Category Archives: Motivation

Way to go!

Posted on by
2

My daughter Shannon works in customer service, and she is cursed, screamed at and verbally abused on a daily basis. One day, however, the clouds parted and sunshine came in the form of an extremely happy customer. This person was delighted with Shannon’s speedy and effective help. This customer was so delighted that she wanted to share her feedback with Shannon’s supervisor, even though she had to wait on hold for several minutes to speak with the boss.

It was a great day for Shannon and her boss, who both got to take a break from problems, complaints and drama and revel in what was going right.

How much time do you spend problem-spotting versus applauding your people’s great actions and results?

Do it now, before the distractions of your work put it on the back burner again. Write an email, send a note or go tell someone in person that what they are doing makes a difference. You’ll make someone’s day amazing…and yours will be better, too!

Why are you still reading this?

 

Need creative ways to focus on the positives? Contact Humanergy.

Photo from istockphoto.


Your leadership dreams

Posted on by
1

Leadership is more than dreaming, but the power of imaginative thinking is sometimes underestimated. What can leaders gain from straying away from facts and reality to connect with new aspirations and potential?

You can remove constraints. You may be narrowing your vision of personal and professional success. Sometimes we operate on autopilot and do what others expect us to do. Or we quickly dismiss a new course of action because it is unfamiliar and unsafe. Structured dreaming allows you to mentally test drive the road not taken.

You will be more open to opportunities. You may never know how many potentially life-changing turning points you have missed because you were not open to them. Having a vision for your future primes you to recognize opportunities that would otherwise have been invisible.

You will be better able to enable others’ dreams. Being in touch with your own aspirations will help you encourage others to reach their own. You will understand the power of a life purpose and work to connect people with what they were meant to do.

You will be more directed. With your picture of future success as a guide, you will structure your time better. Distractions like aimless web surfing will be less attractive, as you spend your available time on advancing your dream. Even if your dream won’t be realized right away, you will take the necessary small steps to advance your future.

You can connect with a higher purpose. Some people dream of professional or financial success. Consider what else you want to achieve that cannot be bought or is less tangible? What difference do you want to make in the world?

“You see things; and you say, ‘Why?’ But I dream things that never were; and I say, ‘Why not?’” George Bernard Shaw

 


Start a revolution of kindness

Posted on by
Reply

The other day my ten-year-old was pondering the future of her big sister, Shannon, who has graduated from college and is living and working away from home. Little Maggie wondered if Shannon would stay in Grand Rapids and buy a house there. I told her that houses are expensive, and Shannon would have to save for many years before she could buy one. Maggie’s answer? “Well, I’ll have a lemonade stand and give her the money to help out.”

I didn’t dampen Maggie’s enthusiasm by informing her of the microscopic nature of her gift. No act of kindness is meaningless. The interaction did make me think of times when I didn’t do something nice for another person, thinking it would be too little or too late. Have I stopped myself from expressing a kind word, thinking it might be inadequate to the situation? Or, when have I not taken the time to reach out, when it would have made someone’s day better?

What difference does simple kindness make to the quality of our leadership? Thoughtless, selfish leaders may be able to get the job done in the short run. However, they will not create the type of employee loyalty and sense of ownership that are the hallmarks of a resilient, successful organization.

Leaders can and should model generosity of spirit. How can we, as leaders, celebrate and evangelize thoughtfulness at work?

Look around. Tunnel vision abounds; people are maxed out with work and highly focused, and they often don’t notice what is going on with co-workers unless it directly impacts their work. Take time to notice the demeanor of your people. Then you’ll see where a touch of care might be most needed.

Be courteous. Pretty elementary stuff, but manners are incredibly important. In our rush to get things done, we can forget the basics. “Please” and “thanks” go a long way, especially when accompanied by a genuine smile.

Identify greatness. “That report was thorough and concise. Well done.” Specific feedback about what went well feeds the spirit and boosts morale. It also helps people replicate high performance, since they know the qualities and outcomes that made the difference.

Ask questions. Take a break from passing on sage advice, and ask a question or two. I love Michelle Price’s blog post called 12 Most Simple Acts of Kindness as a Leadership Tool. When you ask, “How are you?” make sure you really listen to the answer.

