This is the fifth in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
Performance Management and CommunicationCharles Plant
This is the fourth in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
This is the first in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
This is the third in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
This is the second in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
When each employee performs well, your business unit achieves maximum results. Here we introduce how performance management and planning increases employee performance. I outline the 3 major techniques for managers.
Performance Management and CommunicationCharles Plant
This is the fourth in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
This is the first in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
This is the third in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
This is the second in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
When each employee performs well, your business unit achieves maximum results. Here we introduce how performance management and planning increases employee performance. I outline the 3 major techniques for managers.
Establishing meaningful, challenging goals is an essential skill for any manager. Research shows that such goals motivate employees and improve performance. At this practical, hands-on session, you’ll learn how to develop and articulate goals that set you and your employees up for success. By the end of the session, you’ll come away with a working draft of a set of goals for one of your employees, which you’ll be able to use as a model for writing goals for the rest of your team.
This eBook will teach you proven strategies for setting goals that will inspire you and your team to make things happen in your organization. It explains how to use the theory of goal setting to set practical targets for you and your team members.
You will learn:
The theories that underpin goal setting and motivation.
The two most popular goal setting methods, 4CF and SMART.
How to turn aspirations into clear ‘goal statements’.
The key to persuading team members to buy into the goals you set.
How to recognize situations where traditional goal setting won’t work.
Webinar: A Manager's Guide to Effective 1-on-1sYouEarnedIt
Managers are one of the top five reasons employees leave companies. Why? Because managers struggle with having meaningful & effective conversations with their team.
Help your managers lead effective 1-on-1s and learn:
- The importance of creating a continuous feedback culture
- How meaningful conversations drive engagement
- Frameworks for successful 1-on-1s
- How to get buy-in & roll out a successful program
To request a demo, visit www.youearnedit.com/demo
Do the agents in you Call Center don't care about their job? Do they not show u to work? Are your sales and support suffering? Here is some information about a gamification solution for Call Centers to improve engagement, perfomance, motivation, and morale.
This Slideshare presentation is a partial preview of the full business document. To view and download the full document, please go here:
http://flevy.com/browse/business-document/employee-performance-guide-304
This guide is a basic introduction to performance management, the process, setting objectives, providing feedback, the performance discussion between manager and employee. It is geared to small and mid-sized companies who want to provide a process that is clear and easy to use for managers.
Most contact centers struggle with a common challenge -- engaging their employees. Gamification allows you to motivate better performance through data. But how can you realize the full promise of gamification? In this excerpt from the NICE playbook on gamification we summarize some of the key design considerations that will drive your success.
The expectancy theory demonstrates the importance of rewards in relation to the effort-performance ratio. This lesson extends the knowledge of goal setting as a means of motivation employees to reach high levels of performance and satisfaction. At the end of the lesson students should be able to:
Explain how performance is affected by goal setting.
State the effects of goal setting on job satisfaction and performance.
Describe reward systems for fostering high performance.
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
If you’re planning to launch an employee experience program, you’ll have more to do than choose survey questions. Creating an effective–and doable– employee communications strategy is essential. Prior to the survey, you should plan to deploy communication that increases awareness and inspires employees to participate. During the survey, you should seek to motivate employees to action within the given time-frame. After the survey, you’ll want to share what you learned and what you plan to do about it. Here’s how to do it.
7 Reasons You May Not Want Venture CapitalCharles Plant
While getting Venture Capital may seem like a good idea, you should be aware of the stats and they aren't pretty. Only about 12% of VC investments earn VCs the desired rate of return so chances are 88% that if you get VC funding you won't end up being happy. But don't believe me, check out the stats.
Establishing meaningful, challenging goals is an essential skill for any manager. Research shows that such goals motivate employees and improve performance. At this practical, hands-on session, you’ll learn how to develop and articulate goals that set you and your employees up for success. By the end of the session, you’ll come away with a working draft of a set of goals for one of your employees, which you’ll be able to use as a model for writing goals for the rest of your team.
This eBook will teach you proven strategies for setting goals that will inspire you and your team to make things happen in your organization. It explains how to use the theory of goal setting to set practical targets for you and your team members.
You will learn:
The theories that underpin goal setting and motivation.
The two most popular goal setting methods, 4CF and SMART.
How to turn aspirations into clear ‘goal statements’.
The key to persuading team members to buy into the goals you set.
How to recognize situations where traditional goal setting won’t work.
Webinar: A Manager's Guide to Effective 1-on-1sYouEarnedIt
Managers are one of the top five reasons employees leave companies. Why? Because managers struggle with having meaningful & effective conversations with their team.
Help your managers lead effective 1-on-1s and learn:
- The importance of creating a continuous feedback culture
- How meaningful conversations drive engagement
- Frameworks for successful 1-on-1s
- How to get buy-in & roll out a successful program
To request a demo, visit www.youearnedit.com/demo
Do the agents in you Call Center don't care about their job? Do they not show u to work? Are your sales and support suffering? Here is some information about a gamification solution for Call Centers to improve engagement, perfomance, motivation, and morale.
