Sunday, 24 September 2017

Honing Your Leadership Ability through Management Skills Courses is an Ongoing Learning Experience

No matter your age or current management status, you can always receive valuable lessons when you sign up for management skills courses and related training segments. When you take this kind of coursework, you not only development organizationally, you also become more adept at motivating people. Skills that enable managers to motivate their employees are designed to make a manager more effective in communicating and building a cohesive and collaborative team.

Influence plays a big role in motivation as does using the right body language. Courses that upgrade management abilities also stress emotional intelligence and making an effective presentation. Leaders and managers also learn to manage time more effectively as well learn ways to better cope with stress.

You Don’t Motivate the Employee, but You Can Influence Him to Become Motivated

With that all said, it is important to note that a manager, technically, does not motivate an employee but provides the right climate for the employee to motivate himself. You cannot motivate an employee any more than you can empower him. Those are qualities or attributes that he must choose for himself. Therefore, courses that teach managers about motivational techniques are teaching them about how to be a role model – an influence that will cause an employee to act positively and productively.

Money Does Not Motivate

Therefore, motivation can be surrounded by a number of myths in business –myths that fool people into believing them to be facts. For example, one of the primary myths surrounding motivation is the idea that money motivates. While money can provide nice office surroundings and a sense of security, it will not encourage a worker to become more motivated in return. The key to leading a staff is to understand basic human motivations in the first place.

What Precisely Motivates Your Staff

Some managers believe that instilling fear is a motivator. While this-this type of strategy may work in the short-term, it does not nor will continue indefinitely. Some managers believe what motivates them will also motivate their employees. However, everyone is different. Therefore, it is helpful to take management training courses in order to dispel this particular myth. For example, some employees like to work remotely in order to spend more time with their family while other staff members like to hear praise and recognition. Therefore, it is up to a manager to learn what precisely motivates each of his staff.

Managers may also believe that an increase in job satisfaction will enhance their job performance. However, studies demonstrate otherwise. Increased job satisfaction does not necessarily mean that the employee is going along with the mission or purpose of his company.

Motivating Workers Is Not Rocket Science

Some managers simply do not believe they can understand motivation – that it is some kind of rocket science and beyond their comprehension. However, training courses exist so you can overcome this misconception. There are actual steps you can take that will enable you to support your employees so they can motivate themselves and enhance their performance on the job.

Starting a Chain Reaction

Naturally, motivating your staff all begins with motivating yourself. Isn’t it interesting how, if you despise, your job it seems to start a chain reaction? Everyone else will hate their job too. If you are stressed out, all the other employees will feel that way too.

Enthusiasm Is Contagious

However, a positive attitude and enthusiasm are also contagious. If you show enthusiasm for the job, it is much easier to influence others to feel the same way too. If managers take care of themselves and do a good job, it is much easier for them to have the kind of perspective to learn and understand how their employees are faring in their jobs as well.

To Thine Own Self Be True

Therefore, the best place to begin learning about the “science” of motivation is to start understanding something about your own motivations. What motivates you? Is it job recognition, time spent with your family, or continued training? As already mentioned, employees may like their work and may also be hard workers. However, if their contributions are not aligned with your organisation’s goals, then you can be faced with a major problem managerially.

Part of the Leadership Initiative

Therefore, whatever steps are taken to support the goals of employees must be in direct alignment with an organisation’s initiatives. Each employee is an important cog in the wheel of your company. Therefore, you need to identify each of your employee’s goals and recognise the differences. You can determine this information by asking your staff, observing them and listening. This is not a task as some managers may believe but an important part of the leadership process.

Companies make changes all the time as do employees. Therefore, it is an ongoing process to maintain an office environment where each of your employees stays strongly motivated. If you want to sustain employee motivation, you must continually work at keeping the work environment fulfilling and meaningful.

That means you simply can’t count on cultivating interpersonal relationships with employees for motivational purposes. You have to extend the process. Managers must support motivational goals by enforcing policies and procedures and comprehensive systems in the workplace environment.

Along with policies and procedures, managers must establish compensation systems as well as structures that assist in ensuring employees that they will be treated equitably and fairly. In order to follow up in this respect, write down the influences that motivate you and what you do to sustain them. This is part of the motivational planning process.

Follow up by listing three to five things that you believe motivate your staff. Then, have you staff write down their own personal motivators. Contrast the differences. Look at what is important to you and what is important to them. Make sure motivators are taken into consideration when you are establishing a reward system for your employees.

As you can see, it takes a good deal of contemplation when you are working at leading a team and providing them with an environment that continues to motivate them and help them realise their goals along with your company’s objectives. That is why management training courses are always worthwhile endeavours. Continually attending seminars and classes will enable you to be the best manager you can be.

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