How To Develop Your Own Potential Quickly
www.enleadership.com Employee Engagement is top of mind in most organizations today and should be. Ed Oakley best selling author, speaker, CEO and leadership expert, discusses the importance of looking at engagement as a business leader and how to utilize your leadership skills to positively impact the engagement of your associates.
Self esteem is a sense of worth, not only in inner confidence and self-respect, but also outwardly in the actions one takes towards contributing to the Bottom Line.
Employee recognition is ranked the number one motivating factor when it comes to employee motivation in the workplace. If you want to maintain motivated employees, and encourage others to do better, recognizing them will help build their self esteem, while maintaining a loyal and motivated employee.
You may find it hard to believe, but recognition is the most powerful employee motivator of all because it builds one’s self-esteem. Research has shown that there is a stronger need in society today for recognition (building of one’s self-esteem) than there is for sex and money. Now, that says something about building self esteem and employee motivation.
Why is building self-esteem through recognition so important?
When someone gives you a compliment or recognizes you for doing something, how do you feel? Imagine, for a moment, being complimented by all your family, friends, staff and customers all day, every day. What would it do to your self-esteem, your self confidence and your self respect, and ultimately your self-worth – the bottom line?
Building self-esteem through recognition is positive reinforcement. Positive reinforcement of actions gets those actions repeated. Recognition and praise reinforces our beliefs about ourselves and helps make us think we are better than we thought we were. That is how to build employee self-esteem.
Employee motivation is positive reinforcement. Positive reinforcements is what builds our self-esteem. Our self-esteem is the way we see and feel about ourselves either internally, through our own beliefs, or externally through what we accept as the beliefs of others.
If we feel good about ourselves and we believe others feel good about us, we perform better than we would when we see the opposite side of the coin. Employee self esteem starts from external recognition and when accepted as being sincere it builds self esteem from within, which then translates into external actions leading to bottom line results.
People perform in a manner that is consistent with how they see themselves conceptually. So, the key is to help people build their self-esteem. That is the foundation of employee retention motivation and loyalty.
Unlike money which is an external motivator and never lasting, ones self- esteem is internal, and internal motivation is everlasting. In order to build a healthy self-esteem one needs recognition and praise, both from one’s self and from others.
You can help build someone’s self-esteem and self-motivation through recognition, but also through advancement and responsibility where that person can obtain a sense of achievement and personal growth.
The problem is that in today’s society we are deprived of positive feedback. Compliments, recognition and praise are not part of our day-to-day culture. For some reason, many people find it difficult to give compliments, recognition and praise. This does nothing for one’s self esteem.
My assumption is that it is hard to give something you don’t have to give. How can you give someone else a compliment if you can’t compliment yourself first? This goes back to our own self esteem. We must first feel good about ourselves, and tell ourselves that, before we can feel good about somebody else, and tell them that. It’s a vicious circle, but it all starts within each of us. How do you feel about your own self worth – your self-esteem?
Another problem is, we live in a society that has influenced us more to look for the things people do wrong, instead of the things they do right. How do you think it impacts someone’s self esteem if they are always recognized for the things they do wrong? Can you see them looking for the good in others and praising them accordingly? More likely they will find something to criticize in others.
We, as society, are to blame for this sort of behavior. It is up to each of us to change our self esteem from the inside – out.
These same influences have had an impact in our self-talk too. We tend to criticize ourselves for the things we do wrong. But how often do we praise ourselves for the things we do right?
Let’s tap ourselves on the back for the good that we do. The more we do it to ourselves, the more our self esteem grows and the more our self esteem grows, the more confident we feel, which in turn helps us to give more confidence and praise to others. Building our own self esteem allows us to then give growth to the self esteem of others.
You are the leader and you must set the example by demonstrating the appropriate behavior. The appropriate behavior that we are talking about here is recognition and praise to yourself first and then to your employees. The bottom line is, for you as a leader, to build employee self esteem
Bob Urichuck is an International Speaker, Trainer and Best-Selling Author. Learn personally from Bob in the areas of Sales, Motivation, Leadership and Team Skills. Bob presents a series of great ideas and strategies with combination of facts, humor, and practical concept in a high-energy and self-discovery process that you can apply right away to achieve results. Subscribe to Bob’s Free Newsletter, worth $297, visit http://www.BobU.com Now!
