Model 4: Work Motivation
- Abraham Maslow
Discover how to boost performance by harnessing the motivation powerhouse
Researchers agree that the personal motivations of employees are directly related to nearly every facet of the workplace. Therefore, it is widely, but mistakenly, assumed that leaders/managers bear the responsibility of motivating their employees toward organizational goals. However, our research demonstrates that, since motivation is an internal process, leaders/managers are responsible for providing the proper work environment in order to prompt employee self-motivation. Using validated survey instruments the participant can both evaluate his/her own personal theory of motivation, and discover what really is important to their co-workers.
Model 4 delivers the following benefits:
- Learn the impact of personal beliefs on motivation
- Discover what motivates employees
- Understand the motivation process and the role of the leader/manager in it
Model 5: Empowerment
Discover how the way we use power can help organizational performance.
Nothing has a greater impact on managers themselves, their direct reports, and their organization, than how they manage and share their power. Research confirms that a manager's power style differentiates the truly productive manager from their less productive colleagues.
Model 5 delivers the following benefits:
- Discover the effects of power dynamics
- Identify why individuals want power
- Understand the benefits of power sharing
Model 6: Group Decision Making and Team BuildingDiscover how to transform low-performing groups into triumphant winners
Teams are a reality of organizational life. Today's organizations consist of interconnected groups of people, and "teaming" appears to be a permanent reality. How people relate to one another in the integration of task/social and emotional activities is the core issue if teams are to be effective. This Model is designed to explore the basic dynamics of group problem solving and to examine some of the common pitfalls characterizing groups that perform poorly. More important, a fail-safe alternative to such pitfalls is presented in the form of an in-depth blueprint for managing Commitment, Conflict, Creativity, and Consensus - the "Four Cs" of creative group problem solving.
Model 6 delivers the following benefits:
- Experience the power of consensus decision-making
- Discover the "best" way to lead for creativity
- To provide an opportunity for the assessment and critique of individual contributions to team action.
- To explore the efficacy of individual as compared to group productivity in the making of decisions
- To experiment with the consensus technique of group functioning
Model 7: Management and Leadership Style
Discover how well your management style works - and what to do if it doesn't
Model 7 serves to integrate much of the material presented in previous Models. It also provides a structure for systematically examining personal behavior from multiple vantage points:
- Facilitate better understanding of personal style preferences
- Provide a framework for making more informed choices regarding a program of personal change
Model 7 delivers the following benefits:
- Identify an individuals predominant style of managing people - as seen by the individual and co-workers.
- Analyze the strengths and weaknesses of various management styles, and their appropriateness.
- Forge a framework for making the best management-style choices
- Discover management style aspects within the classic models of human dynamics.
- Develop a research proven "best" style
- Forge a personal framework for making the best management-style choices.
- Compare individual leadership styles against our database of achieving leaders and discuss how to close the gaps.
We can work with your organization to develop a customized solution that incorporates one or all of the Models into a development program.