thelanterngroup | Behavior Matters!

Author: thelanterngroup Page 25 of 26

Double Dog Dare

My first management experience was back in college and back then email was not the main communication tool you used with your team and cell phones were only used in the movies. As an Assistant Director of the Residence Halls, I managed a small team of Resident Advisors. It was old school communication; you met with your team in person and set expectations, reviewed the policies and procedures of the hall, asked questions, and even enjoyed moments of pure fun without the distracting email or texting clickety clack noise in the background.

Technology has helped communicating with teams in many ways, especially when many teams have virtual or remote locations. But some days I long for the good old days when communication took place first and foremost in person and without cell phones, emails, or texting capabilities.

I miss…

The Unspoken Language: I miss the non-verbal cues that are present in an in person meeting. Something is missed when a team meets on a conference call. You can hear the voice inflections but you can’t see if they are rolling their eyes, read their facial and body language, or even know if they are actually paying attention during the call.
Free Flow Conversation: Meeting with a team in person can be beneficial not only for getting things done but for also connecting and bonding with your team. The one off conversations before and after a meeting seem to flow easier than if the meeting was on Skype or a web conference. Technology burps happen, those unexpected hang ups, disconnects, or heaven forbid user error events disrupt the flow of a meeting and it takes people 10 minutes or more to get back on track and refocused.
Cloud Distractions: Before the days of cell phones, email, and texting the biggest distraction during an in person meeting might have been the big puffy clouds floating outside. And if you were in a brainstorming meeting those big puffy clouds could have inspired the next breakthrough product idea. Today it seems as if we are in a constant holding pattern, like trained dogs that come when their owner whistles we hear the incoming email or text noise and our immediate reaction is to look. Despite our greatest efforts not to look we still do! The number and magnitude of distractions have increased along with the expansion of technology.

Don’t get me wrong, I enjoy utilizing technology and harnessing the amazing benefits that it has to offer but I also like to harness the amazing power of bonding with a team in person. Managing and inspiring a team is more of an art than a science. The next time you schedule a conference call and you are all in the same building why not meet in person, I double dog dare you!

S. Stone

Unclear Motivators Impact the Bottom Line

On August 3, 2009

In Employee Motivation, Uncategorized

j0438492

Knowing where you are going is critical in today’s topsy turvy economy. Does the organization you are working for have a clear direction? If they do not, there is no telling if what you are doing on a day to day basis is the right path and you might feel like you are fumbling along the many detours along the way.

Take a moment this week and get clear on your personal motivators as well as your organization’s motivators. Sometimes employees are frustrated by the fact that they are going along day after day doing things that they have no idea how they impact the business or how important their contributions are to the organization. If 100 people are working within the organization and 10 know exactly how their daily contributions impact the organization and the other 90 do not have any idea, everyone is missing out on a huge opportunity not just the 90 who are off course.

Start with asking yourself, “Do I know how my daily work activities contribute to the organization’s success?” and alternatively, “Are there any of my daily work activities that are detracting away from the organization’s success?”

Check in and make sure you are clear on how your work activities are impacting the organization. Also, get clear on what your personal motivators are for your current employment. Sometimes we shy away from the tough and confusing questions because we are afraid of the answers. Shying away from what is hiding in the shadows will only add more clouds and confusion to your world not increase the clarity of your world. If you are unable to answer the questions above then seek out the answers, it is up to you.

“If you don’t know where you’re going, you’ll probably end up someplace else”
– Yogi Berra

Teambuilding: More Than just Teamwork

On July 30, 2009

In Teambuilding, Uncategorized

Yesterday was a whirlwind as our team facilitated a commercial challenge teambuilding event. Cameras were rolling and competition was in the air as 12 teams created a customized 60 second commercial answering a specific question on how their customer viewed a particular product. I could see a determined focus in the teams as they set out to write their script, choose roles, scout locations, and obtain the perfect props to enhance their film. It always amazes me what group and individual dynamics appear during a teambuilding event. Some of the behaviors are new while others are tried and true stand bys that seem to creep up to the service anytime stress or tension is in the air.

