Comments on: In a world of increasing complexity how do we help managers and leaders? http://rsvpdesign.co.uk/blog/learning-tools-and-resources/in-a-world-of-increasing-complexity-how-do-we-help-managers-and-leaders/ Designers, Authors & Facilitators of Activity Based Learning Tools, Resources & Programmes Tue, 21 Feb 2012 10:02:45 +0000 http://wordpress.org/?v=2.9.1 hourly 1 By: John Thurlbeck http://rsvpdesign.co.uk/blog/learning-tools-and-resources/in-a-world-of-increasing-complexity-how-do-we-help-managers-and-leaders/comment-page-1/#comment-77 John Thurlbeck Tue, 07 Sep 2010 11:54:34 +0000 http://www.rsvpdesign.co.uk/blog/?p=124#comment-77 Hi Geoff and Ann Thanks so much for the link to the Dan Pink YouTube clip - absolutely brilliant! It has given me so much food for thought - I have gone on for years about PURPOSE to different people in different organisations and he explained it in 10 minutes - fantastic! Kind regards John Hi Geoff and Ann

Thanks so much for the link to the Dan Pink YouTube clip – absolutely brilliant! It has given me so much food for thought – I have gone on for years about PURPOSE to different people in different organisations and he explained it in 10 minutes – fantastic!

Kind regards

John

]]> By: Tim Coburn http://rsvpdesign.co.uk/blog/learning-tools-and-resources/in-a-world-of-increasing-complexity-how-do-we-help-managers-and-leaders/comment-page-1/#comment-56 Tim Coburn Mon, 07 Jun 2010 12:13:59 +0000 http://www.rsvpdesign.co.uk/blog/?p=124#comment-56 Hi Graham and Ann Your recent post about Dan Pink's work on intrinsic motivation and your question about putting intellectual understanding into practice encouraged me to reply... Like Dan Pink, I'm very interested in the potential that intrinsic motivation brings to individual, team and corporate performance.... and like you, I'm equally interested in practical tools that enable busy leaders put good ideas into practice. As an example, here is a checklist for team leaders that helps them discover and align motivation to performance. It's used together with a leaders guide to holding conversations - there is one for each of the 12 steps in the checklist. (There is a similar checklist and guide for team members, too... together with a learning journal for keeping notes etc) Although the guides are easy to follow, practise starts with a little bit of training but the process is very easy to self-manage, too. Here's the checklist: Discover, Engage, Perform - 12 Steps to Success I ask about what really interests the people in my team I listen the story* of their life and discover what motivates and excites them (* 'story' refers to past, present and future aspirations/goals) I clarify the ideas that inspire them and the goals they really want to achieve I explain the landscape of opportunity and we explore it together We connect and align aspirations with work that needs to be done I challenge and help them create a plan to put their ideas into action They have the support needed to implement plans that motivate and engage them I take an interest in them personally and in the progress they are making I ask very effective questions that keep them focused on achieving results They start to get the results they want and others notice the progress they’re making I appreciate them individually for adding value by pursuing their ideas and goals Our team contribution is better because we put our passion into performance If you would like to see the Leaders Guide, I'll happily forward a copy all the best Tim Hi Graham and Ann

Your recent post about Dan Pink’s work on intrinsic motivation and your question about putting intellectual understanding into practice encouraged me to reply…

Like Dan Pink, I’m very interested in the potential that intrinsic motivation brings to individual, team and corporate performance…. and like you, I’m equally interested in practical tools that enable busy leaders put good ideas into practice.

As an example, here is a checklist for team leaders that helps them discover and align motivation to performance. It’s used together with a leaders guide to holding conversations – there is one for each of the 12 steps in the checklist. (There is a similar checklist and guide for team members, too… together with a learning journal for keeping notes etc)

Although the guides are easy to follow, practise starts with a little bit of training but the process is very easy to self-manage, too.

Here’s the checklist:

Discover, Engage, Perform – 12 Steps to Success

I ask about what really interests the people in my team
I listen the story* of their life and discover what motivates and excites them
(* ’story’ refers to past, present and future aspirations/goals)
I clarify the ideas that inspire them and the goals they really want to achieve
I explain the landscape of opportunity and we explore it together
We connect and align aspirations with work that needs to be done
I challenge and help them create a plan to put their ideas into action
They have the support needed to implement plans that motivate and engage them
I take an interest in them personally and in the progress they are making
I ask very effective questions that keep them focused on achieving results
They start to get the results they want and others notice the progress they’re making
I appreciate them individually for adding value by pursuing their ideas and goals
Our team contribution is better because we put our passion into performance

If you would like to see the Leaders Guide, I’ll happily forward a copy

all the best

Tim

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