12 Principles of motivation

12 Principles of motivation

1) Expect the best from the people you manage.

2) Carefully study people’s needs.

3) Set high standards of excellence.

4) Create an environment where failure is not fatal.

5) If people are going almost where you are going, join them.

6) Rely on patterns to encourage success.

7) Notice and praise achievements.

8) Combine positive and negative encouragement.

9) Use competition sparingly.

10) Actively stimulate cooperation.

11) Create a strength reserve in the group for difficult times.

12) Make an effort to increase your own motivation.

Psychology of motivation

They are not born motivators – they become motivators. The misconception is that no one is able to motivate others. People can do the impossible: Napoleon’s presence was equal to an advantage of 40,000 soldiers; a true leader can motivate us greatly. In every sphere of human activity, there is a void that can be filled by a person who will direct the energy of others to the highest achievements. There are no unmotivated people.

The leader’s task is to direct the available energy to the desires that are most worth it. You motivate people when you find goals that will benefit both parties, and then forge a strong, effective, high-moral partnership. Financial success depends on the ability to lead people, thanks to the knowledge of high technology. When they reached the level where they had to succeed through the efforts of others, they began to stumble on the spot – they did not master the art of acting through their subordinates. Senior managers need 80% skills to work with people.

Goethe: “The greatest genius is not worth much if he pretends to rely entirely on himself.”

Great leaders understand human behavior.

Charles Schwab: “I believe that my biggest advantage is the ability to arouse enthusiasm among people.” Unusual ability to inspire others. The leader must be able to neutralize the negative field – destructive action. They do not panic, but anticipate them and are ready for them. Critical mass effect: carefully select people so that such a combination creates a positive atmosphere. Enthusiasm spreads easily, and people feel motivated when we place them among other well-motivated people.

A wise leader who has identified the most effective employees will quickly establish contact between them. Ten more people can be inspired at a meeting than after ten personal conversations with them. Create a critical mass that generates enthusiasm. The atmosphere of common goals and values ​​shows people the right direction, eliminates misunderstandings and saves time.

Hope for the best

“The main lesson I have learned in my long life is that the only way to make a person trustworthy is to trust him, and the surest way to achieve the opposite is to disbelieve her and show distrust. “

Mary Kay Ash: “I wanted to create a company that allowed women to achieve everything they can with their minds.”

It is our attitude towards people in the classroom or office that will primarily determine the failure or success of motivation. By helping others succeed, he made money himself. Those leaders who sympathize with people and believe in the best intentions of their followers will be able to motivate them the most.

Never thinking that workers are lazy or that nothing will help them has a negative effect. Negative attitudes and emphasizing weaknesses remind people of their shortcomings, and therefore their behavior deteriorates. A positive attitude and focus on strengths remind people of their strengths, and therefore their behavior improves. Everyone, no matter how careless, wants to believe that he has the best of intentions, and he wants others to believe in it as well.

In Bernard Shaw’s Pygmalion, Eliza Doolittle achieves her goal because she is treated like a lady.

Goethe: “If you treat a person, considering who he is now, it will only make him worse. And if you treat her as if she has already realized her potential, you will make her what she should be. “

When we choose a positive attitude, hidden talents begin to appear.

Mary Cash Hey: “My business is educating people who are getting stronger, more independent, more competent. We choose and sell at a profit the things that people want to buy to pay for it. ”

People need an atmosphere where they can improve, hone their skills and look for their individuality. People are unique personalities. It would be worth waiting a while before concluding that what is seen is the whole person. People are not even close to their limits. Our youth need to be told that the best books can still be written; the best pictures have yet to be painted; the best governments have yet to be formed; all the best they have yet to do.

Deep down, everyone has a desire to achieve something, to become someone, a fulcrum, if you use it and show that you believe in the future of people, they will do almost anything to live up to your expectations. A leader must trust his employees more than they trust themselves is that they will be more successful.

Individual motivation plan

It is possible to convince a person of his rightness only when you approach him, take his hand and lead him in the right direction; you shouldn’t shout at her from afar, you shouldn’t call her a fool, you should come to her. The question should have only one purpose – to help others understand what they want, and then help them decide how they will get it. Carefully study human needs. You have to ask a lot of questions about where people are and where they are going, what they believe in, where their vulnerabilities are, what they love and what they hate. Talking about what they want will give you a much better chance of getting what you want. You can get everything you want in life if you help people get what they want.

