Download A-HA! Performance: Building and Managing a Self-Motivated by Douglas Walker PDF

By Douglas Walker

Compliment for A-HA! functionality ''Since I wrote selection conception a long time in the past, i've got come to the realization that there's just one significant human challenge: we have now but to determine easy methods 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 educate them to these they deal with could be rewarded with a cheerful and ecocnomic place of work. And do it at much less fee than the corporate is spending now.'' --William Glasser, MD, President and founder,William Glasser Institute, and writer of selection thought and truth remedy ''If ever there has been a name that completely matched the content material of a publication, this is often it. i haven't skilled extra a-ha's from a publication in my lifestyles. one of many greatest 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 in particular in the event you aspire to really lead people--then this booklet is needed interpreting. Rock-solid principles from a grasp on motivation.'' --Joe Calloway, writer of labor Like you are displaying Off! ''An amazingly useful and prodigiously resource to aid create and bolster a world-class revenues strength, but in addition a blueprint for greater dwelling quite often. An absolute needed learn for all my staff, let alone family and friends individuals. i do not comprehend someone who could not take advantage of employing the A-HA version. The name may 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 crucial studying for each supervisor. every one bankruptcy deals uncomplicated and compelling equipment for development and coping with a self-motivated group. The life like examples offered through the ebook toughen the stairs within the A-HA version and supply the basis for simple software to specialist and private situations.'' --Ann Owens, vice chairman, overall Rewards administration, QUALCOMM ''Avoiding a fight-or-flight response from an worker who wishes training on greater functionality or habit adjustments calls for the executive 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 via bettering their very own nurturing, training, or mentoring abilities. i am interpreting it for the 3rd time and nonetheless gleaning extra counsel and insights. even if it really is developed as a managerial self-help booklet, it is particularly an insightful, strong textbook, and as such has to be studied.'' --Ron prepare dinner, nationwide debts supervisor, 3M

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Additional resources for A-HA! Performance: Building and Managing a Self-Motivated Workforce

Sample text

But just how each of us should best do that in our own companies will be something we each must figure out for ourselves. There isn’t a one-behavior-fits-all solution. W hat I call the Myth of Best Practices is rampant in the workplace today. The implication is that someone has figured out the best way to do something and that all the rest of us have to do is copy that. Did John Chambers figure it out? Should all bosses serve ice cream to their employees on Fridays? It won’t work for others the same way it worked for him.

It seemed to him that he was now responsible for making Susan behave in certain ways, that it was his job to make her act in a friendlier, more supportive manner. But the heart of this book and the crux of what gives managers the A-HA! Performance Edge is an understanding that what really controls people is something inside—a series of IMPs—not the orders or edicts, and not the carrots or sticks of anyone externally. A-HA! Performance-trained managers learn to focus their conversations on the Intrinsic Motivation Points that are the Drivers of desired behavior, as well as on the Options that are viable for the particular employee they are addressing.

Did Susan make him so mad he had to talk to her like that? Are bosses responsible for the way they address performance issues, regardless of how frustrated they are by them? Are we as human beings externally motivated (controlled) by others, or are we internally motivated and therefore choose our own behavior in an effort to satisfy those internal motivators? W hat is the reason for and primary motivator of behavior? Is it external forces? Or is it internal forces? The answer is tricky and one that has a couple of layers to it.

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