1. Fostering Organizations' Care and Understanding of Employee Success
Today’s Representatives
Lucia Mejia | Kate Sanderson | Kate Darby | Marcus Kelley

3. AUDIENCE ANALYSIS
Which of these scenarios would
best motivate you at work?

5. “One of the greatest benefits of
understanding how promotion
and prevention focus work is
that it will give you a genuine,
evidence-based window into
strengths and weaknesses – the
kind that translate into
demonstrable differences in
performance.” (Halvorson & Higgins, 2013)

6. Our MISSION at
Through our services, your organization will be
able to foster motivational fit. This produces:
■ Improved trust
■ Believability
■ Engagement
■ Value

7. • Focus on obtaining positive outcomes
• Some employees may be more idealistic than others. Attending to this branch satisfies one’s need to
be nurtured (Halvorson and Higgins, 5).
Strengths: Enthusiastic, positive, open to opportunities, creative.
Weaknesses: Easily lowered self-esteem, can take on too many projects, could be more doubtful.
PROMOTION
 Focus on optimizing gains
 Enthusiastic
 Good brain-stormers
 Creative
 Optimism and praise
enhances their motivation
 However…
 Fragile self-esteem
 Take on too many ideas
 Not as vigilant
PREVENTION
 Focus on minimizing losses
 Cautious
 Detail-oriented
 Realistic
 Failure enhances their
motivation
 However…
 Not risk-takers
 Pessimistic
 Not be willing to give ideas
a chance

8. Implementation
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9. Challenges:
How do we demonstrate our effectiveness?
How do we test without influencing your employees?

10. Observe:
● Computer monitoring (non-work related website)
● How often computer goes idle
● Quality of work
● Quantity of work
Assessment:
● Likert Scale Questionnaire
○ Job Satisfaction and Satisfaction with professional relationships
Definition of Effectiveness:
● Decrease inactivity at work
● Increase quantity and quality of work (Likert Scale results).
ACTION PLAN

11. IDENTIFYING FOCUS
Through a Corporate Retreat
Assessments:
● Event Reaction Questionnaire
○ to compute promotion vs. prevention
● Self-Report Questionnaire
○ computes self-concept [to minimize bias]
ex. Compared to most people, are you typically unable to get what you want out of life?

12. PROMOTION BOSS
+ PREVENTION EMPLOYEE
= UNDERPERFORMANCE
● Work with employees to be aware of
orientations and how to communicate
motivation issues within a team.
● Team Building Exercises
● Work with managers to create efficient
teams for future work
Application: Team workshops
CHANGING FOCUS

13. Post-Test
● Intrapersonal - Occupational Stress Indicator (Cooper, Cary ), Likert
Scale on satisfaction with professional relationships
● Interpersonal - Likert Scale on general job satisfaction, computer
monitoring (non-work related website), how often computer goes
idle, Quality and Quantity of work
- test 1 month after corporate retreat
- repeat after 6 months
● Environmental - Likert Scale on general job satisfaction

14. USING FOCUS
Motivational fit is when there’s a match between…
● what people want
● how they pursue their goals
● obtaining desired outcomes
Understanding the two motivational focuses will allow you to
enhance your influencing skills in domains such as:
 Providing incentives
 Focusing on fairness
 Behavior in the workplace

15. Bottom Line
“When motivational strategies we use
don’t align with our dominant focus, we are
less likely to achieve our goals.”-- Halvorson
& Higgins (2013)
We are headed into managerial
positions and it is important to build your
soft skills.

16. Your Focus Effects Everything!
“When motivational strategies we use
don’t align with our dominant focus, we are
less likely to achieve our goals.”-- Halvorson
& Higgins (2013)
We are headed into managerial
positions and it is important to build your
soft skills.

17. Client Testimonials
“There are fundamental differences
in the way we seek and achieve
success. With the help of FSI and
their comprehensive services, our
organization was able to gain a new
perspective on motivation ;not only
to impact ourselves, but to impact
those we lead!”
Patrick S. Fishcer
SR. Strategic Programs Manager,
Lazy River Studios Inc.
May 2014
“FSI helped our organization excel
in predicting employee
performance! As a manager, I am
now more effective in my role and
in providing the support my
employees need to reach their full
potential!”
Alice N. Wunderlind
Director of Training & Development,
Tea Time & Co.
April 2002
“After bringing in FSI to assess why our strategic
campaigns weren’t appealing to our employees, we
were able to improve our believability from 34% to
92%. This has changed the dynamic of our culture!”
Gretchen Rubin
Chair Executive Officer,
The Happiness Project, LLC
December 2008

18. For appointments contact:
3659 Field Avenue
Naperville, IL 60540
(689) 589 - 7463
Questions?