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Support Learning - Manage and Motivate - Coggle Diagram
Support Learning - Manage and Motivate
Daniel Pink - Motivation
Purpose
Capital P or little P
Are we making a contribution? (little p purpose)
Is my team making a difference? (Capital P Purpose)
Whose purpose is it anyway?
Index cards - what is the purpose of this organization?
Not the same words but playing the same music - alignment to why we are here.
Turn how into why conversations
Ask 2 more about why, 2 less about how
Strengthen sense of belonging
Look for self-organized rituals and nurture them
Mastery
Progress Rituals
Take 60 seconds to write down what you got done that day - see the progress, summon intrinsic motivation
Weekly 1-1's with a twist
Once/month --- talk about something completely different (reduce the tedium, pop in what is right for that person)
Wise Feedback
"I'm giving you these comments because I have very high expectations and I know that you can reach them."
Autonomy
Job crafting, self-direction
Control and challenge matrix
(monotony, drift, burnout, flow)
Do my people have control?
Are they doing something challenging?
Autonomy Audit
How much autonomy do you have over your Tasks? Time? Team? Technique? (scale of 1-10)
Ship it Days and Genius Hours
Periods of unadulterated autonomy
Learning Objectives
Explore the unique dynamics of managing a client support team
Equip with strategies to understand and apply motivational techniques
Practice in unique scenarios
Session
2 hours
~35 managers
WHY is it important for this group of managers to think about, talk about, collaborate about motivation of your associates?
Breakout rooms?
Common challenges
Successful techniques
Examples of tasks / job responsibilities
Where is autonomy possible? Mastery?
Questions / topics
Connection to Strengths?
autonomy connection as people have work preferences, styles of relating, solving problems, getting work done, etc.
Case Studies / Role Playing