As I observed and worked with the teams, four things stood out:

Leaders Emerged Quickly: This particular group of 100 people was not shy and the leaders emerged quickly. The gauntlet had been thrown and the teams were on a mission to win one of the awards along with the bragging rights of having the coolest commercial.
Inspired Creativity: Sometimes a creative spark is easy to generate to get the ball rolling while other times it can feel like the idea bank is nothing but a dry well. Yesterday, the creative energy was alive and flowing as teams summoned their imaginations that may have been dormant for years and turned common everyday items into magnificent commercial props. Sometimes a hotel towel can turn into a life saving vest!
Shared Experience: It seems that the more technology influences our daily lives the more disconnected and removed we become from face to face contact. The teambuilding event brought back the ability for people to hang out, bond, work outside of their comfort zones, and share laughter. This shared experience is now a part of their memories and technology is not able to delete this from their memory database.
The Customers’ Shoes: One of the objectives of the event was to create a compelling commercial from the perspective of the customer. What a great opportunity to take a test drive and walk in the customers’ shoes. The insights that were gained by shifting perspectives were very enlightening for the participants.

Teambuilding when done effectively with a purpose and clear objectives in mind can be a powerful motivator for groups large and small. The group of 100 participants yesterday experienced learning the old fashioned way by igniting the power of creativity and imagination.

An Inside Look at Employee Motivation

On July 27, 2009

In Employee Motivation, Uncategorized

Mexico Sunset

Celebrate! Another goal has been reached we have entered the Twitteruniverse – @WhatMotivates.

This is an exciting time at the Lantern Group as we embark on several new adventures. Adventures that will hopefully position us to be more effective in helping companies engage their workforce; in expanding our knowledge and understanding of motivation; and in creating a workplace where we can grow and prosper.

Our process of transformation began back in March 2009. Despite the down turn in the economy our rock star leader decided it was the perfect time to retool, check in on our dreams, and decide on what is next for The Lantern Group as an organization. The company has enjoyed success and we have worked with great clients, but what was next?

Our team of three (along with their wonderful spouses) met in sunny Mexico, what a great place to dream, vision, and tap into what motivates and drives us as an organization. We determined that it was time to make a pretty dramatic shift to really tap into what drives and motivates us – employee motivation.

Employee motivation is not a new concept, it has been around a long time but what has excited us is incorporating and enhancing what we already know with a new motivational theory – the four drive theory. This theory is practical, provides a language around employee motivation, and it integrates well with other great theories. We discussed, set goals, including those stretch goals, and created a plan.

We left Mexico excited and ready to embark on a new journey. Four months have passed and we have been rocking our goals, oh and continuing with our client work of course!

So what have we accomplished in the past four months, here is a sampling:

Expanded Research: We studied the 4-Drive Model, extended how it can be used inside companies, conducted a number of employee interviews, and found our niche.
Brand New Website: Currently in development – to be released to the world very soon!
The Lantern Group Blog: What Motivates You was created and is live! Check out the great posts: http://thelanterngroup.wordpress.com/
Twitter: Officially became members of the Twitteruniverse. Come along and follow us @WhatMotivates
Product Development: A lot of great new products are being developed behind the scenes, we may need some ‘testers’ in the future so be on the lookout for announcements!
Cool Merchandise: Yes, we are developing some rocking merchandise working with a graphic designer to help bring our motivation vision to life. Because it is all about helping individuals, teams, and organizations be the best they can be by unleashing their potential. Woohoo!

Not bad for a team of 3 people huh? It is amazing what a team can accomplish when they have a clear vision, hold each other accountable, the goals are aligned to the individual strengths and talents of the team members, and enjoy some celebrating along the way. Work can be fun right? Oh yes it can!

It is an exciting time at The Lantern Group and we are grateful to those that have been with us from the beginning and we look forward to those we will be working with in the future.

Come and join us on the adventure as we are inspired by What Motivates You!

Performance Review Blunders Impact Employee Motivation

On July 20, 2009

In Employee Motivation, Uncategorized

Review

Every year most employees go through a performance review process where the employee and the manager set goals for the upcoming year. In the past 15 years of working in and with organizations, I have experienced a variety of performance reviews. Each of them had the good intention of reviewing past performance and setting performance goals and metrics for the upcoming year. But each performance review process regardless of how well thought out and defined seemed to fall short.

