Motivation – not the leader’s job?

28 05 2007

“It’s not my job to motivate my people, they should do this by themselves. It’s my job to make sure things get done right and on time.”

“I’m not here to hold hands and baby the employees, I’m here to make them perform and bring me results”

Ever heard that, or said that?

These comments are typically from leaders or managers who don’t believe motivated people are important in their business organization or results.

More than likely, they don’t have the “people skills” required to motivate others.

Sustaining motivation and enthusiasm at the workplace is one of the important factors in assuring business and personal success.

Leaders who tell me that motivating employees is not part of their job description, or not required for success are blind to the reality of working with other human beings.

Which group would you rather lead and work with, Group A, apathetic and unmotivated or Group B, focused and motivated?

A large part of motivation comes from the individual, it has to start here. There is no magic pill to give someone the desire and will to do their job with vigor and energy, striving for the best results possible.

You either have it, or you don’t. Hiring decisions should include an evaluation of an individual motivation potential.

Reinforcement and refocusing of personal motivation comes from the workplace, and workplace leaders.

Superior leaders know how to maintain momentum over time, keep the organization motivated, enthusiastic and focused.

Excellent results come from organizations that are motivated and are able to sustain their enthusiasm over time.

Failure to accept your role as leader and motivator at work is a a sure sign that you are not doing your job, and that your people and organization will not be performing at their best.

Motivating others is difficult and requires important social skills including listening, communicating, applied psychology and the art of negotiating.

All successful leaders share these skills or know how to find the right people in their organizations to keep their people motivated.

On your checklist of important goals and objectives for the organization this year add “maintain employees motivation” if you want to achieve all the other items on the list.

Related Links

Motivation – Heroic Moments

How to motivate yourself on Monday

Leadership, do you want the job – or just the title and benefits





Cheating and advanced business education

2 05 2007

The idea of advanced business education is to heighten and magnify understanding of facts and their relationships, develop and evaluate concepts and practices in order to achieve something new or more efficient.

The news from Duke University about a cheating scandal in the business school, brings to mind some very serious questions about MBA programs and continuing business education.

Dukes’s business school punishes 34 graduate students for cheating 

Who is going to business school to learn and who is going to get the title?

How important is it for companies to have employees that are/were first in their class, or in the top 20?

How should an MBA business school react to cheating?

MBA candidates and graduate business students are the “top of the line” future leaders and managers of business in the future. What messages are we sending about morals and ethics in our society when cheating is tolerated, lightly punished or severely punished?

Is this a sign of failure of the school, failure of the students, or the reality that shortcuts and cheating are required in order to get ahead in our current business environment?

Related Links

How we react to unethical actions and behaviour

Is your company noble, moral, ethical or virtuous

The future of our entry level workforce – gloomy





Is your company noble, moral, virtuous or ethical

15 03 2007

The terms noble, virtuous, ethical or moral seem out of date.

In fact they seem to be words right out of a fairy tale.   Words and  concepts that have faded away with the modern world and it’s complexity.

Perhaps it’s not cool to be labeled as virtuous, moral or ethical.

Is it because we live in a complicated world that has us making more decisions about the “gray areas”?

We don’t read about organizations being ethical or noble.   In fact we hear about unethical companies and employees much more often.

Business magazines doesn’t write front page articles about virtuous executives and CEO’s (I hope this is because it’s not popular and not because there aren’t any).

Are there any reasons to promote and reinforce these values in your organization?

Are there good reasons to avoid discussion of them?

Perhaps the fact that unethical behaviour is reported, and considered scandalous, is a clear signal that it is outside of “normal” business conditions and draws attention.

Let’s begin with definitions, that should clear up some of the confusion.

Moral – Conforming to a standard of what is right and wrong, correct, trustworthy.  How could anyone want to work with others who don’t know right from wrong and behave?

Ethical – Principles of conduct governing an individual or group, a set of moral values, a guiding philosophy, decent, respectable.   OK, this one sounds like it should be part of the package too.

Noble – Moral eminence and freedom from anything mean, petty or dubious in conduct and character.  In simple terms doing the “right thing” all the time, excellence.  If it looks bad, don’t do it…pretty good advice and words to live by.

Virtuous – Implies moral excellence in character.   Not only knows good from bad, and adheres to it, but is exemplary in their behaviour and practice of their beliefs, honest, good, without reproach.  I can’t find any customer, shareholder or employee who wouldn’t want their company to be virtuous.

Which of the terms can your company live without in their employees?

Are any of these characteristics that should be found and promoted in your management and leadership?

Which of these concepts and behaviours are important to you, your customers and your organization now and in the future?

Do you have a written policy in place to promote, identify, and create noble employees and a virtuous organization?

Do you point out and recognize when a person or organization has done something noble, virtuous or ethical?

Related Links

Corruption, bribes, mordidas and tips – Doing business in Mexico 

Where do you draw the line 

The future of our entry level workforce – gloomy





Using positive reinforcement to win customer loyalty

22 02 2007

We respond positively to positive feedback, recognition, and reinforcement of our behaviour and activities at work or home.

