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Are you a Motivational Manager?

Are You a Motivational Manager?

Are You a Motivational Manager?

Some managers are very motivational. They have the ability to raise the spirits of others.

There are some super effective managers who tend to be motivational because they have naturally stumbled across the methods that work. They say the right things; they avoid saying the wrong things. They do it every day, without even knowing how they are achieving the effect of motivating others.

If you are not a natural-born motivator, then you can learn how to be a motivator, by deliberately learning the relevant skills.

What are the relevant skills that you can learn?

  1. Motivation by optimism.
  2. Motivation by belief.
  3. Conversation control (yourself).
  4. Conversation control (others).
  5. Self-belief.
  6. Attitude to others.
  7. Motivation by pain.
  8. Motivation by pleasure.
  9. Overall motivation.

1. Motivation by optimism

Optimism is the act of finding things to say which presupposes that the future will be better than the present. That is the essence of optimism. The future will be better than the present. If you talk in ways that presuppose that the future will be better than the present, and if you do it consistently and on purpose, then you will tend to inspire other people.

2. Motivation by belief

Talking as if the future will be better than the present, is even more powerful if you can start thinking up good, solid reasons why it is true.

If you can start manufacturing logical arguments that will prove that the future is likely to be better than the past, then your message will be believable, and therefore more motivational.

Construct good logic that supports the belief. Here are a few good arguments that suggest the future will be better.

  • Technology is always improving.
  • More people are being born every day and more people make bigger markets and more customers.
  • Fuel costs are low and will be low for a long time.
  • There is greater freedom of information. Anyone can learn anything, online. Information is everywhere.

3. Conversation control (yourself)

Control what you talk about.

Don't talk about the future being a bad place.

Don't talk about the bad things that have happened to you.

Don't talk about how the past was better than today.

4. Conversation control (others)

In a similar way, control what other people talk about whilst they are in your company.

Don't let them talk for too long about the future being a bad place.

Don't let them talk for too long about all the bad things that have happened to them.

Don't let them talk for too long about how the past was better than today.

If they get onto these three subjects, then let them have a few minutes on it, then purposefully change the subject, by asking them a question, the answer to which presupposes a better future.

5. Self-belief

Develop self-belief. Keep saying to yourself the following phrase:

"I can achieve any goal I set my mind on".

"I can achieve any goal I set my mind on".

"I can achieve any goal I set my mind on".

Then start saying to other people:

"You can achieve any goal you set your mind on.

You can achieve any goal you set your mind on.

You can achieve any goal you set your mind on".

If you set your mind to any goal, and if you don't waver or break faith, then you can achieve it.

Drill that thought into others, (by dint of repetition) and as they hear that thought expressed over and over, they will begin to change how they feel.

6. Attitude to others

Try to think that others are essentially good people who are doing the best they can, given the situation and education they have available to them.

Try not to think of people as being essentially bad people, doing a terrible job.

Try to think that people are doing the best they can.

If you have to reprimand someone for doing something bad, or wrong, start with the phrase,

"I understand that you are probably doing the best you can, given the circumstances, but I need to draw your attention to the fact that you have (DONE X)."

7. Motivation by pain

Some people try to motivate others by means of making threats.

They say, in effect: "Do as I ask or your future will be painful".

Motivating people by threatening painful consequences will indeed work, but not for very long.

Don't motivate other by threatening painful consequences.

Instead, try the next method of motivation:

8. Motivation by pleasure

Positive managers motivate by means of making commitments and promises of rewards.

They say, in effect: Do as I ask and you will be handsomely rewarded.

Motivating people by making commitments, rewards, appreciation and praise will work and it will work for ever.

Positive motivators work longer than negative motivators.

9. Overall motivation

Put these points together and use them every day and use them on purpose.

If you did that, then your ability to motivate others will skyrocket off the charts.

Are You a Positive Influence on Others?

Some people have a positive influence on the rest of the group. And others, definitely don't.

Take our quick quiz 'Are you a positive influence on others?' to find out if you are a positive influence on others.

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Leadership Training - The Effective Leader Manager

As the team leader or manager, you know that, on the technical level, you are very good. In your role as an effective and inspirational leader-manager, you recognise that there may be some gaps. Now you are searching for a method to help you to improve your skills as a team-leader and manager - click here to find out more!

About the Author: Chris Farmer


Chris Farmer is the founder of the Corporate Coach Group and has many years’ experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.

Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.

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