Are you ready to level up
We partner our experienced, passionated and dedicated coaches with leaders of Financial Institutions, Technology organisations, Secondary Schools, Social Enterprises and Small to Medium Business, to galvanise energy, commitment and focus for your vision through inspiring your biggest asset… the people you have around you.
Some of the people we have supported worked with these brands:
What is the butterfly effect of your leadership?
There are only two ways to motivate people into action; inspiration (intrinsic), or manipulation (extrinsic).
Another way to say this would be, are you coming into work everyday because you love what you learn while you are there (intrinsic)? Or, are you coming into work everyday to collect the cheque (extrinsic)?
“Intrinsic motivation is conducive for creativity;Dan Pink – Author of Drive & TED Sensation “The Puzzle of Motivation”
controlling extrinsic motivation is detrimental to creativity”
If your workplace motivates you by offering a higher salary, performance bonuses, and/or the prospect of career progression, its likely that whilst you strive to be better than your fellow colleagues, you are actually harming the overall capability of the business as a whole.
If however, your workplace motivates you because you understand the impact of your work for the end customer, and you understand how your team benefits the business overall, your behaviour will always be focused on what is best for the capability of the business as a whole.
From what you see everyday of your department, and from what you hear when speaking to your colleagues, are you magnetising your people towards your outcomes because you all believe in its majesty?
Or, do you feel that your direct reports and extended team members are following your direction blindly, with hopes of higher pay and the chance for career progression?
Are you focusing on what matters?
Traditional organisational structures have evolved from the industrial revolution, and the theory of scientific management first theorised by Frederick Taylor. This theory promotes ideas and direction flowing from the top of the organisation down, encourages teams of people to grouped as per the specialist task they carry out, pushes decision making for the task away from the people actually doing the work, keeps teams and people focused on their targets, outputs and standards, and makes the fundamental assumption that the work being carried out is simple, not complex. This model does not allow for skilled, intelligent, passionate problem solvers to synergise around business problems.
In the way that you and your department operates, are you creating the environment and structure for your skilled intelligence and passionate problem solvers to truly synergise?
If you were to allow your perspective to zoom out slightly, would you be able to say truthfully that you
are focusing on maximising the benefit gained from your largest investment… your human assets?
Are you focusing on what matters? Or are you focusing on what, traditionally, has worked?
“For most leaders, the great challengeMarshall Goldsmith – Author of Triggers: Creating behaviour that lasts
is not understanding the practise of leadership,
it is practising their understanding of leadership”
Are we the right fit for each other?
Ask yourself these 5 Key Questions:
1 – Do your teams know why they come into work everyday?
2 – Are each team in your organisation working together on shared goals and outcomes?
3 – Do each of the team members share the same vision for the organisation?
4 – Is there opportunity to shape the workplace in the best interest of the teams?
5 – How close are your teams psyche to your customers?”
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