This Slideshare presentation is a partial preview of the full business document. To view and download the full document, please go here:
http://flevy.com/browse/business-document/employee-performance-guide-304
This guide is a basic introduction to performance management, the process, setting objectives, providing feedback, the performance discussion between manager and employee. It is geared to small and mid-sized companies who want to provide a process that is clear and easy to use for managers.
Most contact centers struggle with a common challenge -- engaging their employees. Gamification allows you to motivate better performance through data. But how can you realize the full promise of gamification? In this excerpt from the NICE playbook on gamification we summarize some of the key design considerations that will drive your success.
The expectancy theory demonstrates the importance of rewards in relation to the effort-performance ratio. This lesson extends the knowledge of goal setting as a means of motivation employees to reach high levels of performance and satisfaction. At the end of the lesson students should be able to:
Explain how performance is affected by goal setting.
State the effects of goal setting on job satisfaction and performance.
Describe reward systems for fostering high performance.
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
If you’re planning to launch an employee experience program, you’ll have more to do than choose survey questions. Creating an effective–and doable– employee communications strategy is essential. Prior to the survey, you should plan to deploy communication that increases awareness and inspires employees to participate. During the survey, you should seek to motivate employees to action within the given time-frame. After the survey, you’ll want to share what you learned and what you plan to do about it. Here’s how to do it.
7 Reasons You May Not Want Venture CapitalCharles Plant
While getting Venture Capital may seem like a good idea, you should be aware of the stats and they aren't pretty. Only about 12% of VC investments earn VCs the desired rate of return so chances are 88% that if you get VC funding you won't end up being happy. But don't believe me, check out the stats.
Recent stats say that 46% of sales people at established software companies fail to meet their quotas. In my experience, the problem isn't with the salespeople but with their quotas. Setting quotas and budgets is much easier if you can forecast revenue accurately. In fact if you get really good at it, think how much money you can make. So here are four methods to help you forecast revenue more accurately.
When angels and venture capitalists started flooding the market with cash 20 years ago, people forgot that bootstrapping was the way most companies used to get started. Because it deserves to make a comeback as the best way to think about starting a company, I've shared here, my 4 rules for bootstrapping.
Coaching Redefined: How Internal Motivation Can Fuel Performance AchieveGlobal
Behind every disengaged employee is a leadership problem to be solved. This research report illuminates the different types of motivation, what works best on the job (hint: it isn't rewards and punishments), and the four coaching skills that lead to engaged employees and better business results.
CallidusCloud Webinar: 5 Steps to Better Sales Performance ManagementErika Alexander
Recent opinions in leadership articles and blogs have made the statement that you can't necessarily motivate sales people - but you certainly can demotivate them by setting them up for failure. Leaner teams and tighter budgets require sales leaders to deploy coaching and motivation tactics that go beyond basic incentive plans. To stay competitive, best-in-class sales organizations are rolling out data-driven coaching plans paired with gamification. In this webinar, we will cover five areas to ensure your sales reps are set up for success - not failure.
Hear about best practices in:
- On-boarding
- Effective territory & quota planning
- Coaching and appraisals
- Compensation and rewards
- Gamification techniques
During this session, we team up with CSO Insights to discuss why great coaching is critical for a successful sales organization. We will also examine CSO Insights metrics that show revenue gains enjoyed by organizations with great sales coaches.
Building a Culture of Coaching In Your Sales OrganizationBrett Andersen
Whether you admit it or not, your Sales team forgets your training effort within hours. It's about the science of forgetting. Forgetting happens. But do you know what they do remember? The actions and behaviors that have become habit. They remember what they've unconsciously mastered because that's their zone - good or bad. To do this, your salespeople need a coach - someone who can make the right skills and behaviors second nature. It's time to build a strong culture of coaching excellence.
How Coaching Leads Your Business to Success?Centerfor HCI
Coaching helps a lot in the progress of an executive. Coaching helps leaders provide more clarity to their workforce and stakeholders. It also ensures that their actions are aligned with purpose, vision, and values. This improves business and gives them confidence so as to make empowered decisions.
Performance appraisal comments by employeeluciacarter412
In this file, you can ref useful information about performance appraisal comments by employee such as performance appraisal comments by employee methods
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Leadership Coaching Training can help managers acquire skills that contribute to increased productivity and long-term success. We know, for example, that supportive, performance-focused leadership contributes to improved motivation.
Most managers don't know how to Coach people, but they can learnAlex Clapson
Summary. Are you successful at Coaching your employees? Many executives are unable to correctly answer this question because they think they’re coaching when they’re just telling their employees what to do. This behaviour is often reinforced by their peers & is hardly an effective way to motivate people & help them grow. Instead, research suggests, Coaching leaders in how to be Coaches can pay dividends, but only if you start by defining “Coaching” & give ample room for self-reflection & feedback.
Skills and Strategies for New Test Managers.pdfApplitools
Explore the skills and strategies needed to be successful in software Test/QA leadership in this session from Applitools.
View the on-demand recording at https://applitools.info/vrd
Using team coaching as an employee engagement tool allows the employees to actively participate in their role within their business environment. The employees also are provided timely and constant feedback from their coach. So, because of this, coaching gives the employees a connection to their work, while also effectively enhancing employee engagement and company culture.
