Motivational Speakers and Keynote Speakers motivating companies around the world.

Companies focus a lot of their success on the people at the top. The top leaders are an important part, but the staff members often are the ones that really keep a company moving forward. Motivational speakers and keynote speakers are often used by smart companies that understand that a motivated staff helps their company move forward. People love to feel appreciated and need to be motivated to keep moving forward. As the stress from life and the workplace take over, people need an added boost of motivation. Speakers can inspire and motivate your employees to do better in their life and work. Happy and motivated employees will do wonders for your company. We all know people that are unmotivated. They always are complaining and try to bring people down with them. It’s like a stack of dominoes falling over. Once one falls all the others go with it.

Top motivational speakers in the USA work with companies large and small to get the employee morale up. It doesn’t matter if your company is large or small the morale of your employees is the key to success. A keynote speaker opening up a meeting or speaking after dinner can inspire your employees. The speaker’s stories can be woven together with your important message to get your very important points across. Motivating and inspiring your audience is what motivational speakers and keynote speakers do best. That’s their job. Now what type of price can you put on making your company a success. You don’t want to drain your business bank account, but you also don’t want to hire a motivational speaker or keynote speaker that isn’t good. Think of it like a meal at a restaurant. You wouldn’t take an important client out for a cheap crappy meal to impress them. You want something high quality to impress them. You don’t need to spend $200,000 or more to have President Clinton speak to your group, if you don’t have that kind of money. Many top motivational speakers and keynote speakers like John Pullum ( click here ) and others have fees that range from $10,000 - $30,000 for one presentation. Speakers at the $2,500 - $7,000 range might not be the quality you are looking for and anything less than that are usually newer / part-time speakers that make their living at other things. You don’t want to have a bad motivational speaker that will depress your guests or a keynote speaker that won’t inspire your guests.

To find that perfect speaker is the challenge. When it’s your name behind booking them, you have to hire a speaker that is going to do the job and do it right. Watch the motivational speakers videos and the testimonials from their past clients. With the keynote speakers I suggest the same thing as to watching videos and seeing testimonials, but in the case of the keynote speaker you need to make sure their inspirational message is the right fit for that event. If their story about climbing Mt. Everest doesn’t fit your theme, they aren’t a good fit. It they are an expert in customer service, but you want to get the point of change in the workplace the speaker on customer service probably wouldn’t be the best fit.

You need a speaker that can think outside the box, is easy to work with and will inspire your employees. Have a conference call with your committee and the motivational speaker and keynote speaker to make sure they are the right fit. It doesn’t have to be a high priced speaker like Les Brown, Tony Robbins, etc. You can find a motivational speaker that doesn’t cost an arm and a leg that will get the job done for you. As mentioned, anything above $10,000 is high quality in most cases. You can get a good speaker for less, but make sure you see plenty of great video testimonials and other references. Many keynote speakers and motivational speaker book up months or even a year or more in advance. Make sure you book early to ensure you we the speaker that you want.
Employees need someone who can bring back the drive and motivation that were lost in the stress of work or life. Therefore it is essential for companies to invite speakers who can offer a positive attitude and inspiration to their audience. By improving your employees' morale and giving them a meaningful break from their daily routines, they can overcome negative attitudes and remain focused on their job. By keeping your staff engaged and eager to work, business processes become more efficient and productivity increases. Your success depends on it. Motivational speaker along with motivating and inspiring keynote speakers just might do the trick for you.

Choosing The Right Motivational Speaker For Your Event

Even the most seasoned employees will sometimes experience burnout. They will from time to time feel demotivated usually due to poor outcomes or new challenges at work. All you need to do is get someone to put them back in the right state of mind. The most essential thing to note is that employees will normally show bad attitude when they are demotivated or having burnouts. Getting an entertaining and knowledgeable motivational speaker can do wonders in these cases. He will be able to draw their interest back by helping them to remember their ultimate goals and aspirations for the organization and for themselves.

It is not easy to find a keynote speaker who will not bore people to death. One must be keen to look for someone who is charming, witty and full of funny stories. They will be very crucial in deciding the course of action of your employees and audience afterwards. A good speech will help make your employees have renewed strength. They will also have more desire to achieve goals set so that they can get to the next level. The speaker may also help in setting these goals and developing a timeline for them to be achieved.

Getting demotivated does not always mean lack of passion for work. There are so many factors at play and so one needs to understand that employees need to be drawn out every now and then. When one invites a motivational speaker, they should have carefully noted the issues they need to be addressed. The occasion need not be a seminar; one can call a speaker during other events such as cocktail parties, conventions or even staff meetings. Here the motivator may be able to bring across pertinent issues without being too obvious and enable the employees to get back on track.

In today’s world full of pressures, workers cannot do without motivation. They will have to face so many challenges at any one time and especially vicious competition. They must be given the energy to go on even when they feel they have failed. This can be brought across by a knowledgeable and experienced motivator. Get the keynote speaker / motivational speaker who will not only speak to your workers and make a lasting impression, but who will also entertain them and keep them at the edge of their seats. Hire the best corporate entertainer in the market and you will love the outcome of the event.

If you need someone who will sufficiently entertain your employees and also guests, you need not look further. John Pullum is the best there is when it comes to corporateentertainment and motivational speaking. The good thing is that he knows the limits and will not bore nor offend your guests as they interact with them. If you need that keynote speech to have the desired effect, he is the person to call. He just has the right blend of motivating and entertaining that you need for your important convention, so do not look any further.

Did you know that other than motivational speaking and corporate entertainment, John Pullum is a TV host? He has been featured in several programs due to his eloquence and his witty charm. Your audience does not need lecturing from a serious professor bearing down on them. They need someone who carries out the message intended while still making them laugh and think harder. John Pullum is all this rolled into one, and so he is a great bet when it comes to motivation speeches. No wonder he is the choice speaker for many companies including Ford Motor Company, PriceWaterhouseCoopers, Shell Oil Company, Nestle, 3M, Hitachi , Mariner Healthcare and so many more.

