Ideas on People and Performance, Team Building, Motivation and Innovation

Search results: "extrinsic" Page 2 of 3

Getting More Done with More – Managing Performers, Slinks and Zombies

In my experience, 30+ years of working with organizations  the workplace tends to operate with a leader and some workers and it appears something like this: Every workplace has its share of involved and engaged workers, the wagon pushers who simply get things done and who often share Round Wheel Ideas for continuous improvement. But […]

Thoughts on Teambuilding and Aligning an International Business Group

Some Ideas about working with senior managers to improve organizational performance and do some corporate team building: The situation is to design a company team building program for 50 directors and above who operate globally. Grown through innovation and acquisition, the various operations within the business all work well individually, but collaboration and synergy could […]

Seriously? Are we making progress yet on engagement?

I will admit to being a little frustrated when it comes to workplace issues of people and performance lately. I am engaged in a few LinkedIn discussion group threads on the issues of training and support for engagement and motivation and on the issues of leadership and motivation in the workplace. It seems we are […]

Managers. Leaders. Engagement. Involvement. Not! (And what we can do)

For the past two weeks, we have 50 or so people engaged in a LinkedIn conversation about: “We’re spending $200 billion on training. Why can’t we involve and engage people in the workplace?” And there have been 54 very solid comments thus far. The thread starts with this simple framework: ASTD shows data saying that $200,000,000,000 […]

Sabotage, Defense, Engagement and Workplace Collaboration

Here are some issues and statistics and framework around the issue of employee workplace sabotage, which can take many forms, and some relatively straightforward solutions. Overall, the issues of teamwork and peer pressure can work for you, ideally, or can work against you as we frame up below. The Situation: Research says people are uninvolved […]

Tons of Good Writings, so why is improvement so hard? Part Two

This is the second of two articles that hammer on the issues around supervision and how they affect engagement and performance. Spending billions for decades, why can’t we actually make improvements in organizations? It must be about organizational cultures and about our models of what good leadership must look like, or at least how most people view […]

Thoughts on building a high performance environment – Teamwork and Flow

“Flow” is a simple concept that relates challenges to skills, with the understanding that the two are integrated and that they can dramatically affect performance. A good manager is aware of the relationship, and can structure the work environment to maximize results by keeping things in adjustment. I expand on this in a long article […]

Rewarding High Performance in The Lost Dutchman’s Gold Mine teambuilding game

Managers do not often deal with good performers in effective ways. Relying on extrinsic rewards is often a formula for completely missing the real underlying motivation of many high performers. Extrinsic reward systems are often problematic and cause more problems amongst the bottom 70% (who never win and are thus losers) or generate behaviors that […]

What do you do when they do things PERFECTLY – some thoughts on team building

This blog is about Perfect Performance and shares some ideas about how we can support teams and leadership in the quest for continuous continuous performance improvement. The context is how groups play our business simulation, The Search for The Lost Dutchman’s Gold Mine, a team building exercise focused on, “Mining as much Gold as We […]

Workplace Motivation – “I Quit! Nevermind. Whatever…”

“I Quit! Nevermind. Whatever…” is my anchor point for what seems to happen often in the workplace. It may be a sudden thing, where the pin hits the balloon and the worker finally snaps and decides that they are quitting — but often, before actually leaving, they will placehold their current work as they will […]

Debriefing and Facilitating for Organizational Improvement – Games versus Exercises

Fun versus Value. Activity versus Learning. Age old mysteries… Maybe I have been at this consulting and training stuff too long, but in a conversation with a prospect the other day, it really got me thinking about the reality of team building and organizational improvement and the VALUE of what we do. I have posted […]

Is HR the Puppet Master or the Puppet?

There was a great post this morning by Dan Rockwell on his blog, part of which I reproduce here simply because it is a great subject as well as a target of some of my cartoons. Dan wrote (some snipped): My worst experience with HR is a broken confidence. She smiled and listened and within […]

Flying, Skills, Performance Management and Performance Appraisal – Crazy Thoughts

Sometimes, you just have to jump. Things come together to force you to do something. Sometimes, it is easier to just step up and do things. Sometimes… With plenty of things on today’s agenda, I opened an email from an old friend in the UK and he sent me a story with the subject: “Saw […]

My short rant on HR and relevancy…

On one of my LinkedIn group discussions, I contributed a post a week or so ago and then just completed what even I would refer to as a rant. I did it with good intentions, but I am just so tired of seeing all these REAL problems with people and engagement and motivation and then […]

Motivation and Dis-Un-Engagement

I got engaged in a discussion on LinkedIn, on a discussion page for HR professionals, where the question focused on, “How one can keep an employee motivated.” The comments, again from HR people, focused on motivating employees through appreciation and recognition, having “a good environment,” having good morale where motivation, environment, management and employee relations […]

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