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      "permlink": "don-t-outsource-your-motivation-10-tips-for-self-motivation-at-work",
      "title": "Don’t outsource your motivation- 10 tips for self-motivation at work",
      "body": "<center>https://innogise.files.wordpress.com/2013/01/got-motivation.jpg</center>\nSourse: https://innogise.wordpress.com/2013/01/10/dont-outsource-your-motivation-10-tips-for-self-motivation-at-work/\n\n<ol>\n<li><strong>Don’t outsource your motivation</strong>. That’s right; don’t rely on your manager or director to motivate you. I know that’s easier said than done, particularly if your manager excels at de-motivation, but blame isn’t going to improve your situation; blame affectively dis-empowers you by passing the responsibility to someone else. Start to think about motivation as something <strong>you</strong> own and can foster. After all, you are not a robot.</li>\n<li><strong>Identify what aspects of your job you enjoy</strong>. Remember it may not be the task itself, but what you bring to that task. It may be you enjoy problem solving, creative involvement, process improvement etc. Use that as the basis for formulating your personal development plan.</li>\n<li><strong>Develop Your Personal Development Plan</strong>. Were you waiting for the annual review with your manager to create one? Don’t; it’s <strong>your</strong> personal development plan, you should write and own  it. It should cover;\n<ol>\n<li>What you like about your role (see point 2)</li>\n<li>What you don’t like about your role.</li>\n<li>What you want to learn.</li>\n<li>How you want to progress.</li>\n<li>How that will positively impact your employer.</li>\n</ol>\n</li>\n<li><strong>Be pro-active</strong>. Start implementing your plan now.  But there is no budget for training? Don’t let that stop you. I’ve been on many expensive courses where the tutor pretty much takes you through a book. Cut out the middle man and buy the book yourself. That won’t break the bank and more than likely you will be able to persuade your manager to purchase the book for you. If not make that small investment in yourself.</li>\n<li><strong>Make Time</strong>. Actually you can’t make time, so use the time YOU have effectively. What do you do during your lunch breaks or on the way to work? Facebook, newspaper? Start using the time to learn and train yourself.</li>\n<li><strong>Delegate and Distribute</strong>.  What are those things you don’t like doing? Can only you do them? Can they be automated, distributed or delegated? I was often asked to develop new approaches or work with new technologies. I loved this aspect of my work, but then I became the subject matter expert and it became part of my role. I don’t like repetition so I documented what I’d learnt and trained others so they could take over. I did this so many times I even came up with my own <strong>3D</strong> approach; “Discover, Document, Distribute”. This enabled me to progress within the business and do more of what I enjoyed. It also made business sense as the company wasn’t reliant on a single individual.  It was a win-win situation.</li>\n<li><strong>Make a Difference</strong>. Discover what’s important to your manager and business. Focus on how you can make a positive difference to what matters. Making a difference matters to most people. It will help your motivation and improve your opportunity for progression.</li>\n<li><strong>Make a Proposal</strong>. Don’t wait for your annual review, create your own personal development plan and be specific about the goals you want to achieve and the help you may want from your manager. Don’t write in a vacuum; understand the pressures, constraints and focus of the business. Identify potential objections; If there is no training budget, then what about purchasing the books? If they can’t afford you to be out of the business for an entire week, how about one day a week or making up the time or delegating some of your activities.</li>\n<li><strong>Be on a Mission.</strong>  Turn your personal development plan into a mission. Start each day with the objective to learn something new, do something new and make a difference. Do your job, but when the opportunity comes – even if this is your lunch break – make progress towards these goals. In my experience motivation is re-enforced by personal achievement, whether that is learning something new, doing something new or making a positive difference. So create opportunities for yourself to achieve in these areas. Don’t rely on external praise for these achievements – that’s outsourcing.</li>\n<li><strong>Be the inspiration</strong>. If you do all these things, you will not only start to be an inspiration to those around you, but you will also get noticed by management as someone who stands out from the crowd and worth investing more of their time and money.  Remember, the more you care about your personal development, the more your manager will.</li>\n</ol>",