If you need John Pullum to host your upcoming event, all you have to do is contact him Click HERE . You will keep calling back for all your events because the outcome will be amazing. If you need to host the most unforgettable event in the year, all you have to do is call him. He knows how to blend in formalities and fun and entertainment. Your event will be the talk of those who attend for the longest time to come. This way, you will be able to effectively bring across all the intended messages without tiring the audience and keeping them sufficiently motivated. Good motivational speakers are hard to find and John Pullum is one of the most exceptional. Contact him today. More information on John Pullum.

Motivational Speaker For Your Event

By Anna Woodward

A motivational speaker is a professional speech giver that gives speeches intended to lift the spirits of audience members or motivate them to a certain action. Occasionally, these speeches may have a certain business-minded intention. Meaning the speech is intended to promote a particular company idea.

Although the field of motive-based speaking does not require a person to have any formal education, most successful speakers have a particular talent at public speaking. These speakers are known to have a way with words and an innate ability to share with an audience. Often, a speaking figure will speak from experience, telling life stories and sharing lessons they have gained along the way.
When hiring someone it is important to check for recommendations among family, friends and co-workers. They may have been to an event that employed a speaking artist that was particularly inspiring or good at calling the audience to action. Working from recommendations can save you time and help you find someone that fits perfectly into your event's theme.

If you don't have any recommendations, you can use local business bureaus to help you find someone to give a keynote speech. Your local Chamber of Commerce may have names of speakers as well. It is best to go with a business bureau or agency when hiring keynote speakers. This guarantees that they are legitimate and have good reputation in the public speaking field.

You may also find resources online. There are online speaking agencies that may provide listings of speakers in your local area or community. You can search through lists of names, noting expertise and price ranges of each speech giver.

When you do find a keynote, speaking figure to hire, you may have to go through an agent to find out the availability and fees. It is possible that you will speak directly to the motivational speaker. Whatever the case, ask for references from previous speaking events and clients. Talk with the references to find out the level of satisfaction they had with the keynote speech. You may want to ask if the speaking figure has any upcoming speeches or events that you could attend. This is a great way to get first-hand experience of the speaking skills.

When hiring a motivational speaker, it is best to start the research process as far in advance as possible. That way you are guaranteeing that they will be available for your event. Most popular keynote speaking figures will book for in advance and you want to have the best chances possible. Once you have done your research and are confident that you have found the best person to give the speech, go ahead and book. If it is very far in advance of the event, ask if there is a deposit policy where you can put down money and get a refund if the event is cancelled.

A motivational speaker could turn your already good event into a great one. Do a little research to find the best keynote speech to feature.

If you have a special event coming up, you may want to hire a motivational speaker who can make your event remember-able. Contact: www.marvinleblancspeaker.com/

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Motivational Speakers for Young People Are in High Demand

Motivational Speakers for Young People Are in High Demand
By Gary N Arnold

Wouldn't you agree that no other age group needs more motivation than young people? But, the hard part is that no other age group is more resistant to suggestions, and more difficult to motivate than teens and young people. It is no wonder that a motivational speaker for young people is so highly regarded, and often seen as a speaker with extraordinary skills.
A motivational speaker for young people can talk to teens and youngsters in a variety of settings such as churches, schools, colleges or at special events organized specifically for them.

A motivational speaker who works with young people must make use of a variety of techniques designed to grab the attention of their young audience. The youth of today are tuned into a digital world of images, sounds and experiences that change at lightning speed. The speaker must understand how to reach young people who have grown up in this environment if they are going to be able to transform lives for the better. Using a variety of techniques, he or she can encourage, inspire and educate their audience of young people.

The speaker may want to use stories from their own life, and entertain the audience with funny tales. The purpose of using anecdotes is two-fold. First, the speaker needs to show the audience that they understand what it is like to be young, and that they have had experiences that the audience can relate to. Second, the subtle lessons and warnings about the many dangers that go with this age group can be woven into the stories. This may include warnings about drugs and alcohol abuse, and other issues such as teenage pregnancies, unprotected sex etc. If the speaker is successful, the young people will be fully engaged and open to the insights and wisdom presented.

Anyone who has ever tried to have a discussion with a young person is familiar with how difficult it is to get their attention and have their talk taken seriously. There is no amount of sweet talk, warnings or threats that will convince young people of the risks and dangers associated with many of their day-to-day activities. A motivational speaker for youngsters must be highly skilled, and charismatic,in order to get the message across to youngsters who don't think they need advice or suggestions, and believe that they already know everything there is to know.

It's no wonder that a motivational speaker for young people is held in such high regard, and looked up to by parents and educational and religious institutions. The reason for this admiration is due to the fact that these speakers are good at a very tough task that may seem impossible for others to accomplish.

If you have the skills, deciding to become a motivational speaker for young people can be a great career decision because the public speaking industry is in search of effective and vibrant speakers who are especially targeted at the youth. As long as young people don't heed the advice of their parents and guardians, the demand for speakers in this niche will not diminish.

For over 25 years Dr. Arnold has been CEO of Windhorse Corp., where he assists the nation's top speakers, coaches, authors, entertainers, business owners and sales executives. His mission is single focused: to help his clients learn the insider secrets how the Top 1% of Speakers earn massive amounts of money with their speaking career in the most direct and easiest way possible.
To get more tips you can use immediately to improve monetizing your speaking, presentation, and coaching skills, sign up for Dr. Gary Arnold's monthly e-newsletter by visiting http://www.6figureSpeakers.com and entering your email address. http://www.windhorse.org

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4 Types Of Keynote Speaker - How To Match Them For Your Event

By Simon Higgins

Why have a keynote?

The purpose of a keynote speaker is tocreate the stage for the remainder of that event and bring people together with the same purpose. A good keynote speaker ought to an upbeat effect on your audience for the entire conference and even after it has ended.

Understanding that, you can see why a particular person is selected to make the keynote message i.e. to match a speaker to the leading theme you want your audience to learn. This can be achieved by finding someone where there is close match to your business or your subject.

To illustrate the point, you might have a product launch so a famous cook may not be suitable. On the other hand that chef may have launched a range of kitchen utensils so they are able to talk about the market research process, the sales strategy and various problems that go along with bringing a new service onto the market.

What types of keynote speaker are there?

Generally there are four main ways of categorising keynote speakers.

