This means Two things: First, they are well employed in tasks, where it comes for example, to detect errors or to avoid. Also, the supervisor in the leadership that may make. Because big goals don’t motivate these staff. There are things that staff would like to avoid, so a product defect, the weakening of the own reputation or otherwise. In my seminars, I train with executives to recognize the employee motivation strategies.
This is a new kind of leadership and for the one or the other participants initially hard work. Just the modern brain research today confirmed that it is not possible to external motivation. Brain researchers identify the three major congenital motivators: striving for growth and striving for social binding strive for freedom,. These three motivators are pronounced differently. One will do whatever it takes to be free, to enjoy personal freedom and it would be regardless of another, what he must do to just include. An error of Leadership is that it transmits your own preference on the staff. I’ve seen managers who wanted to weld a team together, put frequent joint meetings, tasks jointly transferred employees and the payment based on team performance, because they are themselves primarily motivated by social affiliation. Let someone who strives for freedom or personal growth, is not impressed by this framework, even more put off.
My eBook book inspired leadership”, I imagine the different motivation strategies. Task of leadership is to recognize these motivators. Task of leadership is also to identify targets and to formulate her brain. This is often a real challenge for executives. And even note in practice, how much target phrases can have more energy if they are brain-friendly formulated. Brain-friendly destinations? Know now many decades We, that we, not ‘ can understand. To process information we need to process them. The information you can’t now break go.”can handle our brain only in a certain way: it imagines that we go to the break. And then it would need to strikethrough this idea not to follow them. Unfortunately, strike-out does not go into our head but. “Come in the brain: you can now go to the break.” Only with additional brain engineering effort we will not go probably yet to break, because our brain to this information is more information. Objectives should be always positive. And they should be so formulated as the target was already achieved. Alone these two criteria create a new, brain-friendly quality of leadership. Also: The flexible leads. Governance models do not help here. Often I watch executives, that they are not flexible enough. They have a strategy and repeat almost mantra moderately, No matter whether it works or not. This makes predictable executives and then they no longer lead. Executives must therefore exercise flexibility, especially in the use of language. That’s the best in a relaxed state. Will therefore be laughing in my seminars much. In some seminars I offer also relaxation techniques, so that have learned better is linked in the brain, and participants take this relaxation in everyday management. Because under pressure and stress no one can give a good performance, and certainly not excellent.Comments Off on Marcus Hein