We get angry or lose interest in an activity, goal or organization if we don’t receive this “pat on the head” or “cheer-leading” on a continual basis.

Our customers also need reinforcement and recognition in order to maintain their motivation and good feelings toward your company or products.

What are you doing to make sure they get it?

Does the customer feel like you are just “going through the motions”?

Does it feel real?

Are you really showing that you care?

What sets you apart from your competitors AFTER the sale?

Related Links

27 Great Leadership and Management Ideas

The power of something extra

What defines an exceptional leader





How to determine who is your best customer

21 12 2006

How do you determine who is your best customer or best employee?

The usual method is by analyzing revenue or sales.  The customer who buys the most, or generates the most profit is the best customer.

We almost never pin the “best customer” award on the client who pushes us, complains and forces us to change, unless they meet the sales volume or profit test.  It is exactly the “uncomfortable” customer who may be providing the new ideas required in order for your organization to survive in the future.

The same criteria applies to your employees and staff.  Who is the “best employee”?  Is it the conformist, the one who never makes any waves, never creates conflict or challenges your ideas?   The disruptor, the individual who questions and challenges the status quo,  might be your organizations best friend.

There are three types of organizations; one that creates the future, one that adapts to changes in the future, and one that fails to survive.

Your “best” customers and employees should be helping you prepare for tomorrow, not just sustaining your operations today.

Related Links

The Easy Way

Does your company like new ideas 

Individuality and chaos in the workplace 

Successful managers should be breaking the rules





Leadership lesson – A Message to Garcia

19 12 2006

I have just discovered the piece written by Elbert Hubbard in 1899, A Message to Garcia.

Inspirational and as relevant today as when it was written 107 years ago. A must read.

In 1495 words Elbert Hubbard has captured the essence of what being responsible is all about. A magnificent example of how independence, clear objectives and discipline can generate desired results.

Excerpt: “In all this Cuban business there is one man stands out on the horizon of my memory like Mars at perihelion.

When war broke out between Spain and the United States it was very necessary to communicate quickly with the leader of the Insurgents. Garcia was somewhere in the mountain vastness of Cuba – no one knew where. No mail nor telegraph message could reach him. The President must secure his cooperation, and quickly. What to do!

Some one said to the President, “There’s a fellow by the name of Rowan will find Garcia for you, if anybody can.”
Rowan was sent for and given a letter to be delivered to Garcia.

How “the fellow by the name of Rowan” took the letter, sealed it up in an oil-skin pouch, strapped it over his heart, in four days landed by night off the coast of Cuba from an open boat, disappeared into the jungle, and in three weeks came out on the other side of the Island, having traversed a hostile country on foot, and delivered his letter to Garcia – are things I have no special desire now to tell in detail.

The point that I wish to make is this: McKinley gave Rowan a letter to be delivered to Garcia; Rowan took the letter and did not ask, “Where is he at?”

By the Eternal! there is a man whose form should be cast in deathless bronze and the statue placed in every college of the land. It is not book-learning young men need, nor instruction about this and that, but a stiffening of the vertebrae which will cause them to be loyal to a trust, to act promptly, concentrate their energies: do the thing“Carry a message to Garcia!”…….. Link

The majority of analysis I have found related to this piece focuses upon the employee. How we all wish to have individuals who do the job, who don’t require complex instructions, supervision and followup.

Disciplined individuals who are able to adapt to unfavorable circumstances and maintain their sense of mission. People who get the job done without whining, complaining, negotiating outcomes and deadlines.

Take a look at A Message to Garcia from the point of view of the leader, President McKinley. Faced with the need to notify Garcia in the jungles of Cuba, he trusted one man, Rowan, with the nearly impossible.

McKinley was satisfied that his instructions were clear, and did not give Rowan tips and tricks on how to get the mission completed. He was confident in Rowan’s abilities, or was prepared to accept failure. There were no committee meetings, no majority votes, no back-up army or alternative plans considered.

Here are some questions related to mangement and leadership to reflect upon.

  • Have you surrounded yourself with capable individuals, and trained them?
  • Do you trust that they have the capacity and abilities to do their job?
  • Do your people understand and embrace the mission and objectives of your organization?
  • Do they know you will support their actions and in order to reach that goal?
  • Have you enough confidence in them to let them carry the message to Garcia?

Related Links

Leadership – who do you want to lead

Are we killing team performance by over-communicating

What defines an exceptional leader

Motivation – Heroic Moments

Wikipedia: Elbert Green Hubbard

Quotations by Elbert Green Hubbard

A Message to Garcia





Are you involved in creating the future?

20 10 2006

Facts serve no purpose by themselves, they exist.

We confuse the accumulation of facts with education.

A good education should inspire us to continue to discover and understand more. It should give us the tools and teach us how to think.

Thinking is the abilty to visualize, create and discover relationships between facts.

Intelligence should not only be measured by how much we know, but rather on how we apply our thinking and on much of that knowledge is passed to others for the future.

The future will be in the hands of those learning today.

Are you sharing your intelligence with others and creating that future?

(inspired by the study “Are they really ready to work?”)

Related Links

The future of our entry level workforce – gloomy

Are they really ready to work? (PDF)