Motivational speakers

This is the most common style of presenter used for keynote speaking. They tend to have some notoriety for an accomplishment in a field like creating a famous business, beating the odds one way or another or being a recognised author.

Actually, books are a frequent cause for individuals to become a motivational speaker i.e. they have written a recently book or perhaps also have a training programme they want to sell.

These speakers tend to have a similar theme wherever they appear which is not to say the theme is not relevant but more that it is probably very slick with an emphasis more on them not your conference.

Technical Expert

These people rarely are good candidates for a rousing keynote speaker. Not because of any shortcomings in their presentation skills but mainly because their subject is more applicable than inspirational.

Plus, as a staff member of a service or product provider, the presenter is irrelevant because they will have a tested business presentation.

This type of speaker flies in the face of the purpose of a keynote and is used as a specialist topic during the conference to add insight or background to a specific aspect.

Internal speakers

Many corporate event organisers consider it is important to use a senior executive or higher management for the keynote presenter. Usually this is not a good idea.

Certainly it is good to have a person from the upper parts of the company speaking during the event, perhaps as the final speaker so the employees go with a supporting theme however their content is inevitably going to be serving the company instead of setting a tone or emotional direction for the meeting.

The Customiser

A very rare category of keynote speaker but is the ultimate.

They find out what you want from your conference or sales meeting. Then they will craft a speech solely for that intention. They will probably illustrate their talk with examples, their stories however the communications will all be aimed at your main objective.

Celebrity speakers

You can also engage celebrity speakers - sports stars, comedians and actors but they are unlikely to be best for a keynote speech however would certainly be popular for an after-dinner speaker.

Summary

To have an effective convention or sales meeting, you need to have clarity on your desired result. Once you have that you can then select a keynote speaker who can move your delegates towards that intention. And by recognising the categories of keynote presenter, it is possible to see if their style or topic to fit your goals.

Simon Higgins is a marketing consultant who writes on the motivational and celebrity speaker industry.

For more information and to learn how to book New Zealand's top motivational, business and celebrity speakers visit [http://www.thicmi.co.nz].

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Everything You Wanted to Know About Motivational Speakers

Everything You Wanted to Know About Motivational Speakers
By Shawn Ellis

What defines someone as a motivational speaker?

For a long time, it seemed that anyone who spoke professionally was labeled as a motivational speaker, regardless of the actual content of their presentations. Lumping all professional speakers into the category of "motivational speakers," though, presents challenges for meeting professionals and frustration for speakers who feel that "motivational speaker" is the appropriate category for them.

According to Wikipedia, a motivational speaker is "a professional speaker, facilitator or trainer who speaks to audiences, usually for a fee." Motivational speakers are often utilized as keynote speakers to open or close events in dynamic fashion. A typical presentation from a motivational speaker ranges from 45 to 90 minutes, although some are as short as 30 minutes or as long as two hours.

Motivational speakers come from many different backgrounds. While the motivational speaking profession requires no formal training or certification, those who speak professionally and succeed in the profession possess the proven ability to lift up, educate and motivate their audiences. The best speakers can engage the audience and share best practices, experiences and life lessons without boring the audience. They do so through the use of humor, storytelling, originality, and the refrain from canned speeches.

How are motivational speakers utilized in meetings, conferences and conventions?

A motivational speaker is typically engaged to generate an immediate response among presentation participants, boosting enthusiasm and energy while delivering relevant, practical content coinciding with a meeting's theme or objectives. Meeting planners seeking more in-depth content typically engage a speaker to lead a workshop or seminar session that generally lasts between three hours and several days.

What is the difference between a motivational speaker and an inspirational speaker?

Wikipedia describes a motivational speaker as one who has "the proven ability to lift up, educate and motivate their audiences." In contrast, Wikipedia defines an inspirational speaker as one who "address[es] audiences with the aim of inspiring the listeners to higher values or engendering understanding about life and themselves."

There are indeed similarities between motivational speakers and inspirational speakers, and someone could be labeled as both simultaneously. One subtle difference, though, is that inspirational speakers are often known for having a warm, encouraging message, sometimes based on a story of overcoming great obstacles. Motivational speakers, on the other hand, may be more dynamic and energetic, with a presentation geared toward "firing up" an audience.

To inspire, according to the American Heritage Dictionary, is to fill with enlivening or exalting emotion. To motivate is to provide with an incentive; move to action; impel. Note that inspiration connects with emotion; motivation connects with action.

Who are the most popular motivational speakers?

There are a number of outstanding motivational speakers available to enrich a meeting, conference or convention. Some of the most popular, most requested and most heralded include Tony Alessandra, Afterburner, Peter Vidmar, Carol Grace Anderson, Marcus Buckingham, Jackie Freiberg and Kevin Freiberg. Additional motivational speaker candidates can be found by viewing the rosters of professional speakers bureaus.

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Shawn Ellis is founder and president of The Speakers Group, a speakers bureau based in Nashville, Tennessee. With nearly a decade of experience helping meeting professionals secure renowned speakers and authors for their programs, Shawn has earned a reputation as a friendly, reliable and knowledgeable event partner. To learn more about motivational speakers, inspirational speakers and other categories of keynote speakers, visit The Speakers Group's meeting planner reference guide [http://www.thespeakersgroup.com/reference_guide.htm] at http://www.thespeakersgroup.com

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3 Top Reasons Why Companies Are Hiring Motivational Speakers To Motivate Their Employees.

The Importance of Hiring a Motivational Speaker For Your Company.

The success of a company or organization depends not only on its leaders, but most importantly, the staff members. Everyone has a role that needs to be carried out the best way possible. No matter how big or small the task is, it impacts the entire company. So, it is essential that every member of the team possesses a positive attitude towards work as this boosts productivity while providing all employees a sense of security in their job.

Unfortunately, it is not always easy to stay motivated or optimistic about work, particularly when people are bogged down by stress in their personal or professional life. Lack of motivation is usually reflected on how employees perform their job, which may appear unsatisfactory, to say the least. This outcome, however, does not necessarily mean that employees dislike their job. What they need is a refreshing change in their daily routines, which may be made possible by having them listen to a motivational speaker or keynote speaker who can fuel up their energy level. These speakers can offer novel and fascinating ideas that will inspire employees who may feel they are stuck in a rut and break loose from negative attitudes pulling them down. 

