Category: Motivation

#TEAMS365 #1666 – Team Development M through P

7/24/2018

M is for motivation, malaise, meaning, momentum.
Check out this Teams365 post #337 on Motivation and other M ways to focus on team development here.

N is for new hire orientation:
Check out this post suggested areas to include in new hire orientation here.

Check out these six leadership questions on nimble, networking, norms and new here.

Check out What’s Your Nature – where I discuss more about styles and strengths, and the impact of this here.

O is for opportunities, optimism:
Read more about this here.

Reflect on 6 leadership questions a day around opportunities and options here.

Continue the thought process around Remote and Virtual Team Leadership here.

P is for performance, process, priorities:
Check out the blog here.

Leadership Myth – Priorities change all the time:
Read more here.

Enjoy today’s selection of looking back at some of the many varied posts I’ve covered here at the Teams365 blog.

Best wishes,
Jennifer

Jennifer Britton
Potentials Realized | Effective Virtual Conversations | Coaching Team Leaders
We provide team and leadership development support through coaching, consulting and training services
Author of Effective Virtual Conversations (2017)
Email: info@potentialsrealized.com
(416)996-8326

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#TEams365 #1522: Flashback Friday: Motivation and Your Team: 3 Questions to Ask

3/2/2018

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As we step into the month of March 2018 here at the Teams365 blog, our focus is returning back to team development. Whether it's due to a change in season or it's time for a tune-up, the shift in seasons which is happening this month often precipitates a focus on team development.

Today, I wanted to take us back to an older post from the blog from early 2016 on Motivation and Your Teams - 3 Questions to ask. Here's what I wrote in Team365 #736:
"Motivation is a critical topic for team leaders to consider on multiple levels. Against the backdrop of many organizations struggling with "employee engagement issues" motivation can be a core topic.

There are a number of levels at which we can consider the topic of motivation as team leaders including these three questions:
What motivates each individual team member? Team members can be motivated by both internal and external factors. For some team members it may be pay that really gets them going, while others may be motivated by doing a good job. Spending time getting to know your team and what makes them perform at their best is a key part of stellar team leadership.

What does each team member find important? Our values shape what we deem as important. Whether our values are security, or adventure, these are the things that become our drivers and what we often seek out. Each team will also have its own set of values. As team leaders it can be important to have dialogue around values at two levels - the individual levels and the team level. See how value alignment works with motivation for each team member.

What are levels of trust and connection like on the team? Team motivation is often tied at a much deeper level to the amount of trust in a team and how connected people feel. We often look to the surface level of question what - What motivates each team member - without asking ourselves about the status of trust on the team. If trust levels are low, or if toxic behaviors are present, it's unlikely that team members are going to be motivated to bring their best to work each and every day.

AS you consider the topic of motivation on your team right now, what's important for you to consider? What issues need to be top of mind?"

As you consider your team this March, what do you notice about how motivated people are? What's the culture of the team?

Looking forward to delving into many topics related to teams and culture this month.

With best wishes,
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365
Phone: (416)996-8326

Looking for practical things to do with your virtual team? Refer to chapters 7, 10, 11 and 12 of my newest book. Pick up a copy of my new book, Effective Virtual Conversations, at Amazon.

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#Teams365 #1376: Weekend Quote: Motivation

10/7/2017

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This weekend's quote comes from Antoine De Saint-Exupery who wrote "If you want to build a ship, don't drum up people together to collect wood and don't assign them tasks and work, but rather teach them to long for the endless immensity of the sea".

This quote gets us thinking about the deeper layers of motivation and drivers. What are the things that shape actions in your team. To do lists, or values? A yearning for impact, or checking it off. The topic of capacity building is one that I work around every day. Many times the conversations we have do not yield immediate surface results, but have the impact of making a shift in the longer term, under the water line.

What is creating passion, and drive for your team right now? How can you give people an opportunity to connect more to what is below the water line?

Have a great weekend,
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365
Phone: (416)996-8326

Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon. You can also purchase a copy direct from our site, signed by me!

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#TEams365 #1316: Leadership Practice - Rewards and Recognition

8/8/2017

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Today's post bringing us to the important area of rewards and recognition. Motivation and what helps our team members do their best work is also tied into this important area. When was the last time to rewarded or recognized your team members for a job well done?

I found a great blog post entitled 25 Statistics on Employee Recognition from Globoforce.com. Take a look at it here. Here are a few interesting figures to keep in mind which they mention:
41% of companies that use peer-to-peer recognition have seen marked positive increases in customer satisfaction. (SHRM/Globoforce Employee Recognition Survey, 2012)

In these environments, [where opportunity and well-being are part of the culture) strong manager performance in recognizing employee performance increases engagement by almost 60%. (Towers Watson, Turbocharging Employee Engagement: The Power of Recognition From Managers, 2009)

Praise and commendation from managers was rated the top motivator for performance, beating out other noncash and financial incentives, by a majority of workers (67%) (McKinsey Motivating People, Getting Beyond Money, 2009)

In my work with leaders and their teams our attention often turns to this topic area of rewards and recognition. It is usually an area where "one size does not fit all". Several questions you will want to consider in this area are:

1. What does each team member value in terms of being rewarded? Is it time off, a promotion, being assigned a special project?
2. What does each team member value in being recognized? Is it public praise? An email acknowledgement? A gift card?
3. Consider what your team members are motivated by. This will help you consider appropriate rewards and recognition for each person.
4. Check out your assumptions around rewards and recognition - we are not always right!
5. What types of rewards and recognition are appropriate in our organizational culture?

Take a look at these other blog posts from the web which may be of interest to you:

Warren Tanner's post at the SoapboxHR blog on Engaging and Motivating Employees: Rewards Vs. Recognition. Read it here

Roy Saunderson's article on Top 10 Differences Between Rewards and Recognition. Read it here.

Have a great start to your week,
Jennifer

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#TEams365 #736: Motivation and Your Team

1/6/2016

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Motivation is a critical topic for team leaders to consider on multiple levels. Against the backdrop of many organizations struggling with "employee engagement issues" motivation can be a core topic.

There are a number of levels at which we can consider the topic of motivation as team leaders including these three questions:
What motivates each individual team member? Team members can be motivated by both internal and external factors. For some team members it may be pay that really gets them going, while others may be motivated by doing a good job. Spending time getting to know your team and what makes them perform at their best is a key part of stellar team leadership.

What does each team member find important? Our values shape what we deem as important. Whether our values are security, or adventure, these are the things that become our drivers and what we often seek out. Each team will also have its own set of values. As team leaders it can be important to have dialogue around values at two levels - the individual levels and the team level. See how value alignment works with motivation for each team member.

What are levels of trust and connection like on the team? Team motivation is often tied at a much deeper level to the amount of trust in a team and how connected people feel. We often look to the surface level of question what - What motivates each team member - without asking ourselves about the status of trust on the team. If trust levels are low, or if toxic behaviors are present, it's unlikely that team members are going to be motivated to bring their best to work each and every day.

AS you consider the topic of motivation on your team right now, what's important for you to consider? What issues need to be top of mind?

Have a great Wednesday,
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats
Join us in January for a Teams365 Coaching Group
Follow us on Twitter @Teams365
Phone: (416)996-8326

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Teams365 Blog

#TEAMS365 #1666 – Team Development M through P

#TEams365 #1522: Flashback Friday: Motivation and Your Team: 3 Questions to Ask

#Teams365 #1376: Weekend Quote: Motivation

#TEams365 #1316: Leadership Practice - Rewards and Recognition

#TEams365 #736: Motivation and Your Team

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