Komunitas-Super

If you want to make things happen the ability to motivate yourself and others is a crucial skill. At work, home, and everywhere in between, people use motivation to get results. Motivation requires a delicate balance of communication, structure, and incentives. These 21 tactics will help you maximize motivation in yourself and others.

1. Consequences - Never use threats. They’ll turn people against you. But making people aware of the negative consequences of not getting results (for everyone involved) can have a big impact. This one is also big for self motivation. If you don’t get your act together, will you ever get what you want?
2. Pleasure - This is the old carrot on a stick technique. Providing pleasurable rewards creates eager and productive people.
3. Performance incentives - Appeal to people’s selfish nature. Give them the opportunity to earn more for themselves by earning more for you
4. Detailed instructions - If you want a specific result, give specific instructions. People work better when they know exactly what’s expected.
5. Short and long term goals - Use both short and long term goals to guide the action process and create an overall philosophy.
6. Kindness - Get people on your side and they’ll want to help you. Piss them off and they’ll do everything they can to screw you over.
7. Deadlines - Many people are most productive right before a big deadline. They also have a hard time focusing until that deadline is looming overhead. Use this to your advantage by setting up a series of mini-deadlines building up to an end result.
8. Team Spirit - Create an environment of camaraderie. People work more effectively when they feel like part of team — they don’t want to let others down.
9. Recognize achievement - Make a point to recognize achievements one-on-one and also in group settings. People like to see that their work isn’t being ignored.
10. Personal stake - Think about the personal stake of others. What do they need? By understanding this you’ll be able to keep people happy and productive.
11. Concentrate on outcomes - No one likes to work with someone standing over their shoulder. Focus on outcomes — make it clear what you want and cut people loose to get it done on their own.
12. Trust and Respect - Give people the trust and respect they deserve and they’ll respond to requests much more favorably.
13. Create challenges - People are happy when they’re progressing towards a goal. Give them the opportunity to face new and difficult problems and they’ll be more enthusiastic.
14. Let people be creative - Don’t expect everyone to do things your way. Allowing people to be creative creates a more optimistic environment and can lead to awesome new ideas.
15. Constructive criticism - Often people don’t realize what they’re doing wrong. Let them know. Most people want to improve and will make an effort once they know how to do it.
16. Demand improvement - Don’t let people stagnate. Each time someone advances raise the bar a little higher (especially for yourself).
17. Make it fun - Work is most enjoyable when it doesn’t feel like work at all. Let people have fun and the positive environment will lead to better results.
18. Create opportunities - Give people the opportunity to advance. Let them know that hard work will pay off.
19. Communication - Keep the communication channels open. By being aware of potential problems you can fix them before a serious dispute arises.
20. Make it stimulating - Mix it up. Don’t ask people to do the same boring tasks all the time. A stimulating environment creates enthusiasm and the opportunity for “big picture” thinking.

You either lost or quit your job last month. You have been working in Human Resources (an example) for 10 years at this company and before that at another company for 8 years. You have one kid in college and the other two are young adults living on their own. Now What?

Last week you had a daily routine, health insurance coverage, and a regular paycheck. You have always dreamed about working for yourself but you never took the risk. Now that you have been laid off or you know the company is going under the risk to leave your job isn't that great. You understand that trying to find another job with hundreds of thousands of people also unemployed will be almost impossible. This is as good a time as any to, at the least, make an attempt to fulfill your dream.

Sometimes finding a new job or starting a new career is less risky than staying in your current employment. A career change can be done with some planning. The key is to research your options thoroughly.

Your first step is to decide what your goals are and what you want to do.

If you have not done some serious soul searching by now, this will take some serious thinking on your part and may even require outside counseling. Take your time. You are in this for the long term. Thinking about long-term goals from the start will keep you grounded and help you determine how to proceed.

Once you are clear on your goals, ask yourself what specific skills, knowledge, money, resources, information and contacts you need to bring to your self employment. A career change may be a change of direction in your current job such as working for yourself rather than the company.

A career change may require going back to school and gaining new skills so that you can do what it is that you want to do. More and more people are doing this and you will be surprised to find lots of people within your age bracket that are back in school, learning to study all over again. In what areas would your work experience be of benefit to you?

If you know what you want to do you are already half way there so don't sit there and wait for something to happen. This is the best time to talk to your family, let them know what you are planning, and ask them for support. Transparency is the new political buzz word and it works for families, also.

Keep your ties to your old company. Very often, former companies are the sources of first outside contracts for the self employed especially if you are freelancing in the same area. Network with them and be prepared to make networking in general a full-time job.
Read more...

