1. Accelerate Change.
Change can be a good thing, and managers should make sure their people see how they can benefit from it. Change can be better managed by understanding the Change Cycle:
a. Objection: This can't be good.
b. Reduced Consciousness: I really don't want to deal with this.
c. Exploration: How can I make this change work for me?
d. Buy-in: I have figured out how I can make this work for me and for others.
2. Preach the Role of Thought.
People are motivated when they think motivating thoughts. Thought, and not circumstance, should rule.
3. See What's Possible.
A person's performance is a response to who they perceive themselves to be at the moment. They can create new possibilities for themselves.
4. Motivate by Doing.
Managers should be doers, not feelers. The ability to motivate people increases exponentially as the reputation of being a doer grows.
5. Teach Your People "No" Power.
People should be able to say no to things that aren't important. Learning to say yes to things that are important makes it easier.
6. Wake Yourself Up.
Change is one of life's constant things. Good managers should always be aware of how things are changing.
7. Give Power to the Other Person.
To get people to agree to work with them, managers must remove fear. This can be done by asking gentle questions and allowing people to make their own commitments.
8. Build a Culture of Acknowledgement.
People should be recognized for even the little things they do. This motivates them to do big things well.
9. Stop Pushing.
Managers should not resist what their people are doing or saying. Instead, they should be guiding their inner energy towards a mutual goal.
10. Slow Down.
This allows leaders to prioritize their work and do what is needed at the moment. Slowing down actually gets more done.
Change can be a good thing, and managers should make sure their people see how they can benefit from it. Change can be better managed by understanding the Change Cycle:
a. Objection: This can't be good.
b. Reduced Consciousness: I really don't want to deal with this.
c. Exploration: How can I make this change work for me?
d. Buy-in: I have figured out how I can make this work for me and for others.
2. Preach the Role of Thought.
People are motivated when they think motivating thoughts. Thought, and not circumstance, should rule.
3. See What's Possible.
A person's performance is a response to who they perceive themselves to be at the moment. They can create new possibilities for themselves.
4. Motivate by Doing.
Managers should be doers, not feelers. The ability to motivate people increases exponentially as the reputation of being a doer grows.
5. Teach Your People "No" Power.
People should be able to say no to things that aren't important. Learning to say yes to things that are important makes it easier.
6. Wake Yourself Up.
Change is one of life's constant things. Good managers should always be aware of how things are changing.
7. Give Power to the Other Person.
To get people to agree to work with them, managers must remove fear. This can be done by asking gentle questions and allowing people to make their own commitments.
8. Build a Culture of Acknowledgement.
People should be recognized for even the little things they do. This motivates them to do big things well.
9. Stop Pushing.
Managers should not resist what their people are doing or saying. Instead, they should be guiding their inner energy towards a mutual goal.
10. Slow Down.
This allows leaders to prioritize their work and do what is needed at the moment. Slowing down actually gets more done.