Some of the most common performance review blunders are:

Goals are set for the upcoming year but they are not the right goals
The performance review is a surprise to the employee
The performance review conversation is one way – manager to employee
If this is the first time the employee has heard any feedback on their performance during the year, it results in a lack of buy in and authenticity to the performance review
Lack of performance documentation throughout the year leads to a performance review that covers only the last 2 months of the performance year

There are probably many other blunders that could be listed above, but this list provides a glimpse of how a poorly developed and delivered performance review can turn even the best employee into a disengaged employee.

Now that you are aware of the potential blunders, what will you do to improve your performance review process?

It is never too late to change.

Interviews Show That Compensation Plans Are Not Effective

On July 9, 2009

In Employee Motivation, Incentive Compensation, Uncategorized

money house

Do you know how you are compensated for the work that you do?

You may be surprised that there are many employees who have little understanding of how they are compensated for their work. How can that be possible? Aren’t employees motivated by money? If this is true, then why would they not know how to squeeze every penny out of their compensation plan and maximize it?

Over the last year, I have interviewed approximately 50 individuals soliciting feedback about their incentive compensation plan. Surprisingly, even though the industries and compensation plans were different, the interviewees stated similar concerns about how they were compensated for their work.

Here is a snapshot of some of the responses:

Interviewees did not fully understand how they earned with their compensation plan
The compensation plan was too complex
The compensation plan was not communicated or trained effectively
The compensation plan components did not reflect actual job duties in the field

The above concerns can lead to an unmotivated workforce which can turn into organizational or departmental goals being unmet. There is little room for error in today’s economy because it may determine the success or demise of an organization.

In this new economy, effective and aligned compensation plans can be an effective tool for harnessing individual, team, and organizational success.

New Virus in the Workforce – Motivationitis

On July 6, 2009

In Employee Motivation, Uncategorized

RX pictures

Monday started like any other day for Catherine. She arrived at work, turned on her computer, scrolled through 100 emails or so, and checked her voicemail. Before coming into work today she felt fine in fact Catherine was singing in her car, smiling, and quite happy. But after her initial morning routine was completed she found herself staring at the computer screen, not moving like a wax statue and before she knew it 10 minutes had past. She shook it off and wondered what is wrong with me?

She thought to herself,“Why am I just bla, I have no energy, where is the zip I had this morning when I was singing in the car?”

Catherine glanced over at her coworker, who was crazy busy shuffling papers to and fro and looking like at any moment she might collapse from exhaustion. Catherine rolled her chair over to Diane’s cube and asked, “What is wrong with me, my morning was going great and now I don’t feel so well. I have no energy and I caught myself staring at my computer screen for 10 minutes, this is not normal.”

Diane kindly smiled and said, “Awe, I know what is happening, you have a virus called lack of motivationitis, I heard it has been going around the office lately.”

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Lack of motivationitis is not a real scientifically vouched for virus but the signs and symptoms of an unmotivated workforce are just as toxic as any real virus. Motivationitis can spread and corrupt an organization quietly and without warning. You may have experienced the symptoms yourself;

no energy
no focus
lack of concentration
inability to make a decision
distracted easily
you make a to do list and that is your accomplishment for the day

Do you recognize yourself in any of the descriptions?

What do you do when you feel a lack of motivation taking over your work day?

Do you succumb to it or do you change your perspective and persevere?

When your motivational drive is in the tank sometimes a change is needed in the form of routine, tasks, or environment. The solution(s) can vary but if you concentrate on moving forward instead of staring at the computer screen you will be able to move forward, eventually clearing out the last remnants of the motivationitis virus.

Motivation Vacation – Work Productivity on the Rise before the Fourth of July

On July 2, 2009

In Employee Motivation, Uncategorized

The Fourth of July, Independence Day holiday is almost upon us and many Americans will enjoy some time off from work: spending time with their families, having a picnic in the park, or simply enjoying a local fireworks show. Have you ever noticed what happens to work productivity right before a holiday or a vacation? Does it increase dramatically? The motivator may be making sure projects and clients will be well taken care of while you are gone or simply wanting a guilt free holiday or vacation.

I have noticed an increase in my work productivity right before I go on vacation or before a holiday. It is part of the process I go through and one I actually enjoy.

What, did I just say that? Yes, I enjoy taking care of loose ends, transferring project details, and cleaning up my massive piles of papers on my desk.

