The document discusses motivation and what really motivates people. It argues that motivating people through external rewards does not work and undermines well-being. True motivation comes from satisfying three innate psychological needs: autonomy, relatedness, and competence. When these needs are met, people experience optimal motivation and thrive in their work. Conversely, when these needs are not met, people experience suboptimal motivation. The document also discusses the importance of self-regulation through mindfulness, values, and purpose to help satisfy psychological needs and facilitate optimal motivation.
Inspiring Motivation. What does Roald Amundsen, Ernest Shackleton, Winston Churchill and Georgetown Cupcakes have in common? Sign me up for what is trending on Facebook: Motivating Your People takes through the theory of the practical business realm in which you reside. Thought Provoking questions are embedded in this powerpoint to engage readers. Questions or Comments: whozien@gmail.com
Pfeffer reveals the true paths to power and career success. He argues that force can be used and harnessed not only for individual gain but also for the benefit of organizations and society. Power, however, is not something that can be learned from those in charge—their advice often puts a rosy spin on their ascent and focuses on what should have worked, rather than what actually did. Instead, Pfeffer reveals the true paths to power and career success.
Value for the Reader :
The reader will walk away with a set of highly referred tools for increasing the personal & professional Mojo, which the author defines as “ That Positive Spirit towards what we are doing now that starts from the inside and radiates to the outside”
He defines his purpose as “ helping successful people achieve positive, lasting change in behavior “ . It is a real world advice embodied in simple processes for the reader to consider using that can improve his or her thinking , behavior and results.
Very thought provoking book and helps the reader to lead a happier, more purposeful and more productive life.
Emotional Intelligence 2.0 , a self-help book by Travis Bradberry and Jean Greaves, provides a toolkit and guide for readers to increase their emotional intelligence (EQ), which the writers say can be a benefit in business and personal relationships.
"Power" by Jeffrey Pfeffer is easily the most important/helpful career book I've ever read. I took 14 pages(!) of notes and thought I'd share the most important tips/strategies in this simple Word document.
The presentation contains a summary of studies on Growth vs. Performance culture in an organization based on Harvard Business Review and online journal articles.
Inspiring Motivation. What does Roald Amundsen, Ernest Shackleton, Winston Churchill and Georgetown Cupcakes have in common? Sign me up for what is trending on Facebook: Motivating Your People takes through the theory of the practical business realm in which you reside. Thought Provoking questions are embedded in this powerpoint to engage readers. Questions or Comments: whozien@gmail.com
Pfeffer reveals the true paths to power and career success. He argues that force can be used and harnessed not only for individual gain but also for the benefit of organizations and society. Power, however, is not something that can be learned from those in charge—their advice often puts a rosy spin on their ascent and focuses on what should have worked, rather than what actually did. Instead, Pfeffer reveals the true paths to power and career success.
Value for the Reader :
The reader will walk away with a set of highly referred tools for increasing the personal & professional Mojo, which the author defines as “ That Positive Spirit towards what we are doing now that starts from the inside and radiates to the outside”
He defines his purpose as “ helping successful people achieve positive, lasting change in behavior “ . It is a real world advice embodied in simple processes for the reader to consider using that can improve his or her thinking , behavior and results.
Very thought provoking book and helps the reader to lead a happier, more purposeful and more productive life.
Emotional Intelligence 2.0 , a self-help book by Travis Bradberry and Jean Greaves, provides a toolkit and guide for readers to increase their emotional intelligence (EQ), which the writers say can be a benefit in business and personal relationships.
"Power" by Jeffrey Pfeffer is easily the most important/helpful career book I've ever read. I took 14 pages(!) of notes and thought I'd share the most important tips/strategies in this simple Word document.
The presentation contains a summary of studies on Growth vs. Performance culture in an organization based on Harvard Business Review and online journal articles.
People follow powerful people
Leadership and power are closely linked even though leadership is NOT about power or position. People follow people who are powerful. And because others follow, the person with power leads.
