talent is fixed—including our own—we are effectively writing off any options for growth. But if we believe that talent, or intelligence, or any other ability, evolves as a result of how much effort we put in, the opportunities are endless.
I chatted with Dweck to learn more about how a “growth mindset” can impact creative achievement on a personal and a professional level.
Giving feedback to someone is a “moment of trust” – an opportunity to either build or erode trust in the relationship. If you deliver the feedback with competence and care, the level of trust in your relationship can leap forward. Fumble the opportunity and you can expect to lose trust and confidence in your leadership.
By Mari Selby The secret to motivation for each of us may be a little bit like trying to find the proverbial and elusive, perhaps mythical fountain of youth. Important goals may seem to take a frustrating amount of time and effort to achieve. And the mere thought of such exertion [...]
Ahoy! Did you know that 7 out of 10 employees are dis-engaged, and 2 out of 10 are actually trying to sink your boat? Watch and learn the latest employee engagement research, and learn what engaged employers can do to keep their organizations afloat..
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