I love the feeling of letting go and not worrying about every little thing because I have been diligent about making sure I have a back up person in place in case something happens while I am away. Therefore, the work involved, making sure I have communicated to the right people, projects files have been shared, and worst case scenarios have been thought through is neither easy nor simple. But it is a necessary part of the vacation or holiday process.

Today if you catch yourself staring at the massive piles of papers on your desk or daydreaming about the fireworks show you may see on the Fourth of July don’t be alarmed, take a deep breath and find your inner motivational muse. I double dog dare you to take the first step of clearing up the clutter in your work life in order to make way for the wave of freedom that is coming your way tomorrow.

Motivation Monday Tip: Honesty

On June 29, 2009

In Employee Motivation, Uncategorized

Today’s Motivation Monday Tip requires an honest look at identifying 5 specific things that will motivate you and/or your team this week to excel.

Managers:

Sometimes it can be hard to ask for feedback but today’s tip could really help your team soar this week! Schedule a 30 minute motivation meeting this week to have an honest conversation with your team on what motivates them.

Ask your team, “Name 5 specific things that I can do as your manager to help support and encourage you this week to make our [insert relevant project/goal here] a huge success!”

Individuals:

It is time to stop procrastinating and honestly look at the tasks/projects that you are not motivated to do this week. Schedule a 15 minute motivation meeting for yourself this week.

Ask yourself the following question, “What 5 things can I do this week to move forward the tasks/projects that I have the least motivation around?”

What is Your Motivation to Work After a Company Layoff?

On June 22, 2009

In Employee Motivation, Uncategorized

Beware

You could feel the time was coming, closed office doors, secret management meetings, evasive answers to your questions, and efficiency consultants creating report after report about your department. The layoff announcement was like a bomb silencing even the most prepared employee. Next, your coworker arrives with empty boxes in hand determined to hold their head up high and not make eye contact with anyone for fear of breaking down and showing weakness. Packing up a career into a cardboard box can feel like your contributions have been insignificant and meaningless.

So where do you go from here now that your team has been dismantled, budgets are tighter than ever, and you are shell-shocked, in a holding pattern, waiting for the next round of layoffs that might include you.

It is time to dig deep, to go inside and find out what motivates you. The Four-Drive Model of Employee Motivation can be your starting point for this discovery. This mini exercise will help flush out what currently motivates you to work. Based on your answers you will see a glimpse of what is currently motivating you to get up and out of bed and go to work after surviving a layoff.

Mini Exercise #1
Instructions: Read the following questions below and answer them honestly. Write down the appropriate response or print off the article and circle the appropriate response Yes or No

The Drive to Acquire:

Are you motivated to work to earn money in order to provide the basis necessities for you/you and your family? Yes or No
Are you motivated to work to climb the corporate ladder and finally land the promotion and the corner office? Yes or No

The Drive Bond:

Are you motivated to work because friendship and camaraderie provides a feeling of belonging? Yes or No
Are you motivated to work because working in a team environment brings out the best in your abilities? Yes or No

The Drive Comprehend/Challenge:

Are you motivated to work because you enjoy learning new skills and a good challenge? Yes or No
Are you motivated to work because you love to contribute to the larger society through your work? Yes or No

The Drive to Defend:

Are you motivated to work because you believe strongly in the work your company is doing? Yes or No
Are you motivated to work because you enjoy the benefits of being part of your company and you will continue to work there through good times and bad? Yes or No

So how does knowing this help you? A layoff can be a very paralyzing and numbing experience. Taking the time to find out what is motivating you, can help you realize what your current motives are and what actions you are taking to fulfill your drives. By asking the questions and reflecting you may start to free yourself from helplessness and move toward empowerment.

Author: thelanterngroup Page 25 of 26

Lessons from the Good Old Days…I Double Dog Dare You

Unclear Motivators Impact the Bottom Line

Teambuilding: More Than just Teamwork

As I observed and worked with the teams, four things stood out:

An Inside Look at Employee Motivation

So what have we accomplished in the past four months, here is a sampling:

Performance Review Blunders Impact Employee Motivation

Interviews Show That Compensation Plans Are Not Effective

New Virus in the Workforce – Motivationitis

Motivation Vacation – Work Productivity on the Rise before the Fourth of July

Motivation Monday Tip: Honesty

What is Your Motivation to Work After a Company Layoff?

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