The following are among the reasons why every company should invite a keynote speaker to improve the workflow and business productivity.

1. A motivational speaker helps others think out of the box.

Top motivational speakers in the USA like Tony Robbins, Eric Thomas, John Pullum, Nick Vujicic, Michael Mode, Willie Jolley, Ross Bernstein, Joe Calloway, Paul Templer and Scott Deming provide fresh, new and sensible ideas to those who may have been accustomed to remain in their comfort zone because of fear or zero motivation. After all, change often comes with new challenges, and this may trigger some feelings of uncertainty or insecurity among employees.

By inviting a keynote speaker who is an expert in your industry, he or she can offer the impetus for any organization to make necessary changes that are all intended for the better of everyone in the company. The business world is never static, and there will always be a need to compete with other companies in your niche and properly address the needs and concerns of customers.

2. Give your employees a break from the mundane situation in the workplace. 

The daily grind can be tiring, boring and stressful to people. Thus, it is not surprising that employees end up getting burned out from their work, and they may feel as though there is always so little time and so much to do. Eventually, they may start complaining more and slacking off while their to-do list keeps piling up. This scenario does not help any company at all, and unhappy employees also leads to dissatisfied customers, which is detrimental to your business.

Everyone has a need to take a break from the routine, so it will be easier to have a better vision of the future and what must be done to achieve these goals. A good motivational speaker specializes in giving people a bigger and even better perspective, so their audience can go beyond their regular tasks and widen their horizons. These enable people to explore their creativity and become more resourceful in dealing with issues at the workplace, at home, or wherever they may go.

3. Ignite every employee's passion on their job.

In anything, passion and drive are two important elements that allow people to stay focused on what they do. When you love what you do, there is no such thing as feeling forced or pressured to do your tasks. Instead, you look forward each day as another opportunity to be immersed in an activity that you love the most.

Motivational speakers know how to ignite that waning flame of determination and passion among employees. They boost the morale and motivation of employees, so they can proceed to their tasks with renewed energy, enthusiasm and focus. With the inspirational stories that speakers share to their audience, employees can overcome their anxieties and trepidation, which hinder them from becoming the best in their field.

Bottom Line

Every person needs someone who can bring back the drive and motivation that were lost from being caught up in life's drama. Hence, it is essential for companies to organize seminars and invite excellent speakers who can offer positive energy and inspiration to their audience. By making an effort to improve your employees' morale and giving them a meaningful break from their daily routines, they can overcome negative attitudes and remain focused on their job. By keeping your staff engaged and eager to work, business processes become more efficient and productivity increases.

Motivational Speakers list of videos:

Nick Vujicic

Scott Deming

Paul Templer




Motivational Speaker John Pullum




Willie Jolley

Motivation in the Workplace

Motivation in the Workplace
By Travis Eck

Motivation plays a huge role in any organization or company. The level of motivation can directly affect not only the quality of life but can strengthen or weaken the bottom line. Every manager and or leader should know and work to make sure they keep their employees motivated no matter what place those employee's are in their careers. Managers can keep their employees motivated by identifying individual factors that influence behavior, understanding and applying motivation theories and enacting effective behavior modification that encourages a higher level of motivation for the individual employee. A motivated workforce can make any company or organization a competitive force. Employees who are motivated usually produce at a higher level, create a better product or service and can be fertile ground for innovative ideas.

The goal for managers of all levels is to understand individual behaviors and evaluate where improvements are needed. After understanding what areas need improvement the application of motivational factor can be applied using motivation theory. Once the employee is being motivated at a higher level the manager's task is to take that motivation and use the appropriate behavior modification plan to help employees remain motivated and positively affect the atmosphere and character of the organization. Motivation can do more than just make a company run more successfully or productively. The lack of motivation can to a cancer that can create apathy, pessimism, cynicism, and can stifle energy stunting a company's growth and just like cancer if not treated can destroy the organization. Managers have the reasonability to examine each individual and the areas they need improvement, apply motivational theories in their behavior modification plan.

Individuals react and differently to different situations. That is why it essential when addressing motivation in the workplace that a manager evaluate their employees on an individual basis to understand where they are personally and organizationally. Managers must know what is needed for an individual before they can find ways to improve the motivation of that person. There are five major stages or levels associated with work-related behaviors. The first work related behavior is joining the organization in which a new employee is getting associated with the group, its practices, and culture and finding their place in that group. The second is remaining with the organization in which the employee has found their place. The third work related behavior is maintaining work attendance this means not only showing to work at the right time but being there when needed. The fourth behavior is performing required tasks this means becoming proficient in the job and contributing more to the group or company.

The final behavior is organizational citizenship in which the employee now contributes at a higher level and takes on task where needed and even outside of their duties. Understanding what behaviors are not being obtained can tell a manager if motivation is lacking in an individual and where a manager can work to motivate an employee. For instance if an employee has reached the third level maintaining work attendance but has not been consistently there when needed it is not time to enact a motivational plan that gives the individual more task. Giving this employee more tasks may actually have a negative effect increasing the attendance problem. Knowing that the employee is at this third level a manager can enact a motivation plan that encourages this employee to obtain better attendance and lead them into the next level of performing required tasks.

Since individuals are motivated by different factors such as needs and what stage the employee is at it is important for managers to identify the individuals in his or her group before enacting and evaluating motivational theories to the group or individual. Motivation can play an important role in the success of any organization but the motivation of the group is comprised of many individuals motivated by many different factors. Because a manager can not activate policies for each individual the manager must decided knowing each individual where their group is and where motivation is needed.

While employees are motivated by differing factors that correspond where they are at personally as well as professionally those factors are broken down by motivational theories. Motivation theories are essential in creating incentives that will help employees at all levels be more motivated. It is essential that managers know and understand motivation theory before creating motivational incentives. In Maslow's needs theory hierarchy these individual factors are grouped into five main categories. The bottom levels are physiological needs in which basic needs are motivational factors such as food clothing. The second level is the need for safety this includes a work environment free from hazards etc.

