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How To Re-Discover Your Motivation

How To Re-Discover Your Motivation | Peak Performance | Scoop.it

Companies spend a lot of time and money trying to motivate their employees.

 

But when was the last time a mug with your company’s logo or a coffee shop gift card made you truly excited? Real motivation doesn’t come from external rewards--it comes from making some shifts in how you think about your situation, says San Diego, California-based personal empowerment expert Susan Fowler. 


“Give a whale a fish and it’ll jump as high as you want. Give a pigeon a pellet and it’ll turn 360 degrees. That whole animal behavior theory is what the workplace is built on. We’ve got to get away from that because we’re not pigeons and we’re not whales,” she says.


Via Vicki Kossoff @ The Learning Factor
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Vicki Kossoff @ The Learning Factor's curator insight, July 22, 2014 6:45 PM

Changing the way you think and adding a few key habits can help you get back the motivation that you lost somewhere along the way.

Graeme Reid's curator insight, July 22, 2014 8:49 PM

Once you make the connection between what you’re doing and how it relates to something that matters to you, you’re going to be more motivated.

Birkbeck Careers & Employability's curator insight, July 23, 2014 11:41 AM

An interesting take on employee motivation - do you agree?

 

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The Real Costs of Keeping a Toxic Employee

The Real Costs of Keeping a Toxic Employee | Peak Performance | Scoop.it

You know the type. They can't work with others. They're negative, volatile, and often disruptive. Some people call these toxic employees "bad apples." 

 

Another way to think of them? "Hurricane" employees because the damage they cause extends far beyond themselves. 

 

Michelle K. Duffy, a professor at the Carlson School of Management at the University of Minnesota, says that hurricane employees can affect each organization differently. But, in general, they have the ability to "destroy the social fabric of the organisation by creating friction, drama, tension, and hostility among other employees".


Via Vicki Kossoff @ The Learning Factor
Tony Phillips's insight:

I think we can all relate to this ;)

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Vicki Kossoff @ The Learning Factor's curator insight, November 20, 2013 5:30 PM

Stellar performance doesn't excuse bad behaviour. Check just how much damage one bad apple can bring to your team and your bottom line.

Liz Edgecombe's curator insight, November 21, 2013 4:33 PM

harmony in the work place means the whole team will perform above expectations. Dont be fixated just on output from each individual, there may be some gold hiding  in the team just waiting for an opportunity to shine.

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How to Help an Underperformer

How to Help an Underperformer | Peak Performance | Scoop.it

Don’t ignore the problem


Too often these issues go unaddressed.  “Most performance problems aren’t dealt with directly,” says Weintraub. “More often, instead of taking action, the manager will transfer the person somewhere else or let him stay put without doing anything.” This is the wrong approach. Never allow underperformance to fester on your team. It’s rare that these situations resolve themselves. It’ll just get worse. You’ll become more and more irritated and that’s going to show and make the person uncomfortable,” says Manzoni. If you have an issue, take steps toward solving it as soon as possible.

 


Via Vicki Kossoff @ The Learning Factor
Tony Phillips's insight:

A great article worth practical ways to improve performance. ALL managers should be coached to do this type of thing.

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Vicki Kossoff @ The Learning Factor's curator insight, June 23, 2014 7:37 PM

As a manager, you can’t accept underperformance. It’s frustrating, time-consuming, and it can demoralize the other people on your team. But what do you do about an employee who isn’t performing up to snuff? How do you help turn around the problematic behavior? And how long do you let it go on before you cut your losses?

Frank J. Papotto, Ph.D.'s curator insight, June 24, 2014 12:36 PM

The assumption often is that poor performance is  result of some problem with the performer, but it would be wise to examine the circumstances closely because is it a common bias for people to attribute others failures to them and de-emphasize the situation factors that may be contributing.   Compounding this, we as managers often are biased in seeing our own success as the result of our efforts and failures as a result of happenstance and not our shortcomings— making it still harder for us to see how we might contribute to others' poor performance. 

Jill Miller, SPHR's curator insight, June 26, 2014 6:39 PM

It's tempting to delay dealing with under performers, but they rarely improve on their own. This article provides actionable advice that works in the real world. 

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15 Ways To Make Your Energy Balanced Throughout The Day

15 Ways To Make Your Energy Balanced Throughout The Day | Peak Performance | Scoop.it

According to the Textbook of Biochemistry and Human Biology, energy balance can be equated as, “Energy intake = internal heat produced + external work + energy stored.” Learning how to keep your energy well balanced throughout the day can lead to a more productive and resourceful you. The following 15 points can be the catalyst for a healthier lifestyle, and much more energy.


Via Barb Jemmott
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