Motivating Leadership 

During the selection of managers – in the majority of cases – professional excellence and expertise are the determining factors. It is the managers that know the procedures and have all the background information. However, they often know very little about how to get their employees to do their best and achieve maximum results.

 

The most important task of a manager is to develop and motivate his employees - to make them enthusiastic and lead them to success. But how? Which method is the most successful? What are the tools that help us reach our objectives, and how can we get our colleagues to do their best and to invest the maximum amount of their knowledge in their work? How can we ensure that they work even when they are not being observed? What shall we do to ensure that they work proactively and not under pressure?

Have you ever thought about the fact that work might mean different things to different people? How many different objectives and interests might motivate people?

During the development of employees, a manager can develop the competency of his employees up to the level which he himself, or which one of his group members, has reached. However, there might be some situations in which the group or the individual encounters a completely new task. In such a case, the employee has to face completely new challenges, for which the skills of the manager might come up short.

In such cases, people that are performance-oriented will not get shocked. They develop their competency via their own proactivity.

If a manager needs people that are active and that face challenges and difficulties head on, he must develop the performance orientation level of his employees.

Task-oriented people have to be motivated in a different manner than those who are performance-oriented to begin with.  

During the training course, these motivational techniques will be introduced to the managers.

By the end of the program the participants will know:

• the effect of managerial attitude on motivation
• the most important external motivators
• the theoretical background of motivation
• the role of feedback in motivation
• the characteristics of performance motivation
• the development tools of task-oriented employees
• the correct motivational tools for performance-oriented and task-oriented people

By the end of the program the participants will be able to:

• survey the motivational level of their employees
• recognize what kind of managerial motivation is needed in the case of each employee
• consciously select and utilize appropriate managerial motivation
• provide motivating feedback
• appropriately involve employees during the execution of a task
• enrich the job function and scope of action of the employee according to his motivation in order to improve his performance