The third level is belongingness and this is the personal need to feel a part of the group. The next level is esteem in which the individual is concerned about getting recognition and being appreciated for their contributions to the group. The highest level of Maslow's hierarchy is self-actualization in which the individual has found there meaning in life and fulfills their role to the fullest ability. While the individual can be at varying levels with each group of this hierarchy they are motivated by factors that fulfill that category. Perhaps and individual feels they are a fully accepted member of the group or company. This individual may be showing signs of low motivation. The incorrect action would be to tell that individual that new security cameras where being installed to protect them. The correct action would be to assign them a task in which they would be recognized and rewarded for their efforts. Because motivation plays such a major role in every organization the need to group individual behavior and needs are needed. Maslow's hierarchy provides managers guidelines to take the individual needs of their employees and create plans to increase motivation by identifying types of plans that would be effective for the individuals.

Behavior is a byproduct of motivation or the lack of motivation. When motivation is high in an employee behavior usually falls in line with the group's culture. When a negative behavior is displayed by a motivated employee little action is needed. On the other hand when employee motivation is low negative behaviors are bond to appear. A manager must now apply what they have learned about the individuals and use motivation theory to enact the proper action that will motivate the employee who is not being motivated. The contingencies of reinforcements give managers guidelines to choose the right action to motivate and change behavior.

There are two main reinforcements that motivate employees to change their behavior, positive and negative reinforcements. An employee can be enticed to correct a negative behavior by giving an incentive that rewards their good behavior. For example if an employee is consistently late a reward can be given at the end of the month for the employee who works the most hours. If a negative reinforcement is used punishment is used to correct the behavior. For example the employee can be warned that their continued course of action will results in disciplinary action. The key for any behavior modification is to understand the individual and their needs. If a person is being motivated by esteem than a plan that reinforces their contribution and how that will be acknowledged is a much more effective reward than a lunch certificate. Managers have a difficult job in ensuring that there employees have high motivation but because of the effects that motivation has on a group or company is so important this is a task that deserves all the time and attention that can be allotted to this task. To change a behavior an employee must be motivated to do so. By finding out the individuals needs and apply positive and negative reinforcements to the group motivation can and will increase and the success of that task will have long lasting effects on the success of the group.

Motivation is a complicated subject to understand because we as people are so individual. That is why when a manager approached the issue of motivating their employee's they must take into account the individual. It is important to understand where the individual is in their personal development and career. Finding out what behaviors the individual exhibits can help the manager understand is motivation is an issue that needs immediate attention. Once a need has been discovered by a manager then an evaluation must be made using motivation theory to discover what it is that motivates his or her employees.

After the manager knows what motivates the group and individuals in that group a plan can be put together that utilizes both positive and negative reinforcements to effectively motivate the individuals in that group. Higher levels of motivation within an organization can create an environment that makes it a fun place to work where individuals feel obtain what they need by behaving in ways that benefit the group. On the other hand if motivation is an issue that is neglected because of its complexity or any other reason the results can be devastating on the long term health of that group. Managers act as the doctors diagnosing the problem and creating effective treatment. If the treatment is carefully prescribed a weak company can become strong and vibrant once again. No other issue has as far reaching effects in so many areas as motivation does in the workplace and careful attention must be made to ensure that those effects are positive and enable further growth.

Travis Eck is currently a Senior Business Process Analyst and Six Sigma Black Belt for the Snelling Services Inc. In his current role he is instrumental in the development of both executive and senior leadership as well as creating a culture of continual improvement. In his previous role as a Six Sigma Black Belt for Providence Health and Services he lead process improvement projects focused on customer needs and cost reductions. Pervious to his Six Sigma role he worked at Capital One Auto Finance were he and led a high performance test team in the Loss Mitigation/Funding Divisions where he championed initiatives in Quality Assurance, Policies and Procedures and Business Contingency Planning.

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Effective Motivational Skills For Today's Managers - Life Lessons

Effective Motivational Skills For Today's Managers - Life Lessons
By Charles

Preview

Motivated employees will work more effectively in their jobs and do more to further the bottom-line objectives of a company than unmotivated employees. As a manager, you are in a position to increase the motivation of your employees. This basic managerial skill training in motivation will enable you to become a more effective manager for yourself, and for your company. You will learn how to handle motivational problems, which will help you gain 100% effectiveness of your employees.

What Should You Expect From This Article

As you know, motivation is a complex issue. Many psychologists and researchers spend their entire life investigating people's motivation to perform. Similarly, there are many books currently out in the bookstores promising to give us the secret for "getting others to do what we wish."

There are many theories of motivation; and different techniques to solve motivational problems. Rather than attempting to review all these theories, the purpose of this module is to look at six common motivational factors which will make the difference between employees who are motivated and employees who exhibit motivational problems. We will use only as much "theory" as needed to gain basic understanding of each motivational issue. Primarily we will discuss what you can do to solve the motivational problem.

Learning Objectives

Upon completion, you will be able to:

o Recognize what types of employee behavior problems are motivational issues and which are not.

o State in simple language what is the real motivational factor behind different types of problems encountered as a manager and what you can do to correct each problem.

o Apply appropriate steps or response to resolve the motivational problem.

o Motivate average and above average performers to perform even better.

Training Format

This article is designed to do more than just give you information on motivation. Rather, it is set up to teach you skills which you can apply in your day to day jobs.

This will be accomplished by the use of exercises that require your involvement. Active participation will enable you to learn "what to do and how to do it," better than passively sitting back and being an observer. Keep this in mind as we proceed.

Manager's Methods Motivate

Many management experts agree that the key to employee morale and motivation is the quality of supervision they receive from their supervisor. It is for this reason that most businesses invest much time, energy, and money in the selection of their managers followed by in-depth training. In fact, this information is designed to assist you, the manager, in developing methods which have been "proven" to produce the highest possible motivation in your employees.

Who Is Responsible For Motivation

Managers share the responsibility in motivating their employees with the individual employees themselves. The manager is 100% responsible for establishing a motivating climate in which the employee works. The employee is 100% responsible for taking advantage of the motivating climate to perform the best they can perform.

Detecting Motivation Problems:

Focus On Behavior

Motivation is not something that we can directly see. That is the major reason why it is so complex. Instead, we observe a situation and notice that some action, tasks, or behaviors that should have occurred, have not occurred. Frequently, we call this a "motivation problem."

