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Motivating the Individual to Achieve
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Barbara HankinsSeguir
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Motivating the Individual to Achieve
- Motivating the Individual to Achieve™ ‘Releasing Potential’ © Barbara Hankins MSc 1994/2016 Barbara Hankins MSc Email: Barbara@catalystforchange.co.uk Mobile: 07802 654249
- Copyright 1994/2016 B Hankins Motivating the Individual to Achieve™ ‘Releasing Potential’ The Model Five Factors: Working Environment, Leadership, Talent Management, Business & People Strategies and Knowledge & Learning Eight Measures: Participation, Quality, Leadership Style, Attitude, Communications, Vision/Mission, Objectives, Learning Company Eleven Attributes: including: Performance, S…, Initiative, P…, Responsibility, C…., Warmth & Support, O…, Learning, C…., Contribution (or Engagement), Knowledge & Learning Business & People Strategies LeadershipTalent Managemen t Individuals Perception ©B Hankins (1994-2012) Working Environment ‘Five Factors for Motivation™’ ‘Releasing Potential’
- Copyright 1994/2016 B Hankins Motivating the Individual to Achieve™ ‘Releasing Potential’ Concept • Five factors that influence and motivate an individual to strive to improve individual and organisation performance • The individual’s perception is influenced by shared values, respect, level of contribution (or engagement) and involvement and a sense of belonging. • Grounded in Motivation Theory and Behavioural Science but with practical application
- Copyright 1994/2016 B Hankins Motivating the Individual to Achieve™ ‘Releasing Potential’ Rationale • Ensure that you have an open and supportive working environment • To develop authentic Leaders • To establish whether you are succeeding in achieving your objectives
- Copyright 1994/2016 B Hankins Motivating the Individual to Achieve™ ‘Releasing Potential’ Goals & Objectives • Stress ‘Working Environment’ as the critical success factor in employee engagement • Improve Talent Management to release potential and realise the Value of People • Align operational and corporate/business strategy • Enable targeted training investment and encourage personal growth and esteem • Understand the motivational triggers
- Copyright 1994/2016 B Hankins Motivating the Individual to Achieve™ ‘Releasing Potential’ The Business Case: Why measure? • Enable you to become more innovative and competitive in the current global economy • Ensure you do not lose out on talent and profits because employees are uninspired • Establish how engaged your employees really are, not just how engaged you think they are! • Ensure you target training investment to achieve your company’s strategic objectives • Effectively demonstrate the value of people to your business – putting people and profit on the same page!
- Copyright 1994/2016 B Hankins Five Factors for Motivation™ ‘Releasing Potential’ Applications Example 1 – Positive Company Vision - ‘Success through Excellence’ Employees engaged and committed Daily message – ‘Innovation, Technology and Quality’ Primary Mission – To become a Global Leader in its field Good training and development history Example 2 – Negative Company Vision - ‘Simply the Best’ Employees disengaged – little sense of ownership or belonging Daily Message – ‘the numbers’ Purpose of the company identified as ‘Making Money’ Poor Training & Development history
- Copyright 1994/2016 B Hankins Motivating the Individual to Achieve™ ‘Releasing Potential’ Benefit/Cost Analysis Benefits • Improved Talent Retention • Increased Employee engagement/satisfaction • Realistic performance targets • Improved quality and customer satisfaction • Co-operation, initiative and participation • Learning environment • Self knowledge and understanding how to release potential • Being known as a great company to work for Costs of Doing Nothing • Increased Employee Turnover • Increased Employment Costs • Lost Customers • Lost Productivity and Competitiveness • Under-developed workforce • Low Morale • Restricted potential • Undesirable as an employer • Resistant to Change • Difficult to Lead
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