What is Flow and How is Flow Created?

What is Flow and How is Flow Created?

People are most productive and satisfied when their work puts them in a state of “flow” — more commonly recognized as being “in the zone.” In the flow state, one experiences a heightened sense of focus and a generally higher sense of satisfaction. Being in the flow state is all about thriving versus striving. 

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Boost Employee Commitment with Motivational Outlook Conversations

Boost Employee Commitment with Motivational Outlook Conversations

Motivational conversations are effective in boosting employee commitment, engagement, and alignment with your vision.  Ask your people to identify what motivates them to do their work and to go beyond mediocrity to peak performance. Your goal is to help them identify motivating factors that have maximum impact and create optimum energy for them.  Help them to do their best work.

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Motivate without Micromanaging

Motivate without Micromanaging

Over-management can manifest as micromanagement. When you tell employees what to do, how to do it, when to do it, and why your way is better, you undermine their ability to think for themselves. Instead of enjoying some control over the way they work, they begin to feel powerless and controlled. They many even start to doubt their competency. Their relationship with you deteriorates, as it is now based on compliance and conformity.

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Puzzles Motivate Monkeys. What Motivates People?

In 1969, twenty years after Harlow’s experiments with primates, psychologist Edward Deci, now a professor at the University of Rochester, followed up with a series of experiments with humans. Deci’s experiments showed that students lost intrinsic interest in an activity when money was offered as an external reward. Drawing on my experience in the workplace, I am not surprised with the results and inspired by the validation.

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What We Can Learn about Motivation from Monkeys

What We Can Learn about Motivation from Monkeys

The third psychological need people want satisfied is a feeling of competence. As human beings, we are motivated to master tasks and learn new things. Mastery and learning top the chart when I coach executives to uncover their sources of satisfaction at work and then to develop interests outside of work that provide the same level of satisfaction.

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The Motivational Trifecta

The Motivational Trifecta

As I read the book, Why Motivating People Doesn’t Work…and What Does: The New Science of Leading, Energizing, and Engaging by consultant Susan Fowler, I take note that I can best serve my executive clients by having those coaching conversations about tapping into their employees’ basic drives:

  • Autonomy
  • Relatedness
  • Competence
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Motivate without Over-Managing

Companies continue to ignore the obvious: Offering incentives and rewards is less effective than tapping into truly meaningful intrinsic motivation. Leaders continue to operate on old assumptions about motivation despite a wealth of well-documented scientific evidence.  This is not the 20th Century workplace.

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