It is from the conviction that emotional life follows. All people have a belief system, although sometimes deeply hidden, and until we have an idea of ​​this structure until we know what people value and want to achieve in life, a successful motivation plan will not be created. Looking into their past – we are part of what we have encountered. All our motivations and persuasions may be in vain if we do not take into account the circumstances that shaped them. The system of their needs is in a changing state. People’s needs are the basis for motivation. Dissatisfaction – unquenchable desires and the desire for more make motivation possible. A leader who tries to please everyone and lowers standards for some will break all records of inefficiency. You should not be so kind that aggressive people will command you, and constantly dissatisfied people will use you to the last. It is important to consider the needs of the other person.

Looking for perfection

“My parents always told me that people would never remember how long you worked. They will remember how well you coped with the task. “

The most effective leaders are solid as flint. Set high standards of excellence. A successful company has a set of beliefs that distinguish it from many other companies.

The real role of the CEO is to manage the values ​​of the organization. Great companies are characterized by a very strong culture, so strong that you either agree with its norms or walk away. There can be no third. Building a culture requires a practical and firm leader – not despotic and tough, but one who has a firm credo and expects high results from all members of the group. Hardness is a sign of indifference.

Never respect a forgiving teacher and a careless leader; we thank the strict teachers for persistently revealing our abilities. If you don’t make me work, I’m indifferent to you.

Leadership methods may vary, but there is one thing in common – stubborn commitment to good work. You need to have the unwavering determination that no obstacles can stop. The art of reprimand – “one-minute reprimand” – one of the worst traits of a weak manager or parent – is the fear of telling people in your organization that they were wrong:

– Do it immediately;

– Check the information before you start;

– Tell very specifically about what the mistake is, try to criticize the behavior, not motives;

– Demonstrate your feelings: anger, irritation, frustration.

The dream begins with a teacher who believes in you, who pulls, pushes, and leads you to a new height, sometimes driving you with a sharp stick called the truth. Hardness is firmness in the pursuit of perfection, even if it temporarily makes you unpopular. Leadership is winning a competition for popularity. A good father must love his children, but he must not feel their love every minute.

People are inspired by difficulties because only in the struggle with difficulties do they realize their potential. A leader knows how to turn everything he touches into a common goal. Difficult problems and unattainable goals lift his spirits.

Idleness has little to do with happiness.

When students don’t like lessons, it’s the school’s fault that requiring too little of them. You should not encourage people to climb too high peaks. The most motivated people like well-defined goals that remain achievable. We need to make sure that the goals are both difficult and realistic, we must also create a gradual gradation of goals so that people can always feel successful. Optimism is most useful when it is convincing.

Failure management

The leader’s first job is to teach people to fail wisely. Anyone who wants to become a good leader must master the art of inspiring a new struggle after defeat. Unable to recover from failure, they give up their dreams and live to old age in depression and cautious mediocrity. Failure only encourages them to be more determined, and when they stumble, they get up again and look around to learn from their mistakes, and then finish the race with honors.

The reason for lasting success is the ability to fail. A wise leader stubbornly teaches people to learn from their mistakes and not give up the fight. The best managers understand that o subordinates will not be able to avoid mistakes. You need to be able to fail. It is useless to hope for innovation if you do not want to put up with some mistakes. Strong people make just as annoying mistakes as weak ones. The difference is that they strongly laugh at them and learn from them. That’s how they become strong.

A wise leader does his best to inspire those who have returned wounded after battle.

Seneca: “If you are a man, strive for great things, even if you fail.” “Failure has not killed anyone yet”

The motivator knows that the fear of failure can destroy a dreamer with great prospects, and the most important lesson that followers are able to learn is that failure is the grindstone of life. Failures will not last forever.

Formation of internal attraction

I realized that the best way to give advice to my children is to find out what they want and then advise them. Do not teach a child, but form a desire to learn. Motivating yourself is setting goals for yourself. The motivator knows that people have certain goals and beliefs to which they have dedicated themselves, and therefore are already going in a certain direction. A leader who encourages employees to achieve as many goals as possible and thus joins them will be able to dramatically influence their lives. I ask them to set goals for our work together.

People want to have strong leaders with clear goals. A person whose opinion is easy to change will be considered indecisive, reluctant, and frivolous. Fear of inconsistency has the same energy properties as hunger or frustration. Having formed an attitude, we are able to overcome huge obstacles. First, you need to implement a small idea, then a big one, not the other way around.

A professional salesperson relies on a concept – if I speak, it will be in doubt, if they speak, it is true. At first, they make a small commitment, then they demand more and more action in the name of consistency.

Forming and improving the idea of ​​themselves – is a prerequisite for any behavior, specifics in what they want. Decide what you want above all, then write down your goals and plan how you will achieve them. When we set specific goals and define a clear path to achieve them, it can lead to revolutionary change. We need to live in the future and dream about the future. People respond to encouragement, not criticism. To be close to someone who encourages us and encourages us to new heights.

Albert Schweizer: “There will always be people who will convince us to be realistic, who will consider it their vocation to bleed our dreams and ground our lives. But, fortunately, there will always be a few who will encourage our ideals and are happy to join us in achieving our goals. ” If they are going almost where you are going, join them.

The power of a success story

An example is the school of humanity, and it will not be able to learn otherwise. Success stories have a significant ability to motivate us. We are more influenced by individual examples and experiences. Successful sellers use realistic examples to show a potential buyer that other people have made similar choices. The art of motivation is to sharpen emotions. His true genius is to understand the emotions of others. General Electric’s philosophy is to treat all employees with care. A good motivator encouraging the group to find modern role models. He did the same thing as all effective managers and teachers – he instilled values ​​in us, showing us the example of living people who embodied them. If they can achieve this, so can we.

Heroes are symbolic figures whose exploits are unusual, but not too far away. They demonstrate – often very strikingly – that a success story is within human capabilities. The best way I know to motivate people is to show them how other men and women with the same problems have won.

How to turn small successes into big achievements

Seeing their success, they begin to copy this achievement in larger quantities. Gratitude is a habit of a lifetime. Praising one person has great consequences. There is nothing successful about success. High motivation of employees will appear when they have a sense of success. Tips on how to praise your subordinates:

1) hand out a written thank you in public (parental praise at the table will achieve even more than face-to-face praise because your child will be pleased in front of the audience);

2) use every success as a reason to celebrate;

3) strengthen your gratitude with actions so that it does not look more important (buy gifts for your employees);

4) express your compliments in writing (a letter especially handwritten has magical power);

5) let your praise be very specific (it is important to emphasize that you liked it, the good news becomes a source of unusual encouragement).

If people find an inner reward in the task, then too many external rewards will weaken the inner motivation. Praising good work you ensure the multiplication of such efforts. Praise will be as harmful as excessive criticism or rebuke. As soon as good habits are established, too frequent praise will be harmful. Employees are loved not only for what they do but also simply for what they are. Employees need to know that they value them, not how well they live up to our expectations or follow our rules. A vigilant leader will always watch closely for signs of positive change. To justify failures, we ask them to remember the past and relive past successes. The best leaders do their best to help their people succeed and gain more confidence in what they do.

Time to praise and time to rebuke

Fear is also an effective means of motivation. Combine positive and negative encouragement. Conclusions on the use of negative incentives:

1) Learn to avoid certain behaviors, not you. (If workers go to work constantly wary of our anger, they won’t work well.)

2) Unwanted behavior should be followed by an immediate correction.

3) Determine how you will stop negative incentives (suggest a clear way to regain benefits).

4) If you think that negative incentives do not work, try to encourage the absence of behavior.

I can’t rely on my actions. Our goal is not to control people, but rather to give people a choice. So this is not manipulation, but motivation. Fear and guilt should be used only for the sake of high values, not for fear of being dissatisfied.

The will to win

People become losers not because of their own stupidity, but because of a lack of passion. They work not for profit, but for competition. If we want to motivate employees of different departments, it is best to organize a competition and make it as fierce as possible. The desire to compete is characteristic of human nature. Competitiveness between departments, stubborn competition with another company, lists of the ten best employees – all these are powerful incentives.

Would Penzias win the Nobel Prize without learning to endure the pain in a competitive environment at Columbia University? Competition is always an important factor for highly motivated people.

Negative comparisons are exhausting rather than inspiring. We do much less than we can until someone else shows us more opportunities. The best motivators appeal to anger. When I am angry, I can write, pray, and preach well, because then my whole being comes to life, my understanding sharpens, and all earthly anxieties and temptations disappear.

