Aaaahhhh.... The Refreshing Leader Keeping Spirits High – During Times of Challenge and Change.
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Transcript of Aaaahhhh.... The Refreshing Leader Keeping Spirits High – During Times of Challenge and Change.
Aaaahhhh....The
Refreshing Leader
Keeping Spirits High – During Times of Challenge and Change.
AUSTINSAN ANTONIOHOUSTONDALLAS
What Good Marshalls Do
Get out of DeadWood
OK Corral vs Is Your Corral.. OK?
Entering the Saloon(be careful)
MOO like a MAVERICK
Gather at the Campfire
Do you Really Need a BADGE?
Train Your Deputies
The Home Team
Unleashed Passion - Unlimited Potential
Re-Freshing LEADERS KNOW
What’s UP what’s Downand how to…
THE MORE BETTER
WORKPLACE
The first is anonymity, which is the feeling that employees get when they realize that their manager has little interest in them a human being
and that they know little about their lives, their aspirations and their interests.
The second sign is irrelevance, which takes root when employees cannot see how their job makes a difference in the lives of others. Every
employee needs to know that the work they do impacts someone's life – a customer, a co-worker, even a supervisor – in one way or another.
The third sign is something I call immeasurement,. It's the inability of employees to assess for themselves their contribution or success.
Employees who have no means of measuring how well they are doing on a given day or in a given week, must rely on the subjective opinions of others, usually their managers, to gauge their progress or contribution.
1. Do you know what is expected of you at work? 2. Do you have the materials and equipment you need to do your work right? 3. At work, do you have the opportunity to do what you do best every day? 4. In the last seven days, have you received recognition or praise for doing good
work? 5. Does your supervisor, or someone at work, seem to care about you as a person? 6. Is there someone at work who encourages your development? 7. At work, do your opinions seem to count? 8. Does the mission/purpose of your company make you feel your job is important? 9. Are your associates (fellow employees) committed to doing quality work? 10. Do you have a best friend at work? 11. In the last six months, has someone at work talked to you about your progress? 12. In the last year, have you had opportunities at work to learn and grow?
Gallup's
+
Gallup's
1. Do you know what is expected of you at work? 2. Do you have the materials and equipment you need to do your work right? 3. At work, do you have the opportunity to do what you do best every day? 4. In the last seven days, have you received recognition or praise for doing good
work? 5. Does your supervisor, or someone at work, seem to care about you as a person? 6. Is there someone at work who encourages your development? 7. At work, do your opinions seem to count? 8. Does the mission/purpose of your company make you feel your job is important? 9. Are your associates (fellow employees) committed to doing quality work? 10. Do you have a best friend at work? 11. In the last six months, has someone at work talked to you about your progress? 12. In the last year, have you had opportunities at work to learn and grow?
Unleashed Passion - Unlimited Potential Aaaaahh – The Refreshing Leader Teaches
Lesson Plan
Motivate Me I Dare You!Accountability for your Motivation
Leaders Motivate?
With Posters?
Try Teaching
"Corporations have a problem with motivation. They have only two means at their disposal, which are: fear motivation and reward motivation. Fear motivation - deliver the goods or you'll be fired; reward motivation -deliver the goods and you'll be sent around the world. Neither works in the long-term. Notwithstanding, there is a mistaken idea that people can be motivated in other ways. People cannot be motivated. The organization that thinks its actions motivate people is ignoring the fact that motivation is essentially a personal matter."
"It is a problem of the mind/brain mechanisms of the individual, and because this is so, it is absolutely the responsibility of the individual. The most corporations and managers can do is help people become more motivated by giving them information guiding them to the source of their own power.
Paul G Thomas Advanced Psycho Cybernetics
Heart Knocking and Creating Climate
Teach to Reach – Inspire not Require
Unleashed Passion - Unlimited Potential Aaaaahh – The Refreshing More Better Leader
Lesson Plan 1
AccountABILITY vs MiserABILITY
What if I want to be miserable?
You can’t force up….but you can teach it
Unleashed Passion - Unlimited Potential Aaaaahh – The Refreshing Leader
Lesson Plan 2
AccountABILITY for your Contagiousnessaka (taking ownership for your attitude)
Do U – Tend to Spread?
Lighten Up…
Infectious
Infectious-ness Factor
To affect we’ll need to infect!
Lighten Up…
POSITIVELY
Unleashed Passion - Unlimited Potential Aaaaahh – The Refreshing Leader
Lesson Plan 7 (For Leaders Only)
Keeping it FRESH - GOING & Growing
Keeping it fresh
FlexibleFUNMotivatedEnthusiasticPleasantHappierConfidentContributorsEnergetic
CreativeTeam PlayersUnderstandingResilientFluidEngagedPositivePersuasiveInfluential
Open to Change
UP Attributes
Inspiring G
rowth in O
thers
Can I really ask these?
What will keep you here?What might entice you away?What is most energizing about your work?Are we fully utilizing your talents?What is inhibiting your success?What can I do differently to best assist you?
THE WAY
Schwan’s Delivers
MotivationRecognitionEducation
Connection
When Schwan’s Huddles UP
LEADERS CHANGE LIVES
Don’t just walk away…
www.kirkweisler.com
On Kirk’s Website you’ll Find…..Kirk’s Other CooL Websites
Thecookiethiefbook.com
Dogpoopinitiative.com
Morebetterbooks.com