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Tired of one-day employee motivation programs that produce motivation for one day? Tried positive thinking motivational programs,
incentives, rewards, and warnings and achieved only temporary results?
Interested in the strategies, best practices, and "Get motivated seminars!" to optimize employee motivation?
Recent studies confirm that 69% of employees are disengaged in corporate America. So how can you motivate yourself to be your best and bring out the best in others?
1. External Motivation
There are two kinds of external motivation:
1. Fear -- You had better get this right, or you will lose money, job, respect, relationship, status, etc.
2. Incentives -- If you do this right, you will gain money, recognition, status, promotion, lifestyle, etc.
The impact of external motivation is temporary.
2. Internal Motivation
 Most people have been exposed to the idea "If it is to be, it's up to me." We understand that if we wish to succeed, we need to take responsibility for our choices and actions. And we have all been advised to set goals. Many employees set worthwhile goals, but their suboptimal thinking
prevents them from achieving the best outcomes. They sabotage their own best interests, because they haven't mastered the art and science of consistent Optimal Thinking.
As an Optimal Thinker, you do your best, regardless of the circumstances. You ask the best questions of yourself and others, and invite the best solutions. You focus on what is most important, make the best choices, deal the best hands, and make the most of the hands you are dealt.
When you employ Optimal Thinking consistently, you make the most of your talents, resources, relationships, work and life. Instead of judging,
ignoring and suppressing negativity in the workplace, negativity signals you to optimize. How quickly you optimize is what counts!
With Optimal Thinking, your motivation is maximized and permanent. External incentives, recognition, and rewards are secondary, because you are truly self-motivated.
Retain the Best and Optimize the Rest
Apart from providing motivational goals and compensation, and a conducive work environment, how can leaders impact employee motivation?
Optimal Thinking leaders acknowledge and understand each employee's dominant thinking style and motivation, respond to the unique needs of the employee, and employ Optimal Thinking to bring out the best from them.
You hire Optimal Thinkers, and educate suboptimal thinking employees in the art of consistent Optimal Thinking. When employees understand their dominant thinking style, basic motivation, stressors, and are trained in the art of consistent Optimal Thinking, they make the most of their talents, resources, challenges and opportunities. Employee motivation is optimized with consistent Optimal Thinking.
As an Optimal Thinking leader, you assess and best resolve demotivating company rules, policies and behaviors
(eg. unproductive meetings, destructive criticism, unclear
expectations about employee performance). By minimizing demotivators and optimizing no-cost employee
motivation strategies (eg. maximizing job ownership, setting supremely motivational realistic challenges and goals, providing fair
treatment and appropriate recognition, measuring performance progress, optimizing collaboration and
teamwork) and educating your employees in the consistent art of Optimal Thinking, you will provide the most conducive environment to optimize employee motivation and productivity.
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