Like a detective, we must be aware of clues which hint of a "motivation problem" in an employee. These clues are behaviors.

Focusing on behaviors has several advantages:

o Behaviors are observable; they require only our attention-not complicated psychological analysis.

o Behaviors are objective; they are not easily open for mis-interpretation.

o Behaviors are measurable; we can count how many times a certain behavior occurs.

o Behaviors are specific and concrete; not abstract like the concept of motivation.

Begin by asking yourself, "What is he not doing? What behaviors, actions, or tasks should she be doing?" Be as specific and precise as possible. "He is not doing it the way he is supposed to" or "she is not committed" or "she has a bad attitude" are not specific behaviors. State the problem in terms of behavior.

Behaviors That May Indicate A "Motivational Problem"

As we have said, instead of focusing on the abstract and complex concept of motivation, go right to the behaviors from which we suspect the "motivation problem."

Motivation problems can be suspected from such behaviors as:

o Reduced quantity of work output.

o Reduced quality of work output.

o Extended lunch and break times.

o Frequent tardiness.

o Frequent absenteeism.

Motivation Worksheet 1 - (Take a few minutes to answer these questions.)

1. What behaviors indicate "a bad attitude" or "no commitment" in an employee?

2. Think of a particular unmotivated employee that you currently know or have known in a previous position or job. What specific behaviors did this person exhibit (or not exhibit) that leads you to believe they have a motivation problem?

3. List behaviors that you demonstrate when you are feeling unmotivated to do a task?

Selecting "Motivated Employees"

It makes our job of motivating employees much easier, when we start with employees who are "highly motivated." In other words, motivation comes easier. when we have the "right person for the job." The "hiring of motivated employees" is a selection decision. Make sure you identify the job-related skills a candidate possesses by thorough questioning. In this way, the job skills an employee possesses can be matched with the job skills required for success on the job. When a match occurs, we can feel confident that the person is the best candidate for the job.

In fact, a job candidate that was motivated to learn these key identified job-related skills in the past, will be motivated to use them, and learn additional skills, in the future. All personnel selection decisions are based on the theory that how a person performed in their past job predicts future job performance in a similar job-a job candidate motivated to perform in the past will most likely be motivated to perform in a similar situation in the future. Aim to improve motivation among the workforce by selecting job candidates who demonstrate job-related skills required for success with your company. The selected employee whose job matches their skills will show motivation to do a good job, a greater liking of their job, and a longer stay at their job.

Motivation Worksheet 2 - (Take a few minutes to answer these questions.)

1. Think of a position which you manage. Focus on the job, itself. List the job-related skills for this position. In other words, when interviewing to hire a candidate for the job, what skills should the candidate possess to be successful on the job?

2. In an interview, what might a job applicant say or do to indicate high motivation?

3. List two to three questions that would allow you to test their motivation level?

Training for Success

Training teaches people new skills, new procedures, or new information. It does not directly teach "motivation." However, training accomplishes something more-maybe a little harder to see-but still extremely important. Training can give an employee the ability to be successful. Employees who show signs of lack of ability can be taught how to perform correctly. Ability produces success. Success is a large motivator. Success breeds more success. Success produces pride of accomplishment; it fuels ambition; it increases personal goals; it increases performance.

Remember: Training produces successful performance and success motivates.

We must look at the problem behavior and decide whether the employee has the ability to do the task. Examine the ability of the employee. Ask yourself: "Does the employee have the knowledge or the skills to complete the task or job successfully?"

Consider the following about the employee:

o Prior work experience.

o Job related skills.

o Completed any of your company supported training programs.

o Special instruction, coaching, or tutoring.

A person with low ability, can be taught, trained, and coached to perform successfully. Once they feel that "good feeling of success" and all that comes with it (pat on the back, acknowledgement, and pay increase), their motivation may increase.

Be advised though, that there are two problem situations you can run into. First, some employees may require so much extra training, teaching, coaching, and tutoring before they attain some success that it requires more on your part than you can realistically give. In this case, you might have to realize that the employee "lacks too much" and other action is required.

The second problem situation is that some people who receive training and accomplish successful performance may still not show an increase in motivation. This can be due to other reasons which we will soon explore. Training is only one of many factors which play a part in motivating employees.

Remember: While training does not guarantee an increase in motivation, it can pave the way for greater motivation.

Motivation Worksheet 3 - (Take a few minutes to answer these questions.)

1. List specific behaviors which indicate poor motivation in an employee you manage.

2) Does the employee have the knowledge or skills to complete the tasks or job duties successfully?

3) What training programs currently exist that can teach, train, and coach the employee to perform successfully?

4) What existing employee could you have them work with to improve their performance in weak areas?

Motivation Through Communication and Goal Setting

Communicating what we expect from our employees and setting appropriate goals for which they should strive plays a big part in their motivation.

In order for employees to do a good job, they must know what it is they are expected to do. This direction comes from you, the manager. The manager has the responsibility of telling the employee in specific, concrete words:

o What should be done

o When to do it

o Where

o How, to proceed step-by-step

o Who else is involved, why it is important, etc.

The manager knows what constitutes a "good job;" ask yourself if the employee has the same understanding of what would be a "good job." When an employee thinks that he or she has given 100% while the manager thinks that the employee has only given 60%, the problem is not motivation; it is communication.

To determine if the problem behavior is a result of a breakdown in communication, the manager must ask herself, "Did I talk to the employee about my expectations?" That is, we as managers must determine whether we discussed objectives, duties, responsibilities, deadlines and performance. (How we communicate is an entirely additional, yet related, matter that will be addressed in the Communication Skill article). It can be difficult to look at our own behavior as managers, but we need to discover if we have contributed to the problem.

Not only must you, as a manager, tell the employee what needs to be done, but you must also make sure the employee understands your directions as you intend them.

An effective manager accomplishes this by:

o repeating directions

o Cclarifying instructions

o Demonstration

o Checking for understanding

o Observing progress

o Double-checking

o Follow-up

Remember: Good communication prevents misunderstandings and paves the way for employee motivation.

Goal Setting

There is one particular type of communication that has been repeatedly shown to be effective in improving employee motivation. This is the communicating of goals or objectives.

