Keeping Your Co-workers Connected Your Batteries Charged – and doing it all with a Big MOO!

BIG…

Cheering for Impact

“A key – perhaps the key – to influencing culture is the effective communication of a story.”

Is it really?

Try Teaching "Corporations have a problem with motivation. They have only two means at their disposal, which are: fear motivation and reward motivation. Fear motivation - deliver the goods or you'll be fired; reward motivation -deliver the goods and you'll be sent around the world. Neither works in the long-term. Notwithstanding, there is a mistaken idea that people can be motivated in other ways. People cannot be motivated. The organization that thinks its actions motivate people is ignoring the fact that motivation is essentially a personal matter." "It is a problem of the mind/brain mechanisms of the individual, and because this is so, it is absolutely the responsibility of the individual. The most corporations and managers can do is help people become more motivated by giving them information guiding them to the source of their own power. Paul G Thomas Advanced Psycho Cybernetics

The Gallup Management Journal's semi-annual Employee Engagement Index puts the current percentage of employees who are actively disengaged at 17%. That’s about 22.5 million US workers. Gallup defines actively disengaged as employees who are not just unhappy in their work, but who are busy acting out their unhappiness by undermining what their engaged co-workers accomplish. Each one of these angry and alienated workers is causing their employers roughly $13k in yearly productivity losses on average. Think this is bad? It gets worse. A majority of workers (54%) falls into the "not engaged" category. Not engaged workers are defined as “checked out,” putting in time but not energy or passion into their work. Look around you. Chances are every other person you see is on autopilot. Only 29% of workers are estimated by Gallup to be truly "engaged" – i.e., employees that “work with passion and who feel a profound connection to their company.” These first two numbers add up to a whopping seventy-one percent of workers that are in cruise control and active sabotage mode.

1.Do you know what is expected of you at work? 2.Do you have the materials and equipment you need to do your work right? 3.At work, do you have the opportunity to do what you do best every day? 4.In the last seven days, have you received recognition or praise for doing good work? 5.Does your supervisor, or someone at work, seem to care about you as a person? 6.Is there someone at work who encourages your development? 7.At work, do your opinions seem to count? 8.Does the mission/purpose of your company make you feel your job is important? 9.Are your associates (fellow employees) committed to doing quality work? 10.Do you have a best friend at work? 11.In the last six months, has someone at work talked to you about your progress? 12.In the last year, have you had opportunities at work to learn and grow?

1.Do you know what is expected of you at work? 2.Do you have the materials and equipment you need to do your work right? 3.At work, do you have the opportunity to do what you do best every day? 4.In the last seven days, have you received recognition or praise for doing good work? 5.Does your supervisor, or someone at work, seem to care about you as a person? 6.Is there someone at work who encourages your development? 7.At work, do your opinions seem to count? 8.Does the mission/purpose of your company make you feel your job is important? 9.Are your associates (fellow employees) committed to doing quality work? 10.Do you have a best friend at work? 11.In the last six months, has someone at work talked to you about your progress? 12.In the last year, have you had opportunities at work to learn and grow?

Get it..Right through the Heart

Getting 45 teen aged boys to say… the “L” word The Soul of a Sports Machine… (Google it) Fast Company

3. If you love them…tell them Words of Affirmation Gifts Time Physical Touch Acts of Service 5 Ways to say “I love you” without saying “I love you”

It Never Hurts to Ask…. well at least it shouldn’t

Can I really ask these? What will keep you here? What might entice you away? What is most energizing about your work? Are we fully utilizing your talents? What is inhibiting your success? What can I do differently to best assist you?

How Can We Inspire Accountability….with a book? OWNERSHIP SPIRIT

Contagious Leadership

“Nothing is so contagious as enthusiasm.” —Samuel Taylor Coleridge

CHEERING is GOOD

DUCKS in a ROW ?

Recognition that ROCKS And Making Recognition More Meaning-Filled

“A key – perhaps the key – to leadership is the effective communication of a story.” Howard Gardner Leading Minds: An Anatomy of Leadership

If you want your life to be a magnificent story, then begin by realizing that you are the author and everyday you have the opportunity to write a new page - Mark Houlahan

The answer is “It's OK” for $20,000 what is the question? The answer is “Alright” for $20,000 what is the question? The answer is “Same Ol” for $20,000 what is the question?

How Was Work Today? How Was Your Flight? How is the New Boss? How is the Conference? How is the New Guy? How is your life?

Giving People a story to tell.

The Schwan’s Huddle Motivation Recognition Education Connection

Schwan’s Delivers K

On Kirk’s Website you’ll Find….. Kirk’s Other CooL Websites Thecookiethiefbook.com Dogpoopinitiative.com Morebetterbooks.com

Eight Consecutive Years on Fortune® magazine’s "The 100 Best Companies to Work For” Atlanta I Charlotte I Research Triangle I New York I Washington, DC Alston & Bird LLP

Kirkweisler.com/t4d