Have you ever been around someone who is constantly grumbling about how bad things are? Whether it's something big or something small, they choose to grumble. Life just can't be that hard. Some people just haven't taken the time to realize that what we dwell on is what we create. If we dwell on how bad things are and that thought consumes our days, then we can only bring other bad things into our lives.

Quite a few years ago I met a remarkable little girl named Alahna. Her brother was taking lessons at the karate school. Alahna would come to watch her brother take class. During class she would attempt to do the same movements that her brother was doing while she was watching class. The movements of the martial arts were difficult for Alahna because she was supported by a walker. Alahna needed the walker because she has cerebral palsy. For those unfamiliar with cerebral palsy it is a condition where the brain can't properly tell the muscles what to do. In Alahna's case, the muscles become too tight.

Years have now passed. Instead of watching karate class, Alahna has convinced her parents to let her take karate lessons. This young lady chooses to make the best of what many might perceive as a difficult situation. You can recognize Alahna by her effort and her smile. It's not a once in a while thing. It's an everyday, an every minute thing. Alahna is always smiling. That smile of hers is even there when she's having a tough day or when she is unable to do something during one of her classes. Her incredible smile is the outward sign of the remarkable spirit within.

Alahna is the ultimate example of strength of mind, power of choice, and power of the human spirit. She chooses to live her life to it's fullest and she chooses to live it with that great smile. All of us could learn from this incredible young lady. Our daily struggles pale in comparison to hers. She chooses to fight the good fight and always do it with that ever present smile. Watch her in class sometime and invite anyone that you might know who chooses to complain and gripe about how bad they have it to come over and learn something from Alahna. We should all be so blessed as to have her passion for life. She's an inspiration to all of our students. Be sure to smile.

Make the plan, work the plan,
Read more...

The last few years is more incentive understanding how important element of emotional intelligences (EQ) is inherent in the leadership aspect of someone. This is based on the belief that a manager's ability to understand and manage emotions and also other people is the key performance successfull business. Daniel Goleman has written and published a book titled Emotional Intelligence (1995) in Stuart Crainer and Des Dearlove (Handbook of Management, 2001). He concluded that human competencies like someone self-awareness, self-discipline, diligence is ongoing, and empathy have more intellectual rather than intellect (IQ) on the performance of the business.


Goleman as a psychologist adopt of Peter Salovey, a psychologist from Yale University, about the meaning of emotional intelligences. According to Salovey, emotional acumen can be observed from the perspective of five, self-understanding emotions, managing emotions, pemotivasian themselves, introducing themselves, and build relationships. In another book titled Working With Emotional Intelligence, (1998), Goleman asserts again that the job competency is based on emotional acumen to play a larger role rather than intellectual acumen or technical skill.

Questions that arise from the opinion that if this is so applicable to the position of all the work someone. Save me not so. For the service, technical skills or intellectual acumen is a key element of success-achievement. In the position as the technical skills should be larger rather than the ability of managerial. Can be an employee if the technical production elements of technical know less and rely solely on the managerial acumen is greater then the performance is not improved but even decreased. But intellect is not to be emotional, such as motivation and self management not required. Indeed, someone will be able to again improve the performance when two types of intelligences at once. Second term dimensional intelligences that work together are synergistic. This is more evident in the ability of a particular intellectual acumen leader. With plus emotional intelligences greater than other people rather then their performance will be higher.

Views from its position, the more senior the position requires a leadership acumen emotion. This is reasonable because one of the important tasks of a leader is in the coordinates in achieving the vision and specific business goals. This will also be based on style of leadership. As known there are various styles of leadership such as a compulsion (coercive) on a person or group of people in each request to be fulfilled; authoritative style that mobilize people to achieve the vision of the organization; affiliation style create a harmonious atmosphere of cooperation, democratic style of building consensus in a way participation of members; style like a pioneer on the benefits and act quickly, and the style of a teacher to develop the capability. Everything related to the people.

Each leader must be able to apply the appropriate leadership style to the situation. For example, when the lead is still a new employee, a leader should implement a leadership-oriented tasks and monitoring production of high intensity (quantity, quality, level of damage). So here is required intellectual acumen or technical larger. Meanwhile, when the employee is more senior-oriented leadership style then keep on autonomy, motivation and social relationships. And emotional intelligences needed here is greater.

So can conclude that analyzing the success of the relationship with someone intelligences form should be seen proportionally. In practice, need two intelligences is positioned in the context of the output (performance) and job positions are balanced. Intellectual acumen can be seen as a requirement virtue. But the requirement is still less and must be added the requirement that the adequacy of emotional intelligences. And emotional intellect itself tends to someone associated with the positive factors age. The older age limit of a certain someone to the higher intellect emotion. The terms of the adequacy of the greater ability of someone to improve their performance; at the level of intellectual acumen and a particular position.
Read more...