How to Motivate! and get people to do things that matter
By reading this book or the summary you learn about
· Why Leaders are effective because of who they are on the inside –Being of the person.
· How to go the highest level of leadership by developing character qualities from the inside out.
· How true commitment inspires and attracts people.
· How to start and sustain the process of continuous personal growth.
Emotions Drive Our Performance by Sandra Van Den Ordel Xtraordinary Women
http://www.XtraordinaryWomen.co.za
08 May Xtraordinary Women: Somerset West
TOPIC: Our Emotions Drive Our Performance
Becoming aware of and learning to manage our emotions can be one of the most rewarding practices we ever learn. Our emotions drive us; they inspire us, or sometimes they pull us down until we feel like we cannot get up. As this happens, it impacts others around us too.
This is true for all of us and it is also the reason why emotional knowledge and skills are imperative in the business environment. Emotions are inherently neither good nor bad. It’s what we do with the information and energy they produce that makes the difference.
In this presentation, you will be introduced to an integrated framework for Emotional intelligence (EQ) and discover the link between EQ and personal effectiveness in business. This information about EQ will be useful, insightful, practical and relevant to you as a woman in business.
Other areas to be covered include:
• What are the benefits of developing EQ in business?
• Understanding how emotions impact and influence behaviour in the highly complex interaction between an individual and the environment
• Exposure to components of the EQ2.0 model with practical applications
• The neuroscience behind EQ - How the understanding of neuroscience can enable you to interact more effectively with others
About our Guest Speaker:
Sandra Van Den Ordel is a registered Industrial Psychologist. She successfully ran her own consulting business for 11 years before joining JvR Consulting Psychologists in 2011 as a Senior Manager/Lead Consultant. She has extensive experience in the areas of EQ, leadership development, team development, career development and mentoring. Sandra is passionate about maximising business benefit and value through facilitation processes that motivates and educates individuals, teams and leaders in organisations in a way that results in peak performance. www.jvrconsultingpsychologists.com
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
Leading With Heart: Incorporate Emotional Intelligence Into Your Leadership S...William DeFoore
Leading With Heart incorporates emotional intelligence into your leadership style and success. This approach activates and utilizes the whole brain, and your cumulative life experience and wisdom.
We are all used to the concept of Intelligence quotient (IQ) for years, which is the outcome of standardized tests that are developed to measure and analyse the cognitive abilities of individuals, but according to Daniel Coleman is IQ enough measurement for people abilitiy to deliver on the job. Hence the concept of EQ, which is the ability to monitor one's own and other people's emotions, to discriminate between different emotions and use the emotional information to guide thinking and behaviors.
This presentation though not exhaustive, will provide insights into how best people and especially leaders are to cultivate their EQ for better relationship building and understanding.
Becoming transformational leaders requires consistent examination of how to become your best self. Learn collaborative communication techniques, gain perspective of peers on your engagement skills and strengthening your emotional intelligence to better engage team members and excel in the workplace.
In challenging times, resilience is especially critical. Explore how increasing self-awareness can help individuals foster the resilience they need to overcome personal, professional, and global challenges.
Developmental conversations are critical for short-term change, but when it comes to reaching long-term goals, traditional leadership development practices can come up short.
To support an executive in their commitment to lasting, impactful change or the achievement of major, lifelong goals, coaches must dig deeper to examine the core drivers – usually subconscious – that have steered the client to their current path. Further, you must help your client uncover whether these deep-seeded drivers are helping or hindering their ability to achieve their goals, and support them in making any changes required of them.
Such broad and deeply personal conversations can be challenging, but with the right tools, they can lead to your most impactful and rewarding engagements.
In this 60-minute session, we will explore the concepts you must understand in order to take your coaching of senior executives to greater depths, including:
- Strategies for achieving long-term goals rather than quick wins
- Opening up the conversation to include an individual’s personal, as well as professional, motivations
- The benefits of a directional approach in support of a developmental approach
- Supporting the client as they challenge themselves, recognize internal contradictions, and question their own assumptions
- Selecting and understanding the assessment tools available for exploring personal drivers
Join MRG’s David Ringwood to explore how you can broaden the coaching conversation with senior executives to support them in making choices that will have a lasting, life-long impact.