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      "title": "Motivation",
      "body": "<center>https://s14-eu5.ixquick.com/cgi-bin/serveimage?url=http:%2F%2Fblogs.ubc.ca%2Famanthind%2Ffiles%2F2015%2F11%2FEmployee-Motivation1.jpg&sp=fa13bb4fdb5420dfcaea2bee359ae94e</center>\n\n<p class=\"style147\" align=\"left\">You won’t find Motivation 101 in most  business schools; yet, <a href=\"http://viagracoupongeneric.net/\" style=\"text-decoration:none;color:#676c6c\">remedy</a>  the ability to motivate one’s team and  organization is one of the most important skill you must possess in  today’s business climate.</p>\n<p class=\"style147\" align=\"left\">The fact is the great recession has  left its mark: employees are in a funk. They are fearful, overworked,  distrustful, and have less enthusiasm and passion than ever. And many  leaders are continually frustrated by their team’s performance and low  morale and engagement. The answer, doesn’t involve fancy technology, a  new piece of equipment, or extensive R&amp;D. The answer lies in a basic  human emotion: <strong><em>motivation</em></strong>.</p>\n<p class=\"style147\" align=\"left\">Now, more than ever, a leader’s job is  to motivate and rally his or her team through challenging times. You  can’t outsource motivation. It is the leader and manager who must  motivate. That’s why I often say motivational speeches don’t work but  leaders who motivate do. My job is to motivate people to motivate  themselves and their teams.</p>\n<p class=\"style147\" align=\"left\">Many leaders want to take the emotion  out of business but that is a huge mistake. When fear and negativity are  the primary emotions people in your organization are feeling, you have  to counter that with an even more powerful emotion, like faith, belief,  and optimism. And your success in that depends on your ability to  motivate.</p>\n<p class=\"style147\" align=\"left\">In this spirit here are five strategies to motivate your team from <a href=\"http://www.theenergybus.com/\" target=\"_blank\"><em>The Energy Bus</em></a> and <a href=\"http://www.soup11.com/\" target=\"_blank\"><em>Soup</em></a> to get the results you want.</p>\n<p class=\"style147\" align=\"left\"><strong>1. Don&#8217;t be too busy to communicate. </strong>Recovery  or no recovery, these are uncertain times. Employees are wondering  what&#8217;s going to happen next, whether their job will be impacted and what  action to take. Unless managers and leaders fill that void with clear  and positive communication, people will assume the worst and act  accordingly. Don&#8217;t let your busy schedule get in the way of taking the  time to talk with your team.</p>\n<p class=\"style147\" align=\"left\"><strong>2. Lead with optimism.</strong> The engine for America&#8217;s growth and prosperity has always been its <em>can-do</em> attitude and spirit. Unfortunately, in the past year, optimism has been  in short supply. The most important weapon against pessimism is to  transfer your optimism and vision to others. Leadership is a transfer of  believe and your belief inspires others to think and act in ways that  drive results.</p>\n<p class=\"style147\" align=\"left\"><strong>3. Share the vision.</strong> It’s not enough to just be optimistic. You must give your team and  organization something to be optimistic about. Talk about where you have  been, where you are, and where you are going. Share your plan for a  brighter and better future, talk about the actions you must take, and  constantly reiterate the reasons why you will be successful. Create a  vision statement that inspires and rallies your team and organization.  Not a page-long vision statement filled with buzzwords, but a rallying  cry that means something to the people who invest a majority of their  day working for you. This vision statement can’t just exist on a piece  of paper. It must come to life in the hearts and minds of your team So  it’s up to you to share it, reinforce it, and inspire your people to  live and breathe it every day. A positive vision for the future leads to  powerful actions today.</p>\n<p class=\"style147\" align=\"left\"><strong>4. Relationships build real motivation.</strong> It&#8217;s much easier to motivate someone if you know them and they know  you. After all, if you don&#8217;t take the time to get to know the people who  are working for you, then how can you ever truly know the best way to  lead, coach, and motivate them effectively?</p>\n<p class=\"style147\" align=\"left\"><strong>5. Create purpose-driven goals.</strong> Real motivation is driven by purpose and a desire to make a difference.  When people feel as though the work they do is playing an integral role  in the overall success of the organization and the world, they are  motivated to work harder.</p>\n\nSource: http://www.jongordon.com/blog/motivation/",
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