Organizations need people to work together effectively to accomplish goals, overcome problems and create lasting solutions. It is not always fun, and interpersonal friction can create noise that gets in the way. Counteract the ambient negativity with a daily routine of simple, thoughtful actions. Think big by doing small things. It only takes a few seconds each day to start a revolution of kindness.


Maintaining motivation in crazy times

Posted on by
1

You’ve decided to become a better project manager/crossword puzzler/paintball player. You start off strong, working diligently on your goal. Then reality hits, life gets hectic and your momentum fades.

Regardless of what you want to improve, you can learn from the experiences of experts who help people attain their fitness goals. They understand how difficult it can be to keep commitments, especially when other priorities encroach and motivation sags. Advice from Davey Wavey (could that be his real name?), a fitness coach and blogger, includes working with a personal trainer, scheduling monthly check-ins, recruiting a workout buddy and taking a “before” picture. How can these tips apply to your non-fitness goals?

Get a coach or mentor. A one-on-one coaching relationship provides structure, focus and an external perspective, among other benefits. If you don’t have the ability to hire a coach, partner with someone who will mentor you. While subject matter expertise is wonderful, one of the most beneficial skills a mentor brings is the ability to ask great probing questions. Discuss your goals, ground rules and mutual expectations up front. Don’t forget to include how this person can help you overcome roadblocks and keep this development plan a priority. Remember that even if you have a coach or mentor, you still drive the process and must do the work that will create lasting change.

Assess progress monthly. For some goals, you may need more frequent intervals, but don’t let too much time pass without taking stock of what you’ve done (or not done). For your progress assessment to be useful, you will need to set your plan up right. Focus on one thing, make sure you can measure it and find an easy way to track your progress. Set up a reward schedule so that there are positive consequences for achieving your interim goals. Conversely, you could create a negative incentive, if that creates more motivation.

Partner with those around you. Enlist coworkers or others in a position to observe you. Ask them to give you feedback on your progress. Make sure that they know that you want the good, the bad and the ugly – no censoring the truth. Ask for the feedback to be as explicit and immediate as possible, so that you can take action to improve right away.

Remember where you were. It can be easy to give up because you don’t think you’re progressing fast enough. As you begin to lay out your improvement plan, document the current state. Note how well, how often or with what complexity you do the behavior now. Periodically review this to remind yourself of your real improvement and boost your morale.

The first step in creating a plan for improvement? Make sure that the focus you choose comes with a compelling “why.” If you don’t feel an imperative to change, no amount of external structure will maintain motivation over time. Choose your focus wisely and be conscious of the choices you make each day – to continue to progress or to allow distractions to derail you. As George Eliot said, “The largest principle of growth lies in human choice.”

Have a question about this topic or want some input from Humanergy? Contact us!

Photo courtesy of stock.xchng


In defense of Reply All

Posted on by
1

A recent blog post by Mike Figliuolo called Email Stupidity: Reply All Cuts Both Ways advocated that the Reply All button should be eliminated from email applications. His concerns were around inappropriate use – like using Reply All to share criticism. The only reason he could conceive of using it was for sharing praise.

We vote “yes” for sharing praise. Here are some other situations where Reply All is useful:

Corrections. Occasionally there are mistakes in emails, so rather than let miscommunication fester into something worse, send a Reply All response to clarify the facts. Don’t point fingers, and do share only the essentials necessary to clarify the situation.

Share learning. If you have insight into a best practice or have a great idea that would help others, use Reply All and share it. Not everyone will apply it, but it may make life easier for those who do.

Align on performance goals. You want to improve. You have created a plan and need others’ mentorship, support or guidance. Reply All helps keep people in the loop about your progress and how they can assist you in moving forward.

Give and get input. You have a question that would benefit from the team’s input. Rather than waiting until the team meeting, send out an email and ask people to Reply All so that the team can share their thoughts.

True enough, Reply All can be a pain if it’s overused, or if the emails are too long. (Brevity is always best with email, but too often that wisdom is ignored.) As Elbert Hubbard said, All noise is waste. Using Reply All selectively should not contribute to the noise, but lessen it.

Have a question or want some input from Humanergy about this topic? Contact us and we’ll get right back to you!