This is a power point presentation I made at the RV College of Engineering to pre-final year students. The Program is meant students as leaders for the corporate world.
The Word doc is baased on motivation, its theories and relevant topics. The PPT of this data is also uploaded by me so pls do have a look. I hope it helps.
People follow powerful people
Leadership and power are closely linked even though leadership is NOT about power or position. People follow people who are powerful. And because others follow, the person with power leads.
How to Motivate! and get people to do things that matter
By reading this book or the summary you learn about
· Why Leaders are effective because of who they are on the inside –Being of the person.
· How to go the highest level of leadership by developing character qualities from the inside out.
· How true commitment inspires and attracts people.
· How to start and sustain the process of continuous personal growth.
Emotions Drive Our Performance by Sandra Van Den Ordel Xtraordinary Women
http://www.XtraordinaryWomen.co.za
08 May Xtraordinary Women: Somerset West
TOPIC: Our Emotions Drive Our Performance
Becoming aware of and learning to manage our emotions can be one of the most rewarding practices we ever learn. Our emotions drive us; they inspire us, or sometimes they pull us down until we feel like we cannot get up. As this happens, it impacts others around us too.
This is true for all of us and it is also the reason why emotional knowledge and skills are imperative in the business environment. Emotions are inherently neither good nor bad. It’s what we do with the information and energy they produce that makes the difference.
In this presentation, you will be introduced to an integrated framework for Emotional intelligence (EQ) and discover the link between EQ and personal effectiveness in business. This information about EQ will be useful, insightful, practical and relevant to you as a woman in business.
Other areas to be covered include:
• What are the benefits of developing EQ in business?
• Understanding how emotions impact and influence behaviour in the highly complex interaction between an individual and the environment
• Exposure to components of the EQ2.0 model with practical applications
• The neuroscience behind EQ - How the understanding of neuroscience can enable you to interact more effectively with others
About our Guest Speaker:
Sandra Van Den Ordel is a registered Industrial Psychologist. She successfully ran her own consulting business for 11 years before joining JvR Consulting Psychologists in 2011 as a Senior Manager/Lead Consultant. She has extensive experience in the areas of EQ, leadership development, team development, career development and mentoring. Sandra is passionate about maximising business benefit and value through facilitation processes that motivates and educates individuals, teams and leaders in organisations in a way that results in peak performance. www.jvrconsultingpsychologists.com
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
Leading With Heart: Incorporate Emotional Intelligence Into Your Leadership S...William DeFoore
Leading With Heart incorporates emotional intelligence into your leadership style and success. This approach activates and utilizes the whole brain, and your cumulative life experience and wisdom.
We are all used to the concept of Intelligence quotient (IQ) for years, which is the outcome of standardized tests that are developed to measure and analyse the cognitive abilities of individuals, but according to Daniel Coleman is IQ enough measurement for people abilitiy to deliver on the job. Hence the concept of EQ, which is the ability to monitor one's own and other people's emotions, to discriminate between different emotions and use the emotional information to guide thinking and behaviors.
This presentation though not exhaustive, will provide insights into how best people and especially leaders are to cultivate their EQ for better relationship building and understanding.
Becoming transformational leaders requires consistent examination of how to become your best self. Learn collaborative communication techniques, gain perspective of peers on your engagement skills and strengthening your emotional intelligence to better engage team members and excel in the workplace.
In challenging times, resilience is especially critical. Explore how increasing self-awareness can help individuals foster the resilience they need to overcome personal, professional, and global challenges.
Developmental conversations are critical for short-term change, but when it comes to reaching long-term goals, traditional leadership development practices can come up short.
To support an executive in their commitment to lasting, impactful change or the achievement of major, lifelong goals, coaches must dig deeper to examine the core drivers – usually subconscious – that have steered the client to their current path. Further, you must help your client uncover whether these deep-seeded drivers are helping or hindering their ability to achieve their goals, and support them in making any changes required of them.
