Posts tagged ‘consistency’

Husband and Wife Teams

I have worked with a number of husband and wife teams, many of whom have been effective and successful.  But not without some challenges to overcome, due to the complex nature of their ‘multi-faceted’ relationships.

Whether they run their own business(es), or work in the same company, or even the same team, the first hurdle is to separate their work and their home lives.  Really separate them, as in removing any emotional baggage that has taken place at home when they come into work – not easy!

One way to help is to review how our couples are motivated at work, to enable them to have a deeper understanding of what makes each other tick.  Combine this with clear business goals and the right skills and they can be really focussed on business success.  That is providing they can switch off when they leave the office!

For example, one half of a couple, who ran multiple businesses together, as well as separate businesses, decided to set up a new business.  They knew this would take some time to build and ring-fenced the time to enable them to do so.  However, they soon found themselves under financial pressure from their spouse.

When we looked at their motivation profiles it was clear that one was more focussed on money and the other on quality and customer service.  This was clearly causing some conflict, so it was a relief to both to find out the reason behind it.  They were delighted to find that the common ground between their two opposing views was both achievable and very productive for the businesses.  It also enabled them to ‘park’ external factors and really focus on business outcomes.

Of course many teams can find themselves in similar situations to our couples, in fact being in a team can feel like a marriage at times!  Most, if not all, issues can be resolved by understanding what makes each other tick.  Simple, quick and effective!

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May 16, 2013 at 1:43 pm Leave a comment

Banning working from home…

Many large corporations are moving away from the ‘working from home’ concept, with companies like Yahoo banning it altogether.  Unfortunately many employyes will leave their positions in reaction to these new policies.  A one-size-fits-all approach to working hours and conditions is likely to backfire.

Knowing how to motivate your team is vital if you are in pursuit of the greatest productivity.  Dynamic, forward-thinking organisations recognise the value of offering flexible working practices.  They reap the rewards from highly engaged staff who feel motivated and perform their roles to the best of their abilities.  This also lowers staff turnover and thus recruitment and training costs.

Others don’t give the flexibility they could, probably due to poor leadership and management practices and lack of trust.  This leads to some staff feeling de-motivated and under-performing.  Or they might even leave.

However, the ones who will leave first are likely to be some of your best people.  They are confident, competent and are likely to be sought after by your competitors.

The key thing is that some individuals love flexibility, others love being in the office and some like a mixture of both.  So your flexible working policy needs to incorporate the needs of each individual, and what makes them tick.

And your leaders need to be able to get the best from every individual, wherever they work.

Do you understand what makes your people tick, so you can make the most of flexible working in your team?

March 5, 2013 at 1:15 pm Leave a comment

Collaborative Leadership

I find Steve Jobs, CEO of Apple, a fascinating character.  As a gradual (and sceptical) convert to Apple products, from an iPod to an iPhone to a Macbook, it is great to hear the insights of how the company, and particularly it’s leader, operates.

In this shortened version of an interview, Jobs explains how he is a ‘facilitator’, not a manager, and how committees are frowned upon.  What I like is the recognition that to attract and retain key people means accepting that they will often know more than the man at the top.
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September 2, 2010 at 8:30 am Leave a comment

Fire Your Grumpy Staff?

I read a great article recently with the above title.   The essence of the message was “I can’t for the life of me see how great customer service can be delivered by staff who hate – or don’t enjoy – their jobs. Great service experiences are always a result of someone who is engaged and sees the problem through the customer’s eyes.”

Couldn’t agree more.  However, you don’t need to fire all of them.  A Motivation Review of the team would soon establish if you had the right people in the right roles to deliver excellent customer service.  More importantly it gives leaders the opportunity to engage with staff at a different, emotional, level – to identify the reasons behind any grumpiness.

A small change in a leader’s reward strategy to each individual will then make a big difference to employee motivation – and customer service.

August 26, 2010 at 8:30 am Leave a comment

How Motivation Drives Performance – Director Profile

So we’ve seen how Experts, those who seek mastery, can maintain and increase their motivation levels.  Now let’s take a look at the Director.

If you have Director as one of your top motivators, you want to be able to influence the way things happen, especially having control of people and resources.  This includes making critical decisions about how these are used, and tends towards management roles.  You are self-confident and provide clarity for others.  Consequently you like clarity from others, which means clear objectives and strategy from above.
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August 24, 2010 at 8:15 am Leave a comment

How Motivation Drives Performance – Expert Profile

So we’ve seen how Friends, those who seek belonging, can maintain and increase their motivation levels. Now let’s take a look at the Expert.

If you have Expert as one of your top motivators, you seek mastery of a subject, and you like to pass that knowledge on to others.  You actively seek opportunities to demonstrate expertise in the specialised fields in which you operate.   Training opportunities are highly motivating for you, though a course is not always necessary, as you enjoy self-development too.
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August 17, 2010 at 8:15 am Leave a comment

In It For Fun, Not Money

Before you read this I have to admit to being a Branson fan.  I found Sir Richard’s blog on fun-not-money very interesting and very relevant to the work I do around what motivates individuals and teams, and how that can drive success.

I disagree that most people start businesses because they “feel that they can create something that is going to make a difference to other people’s lives”.  I think people start businesses for all sorts of reasons.  However I strongly agree that people who DO start a business for this reason are most likely to be successful, as they will put customers first.

So perhaps this gives us an insight into the motivators that will make the most successful entrepreneurs?  Making a difference is the Searcher motivator.  Add some Spirit (autonomy) and Creator (innovation) and that could be the recipe for success!

Let me know if you’d like to find out what motivates you.

August 12, 2010 at 8:30 am Leave a comment

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Alan Adair

Contact Details

Alan Adair

Extra Dimension
Helping you and your teams to be more engaged, motivated and effective.

21 Pelican House
Stone Close
Poole
BH15 4GE

Tel 01202 830047

Email alan.adair@extradimension.co.uk

Website
www.extradimension.co.uk

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