Born To Win
Issue No 22
Born To Win
Issue No 22
Ten Sure-Fire Ways To Maximize Employee
Quotes To Motivate
U.S, Canada, Srilanka, Singapore, Abu dhabi, Germany,
Uk...No. I am not about to show off my knowledge of geography.
Born To Win now reaches these and more countries with a readership
transcending the national borders. Though we remain committed to
Training for Success in India, the larger commitment is to the success of each and
everyone of us across the world. I always believed that
exchange of knowledge and resources transcending borders goes a long way
in the dream of One humanity, One world.
So thank you friends for taking your magazine all
over. Let's work towards bringing success to all. In whatever
small ways we can. Each bit adds up to a sizeable chunk and all the
chunks makes for a mighty mountain.
In this issue we have made interesting additions too with
more content which I am sure would be appreciated by you.
I am also happy to introduce Dr. Tom Olson with his
article Ten Sure Fire Ways To Maximize Employee Performance as the lead
feature. Dr. Tom Olson is a well
known coach and speaker from Canada.
So friends spread the good word.
Please forward it to friends and colleagues whom you think will benefit
from the ezine. Don't forget to send in your bouquets and if you
wish so brickbats too.
Ten Sure-fire Ways to maximize Employee
By Dr. Tom Olson
people know what you expect. If people know what's
expected of them, that's what they'll
do--if they don't know what's expected, they'll do something else. Communicate
clear and unambiguous performance expectations and hold people accountable for
2. Be a systems thinker. Remind people of
their interconnectedness and that something happening in one area affects all
other areas. If people know how what they do impacts on others, they'll try
harder to do it well.
3. Keep people informed. Don't assume that
others can read your mind. If there's something going on, let them in on it.
Without information people invent it and the human tendency is to think the
worst. A well-timed word can prevent a lot of worry.
4. Let people "own" their jobs. Remember
your first car and how you felt about owning it and how hard you worked to keep
it clean and in good running order? Well the same hold true for people's jobs.
If people feel ownership of their job,
the harder they will try to take care of it
and do it well.
5. Establish a feedback culture. Things go
wrong probably no more than five or ten percent of the time yet we spend ninety
percent of our time belaboring those few things. We probably only spend ten
percent of our energy talking about the ninety percent of things that are done
well. Spending more time providing feedback about the positive outcomes makes it
easier to talk to people about those that are
negative. Passing on a good word about
someone or providing deserved praise or recognition doesn't diminish you in any
way. It doesn't take any light from your candle to light someone else's.
Feedback truly is the breakfast of champions
and people who feel like champions act like
6. Share your power. Invariably when I ask
people in my training sessions who has power in the room they point to me. To an
extent that's true. I do have power but only if the group gives it to me. When
we're given power, there is an expectation that we will use it responsibly.
People who use power responsibly shun manipulation and intimidation and focus on
what they can give to others rather than on what
they can get. They share their power,
giving others the opportunity to influence events and situations. And, like the
biblical direction about "casting your bread upon the waters," the return is a
thousand fold. Those with whom the power is shared give it back in greater
measure and the mutual ability to influence is enhanced. Simply put, power
shared is power gained.
7. The coach, not the players get fired.
When a sports team performs poorly, the coach is fired, not the players. And the
players, not the general manager, fire the coach. How does all of this work?
Quite simply, the coach fails to provide the conditions that motivate players to
maximize their performance and, as a result, they play just hard enough to keep
their jobs. "Spoiled athletes," you might
say. "The money they make should be enough
to motivate them!" Which leads to eighth key:
8. Money only keeps them coming back. Take
it away and they won't come at all but more of it will do nothing to make them
work or play harder.
9. Treat your people like volunteers. Have
you ever noticed how hard volunteers' work, how dedicated most of them are, how
much time they give to their volunteer organizations? Why is that? Well
mostly because others recognize and appreciate their skills. Often volunteers
are given important jobs that carry large responsibility. Recognition and
opportunity are what drive volunteers. Treat the people who work with you like
volunteers and the results will amaze you.
10. And finally, remember that happens
while you're there doesn't matter--it's what happens when you're not there that
ABOUT THE AUTHOR
Dr. Tom Olson 2004, all rights reserved. Dr. Tom Olson is
the author of Don't Die With Your
helmet On. Visit
http://www.Dontdiewithyourhelmeton.com for more information about Dr. Tom,
the book and his work
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