You’ve just started a shiny new job. The sky’s the limit! But how do you turn a job into a successful career? You’re wondering how to get promoted. Here are some tactics I live by.
Developing the Coaching Skills of Your Managers and Leaders [Webinar 04.13.16]BizLibrary
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important? In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development? In this webinar you'll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A "coaches toolkit" that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
www.bizlibrary.com
“If people in an organization are good at replicating what they already do well, what happens when the environment changes and what is needed begins to change?"
Presentation, created for a Taylor University MBA corporate site client, discusses the key differences between coaching and mentoring and when to use each.
Coaching is maybe the most efficient method of increasing performance offered to managers, team leaders, as well as colleagues. This post specifies coaching and describes a procedure for reliable coaching.
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
2. What is expected of them How they’re doing How they can improve
In order to execute strategy effectively, you need to connect that strategy with the daily action of
all employees. In order to connect strategy to action employees need to know three key things:
The rest of this slide deck shows how coaching and motivation enable an employee to know the
third thing they need to know; how they can improve.
Connecting Strategy With Action
3. Understanding what drives results
in a business is key to successfully
executing on strategy.
These business drivers comprise
your business model and should be
a focus for analysis and
improvement.
While performance management
reports on results, coaching is
designed to bring improvement on
results through understanding
business drivers.
Through metrics, one can track and measure business
drivers and understand the linkage between activities and
results.
Once you have analyzed the linkages, you can take action
to determine how to improve results.
Breaking down variables enables an employee to see fine
differences that move results.
Business Drivers
4. Materiality
Something is material if it matters to the end results. The business drivers that matter, the ones which
can bring the biggest improvement in results are the material ones.
One key to success in strategy execution is to focus on things that matter, not on things that don’t
have an appreciable affect on results.
5. The purpose of coaching employees
is to help them improve business
results by better understanding:
• The linkage between activities
and results.
• How to change that linkage.
• How to increase the engagement
in activities.
• All to improve results.
The Purpose of Coaching
6. The Job of the Coach
The coach’s job is not to give answers but to ask questions, thus enabling the employee to learn on his
or her own how to drive better results.
Who do you coach?
You act as a coach for all of your direct reports,
conceivably their direct reports and anyone whose work
you influence.
When do you coach
Every conversation is an opportunity to coach
someone. It is something that is not formal but
can be combined with performance
management discussions to enable someone
to figure out how to improve.
7. Ask them for feedback
and whether they agree
that there is something
that could be improved
Ask them for solutions for
improving the process that
leads to suboptimal
results.
Explore alternatives that
could change the
process to lead to better
conclusions.
Delegate to them the
choice of alternative that
could lead to improved
results.
Coaching starts by understanding what is going right and what could be
improved.
The Coaching Process
8. Always Be Coaching
Coaching is used to
enable employees to
know how they can
improve.
Without coaching, you’ll
never be able to improve
your team’s personal
effectiveness.
And since as a manager,
your job is to get things
done through other
people, you’ll never
improve your own results
unless you’re coaching
others.
9. Difficult Conversations
If coaching is leading to difficult conversations where the employee isn’t agreeing that something
needs to be improved or the manner through which it could be best improved then there are three
steps to realign the conversation.
Understand their motivation. If
motivations are not aligned
then there can never be a
meeting of the minds on how to
improve.
Have empathy. Change is difficult
for many people and having
empathy for their situation may
enable you to break through with
them in another way.
Finally, have patience.
Sometimes the process of
change and improvement takes a
little while.
10. If coaching isn’t working it is ultimately your fault:
• You didn’t hire the right person.
• Job design was inadequate.
• There wasn’t enough training
• There was ineffective supervision
If Coaching isn’t Working
11. Step 2 - What does Success look Like?
Motivation
If coaching is the management process, then motivation is the leadership function that is most closely
aligned with coaching. By motivating someone you are inculcating in them a desire to improve.
Modern management theory holds that motivation induces a high level of employee
responsibility and participation in decisions in the work environment, something that is
enhanced through metrics.
12. Self Determination Theory
Daniel Pink has proposed that employees need three things in order to be motivated to improve.
They need autonomy over
some if not all four aspects of
their work:
• When they do it.
• How they do it.
• Whom they do it with.
• What they do.
They want to achieve mastery by
developing themselves and their
careers further and tasks that fall
short of expectations will result in
boredom.
Finally, they need purpose; to be
connected with a higher goal than
profit maximization and they have
to understand the company’s
purpose.
13. Metrics form the basis for effective:
Coaching
By making objectives,
results, and potential
areas for improvement
very clear and
unambiguous, coaching
is facilitated.
Motivation
Employees needs for
autonomy, mastery and
purpose and through
this, self-motivation are
enhanced with effective
metrics.
15. material minds
Helping companies execute
strategy better by connecting
strategy with the daily action
of all employees.
Charles Plant
416 458 4850
cplant (at)
materialminds.com
Consulting
Coaching
Workshops
Speaking
Teaching
This is a five part series on Strategy Execution and is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation