100 ways to Motivate others #1
authored by Steve Chandler & Scott Richardson, reviewed by Prof.M.S.Rao 5/10 enhanced by Peter/CXO Wiz4biz 6/13
“The first duty of a leader is optimism. How does your subordinate feel after meeting with you? Does he feel uplifted? If not, you are not a leader.” – Field Marshall Montgomery, Brit, WWII
Review: “I have read the book titled ‘100 ways to Motivate others’ authored by Steve Chandler & Scott Richardson recently. The book helps you know what motivates and how to motivate yourself & others. It contains several quotes that are apt and useful to the readers. The authors explain the contents through their experiences and anecdotes.
Emphasis. The book helps you to slow down and enjoy a new level of focus. It unveils that multi-tasking is a myth and the truth is to keep life simple & straight. It provides a simple & creative way to hold people accountable. It suggests enjoying the art of supportive confrontation.
Manager or Leader? A boss creates fear, a leader, confidence. A boss fixes blame, a leader corrects mistakes. A boss knows all, a leader asks questions. A boss makes work drudgery, a leader makes it interesting.
1. Managers as indulge in fire-fighting. In the process, the fire controls the mangers not the managers control the fire. They are unconscious of opportunities elsewhere as they are busy firefighting.
2. A healthy Ego asks: What needs to be done? An insecure ego asks: How do I avoid looking bad?
3. Multi-tasking is the greatest myth in modern-day business. The thinking part of the brain itself does not multitask, and so people do not really multitask. The human system is not set up that way. The system has one thought at a time.
4. One of the best ways to motivate others is to Learn from those who have motivated you. Learn from the great leaders you have had. Channel them, clone them, and incorporate them into who you are all day.
5. One of your skills as a leader is to show your people that they can accomplish more than they think they can.
6. Doers & Feelers. Professional managers fall into two categories. There are doers and there are feelers. Doers do what needs to be done to reach a goal that they have set themselves. They come to work having planned out what needs to be done. Feelers, on the other hand, do what they feel like doing. Feelers take their emotional temperature throughout the day, checking in on themselves, figuring out what they feel like doing right now. Their lives, their outcomes, their financial security are all dictated by the fluctuation of their feelings.
7. Traits of Doers & Feelers. A Doer has high self-esteem. A doer enjoys many satisfactions throughout the day, even though some of them were preceded by discomfort. A feeler is almost always comfortable, but never really satisfied. A doer knows the true, deep joy that only life’s super achievers know. A feeler believes that joy is for children, and that life for an adult is an ongoing hassle. A doer experiences more & more power every year of life. A feeler feels less & less powerful as the years go on. Your ability to motivate others increases exponentially as your reputation as a doer increases. You also get more and more clarity about who the doers & feelers are on your own team. Then, as you model and reward the doing, you also begin to inspire the feeler on your team to be a doer.
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