Tag Archives: Motivation

Lose it!

Yeah, lose the fear.

accept being wrong.jpg

Wise Wednesday Words x

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Jump, now.

Let’s avoid this trap!

dont wait

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“It’s all in words”

Yeah, cheesy me just quoted the BeeGees!

The image below is so beautiful and so true

a text can change the attitude

I had mentioned to a mate I was going for a very important meeting the other day and about 5 mins before the meeting, I got a text telling me how wonderful I am and how amazing it is that he knows me. Beautiful words to buoy my confidence and further enhance my mood for the meeting… thank you, you know who, for your support. I look forward to many more scones and chats!

So go on, send someone a few kind words today- you never know how it could lift them!

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Motivation to Work

According to Seth Godin’s blog, there are 8 reasons to work… this remind me of the Hygiene Theory… I have to admit money is a motivating factor for me- there is a minimum that I would work for but the challenge, the satisfaction, the reputation I have and continue to have, the joy of solving an interesting problem, for the impact on the wider community and yes, the appreciation- that acknowledgement and recognition of a job well done are even more important to me.

Being at the top is definitely lonely- I have no one to answer to- no boss, and so even though Ryan does tell me he couldn’t imagine being without me, it’s not the same to real appreciation, to a real understanding of what is it he likes… The other day, we gave everyone their annual bonuses and along with a card highlighting three key areas we thought they were strong in and a core value from the company’s ethos that we thought they imbibed- and so I gave Ryan a similar card because I know it’s lonely on the top and everyone needs that little bit of love and care.

Isn’t it weird that despite all this management science, all this human psychology, all this focus on the soft elements that really make people work we focus on money and security and those elements to keep a person in the fold… I hope as my organisation grows, I don’t lose sight of this and can always retain a small company feel no matter how many employees we have… This is my public promise to myself- I shall do my best to do this for as long as I am in this company…

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Employees = Asset?!

Yet they usually fall on the “Liability” side of the spreadsheet!

I have had some interesting experiences the past few days that have made me grow by leaps and bounds and really made me believe in them being assets- primarily because I feel let down by the people currently in my office. I have a great team, with tremendous potential, who are unwilling to either believe in themselves or just plain unwilling to push themselves that wee bit extra or something I haven’t yet managed to figure.

They think they have done a great job, it seems that they have improved but seriously, I am still disappointed- there are 5 in the team- they are all equally good but lack that je-ne-sais-qua- be it the ability to do what’s needed, be it the ability to be convinced in their decisions or be it the ability to juggle priorities.

2 incidents definitely stand out in my head:

  • We hired a retired public servant’s wife, who had worked in a solicitor firm for 15 years- she came with high recommendations but every dealing I seem to have with her leaves me with a distaste in my mouth- I am really looking forward to the end of her tenure- to the extent, I was keen to hand her the walking papers earlier itself- ages ago when I first realised she was not as good as everyone made her out to be. Anyhow, I resisted and it seems she has been doing a decent enough job recently. However, yesterday she stopped me in front of everyone else and exceptionally rudely informed me that despite her contract, she expected to be paid on the day she finished. So I called in a few favours and got it done. But today, she came again and threatened that if I didn’t complete the paperwork, I will be held responsible and that it is unfair- I managed to keep my cool, expalin the situation to her, and walk out a victor. I may have made an enemy in the process but she should know better than to get on the wrong side of me. So glad I do not have to work with her again.
  • Then today, a customer came in because she hadn’t been given a piece of paper she expected ages ago. I eventually got to the bottom of the problem and sorted it out. But I realised that there had been a whole bunch of papers overlooked in the process and told the admin staff to deal with it. They retaliated as if I had accused them- agreed I was a bit pissed off but I certainly wasn’t rude. This led to a heated discussion and eventually they realised I was not playing a blame game or anything but it was about everyone learning and putting in place processes that allowed them to deal with situations and allow for lesser mistakes.

In both scenarios, I got my way, I did well but they weren’t easy and they weren’t without me having to keep my patience and truly wonder is it worth having loyal staff when they are just not doing what they need to- not because they can’t but because they don’t want to!!

Here’s hoping they will get find that inner fire in themselves and prove to be the team that I think they can be. Any ideas/ comments/ thoughts on how I can get them there are very much appreciated.

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A very interesting read- Why Intelligent People Fail

Ok, so I did think of coming and giving an update on my turbulent, dating, romantic life but I got distracted by a fabulous excerpt:

Why Intelligent People Fail
Content from Sternberg, R. (1994). In search of the human mind. New York: Harcourt Brace.E

1. Lack of motivation. A talent is irrelevant if a person is not motivated to use it. Motivation may be external (for example, social approval) or internal (satisfaction from a job well-done, for instance). External sources tend to be transient, while internal sources tend to produce more consistent performance.

2. Lack of impulse control. Habitual impulsiveness gets in the way of optimal performance. Some people do not bring their full intellectual resources to bear on a problem but go with the first solution that pops into their heads.

3. Lack of perserverance and perseveration. Some people give up too easily, while others are unable to stop even when the quest will clearly be fruitless.

4. Using the wrong abilities. People may not be using the right abilities for the tasks in which they are engaged.

5. Inability to translate thought into action. Some people seem buried in thought. They have good ideas but rarely seem able to do anything about them.

6. Lack of product orientation. Some people seem more concerned about the process than the result of activity.

7. Inability to complete tasks. For some people nothing ever draws to a close. Perhaps it’s fear of what they would do next or fear of becoming hopelessly enmeshed in detail.

8. Failure to initiate. Still others are unwilling or unable to initiate a project. It may be indecision or fear of commitment.

9. Fear of failure. People may not reach peak performance because they avoid the really important challenges in life.

10. Procrastination. Some people are unable to act without pressure. They may also look for little things to do in order to put off the big ones.

11. Misattribution of blame. Some people always blame themselves for even the slightest mishap. Some always blame others.

12. Excessive self-pity. Some people spend more time feeling sorry for themselves than expending the effort necessary to overcome the problem.

13. Excessive dependency. Some people expect others to do for them what they ought to be doing themselves.

14. Wallowing in personal difficulties. Some people let their personal difficulties interfere grossly with their work. During the course of life, one can expect some real joys and some real sorrows. Maintaining a proper perspective is often difficult.

15. Distractibility and lack of concentration. Even some very intelligent people have very short attention spans.

16. Spreading oneself too think or too thick. Undertaking too many activities may result in none being completed on time. Undertaking too few can also result in missed opportunities and reduced levels of accomplishment.

17. Inability to delay gratification. Some people reward themselves and are rewarded by others for finishing small tasks, while avoiding bigger tasks that would earn them larger rewards.

18. Inability to see the forest for the trees. Some people become obsessed with details and are either unwilling or unable to see or deal with the larger picture in the projects they undertake.

19. Lack of balance between critical, analytical thinking and creative, synthetic thinking. It is important for people to learn what kind of thinking is expected of them in each situation.

20. Too little or too much self-confidence. Lack of self-confidence can gnaw away at a person’s ability to get things done and become a self-fulfilling prophecy. Conversely, individuals with too much self-confidence may not know when to admit they are wrong or in need of self-improvement.

I have copied this content from another blog, and cannot lay claim to anything written above except that I find it fascinating!

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