Passionate leadership

Posted on by
2

You show up every day and work diligently. You strive to exceed expectations. But are you a passionate leader? Passionate leaders love their work and it shows in their attitudes and actions. How do you recognize and develop your leadership gusto? Passionate leaders:

Sustain commitment. Even when times are tough, passionate leaders continue to enthusiastically engage in the work at hand. They keep their people focused on the right stuff and adjust to changing conditions without compromising their values. Passionate leaders never waver in their optimism and belief in the organization, its goals and its people.

Ignite passion in others. Just being around a passionate leader helps people discover what really makes them tick – their purpose and passion at work. The passionate leader doesn’t just assume that this inspiration will happen on its own; she orchestrates it through getting to know her colleagues and tapping into what really drives them to be their best.

Have a burning desire to make a difference. Passionate leaders have a fervent need to make a difference in the world. They aspire for more than the next promotion or acquisition. Their focus is on the organization, its people and its impact. They have an irrepressible desire to enrich people’s lives and recognize that the best way to make a difference is to continually feed the strengths of the organization’s people.

Roll up their sleeves. Passionate leaders don’t step in to rescue people, only getting into the trenches when they must. They get out of their offices, listen to and talk with others, so they know enough about what’s going on to be the catalyst for others to achieve greatness.

Take care of themselves. Passionate leaders know that a fire can burn bright and then extinguish without attention. They have the stamina to energetically address challenges because they know when to step away and refuel.

W. H. Auden said, “No person can be a great leader unless he takes genuine joy in the success of those under him.” The passionate leader takes joy in many aspects of work – and knows how to both focus and share that enthusiasm for the best results.

Have a question or want some input from Humanergy about this topic? Contact us and we’ll get right back to you!


Winning hearts and minds

Posted on by
1

Although typically thought of as a military strategy, leaders in other organizations must also win the hearts and minds of their people. The reality is that if you lose your people’s hearts and minds, then you will have lost their passionate engagement in the organization. They may still show up, but they will not devote their full emotional and physical energy to the job at hand. How do you win hearts and minds?

Speak directly. Like Voice of America, the U.S. government-funded radio broadcasts during the Cold War, you need a direct way of communicating with the organization’s people. Not all messages need to come directly from the top leaders, however mission-critical communications must. Use email or telecommunication to make it more feasible.

Make your message clear. Think about the one or two take-aways you want people to remember. Then plan carefully to ensure that your message is unmistakable. Use plain language, and keep it brief. If people need to take action, make the next steps unambiguous.

Challenge disinformation. You may not encounter an active counterinsurgency, but rumors and misinformation are probably inevitable. Don’t wait for rumors to die out on their own. Address  inaccuracies and falsehoods that surface, so that people don’t get distracted or confused.

No platitudes. In the end, hearts and minds are won by what you do, not what you say.  Listen. Provide a balance of challenge and support. Share decision-making. Encourage innovation. All of these efforts make a real difference in people’s work lives and build loyalty, engagement and satisfaction.

Don’t rely on charisma. Personal charm is important, but not sufficient. Humility, integrity and honesty are the foundational keys to keeping people on board for the long haul.

You may not be waging a war, but you do need to attend to the hearts and minds of the organization’s people. The payoff? Folks who not only are dedicated to their work, they also have enthusiasm and zeal for the work that is unmatched by your competition. That’s a battle well worth winning.

Have a question or want some input from Humanergy about this topic? Contact us and we’ll get right back to you!


Weeks Peaks and other great ways to celebrate daily success

Posted on by
5

sparklerFriday evenings are wonderful. We’re usually taking a  breather after a hectic week. We’re enjoying a little time with friends and families. And for those of us lucky enough to be associated with Humanergy, we get to read Weeks Peaks!

Weeks Peaks is the creation of Karen, our fabulous business manager. Each Friday before she leaves for the weekend, she sends out an email that contains bullet points of news – rave reviews from a client, personal milestones, funny stories – anything that is significant in the life of our Humanergy “family.”

