Posts Tagged ‘opportunity’

The Science of Motivation

So the recession is over eh? Well according to some indicators we are entering a new phase. And I wonder, what are businesses going to do with the workforce that remains? Leaders should be asked:

How are you going to motivate your people?

How are you going to get them to give the discretionary effort that’s so vital in delivering a great customer experience?

How are you going to get your people to trust you, and each other?

This feels like a rare opportunity to do something different, to apply some science to motivation. How? Well for a start, instead of returning to the tired old method of incentives (and let’s face it if we’ve learned only one thing from the banking crisis it’s that incentives drive value destroying behaviour), why don’t we try some new approaches? How about some autonomy, mastery and purpose? Here’s a link to a great talk given by Dan Pink on the science of motivation. I suggest you go get a cup of tea, and take 18 minutes to watch, listen, and then do.

Dan Pink – The Science of Motivation

Have a great day

Doug Shaw

The Importance of Timing

What an amazing world we live in today, I am sitting in my living room in Pretoria watching the 5th One day International between England and Australia in Nottingham ! There is a light breeze coming from the garden carrying the amazing fragrances of a highveld spring. Well I have waited a while to blog after the Ashes Victory and for the rejoicing to die down after Andrew Strauss and the England side did indeed hold their nerve. Congratulations on an emphatic last test victory to the England set up, it is amazing though where victory can come from. The otherwise unsung and obscure Stuart Broad swung the final test England’s way with a spell of bowling that quite literally turned the game on its head. It opened up the opportunity for England to take the game away from Australia and then close it out for victory. Broad up until then had been under pressure to hold his place because of his under performance with the ball, so how does he then go and turn the game upside down?
His selection had been based on potential rather than performance, flattering to deceive wouldn’t be far from the mark. He would chip in with small contributions but nothing that would markedly move the game England’s way. There was no doubt though about the intensity and passion in his play, looking like an angelic choir boy and playing with a healthy streak of mongrel. Now I would think that that there is many a CEO that wonders what they really want in their key staff, what are they looking for and who will make the difference in the short, medium and long term.
As a coach and manager at the sharp end of sport, this is what makes the difference in the composition of the team ……. some thoughts for your own talent identification process.
1. Sign the best players, full stop.
2. Passion, Intensity and Attitude go a long, long way.
3. Do your key players still want to challenge themselves, if not it is time for them to go.
4. Sign players who are driven by a desire for excellence.
5. Build the team around one cast of characters, core players who lead and set the benchmarks for the other younger players.
6. Your core leaders need integrity, courage, determination and the skills to close the deal when it really matters.
7. Sign the best players, full stop.

The selectors didn’t know that Stuart Broad was going to break the game open at that critical moment, but they sat with him as he developed and trusted what they believed they saw in him. As it happens with those who begin to learn to write their own script, they find the right moment to make their entrance.

Richard Pybus

the resource for Change Directors