A goal or objective is simply a task we are attempting to accomplish. Goals direct our behavior. They help us follow a straight-line course to our ultimate objective. They prevent us from being like leaves being blown helplessly by the wind.

Goals and objectives foster motivation. We see the progress we are making toward our goal. We feel we are getting somewhere. Without goals, it is not always clear when we have been successful. Goals serve as a yardstick by which to measure our accomplishments.

Some objectives are too broad in scope to strive for directly. For example, to increase profits is a difficult goal to tackle all at once. Large scale goals need to be broken down into intermediate goals. Even intermediate goals sometimes require smaller goals that can be accomplished in a shorter amount of time.

A goal should be (using SMART acronyms):

o Specific: it should include who, what, where, when and how built into it.

o Measureable: progress toward the goal should be recorded frequently.

o Attainable: it should be reasonable and realistic; there should be a very good certainty of accomplishing it.

o Realistic: should also pass the reasonable and realistic test.

o Timebound, set and agreed to mutually developed: the highest motivation will occur when the employee plays a part in setting the goal, together with the manager. The employee should have input setting the goal.

Motivation Worksheet 4 - (Take a few minutes to answer these questions.)

Think of an employee that has a motivation problem. Focusing on the employee's behavior, write 3 goals for the employee to attain that will bring his work performance "up to par".

1)

2)

3)

Motivation Through Appraisal and Feedback

One of the most powerful ways to change the motivation of an employee is to appraise how he is performing his job duties and then to feed this information back to him.

I suggest you use two separate systems to provide employee appraisal and feedback. The Employee Performance Review (by whatever name you call the form) evaluates the job performance of individual workers in terms of pre-identified objectives and clearly notifies the employee "how they have done" in achieving these objectives. The Progressive Discipline System (by whatever name you call the form) also evaluates the job performance of individual workers in terms of job expectations and then clearly notifies the employee "how they have fallen short" in working up to these expectations. Although Employee Performance Review emphasize positive performance while Progressive Discipline emphasizes undesirable performance, both work in exactly the same way: they provide feedback to the employee on how they are doing in reference to a standard.

This can produce motivation in an employee. First, it communicates to the employee exactly, "where he stands," and secondly, it points to what type of coaching, counseling, or information the employee requires to get to "where he wants to go or sometimes must go."

Appraisal and feedback systems are ways to tell the employee that "she is on the right track." If not where they should be, this in itself often provides the motivation to self-correct and "get back on track."

Both of these programs are made even more powerful and hence motivating by the consequences attached to them. The result of a "favorable" performance appraisal can mean an increase in salary-a very definite motivator for some people. The result of an "unchanged" progressive discipline report can mean suspension or even separation of employment, a very definite motivator in the sense that employees will work to avoid the negative consequence.

Remember: Appraising employee performance through Employee Performance Review or Progressive Discipline and feeding back to them the results motivates by "pointing the employee in the right direction"

and "making clear how far they must go."

Motivation Worksheet 5 - (Take a few minutes to answer these questions.)

1) Think of an employee you manage who did not perform to your performance standards on a specific task.

2) What was the desired performance?

3) Describe the feedback you should give immediately upon completion of the task so the employee "gets back onto the right track".

4) How would you "point the employee in the right direction" by using an Employee Performance Appraisal or Progressive Discipline?

Motivating Work Assignments

Ideally, the work itself should be highly interesting and hence motivating to the employee. This is partly determined in the selection process where job candidate's skills and interests are assessed and compared to the requirements of the job. When delegating tasks be sure to consider the skill level of the parties involved, the needs of the job, etc. as well.

Even after a job candidate is hired, placement of the employee into a specific work assignment can foster or stifle motivation. For example, a stereo buff would be more highly motivated to sell stereos or other electronic products than draperies.

Employees can have different preferences in many ways:

o Some employees may prefer a large variety of different job duties whereas others may prefer only a small set number.

o Some employees like to face challenge and complexity within their job whereas others may prefer the simple or routine.

o Some employees may prefer to work independently, apart from others, whereas other employees prefer to work in an area with other employees.

o Some employees may prefer to work on tasks where they can receive instant feedback on their efforts, whereas others may not require such instantaneous and continuous feedback.

The point is that you can increase the motivation of your employees if you can match their need for different degrees of autonomy, variety, challenge, complexity, and feedback to the available work assignments. To the best that you can, tailoring the work assignments to the employee's primary needs and abilities, will result in a higher level of performance from that employee.

This is not to suggest that you should bend to every desire of an employee.

Meeting an employee's individual interests on the job will help that employee like their job more. They in turn, will be more willing and motivated to help the manager achieve bottom-line objectives. When both get what they respectively want, then a win/win situation exists. The manager wins because he will have a motivated, effective employee; the employee wins because his needs are met.

When an employee knows he is benefitting, he will be motivated to perform better. If an employee gets to do parts of his job that he likes to do, then the employee will be more willing to do those things that have to be done as well.

See what your employees would like to gain from their employment besides money. Ask, "What else does this employee want from his job here." Some answers might be:

o "A good recommendation for future jobs."

o "A chance to learn firsthand about the world of business before going to college and studying business."

o "An opportunity to learn skills like cashiering, customer service, selling, or management, etc."

o "A chance to get out of the house and be around people like other employees and customers."

o "To be aware of the latest market trends, fashions - wanting to be first to see what's new."

To meet people's interests and thus produce greater motivation, a certain amount of compromise and negotiation must take place between a manager and employee. It is difficult to balance the needs of an employee and those of a manager, who is trying to fulfill their company's bottom line performance, but compromise and negotiation gives the manager some control to accomplish both at once.

Motivation Worksheet 6 - (Take a few minutes to answer these questions.)

List the names of employees you manage under the type of work assignment which would motivate them to perform best.

Task Variety versus Set Types of Tasks

Challenge and Complexity versus Simple and Routine Tasks

Independent Tasks versus Working as part of a Group

Tasks which produce instant feedback versus Tasks which produce delayed

feedback.

Do the actual assignments of your employees regularly include the types of assignments most motivating to them?

Rewarding Good Performance

One major reward an employee obviously earns through their work performance is their paycheck. Financial compensation for doing a task is as old as the institution of gainful employment. There has been a development in recent years, however, of a new system of rewarding employees that affects their motivation to perform. This is the concept of paying for performance.

