Session 3 Motivation.docx - Session 3 Summary Motivation We broke down our session on motivation into three parts First we talked about that we need to

Session 3 Motivation.docx - Session 3 Summary Motivation We...

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Session 3 Summary - Motivation We broke down our session on motivation into three parts. First, we talked about that we need to provide employees with a high-level goal, or a vision, to give them purpose and direction. Then, we break down that vision into more specific goals (e.g., using the SMART goal framework). Finally, we need to use the right mix of intrinsic and extrinsic incentives to align people’s behavior with the goals we set for them. Visionary leadership: Creating a high-level goal We started off our discussion of visionary leadership by realizing that a leader’s behavior has a tremendous amount of influence of how well a team performs and that the most important thing a leader has to do to motivate his or her employees is creating and communicating a vision. A good vision creates stretch goals (i.e., making the unattainable seem attainable), increases employee confidence, and in turn enhances performance. An effective vision requires you to answer 3 basic questions: 1) Why do we do what we do? A vision has to spell out the core purpose of a team or organization and gives people a sense of why they come to work every day and what/whom their work benefits in the end. 2) What does success look like? People not just need to know why they are doing something, but also to what end. Defining success gives people a sense of where the journey is going, what the victory or ultimate goal looks like. It gives them a shared sense of direction. 3) How must we act to ensure success? The final question provides people with a set of values or behavioural guidelines that help them orient themselves as they press towards the shared goal. These values act as “guideposts” for people on the way to the victory.
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