Motivation Key Question Four Do you really help your people to both learn and develop
Motivation Key Question Four Do you really help your people to both learn and develop
But, how else can you help your people learn and develop? Well, lots of ways. Here are some examples:
# Business debriefs: taking time to find out – either singly or in small teams or groups – what your people have actually learned from the daily challenges and troubles of their role. To paraphrase an old saying: do you have five years’ experience in this business – or the same year’s experience simply repeated five times?
# Set learning challenges: ask your people to find out – and then present to the group – important new information covering key business areas. With the internet alone, the knowledge of any subject can be substantially increased
# Agree personal development programmes: talk to your people; find out what they want to achieve, how they want to develop. Then, working together, set and operate a development programme to help them get there
# Devise development projects: remembering the earlier points about empowerment, develop projects covering key business areas which your people – individually, or in teams – can work through
I’m sure you can find more examples of ways to help your people learn and develop. But, remember the other points covered earlier in this series of articles. Find ways to honour and reward their successes in such tasks - and do so in a way that's really important to them
POINT TO PONDER
Whenever you see an "unmotivated" person - please remember this: they might actually be a motivated person in an unmotivated situation. For example, seemingly bored workers might be enthusiatic coaches of a little league team. So, it's really all about finding the "motivators" for any specific moment or activity!
Motivation Key Question Four Do you really help your people to both learn and develop - To learn more about this author, visit Gordon Veniard's Website.
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They need to learn something? Okay – let's send them on a training course – that’ll achieve this one! Well, of course it might – if it’s the right course, properly prepared-for and debriefed afterwards. And, if your people then have on-going opportunities to put their learning into practice. But, sadly, this often doesn’t happen. Either no such training is offered (because of financial constraints); or the course is seen in isolation from the “real world”
But, how else can you help your people learn and develop? Well, lots of ways. Here are some examples:
# Business debriefs: taking time to find out – either singly or in small teams or groups – what your people have actually learned from the daily challenges and troubles of their role. To paraphrase an old saying: do you have five years’ experience in this business – or the same year’s experience simply repeated five times?
# Set learning challenges: ask your people to find out – and then present to the group – important new information covering key business areas. With the internet alone, the knowledge of any subject can be substantially increased
# Agree personal development programmes: talk to your people; find out what they want to achieve, how they want to develop. Then, working together, set and operate a development programme to help them get there
# Devise development projects: remembering the earlier points about empowerment, develop projects covering key business areas which your people – individually, or in teams – can work through
I’m sure you can find more examples of ways to help your people learn and develop. But, remember the other points covered earlier in this series of articles. Find ways to honour and reward their successes in such tasks - and do so in a way that's really important to them
POINT TO PONDER
Whenever you see an "unmotivated" person - please remember this: they might actually be a motivated person in an unmotivated situation. For example, seemingly bored workers might be enthusiatic coaches of a little league team. So, it's really all about finding the "motivators" for any specific moment or activity!
Motivation Key Question Four Do you really help your people to both learn and develop - To learn more about this author, visit Gordon Veniard's Website.
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Stephanie RobeyStephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals. She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences. Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University. Read Steph's Blog Meet Steph and Dave Sign up for our Free 7-Day BootCamp: Self Employed & Rich - Visit Stephanie Robey's Website |
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