The idea behind paying for performance is simple. Most people, including managers, have the belief that if I do this, I deserve to get that. If I do twice as much, then I deserve to get more in return. What we receive, we say we have earned.

One of the most common examples of a pay for performance system is tipping. The waitress knows that her performance directly affects the tip she will receive. If she does a good job, she can be reasonably sure that she will receive a tip. She also knows that if she does an outstanding job she will merit a larger tip than if she just does the bare minimum.

The employee can feel that their work performance will be rewarded on the basis of merit due to the performance appraisal system. By their performance, they can affect their financial rewards. If they fail to meet their objectives, they won't be compensated as much as if they had met their objectives. If they work hard and exceed their objectives, they will be financially rewarded for the effort; and if they perform extremely well and clearly exceed the objectives, they will receive, or rather have EARNED, a proportionately large pay increase to reward their behavior.

Employee Performance Review is designed to measure performance against a standard so that the quantity and quality of job performance can be reliably determined. It serves as the vehicle for determining merit pay increases.

How To Make A Merit System Motivating

Employees must be aware of the system; that their work performance can earn them additional rewards. They must believe that it is realistically possible for them to earn the rewards. They must believe the system is fair; how much extra they earn needs to be worth the extra performance they "put out." As a result of informing employees of the connection between their job performance and available rewards, they:

o Develop a "winning" mental attitude.

o Set their own high performance goals.

o Increase their performance level.

In order to produce "highly motivated" employees, it is extremely important to pay attention and to actively play a part in influencing rewards for employee's performance. As manager, you have control over these consequences.

Although financial compensation is the primary reward, you are making a serious mistake if you believe that this is the only reward that is important to an employee. Money is not a dependable motivator. In fact, it is true that:

o For some individuals, money is not motivating.

o When employees have the inaccurate perception that only small merit increases are available, money loses its power to motivate.

o Money may motivate just before performance appraisal time, but it can also have no effect on performance the prior eleven months.

In contrast to money, all of the following rewards for performance are extremely dependable:

o Sense of Achievement Recognition of a "Job Well Done"

o Greater Responsibility

o Advancement/Promotion

o Increase Status in Eyes of Others

o Personal Growth

o Appreciation/Thanks by Manager

Any of these can be used in addition to money to reward performance. Each of these rewards can be delivered by you, the manager, in less than 30 seconds. And, they have the advantage over merit increase of being available every day. They cost you nothing-they give you a powerful tool to increase other's motivation.

All it takes is a statement like:

"Joe, you should feel really proud over obtaining a sales volume like you did this week." (Sense of Achievement)

"Sally, I noticed that you did an excellent job helping customers today, especially since you were covering more than one area." (Recognition of a Job Well Done)

"Bob, you have done so well with the routine duties, I think you're capable of handling some responsibilities of a larger nature. How would you feel about becoming responsible for .... ?" (Greater Responsibility)

"Lisa, even though your performance appraisal is more than 5 months away, I want to tell you that you're accomplishing so many things that I'm considering some type of promotion for you, if you keep this up." (Advancement/Promotion)

"I want to announce to everybody at this meeting that Tom has been doing an outstanding job and is a top-notch worker." (Increase Status in Eyes of Others)

"Jane, since you've started, you have really learned the relationship of mark-up to gross margin." (Personal Growth)

"Gary, I really appreciate you doing this. Thanks a lot." (Appreciation/Thanks by Manager)

Motivation of people will be seriously affected, if the consequences of performing is punishing or "makes no difference." When an employee who is working the best they can receives penalties, insults, humiliation, boredom, or frustration, he or she will begin to avoid doing the work and will quickly demonstrate "poor motivation." Few people seek out painful experiences. Thus, if you know that an employee is not working "up to par," explore whether the employee received a negative reaction for doing so. Ask yourself, "is there a negative consequence for doing a good job?"

Conclusion

Motivation is a complex issue. Rather than attempting to investigate motivation in its complexity, this basic management skill training reviewed six common motivational factors which make the difference between employees who are motivated and employees who exhibit motivational problems.

In reality, high levels of motivation are produced by a combination and interaction of these six factors, not by any one factor acting alone.

"Motivated employees" selected for the job will be easier to train; more receptive to communication and feedback; more interested in their work assignments; and more effective performers who will merit reward.

Employees "trained for success" will learn to communicate better; use feedback constructively; and perform their work assignments more efficiently which may increase their interest. All of this in turn, may result in a high level of performance that would merit reward.

Clear communication and goal setting goes hand-in-hand with the objective setting procedures of performance appraisal; aids the learning of new, more interesting, work assignments; and promotes goal attainment which is rewarded.

Appraisal and feedback can bring out the employee's feelings and interest in the work assignment and serve to reward behavior which merits reward.

Assigning "motivating work assignments" enables the employee to meet his interests and needs which will usually result in quality work that merits reward.

Motivated employees will work more effectively in their jobs and do more to further the bottom-line objectives of a company than unmotivated employees. There are six important and necessary factors that need to be considered in improving an employee's motivation to perform. By using the theory and recommendations presented in this article, you can be confident that you will be able to successfully motivate your employees. In addition, you will be incorporating a valuable skill into your managerial repertoire.

Remember, in order to motivate others, you must be Motivated yourself! Have fun, make a ripple...

Chuck Ainsworth, aka The Origami Warrior is a visionary writer who enjoys learning new topics and putting them into easy to understand terms. He brings 30 plus years of Senior Management experience and provides the insights needed to help others reach peak performance by improving their basic Management and Leadership Skills. He currently writes about topics he loves that include: Origami, Origami Warrior Wisdom, Motivation, Training, Management Skills Development, Leadership, Life Lessons, Core Values, Internet Marketing, Social Media, Life After Death - How To Overcome Life Changing Events and more. A published author who loves family, pets, community. While he has spent much of his life traveling, he now enjoys a much simpler life, living in his home town on a small quiet private lake with his family. Follow his Origami Warrior Wisdom daily quotes follow me at http://twitter.com/ChuckAinsworth to get my tweets and be sure to check out other Life Lessons at: [http://origamiwarrior.com]

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