Workshop Objectives Performance Motivators Introduction

Slides:



Advertisements
Similar presentations
Creating Confident Kids for Midlothian Schools
Advertisements

Personal, Social, Health and Economic education How PSHE education contributes to meeting the requirements of the Secondary National Curriculum.
Introduction to Emotional Intelligence
1 January 8,  The mission of the County of Santa Clara is to plan for the needs of a dynamic community, provide quality services, and promote.
2013 CollaboRATE Survey Results
Sodexo.com Sodexo UK and Ireland Sharon Kyle: Head of Employee Engagement and Diversity 30 September 2010.
Welcome Wendy Guest - Safety Net Protective Behaviours ESCC Conference Working Together to Keep Children Safer 1.
CH. 2 QUIZ If you have your notes you can use them.
Briefing Presentation for About the Yorkshire Accord Scheme Aims Our definition Expectations of those involved Management & quality standards Recruitment.
What makes a Successful Leader? Steve Backley and Paul Hannam.
Coaching and Counseling for Outstanding Job Performance (2 Days Workshop) Prepared for: In-house Training
Good Customer Service Needs Good People Management.
York St John University Staff Survey Highlights 2010 David Evans Research Consultant October 2010.
From Compensation and Benefits Review Jan/Feb 2000 Presented by Andrea Phillips and Alyssa Phillips.
Wescott Williams Date: 24 th June 2010 How are your peers using Employee Engagement initiatives to make a measurable difference to the bottom line of their.
iGCSE Business Studies
PEARL The Manchester College
Coaching for Organizational Improvement and Leadership Enhancement: Supervisory Training To Enhance Practice (STEP) Program Overview Monico Whittington-Eskridge,
Chapter 3 Attitude.
Overview What do we mean by a Learning Organisation? Why did we develop a People Development Framework? What was the process involved in building the.
Force Results – August 2012 Sussex Police Employee Survey 2012.
The AUA CPD Wheel Activity Introduction Based on the coaching wheel, this activity is designed to help individuals, managers and teams self-assess against.
Kerry Cleary An evaluation of the impact of Values Based Interviewing at the OUH Values Based Conversations and wider engagement strategies.
Welcome to Day 1. Day 1: Humanitarian leadership in context Aim of Day: To deepen participants’ understanding of the humanitarian operating context and.
MOTIVATION. OBJECTIVES Understand motivation theory Understand motivation theory Apply motivation theory to actual situations Apply motivation theory.
Today’s Agenda: Team Member Updates Employee Survey Results 360 Leader Feedback Other Items.
The Six Thinking Hats Edward de Bono. Six Coloured Hats “Put on your thinking cap” “I am wearing my parent hat” Six hats to put on or take off: –White-Yellow.
2009 Annual Employee Survey U.S. Department of Housing and Urban Development December 29,2009 (updated January 8, 2010)
Presentation on Interview Presentation about my target jobs, Skills I have to acquire and how I plan to achieve it My Short term goals and how I will reach.
Developing ‘Personal Power and Personal Leadership’ skills – a case study from KSA Dr Suzanne White.
1 Chapter 9 Implementing Six Sigma. Top 8 Reasons for Six Sigma Project Failure 8. The training was not practical. 7. The project was too small for DMAIC.
The Emotional Intelligence Association
Case Study Allstate Canada
A great place to work – engaging with and motivating others
Leadership Development and Coaching
Performance Achievement a quick reference guide to
Becoming an Effective Leader
Impact-Oriented Project Planning
THE LEARNING ORGANISATION
Leadership Traits & Evolution of Leadership Theories
What is “Employability” and how do I develop it?
Management development Bob Riddaway
High-Impact Leadership: Train Managers to Inspire Staff to Optimal Performance Move beyond motivation to inspiration by personalizing vision, mission,
Introduction to Coaching Skills for Senior School Leaders
Read to Learn Define leadership. Describe the qualities of a leader.
Facilitation guide for Building Team EQ skills.
Behavior-based Safety (BBS)

Professional Certificate in Strategic Change Management
EMPLOYEE ENGAGEMENT SURVEY RESULTS
Read to Learn Define leadership. Describe the qualities of a leader. Name at least three ways in which an individual can develop leadership skills.
Mental & Emotional Health
Management and Leadership
The Effective Supervisor Building a Strong Foundation
Developing Resilience
New employee induction for new staff and managers
Managing from the Middle
What is Computing? Pupil Friendly Computing Policy
PowerPoint presentation
Behavior-based Safety (BBS)
LEADERSHIP AND STRATEGIES TO RESPOND TO KPIs
The Marketing Case Study
Goal Setting.
Employee Engagement Align ~ Link ~ Connect
Mental and Emotional Wellbeing
Understanding Mental Health & Wellbeing building more resilience
Nicholas Salter Faculty Development Day February 21, 2018
Emotional Intelligence
SDHR Forum Peter Kim VP, Culture and Counsel.
Social-Emotional Learning
Presentation transcript:

Workshop Objectives Performance Motivators Introduction You can create an environment where employees can remain or become motivated. Are you able to keep your employees happy, motivated and working at their peak consistently? Is your own excitement and motivation about your own work starting to wane? Are you and your employees starting to think: “I am relatively happy, but there’s some spark missing in my work, and I am not as satisfied as I use to be? What else is out there that might inspire me more that might be more enjoyable? My work is a bit boring; the same thing day in and day out.” Good performance management includes empowering and motivating yourself AND your employees. Even senior management, although highly committed, needs to be motivated to keep going at a top pace day after day. What is Motivators ? The ability of managers and leaders to keep their people working at peak performance is critical. There are many strategies and techniques available to manage peak performance in an organization, but without the foundation and core emotion of feeling motivated, talented workforces just aren’t that productive. In this course, you will acquire the skills and tools to empower and motivate yourself and your employees. People are not your most important resource, they are your ONLY resource. Well motivated employees are more productive and creative. Learn how to create a motivating environment that fosters creative, productive and happy employees. Key Benefits for You and Your Organisation Motivated teams and individuals Culture/State change. Movement from Blame to Aim Culture. Un-resourceful State to Resourceful State During this 1 day workshop participants will learn: Greater self-awareness and personal motivational mastery To create an environment of motivated employees Tools for dealing with de-motivating situations and people To increase performance of others by using skills and techniques learned in this course To recognize and respond to situations where others are de-motivated Skills and techniques to increase your personal power and to empower and motivate others www.People-Centric.me