Such broad and deeply personal conversations can be challenging, but with the right tools, they can lead to your most impactful and rewarding engagements.
In this 60-minute session, we will explore the concepts you must understand in order to take your coaching of senior executives to greater depths, including:
- Strategies for achieving long-term goals rather than quick wins
- Opening up the conversation to include an individual’s personal, as well as professional, motivations
- The benefits of a directional approach in support of a developmental approach
- Supporting the client as they challenge themselves, recognize internal contradictions, and question their own assumptions
- Selecting and understanding the assessment tools available for exploring personal drivers
Join MRG’s David Ringwood to explore how you can broaden the coaching conversation with senior executives to support them in making choices that will have a lasting, life-long impact.
This is a power point presentation I made at the RV College of Engineering to pre-final year students. The Program is meant students as leaders for the corporate world.
The Word doc is baased on motivation, its theories and relevant topics. The PPT of this data is also uploaded by me so pls do have a look. I hope it helps.
It is defined as “ An interrelated set of abilities that allow an individual to recognize use and regulate emotion in an efficient and productive manner, thereby allowing effective dealing with the environment”
You get an idea of what EI is, how does is impact on human behavior. Most importantly it helps leaders to read their people and conduct accordingly to gain desired performance.
Leadership mamagemenet training is developed as a solution to people who need to reinforce their leadership skills development. Such someone is searching for ways that to attain the utmost results from the individuals whom she is predicted to guide and lead expeditiously by example.
The motivational predispositions we possess inform the way we experience the world – and they are with us through good times and bad. Developing a deeper awareness of our motivational drivers can help us with the essential and difficult work of self-regulation: making conscious choices to manage our emotional impulses and respond more objectively (and productively) to life’s challenges.
In this webinar, we explore:
The fundamentals of motivation: recognizing our drivers, as well as their complexities and contradictions
How motivation can manifest in our lives - in ways that may help us or challenge us
The cycles of reaction: identifying what our sensitivities are, how we react, and what we can do to mitigate their impact
Our self-esteem is very dependent on factors within our environment. It is formed as a result of our years of experiences (especially the early ones). It could be said that one's eyes and ears record the messages they receive from others, especially those most important to them. Because one's unconscious accepts all words and emotions as facts no matter how legitimate or based in reality, one's self-esteem is being continuously constructed and reconstructed by what is encountered in the mirror of others verbal and nonverbal messages.
In the pursuit of success, understanding the driving forces behind motivation becomes paramount. Each individual’s journey is unique, and “discovering the optimal motivational factors” that propel us towards our goals is essential. In this blog post, we embark on a transformative exploration, aiming to unlock the secrets of success and shed light on the key motivational factors that can make a profound difference in our lives.
The potential to push a sales organization off course, but together they can create a perfect storm, requiring organizations to rethink their sales talent development practices. To stay on course and navigate the future, organizations need to adopt a multifaceted strategy to attract, select, engage, assess, retain, and continuously develop competent multigenerational global sales teams
Since, as stated several times as illustrated in the cases, we believe that Analytics is a key component to produce true innovation, and early proof that it will generate value.
RELATIONSHIP BETWEEN HEALTH AND PRODUCTIVITY
The U.S. economy makes investment in productivity-related health a critical and economically essential initiative. Without effective population health management programs, the profitability and viability of American businesses will be further eroded. According to PricewaterhouseCoopers, healthcare costs are projected to increase 10% for employers and even more for employees by the end of 2010.Within just a few short years, such increases will be unsustainable for even the most financially sound employers.