Appealing to anger and the spirit of competition plays another role: they tend to group people. It is also perfectly normal to gather the team and encourage it to work hard with anger if we choose the right objects for it and do not create an “imaginary enemy” to draw people to our side.

How to encourage people to cooperate

What we call society is actually a wide network of mutual agreements. Create a group where there is always a high corporate spirit. Success depends on the ability to unite the flock. A few days of solitude is a great incentive. If you find one person who will join your initiative, then your opportunities will not double but will grow exponentially. Being in a group strengthens determination and encourages us to overcome obstacles.

People will stay in your state, even if they earn more in another company because the employer satisfies their important psychological need – the desire for solidarity. Good leaders encourage people to take responsibility for each other. They did their job better due to internal competition and dedication. They motivate each other. Everyone is convinced that leaders care first and foremost about the well-being of the team. No one can become rich without enriching others. If we can convince a group of people that we are “all as one”, then a great force will appear. The best way to succeed is to convince people that it is good for them to help you.

Strong leadership – even autocratic leadership – can be tolerable for people as long as they understand that the leader is committed to the common good. All other employees keep a close eye on how you treat each employee. Based on these observations, they decide whether you and your company can be trusted.

The tactics of unfair distribution of awards can also demoralize the group. People’s motivation is quickly shattered if they feel that someone else is getting better pay or reward. There is a great need for a person to feel fair. Quality teaching has emerged where there has been a strong collective ideology that good teaching is a major duty that commands the respect of colleagues. Group members should know that they will never get lost in the group. The greatest work can be done just in a cheerful mood.

Rules for the formation of corporate spirit:

1) Reward cooperation;

2) Let the group itself be responsible for the collective spirit in your group;

3) Plan joint activities elsewhere (they are one hundred are more creative, open to new ideas and quickly form close ties with each other);

4) Appreciate communication (nothing can isolate us from the group faster than the news that other members have been given information and we have been deprived of it);

It doesn’t matter who you know, it matters who. Find promising people who can succeed in their field, people you can trust. Then grow together.

Personality motivator

To become a successful leader you need two things:

1) Transparent knowledge of what motivates people to action;

2) a spirit that fills with the energy and zeal of others.

Make an effort to increase your motivation. Leaders are often alone for a long time to think and plan. To become a leader, you just need to be independent.

Natiniel Benden “Innovators and creators are much more willing than ordinary people to agree to solitude. They gladly follow their own vision, even if it leads them far from the mainland of the human community. Unexplored spaces do not scare them – at least not as much as they scare everyone around. This is one of the secrets of their power. What we call “genius” is closely intertwined with courage and bravery, as well as strength of spirit. “

One day a week, the leader dedicates themself to running and complete solitude. Independent people who regularly walk away from the crowd later become the guides that people most want to follow. Good motivators think and act with courage, setting goals far ahead for the group.

Goethe said: “Do everything you see in your dreams. Courage has genius, strength, and magic. You have to see dreams like on a TV screen. Charisma has another component – the ability to talk about their dreams. However, no one has yet been able to achieve something great without daring to take a risk and proclaim an idea that others were willing to laugh at. “

During a long speech, words have an almost hypnotic power that can inspire and inspire. Words are inexpensive, but using them correctly can give your followers something you shouldn’t smoke: fiery hearts. Abraham Lincoln: “If I tried to read all the criticism against me, and even more so to respond to it, this store can be just as successfully closed. I do everything I can and how I can, and so it will be until the end. “

Suggestions as a motivator to motivate yourself:

1) Communicate with successful, optimistic people;

2) Carefully follow the ideas that come to your mind. (You will have to turn off the TV, watch less news, and instead read big books or reflect on powerful biblical ideas);

3) Use the information available on cheap audiobooks;

4) Attend courses and seminars; keep a notebook, writing down your goals and milestones in your life.

Two axioms of management:

1) It is absolutely normal that every day the manager has to perform much more tasks than he is physically capable of – accordingly, you need to divide responsibilities among his subordinates, delegating to them the appropriate powers.

2) It is perfectly normal that many employees know their job no worse than the boss. He who produces does not control, he who controls does not produce.

The most effective solution with minimal retention of interests – is the main guideline of a modern manager.

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