Weeks Peaks aren’t hard to put together. Because Karen’s the hub of our office, she is privy to the news of each day. When something notable occurs, she types that into her staged Weeks Peaks draft in Outlook. That makes constructing the email easy, since she doesn’t have to remember the highlights from the week. Most Weeks Peaks are about 7 bullet points – so no major creative writing is required.

For many of us, opening our email at 6:00 p.m. on a Friday is the highlight of the week. We look forward to it, even create rituals around it. We leave the family in the other room, sip a comforting beverage of our choice and settle in to revel in the stories of the week. We stay connected, learn more about each other and feel part of something meaningful, even if we’ve spent the whole week with clients away from the office.

How can you find ways to share and celebrate regularly, without making it an onerous task?

Ahhh….can’t wait for Friday!

Have a question or want some input from Humanergy about this topic? Contact us and we’ll get right back to you!


Why praise employees? Isn’t pay enough?

Posted on by
Reply

AX075908Grow up. Do your job. Don’t expect to hear about it when things go well. I pay you to do a good job.

These words may sound a bit harsh. But they reflect the attitudes of some leaders who wonder why they have to nurture (coddle) their people. After all, isn’t their bi-weekly paycheck enough?

Sorry, it’s not. Your people may not tell you this, but they do like to hear when they’ve performed well. In fact, research shows that recognition for good work releases dopamine, a brain chemical connected with positive emotions like satisfaction and enjoyment. Employees who receive regular praise have higher productivity and lower turnover, and they make fewer mistakes.

How can you feed employees by recognizing what’s going well, even if you’re not naturally a warm and fuzzy type?

First identify key drivers of success. What specific thinking and behavior will lead to the desired outcomes? Those are what you should be looking for and applauding.

Keep it real. Don’t invent something or recognize an inconsequential act. Employees know the difference between meaningful commendation and faint praise. Likewise, don’t ease up on standards or lower expectations.

Be specific. While a good job comment might be welcomed, saying the report was detailed and contained exactly what we needed is more instructive. Make sure to recognize not only effort but results.

Track when you do it. Gallup research indicates that each employee should be praised at least every 7 days to maintain optimum levels of engagement. If you have lots of direct reports, you’re probably ready to give up right now. Don’t. A weekly email outlining what’s gone well with the team is better than nothing. Efforts toward a routine acknowledgment of achievement will pay off in the long run.

Combine praise with support to grow. The highest praise may be more responsibility. But don’t just thrust your up-and-comer into a new role. Provide coaching, mentorship, training and other support to ensure that she thrives.

Feeding with praise does not require flowery speeches or candy and flowers. Regular, heartfelt statements work. Catherine the Great once said, I praise loudly, I blame softly. Maybe that’s part of why she was Great.

Have a question or want some input from Humanergy about this topic? Contact us and we’ll get right back to you!


Motivating staff during challenging times

Posted on by
2

light-in-darknessHow do you keep employees motivated when times are troubled? If your go-to motivation strategy is a bonus or pay raise, you may be in trouble. What are other techniques that are even more powerful than financial rewards?

Give people interesting work. People want to keep them growing and learning. Provide enough autonomy so that people can express their unique contributions while they also address the organization’s needs.

Redouble your efforts to communicate. Give people frequent status updates during a crisis. Allow them to ask questions and then answer them to the best of your ability. Open communication derails rumors, gossip and misinformation.

Share both reality and hope. An earlier blog post featured the Stockdale Paradox – a mixture of 1) faith that you’ll prevail AND 2) discipline to confront the most brutal facts of your current reality. Share both the grim realities and the reasons you’re going to not only survive, but thrive.

Be around and really listen. With so many important ideas to share, it might be easy to stop listening. Get out of your office and find out what’s on people’s minds. Then you’ll know what/how to communicate.

Make light of things. In fact, be a bit silly. Start a “joke of the week” contest. Tell your team it’s “bring a banana to work day.” You surprise them with ice cream and other toppings for banana splits. Levity defuses tension and builds camaraderie, but keep the jokes clean and poke fun at yourself, not others.

Things may seem gloomy now, but you can provide a light in the darkness to calm the people around you. In the process, you may also find that the steps you take to keep people engaged and motivated in crisis are the very things you should have been doing all along.

Have a question or want some input from Humanergy about this topic? Contact us and we’ll get right back to you!