Barriers to health care have been conceptualized as organizational, structural, and clinical, including lack of diversity in the healthcare workforce, lack of cultural and linguistic competency, health illiteracy, and inadequate access to and coordination of care
The Institute of Medicine's report, Unequal Treatment: Confronting Racial/Ethnic Disparities in Health Care, cited more than 175 studies documenting diagnostic and treatment disparities of various conditions among racial/ethnic populations, even when confounding factors (e.g., insurance and socioeconomic status, comorbidities, age, healthcare venue, stage of diseases) were controlled for in analyses.Specific examples include higher rates of hypertension, diabetes, breast cancer, cervical cancer, colon cancer, and cardiovascular diseases in African Americans; diabetes in Native Americans, Alaskan Natives, and Latino populations; and heart disease mortality in certain Asian American, Latino or Hispanic, and Native American groups.Lower rates of immunization and higher rates of infant mortality have been reported in African American, Hispanic, and Native American populations.
understanding and providing government-mandated benefits
evaluating government-provided benefits
developing voluntary benefit programs that are appropriate for and utilized by your workforce
understanding the tax implications of various benefits
designing and implementing benefit programs that meet regulatory requirements and are properly maintained
Developing a benefit program
There are several questions to ask and answer when designing benefit programs:
What are the legal and cultural implications of preferred benefits in different countries?
What are the key local laws and regulations necessary to comply with?
Which are the benefits essential to remaining competitive in attracting and retaining competent employees?
If the organization doesn't offer benefits, will they have problems finding and keeping workers?
Which benefits provide greater ROI in terms of employee satisfaction and productivity?
Which benefits would your employees prefer the most?
What is the most effective and efficient mix of various voluntary and mandatory benefits?
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
1. Why Motivating People Doesn’t Work... And What Does
An important truth emerges when we explore the nature of motivation. People are always
motivated. The question is not if but why they are motivated.
The motivation –– or energy and impetus –– a person brings to any action can
be qualitatively different. Some reasons people are motivated tend to promote well-being for
themselves and others –– and unfortunately, some reasons don’t.
Motivation that comes from choosing to do something is different from motivation that comes
from having to do it.
Motivation generated from values, purpose, love, joy or compassion is different from motivation
generated from ego, power, status or a desire for external rewards.
Motivation to compete because of a desire to excel (where the score serves as feedback on how
successfully you are growing, learning and executing) is different from competing for the sake of
besting someone else, to impress or to gain favors.
One of the primary reasons motivating people doesn’t work is our naive assumption that motivation
is something a person has or doesn’t have. Traditional motivation prompts the questions: Is this
person motivated? How much motivation does this person have? These questions reduce your
answers to simplistic black-and-white, yes-or-no responses that fail to provide much-needed insight
into the nature of motivation. But asking why a person is motivated leads to a spectrum of
motivational possibilities. Appreciating these possibilities and the implications behind each of them
enables you to take advantage of the new science of motivation and guide your people to a more
optimal and higher-quality motivational experience.
The Motivation Dilemma
The motivation dilemma is that leaders are being held accountable to do something they cannot do –
– motivate others. Understanding what works when it comes to motivation begins with a
phenomenon every employee (and leader) experiences –– the appraisal process.
To experience the appraisal process, think about a recent meeting you attended. Reflect on your
different thoughts and emotions as you noticed the meeting on your calendar, jumped off a call and
rushed to make the meeting on time. Whether mindful of it or not, you had thoughts and feelings
about attending the meeting –– you had both cognitive and emotional responses to the meeting.
Is the meeting a safe or threatening event? Am I feeling supported or threatened? Is it a good use of
or a waste of my time? Am I excited or fearful? Am I attending because I want to or because I feel I
have to?
Ultimately, how you feel about the meeting has the greatest influence on whether your sense of well-
being is negative or positive. Your well-being determines your intentions, which ultimately lead to
your behavior.
2. Every day, your employees’ appraisal of their workplace leaves them with or without a positive sense
of well-being. Their well-being determines their intentions, and intentions are the greatest predictors
of behavior. A positive appraisal that results in a positive sense of well-being leads to positive
intentions and behaviors that generate employee engagement.
Motivating people may not work, but you can help facilitate people’s appraisal process so they are
more likely to experience day-to-day optimal motivation.
Optimal motivation means having the positive energy, vitality and sense of well-being required to
sustain the pursuit and achievement of meaningful goals while thriving and flourishing. Motivation is
a skill. People can learn to choose and create optimal motivational experiences anytime and
anywhere.
A Spectrum of Motivation
Asking if you or your staff were motivated to attend a meeting is the wrong question.
Asking why people were motivated to attend the meeting leads to a spectrum of motivation
possibilities represented as six motivational outlooks in the Spectrum of Motivation model.
Suboptimal
Disinterested motivation outlook: You simply could not find any value in the meeting; it felt like a
waste of time.
External motivational outlook: The meeting provided an opportunity for you to exert your position
or power; it enabled you to take advantage of a promise for more money or an enhanced status or
image in the eyes of others.
Imposed motivational outlook: You felt pressured because everyone else was attending and
expected the same from you; you were avoiding feelings of guilt, shame or fear from not
participating.
Optimal
Aligned motivational outlook: You were able to link the meeting to a significant value, such as
learning –– what you might learn or what others might learn from you.
Integrated motivational outlook: You were able to link the meeting to a life or work purpose, such
as giving voice to an important issue in the meeting.
Inherent motivational outlook: You simply enjoy meetings and thought it would be fun.
The suboptimal outlooks are considered motivational junk food, reflecting low-quality motivation. The
optimal outlooks are considered motivational health food, reflecting high-quality motivation.
that Motivates People: The Real Story
Our desire to thrive may be innate, but thriving doesn’t happen automatically –– especially at work.
Human thriving in the workplace is a dynamic potential that requires nurturing. The workplace either
facilitates, fosters and enables our flourishing, or it disrupts, thwarts and impedes it. In fact,
conventional motivational practices have undermined more often than they’ve encouraged our
human potential.
The essence of motivating people lies at the heart of the science of motivation and the revelation of
three psychological needs –– autonomy, relatedness and competence. Regardless of gender, race,
culture or generation, the real story behind our motivation is as simple and as complex as whether or
not our psychological needs are satisfied. I use the terms autonomy, relatedness and competence
3. when exploring the individual attributes of these needs and ARC when pointing out their collective
power –– which is substantial.
The First Psychological Need: Autonomy
Autonomy is our human need to perceive we have choices. It is our need to feel that what we are
doing is of our own volition. It is our perception that we are the source of our actions.
The Second Psychological Need: Relatedness
Relatedness is our need to care about and be cared about by others. It is our need to feel connected
to others without concerns about ulterior motives. It is our need to feel that we are contributing to
something greater than ourselves.
The Third Psychological Need: Competence
Competence is our need to feel effective at meeting everyday challenges and opportunities. It is
demonstrating skill over time. It is feeling a sense of growth and flourishing.
When a person experiences high-quality psychological needs, she will have an optimal motivational
outlook. In other words, if her needs for autonomy, relatedness and competence are satisfied, the
result is an aligned, integrated or inherent motivational outlook.
When a person experiences low-quality psychological needs, he will have a suboptimal motivational
outlook. In other words, if his autonomy, relatedness and competence are not satisfied, the result is
a disinterested, external or imposed motivational outlook.
The ARC Domino Effect
Imagine you have a manager with control needs. She micromanages people and projects ––
whether they need it or not. Her micromanagement is undermining your sense of autonomy –– she
is controlling your work and not allowing you to think for yourself. You are afraid to go over her head
to complain because you’ve seen what happens to complainers.
This is how the ARC Domino Effect begins. Your lack of autonomy raises questions in your mind
about your competence. Your inability to manage your manager’s over-involvement or the
organizational politics involved further erodes your competence. Your manager’s ineffective
leadership, lack of sensitivity to your needs and apparent self-interest prevent any sense of
relatedness. Intangible external forces (her micromanaging style and your fear) dictate your internal
sense of well-being.
People revel in the positive energy, vitality and sense of well-being that occur when all three
psychological needs are satisfied. But –– and this is a big but –– one depends on the other. The
ARC Domino Effect is in full force when even one psychological need is missing. If A or R or C falls,
the others are diminished as well.
