What motivates one person can be a complete de-motivator for another.
It is often said that it is part of a leader's role to 'motivate' their staff - but is it?
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals.
Finding out what 'stimulates' people to accomplish goals can, help leaders support people be more fulfilled at work.
This questionnaire, which can be used as part of a team development activity will enable people to reflect on what motivates them at work, which will, in turn, help them to understand how they might better interact with colleagues.
This activity will help individuals think about their careers by doing a SWOT analysis of their strengths, weaknesses, opportunities and threats.
Once they are fully aware of all these influencing issues/factors they will be better equipped to develop their careers.
As a leader, you can use this SWOT to help your team members reflect on what career opportunities are open to them.
The pressure encountered in everyday life, at home, at work and from exposure to traumatic situations, may result in physical and/or mental ill health.
The effective management of stress in the workplace is essential for the maintenance of good levels of mental and physical health.
This activity can you shared with anyone you feel may benefit from the opportunity to assess their own stress levels and identify the different sources of this stress.
Once these sources are clearly identified, you can take steps towards supporting the individual in combating them.
This simple questionnaire on employee motivation focuses on the role of leaders in empowering employees and improving their engagement and motivation at work.
What is the difference between being a coach, mentor or instructor - and does it really matter?
Well, Coaching focuses on helping individuals get into immediate action while addressing barriers and support they may need to get moving quickly.
Mentoring involves guiding someone seeking to master a particular field that you have already mastered.
Instructing tends to be more didactic. In other words, instructing and informing the 'learner'. It is basically telling.
So in summary, for the purposes of clarity, coaching focuses more on the “who” and the“how,” where instructing, and mentoring focus more on the “what.”
The questionnaire below helps to identify the approach you prefer to take when helping the members of your team learn and develop and the importance of knowing when and how to flow between the roles.
Have you ever considered what kind of thinker you are?
It may seem a strange question, but being aware of your thinking style will increase your levels of self-awareness, as well as helping you to work effectively with others.
This questionnaire should help give you a good idea of your preferred thinking style.
It can be used as a stand-alone questionnaire or used as part of a wider team development activity.
Time - we never seem to have enough of it!
Do you ever get to the end of a working day to realise that you have been unable to complete all the tasks and activities you had intended to?
We can all get distracted and waste time - but why do we allow this to happen?
This activity will enable you and your team analyse what the issues are - what your key time waster distractions are and how you can plan to overcome them.
Facilitator guidance and delegate handouts are included in this activity.
To download this activity, click on the following link: Time Wasting Analysis Activity