Lean Six Sigma is an altered form of Six Sigma Training, but also a process all its own in many capacities. Knowing the vital differences that come with Lean can prove to add more to your quality improvement projects than you might have thought possible. There are basic fundamentals of Six Sigma that will not be absent in the Lean process, but there are also a few additions to the process that make it what it is.
The eight elements of waste is the focus of the Lean Six Sigma Process. It has been proven that by simply removing these areas of waste, the company will actually improve quality. Below you will find what the Lean process considers wastes, and examples of each.
-Wasted Human Talent: This category includes any employee that is not pulling their weight, thus slowing the process down. It also includes anyone without a specific job function within the process.
-Defects: Any product or process that is not working properly. Before they can be eliminated, however, they will require a fixable solution.
-Inventory: This is when there is to much work that is on a waiting pile. For example, If you are a doctors office and you have to many patients waiting to be seen at one time.
-Overproduction: Having too much of anything before it is needed can get in the way of efficient process operation.
-Wasted Time: many times you will find that you can not go any further until you receive a product or piece of information from someone. Instead of sitting around waiting, this time would be better spent on processes or activities that may need some extra assistance.
-Motion: Simply put, too much unnecessary movement by people. For example, a clinic that sends patients to triage when they have booked appointments is wasted movement because they can go straight to the exam room.
-Transportation: Any form of ineffective transportation that is used to move people or a product. If it is not necessary then it is wasteful and not needed.
-Process Waste: Things that have to be done, but don’t add value to the process, product, or service at hand. For example, a bank manager has to process a lot of paperwork, but this doesn’t help customers or increase the banks ability to serve those customers in most cases.
By utilizing Lean Six Sigma and understanding the areas of waste, you are sure to improve the quailty of the product that is produced by you company.
Create the most of your business skills with six sigma training. Getting green belt six sigma will benefit yourself in addition to your business. To learn more log onto www.sixsigmaonline.org.
Employee motivation programs – more than likely you have know of them, however if you are not implementing them inside your small business, you are making a dangerous mistake. You see, while you will observe that these reward programs will require a monetary investment on your part, they might bring you incredible returns in the extended run. From incentives to unique prize giveaways, there are so many numerous ideas that you might get your own employee motivation program started and here are a few of the best reasons to do so.
Reason #1 – Increase Your Sales – One of the major reasons that incentives work for businesses is because they might assist you to boost your sales. There are days inside businesses that even your greatest salespeople may well be experiencing a moment of decreased sales. Now, if you are approaching into the 3rd or 4th quarter and sales have been down, associate motivation programs may perhaps be just the way to start improving your sales, bringing your associates out of a slump.
Reason #2 – Boost Employee Productivity – One more reason that employee motivation programs work is since they might assist you to increase employee productivity. Implementing programs, such as holiday incentives, can assist to push the run of the mill achievers inside your small business to amplify their performance. As you observe common achievers start to drive towards these rewards, You will notice that your overall associate productivity will start to increase, that leads to extra cash for your small business.
Reason #3 – Enlighten Your Company’s Customer Service – Customer service is essential to the achievement of every small business. First impressions are so critical, and customers base base their judgment of your small business based on your associates. Implementing employee motivation programs is a interesting way that you can enlighten your organizations customer service in a upbeat manner, increasing sales and returning customers repeatedly.
Reason #4 – Employee Motivation – Finally, you will uncover that implementing employee motivation programs additionally helps to intensify employee motivation as well, which is imperative. Employees who are not driven do not perform well, however visualize how you may possibly strengthen the drive of your employees by offering vacation incentives or some different type of reward to them. These programs assist to keep associates on top of their game and also serve as encouragement for remarkable performance.
As you can envision, there are numerous examples that incentives can work for your small business, and there are numerous advantages that you can enjoy as a small business. Employee motivation programs are an investment that you just will not lose. You will grow sales, improve employee productivity, enlighten your customer service, and motivate your employees to perform. All of those advantages lead to profit and accomplishment, which are two things your small business just can not live without!
It’s definitely easy to see that a employee motivation programs are a great choice when you’re longing motivate your employees with a employee motivation program you can motivate your employees today without having to spend a huge amount of money.
