My brother works at a small start-up manufacturing consumer dietary products, & recently told me a story with a good lesson. The boss has been very successful in growing this company, & knows his product & market very well. But product competency doesn’t equal leadership competency. In a recent meeting, in which this boss quizzes
Only 15% of workers globally reported being engaged in their jobs. That’s a leadership crisis that requires Soft Power Skills to solve.
While the digitally-driven economy disrupts established ways, calling for workers with a balance of hard and soft power skills, the old education system is failing to produce what employers need. There is a solution. Just like Amazon, Uber, or Airbnb, technology can cut out the middle man in paradigm-shifting ways, connecting potential employees with employer needs, and motivating learners through autonomy, relatedness, and competency.
Asking “How can I get motivated?” is the wrong question! We are all motivated—but there are different types and qualities of motivation. Learn about the six different types of motivation, and how we can achieve more autonomous, better self-regulated motivation that boosts our effectiveness and livelihood.
In today’s world, much of the effort to motivate others is based on an outdated model of carrots and sticks. Extrinsic rewards often do very little to satisfy, and may even damage, our deeper psychological needs of Autonomy, Relatedness, and Competency. Dive in to understand our critical needs, why autonomy and meaning in work is so essential, and how extrinsic rewards can interfere with achieving competency.
Empowering employees has been a western world trend for decades, making businesses more efficient by pushing decisions down to where the expertise and information are, and developing initiative, skills, and morale in junior leaders. But are you willing to take the heat if your direct reports make mistakes? Follow these guidelines for successful implementation of the delegative style of leadership.
Assessing worker perceptions of the trust environment in an organization, and responding to the assessment, pushes the organization into a higher trust culture.
