Remarkable Motivation Secret-Hint, It’s Not Related to Money

[nitink]

Studies show there are two things that don’t motivate people very well — the promise of rewards and the threat of punishment. The trick to motivation is to find the intrinsic reward in your work and to enjoy it.

1. Have a mission

Perhaps the single most motivating factor is the sense that you’re fulfilling a greater purpose. A lot of people have taken a page from the corporate world and written a short, one- or at most two-sentence mission statement, against which their actions can be evaluated.

2. Measure improvement

Personal growth is an important motivating factor. Set goals whose progress you can measure, according to whatever metric matters most to you, and keep track of your progress.

3. Make learning a primary goal

An important part of personal growth is achieving or moving toward mastery. Ask yourself, as you start a new project or a new job or anything else, “What three things am I going to learn from doing this?” This will put you in a mastery frame of mind so that you’re aware of the learning you’re doing as you move through your various tasks.

4. Examine your life

Ask yourself what gets you out of bed in the morning, and what keeps you up at night. When you get out of bed eager to tackle the challenges of the day, and lay awake at night dreaming up new challenges, new projects, and new directions to take your life in, motivation comes pretty easily!

5. Separate work from rewards

Procrastination comes not from the nature of the work but from your relationship with it. Change the very language you use to talk about your work, emphasizing that you choose to work on a task or project. Work you choose to do rarely suffers from motivation problems!

Dr. Nitin Jodhpur

        

[Anonymous]

since we are talking of motivation, i would like to add a few recommendations for keeping your staff motivated.

1. Offer employment security :
The vast majority of society today longs for security and stability. Time and time again, job stability ranks far higher than pay on job satisfaction scales. People naturally resist change because it is simply too difficult or disruptive. Employment security, based on successful job performance, is a key factor in a successful dental practice.

2. Hire selectively :
Surround yourself with people who share your fundamental values for a quality of life. Doctors and managers can no longer hire by guessing, hoping, relying on gut reaction or believing a resume. The costs are too high and the results too threatening for the long term success and profitability of a practice. Doctors must hire and train with a special emphasis on top-notch verbal and listening skills, interpersonal effectiveness, willingness to cooperate, individual initiative, and willingness to contribute. High performance employees will display good initiative, judgment, adaptability and ability to learn as well as a willingness to share what they know for the benefit of the patient.

3. Rethink your compensation structure :
Practices must begin to offer compensation based on organizational performance as well as individual performance. This requires measurement. To know if the practice and individuals within it have improved, employees must have a reference point, clear expectations, be given feedback and direction, and receive training and support to meet practice goals and satisfy personal needs.

4. Provide training beyond clinical skills :
A recent Stanford University study showed that 88 percent of successful performance is a direct result of attitude and an individual’s motivation. Only 12 percent of successful performance could be credited to skills or technical knowledge. Developing employee’s “soft skills” has a far greater likelihood of success and a higher return on investment. As an added bonus, a motivated person is more likely to take the initiative to learn and acquire new technical skills needed to grow and advance.

5. Learn to use the ideas, skills and efforts of all people :
An environment that encourages the sharing of information and flexibility will find new ways to solve problems more quickly and effectively than the practice down the street.

6. Promote your employees as your competitive edge :
Douglas Ivester, CEO of The Coca Cola Company, one of the most successful companies in the world, believes, “People are your most defining asset.”

        

[Author]

Posts