1. Giving People Challenging Work ©2002 Dr. B. C. Paul

2. Management Responsibility to Provide work they can do  Beavers can handle mud and branches - they’d be in trouble if you gave them concrete, forms and cement mixers  Managers set people in positions on teams  Managers work to get training for people in their tasks or with new equipment

3. Set Realistic Expectations  Goals should be challenging but achievable – production targets that can’t be safely achieved demoralize people and go against the human value of your team members being first  Low goals demoralize people – Setting marks so low that your team members can achieve them while goofing off mocks peoples ability devalues their work by making them rip-off the system (it drains pride)

4. Motivation through Challenge  People are happiest when they see a challenge – but believe they have the training – the ability – and freedom to really do it themselves  Manager has to help set the goal – Get his/her people trained – Put them in positions where they can succeed (not all your workers are or will be equal)

5. Motivation through Your Attitude  The Manager is on Stage  You have to believe that if you organize your team right that they can do it – A manager is a leader - hard to lead where you cannot go

6. The Turf Battles Side Effect  Management turns decision details over  Can create a power vacuum – The old dog marking territory analogy – People try to create rules, fences rights and boundaries one group may need to keep in check values and goals give you the framework to boundary these folks in.  With territory comes responsibility - and there’s more than enough of both for everyone

7. Juggling to Give People Doable Challenging Work  Indian analogy - Canvas and Wood make a boat - Rapids make a canoe – Only by testing can you know what you have – Peoples confidence grows as they rise to meet the challenge