The real story of motivation is that people have psychological needs for autonomy, relatedness and
competence. It is a mistake to think that people are not motivated. They are simply longing for needs
they cannot name.
4. People are learners who long to grow, enjoy their work, be productive, make positive contributions
and build lasting relationships. This is not because of motivational forces outside themselves but
because it is their human nature.
The Danger of Drive
One of the most popular motivational theories of the past 100 years is called Drive Theory. It made
sense based on the idea that we are motivated to get what we don’t have. The pervasive use of
Drive Theory paved the way to an acceptance of driving for results, driving for success and driving
performance. Now we are beginning to grasp the real costs of driving.
Your psychological needs are not drives. In fact, they are just the opposite. Drives dissipate when
they are satiated (such as thirst as we drink water or hunger as we eat food). However, when
psychological needs are satisfied, you experience such positive energy, vitality and a sense of well-
being that you want more! You have probably experienced this with your own positive addictions,
such as running, meditating, volunteering, playing with children or being in the flow during an activity.
People who experience ARC are thriving. They do not need something or someone else doing the
driving.
Dysfunction exists because our psychological needs for ARC are not being satisfied. Armed with
understanding, we can do something about it.
The MVPs of Self-Regulation
Self-regulation is mindfully managing feelings, thoughts, values and purpose for immediate and
sustained positive effort. You must understand the role self-regulation plays in helping you satisfy
your own psychological needs. You must also appreciate your role in creating a workplace that
fosters the high-quality self-regulation needed for your people to satisfy theirpsychological needs.
Self-regulation is the mechanism for countering the emotional triggers and distractions that tend to
undermine our psychological needs. People need high-quality self-regulation to help manage their
workplace experiences if they ever hope to have an optimal motivational outlook. Three potent
techniques promote high-quality self-regulation –– mindfulness, values and purpose. These are the
MVPs of self-regulation.
Mindfulness: The first MVP. Mindfulness is noticing –– being aware and attuned to what is
happening in the present moment without judgment or an automatic reaction. It is a state of being
but is also a skill that requires development through practice and patience.
When we are not mindful, we tend to react with typical behavior patterns –– many of which we are
born with or have acquired unconsciously through life experience –– or uncontrolled emotions when
we feel
We are pressured or lack control over a person or situation (an absence of autonomy);
A person or organization has disappointed us or let us down (an absence of relatedness);
We don’t have the ability to cope effectively with the person or situation (an absence of
competence).
Mindfulness, however, provides a view of reality without the filters, self-centered thoughts and
historical conditioning that tint your outlook.
A space exists between what is happening to you and the way you react to it. Mindfulness is that
space. This is where you can choose how to respond.
5. Values: The second MVP. Values are premeditated, cognitive standards of what a person
considers good or bad, worse, better or best. Values are enduring beliefs a person has chosen to
accept as guidelines for how he works –– and lives his life.
Values are at the heart of high-quality self-regulation. Individuals need to identify, develop, clarify,
declare and operationalize their own work-related values and purpose –– and then determine how
they align with the organization’s values.
An intriguing aspect of values is that developing them tends to be a mindful process that reflects not
only what we need to flourish but what others need as well. Acting upon developed values helps us
satisfy our psychological needs.
To guide your people’s shift to an optimal motivational outlook, help them self-regulate by linking
assigned tasks, goals or projects to their developed values. For you to do that, your people need to
have developed values –– and to have you as a good role model.
Purpose: The third MVP. Purpose is a deep and meaningful reason for doing something. Purpose
is acting with noble intention –– when your actions are infused with social significance.
People are more likely to meet or exceed expectations when they pursue goals within a context of a
meaningful purpose. Most organizations have a vision, mission or purpose statement, but few
employees have one for their work-related role.
Collaborate with your employees to find alignment between their perception of the role-related
values and purpose and your perception. Come to conclusions together that meet both their needs
and those of the organization. Acting with a noble purpose reflects the highest-quality self-regulation.
People can counteract everyday drives that undermine their psychological needs for ARC by using
high-quality self-regulation through the MVPs.