A-HA! Performance: Building and Managing a Self-Motivated - download pdf or read online
By Douglas Walker
Compliment for A-HA! functionality ''Since I wrote selection idea decades in the past, i've got come to the belief that there's just one significant human challenge: we have now but to determine tips to get alongside good with one another. during this booklet, Walker helps this end with humor, creativity, and nice perception. Managers who either stick with his feedback and train them to these they deal with could be rewarded with a contented and ecocnomic office. And do it at much less expense than the corporate is spending now.'' --William Glasser, MD, President and founder,William Glasser Institute, and writer of selection thought and fact treatment ''If ever there has been a name that completely matched the content material of a ebook, this is often it. i have not skilled extra a-ha's from a ebook in my existence. one of many largest a-ha's is that you simply do not construct a encouraged workforce--you have already got one! in case you deal with people--and particularly if you happen to aspire to really lead people--then this publication is needed examining. Rock-solid rules from a grasp on motivation.'' --Joe Calloway, writer of labor Like you are exhibiting Off! ''An amazingly sensible and prodigiously resource to assist create and bolster a world-class revenues strength, but additionally a blueprint for greater dwelling regularly. An absolute essential learn for all my staff, let alone family and friends contributors. i do not understand someone who could not make the most of making use of the A-HA version. The identify will be extra apropos if it have been 'Holy cow! Where's this been my entire career?''' --Robert H. Fleet, department supervisor, nationwide Builder department, national domestic Loans ''A-HA! functionality will be needed interpreting for each supervisor. each one bankruptcy deals easy and compelling equipment for construction and handling a self-motivated staff. The reasonable examples awarded in the course of the publication strengthen the stairs within the A-HA version and supply the basis for simple program to specialist and private situations.'' --Ann Owens, vp, overall Rewards administration, QUALCOMM ''Avoiding a fight-or-flight response from an worker who wishes training on more advantageous functionality or habit alterations calls for the chief comprehend the employee's vested curiosity. Walker teaches the abilities required to successfully create 3 wins: for the corporate, the worker, and the chief. it is a must-read for all leaders who are looking to be more adept in getting wanted functionality adjustments from their staff through enhancing their very own nurturing, training, or mentoring abilities. i am analyzing it for the 3rd time and nonetheless gleaning extra counsel and insights. even if it really is built as a managerial self-help publication, it truly is relatively an insightful, strong textbook, and as such should be studied.'' --Ron cook dinner, nationwide money owed supervisor, 3M
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Additional info for A-HA! Performance: Building and Managing a Self-Motivated Workforce
It won’t work for others the same way it worked for him. Best practices are best for certain people because of their unique combination of personality, expertise, experience, education, and energy. But for those of us with different personalities, expertise, experience, education, and energy, those practices just won’t fit. Getting clarity around best paradigms and best motivators is much more useful than copying others’ best practices. Far more beneficial than learning someone else’s seven-step shtick about how we can get the results we need is learning the A-HA!
That sometimes we behave because we want something and other times because someone is making us. But how can we be both? Are there times when we control ourselves and other times when others control us? Excluding situations where one person is physically overpowering another person, are there some moments where we’re responsible for what we do, and others where someone else is responsible for what we do? Imagine how convenient that would be. W hen we do good things, we could say we were internally motivated to do them and therefore deserve the credit, but when we do bad things, we could blame it on someone or something else.
Qxd 4/30/07 2:28 PM Page 33 Needs: The Hidden Fundamentals of Motivation and Behavior 33 Need Profile But while all of us have all these needs to some degree, we each have a different need profile. On the A-HA! 5). Each of us has a unique star profile—the longer points representing the strongest needs in us. In some of us, the love and belonging need is strongest and we’d risk survival and give up freedom to defend and take care of those we love. Some of us care more about freedom or fun than relationships and will sacrifice friendships for the open road.
A-HA! Performance: Building and Managing a Self-Motivated Workforce by Douglas Walker