Maintaining Team Motivation Through The Troughs
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Maintaining Team Motivation Through The Troughs
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As the pandemic drags on, maintaining motivation and engagement is an increasing challenge for leaders.
Significant prolonged uncertainty, a relentless volume of work, the collapse of a separation between work and home life, and – in some cases – the absence of traditional sources of motivation like raises, promotions, and informal camaraderie in the office, means motivation has rarely been harder to come by.
In this 60-minute webinar, Third Factor CEO Dane Jensen will uncover research that will help you zero in on your team’s emotional state, and introduce four allies leaders can tap into to fight against the tide of disillusionment and keep people energized, resilient and motivated through the months to come.
You’ll leave with a better understanding of your team’s emotional state, and practical ideas for maintaining motivation that you can start using right away.
You should attend if:
- You are responsible for leadership development and want new ideas for driving operational efficiency
- Your performance management strategy calls for improvement in employee engagement and leadership efficacy
- Uncertainty and fatigue caused by the pandemic is having a negative impact on your business
- You want to build your own ability to motivate your people over the months ahead
About the presenter:
Dane Jensen advises senior leaders and their teams on how to perform under pressure in our disruptive world.
Dane has worked with executives in 23 countries on 5 continents. As CEO of Third Factor, Dane oversees delivery of the firm’s leadership development programs throughout North America. Dane is Affiliate Faculty with UNC Executive Development at Kenan-Flagler Business School in Chapel Hill, NC. He also teaches in the full-time and executive MBA programs at the Smith School of Business, Queen’s University in Ontario, Canada.
In addition to his corporate and academic work, Dane advises athletes, coaches, leaders, and boards in the Olympic and Paralympic sport systems. He is author of The Power of Pressure: Why Pressure Isn’t the Problem, It’s the Solution (HarperCollins, 2021), and a regular contributor to Harvard Business Review. He lives in Toronto with his wife and their three children.
Feedback is such an important part of our 3×4 Coaching model. Giving people information about their performance is one of the best ways to help them get better. But do your people actually know that the information you’re telling them is intended as feedback? A woman walked up to me in an executive leadership program I was teaching and said, “My 360-degree feedback from several of my employees says that I don’t give enough feedback. That’s nonsense! I give feedback to them all the time.” My advice to her was to use a yellow highlighter. She told me that that wouldn’t work because most of the feedback she gave was verbal.“Let me give you some feedback on that.”“Then use a verbal yellow highlighter,” I responded. “Whenever I have to give anybody feedback, and I want to to make sure it’s been heard and recognized as feedback, I always use the word feedback and emphasize it… as in ‘let me give you some feedback on that.’” On the next day of the program she walked up to me and said “Oh my gosh that was so simple, and it will make a big difference. In thinking back to my conversations with my employees I realized that very often when I was actually giving them some feedback I rarely used the word feedback, so they didn’t recognize it as such when they were asked.” It will definitely help the employees’ performance and, secondarily the results on her 360 feedback. The nature of work has changed. And for many, things won’t be going back to “normal” – ever. As people adapt to their new realities, the mix of new responsibilities, new communication systems, changes to meetings and protocols and the associated ambiguity can lead to friction, anxiety and stress. When we think about collaboration, we often go straight to tools and technology. But guess what? Your organization is full of human beings, and as humans our ability to work together begins with our individual interactions. Before any technology can enable effective collaboration, the people using it need skills to understand, engage and appreciate the people they work with. In this interactive, 60-minute online session, Cyndie Flett will explore the mindsets and behaviours that lead to productive and collaborative interactions, break down how individual interactions set the tone and influence how effectively a group works together, and look at a few practical tools you can use to manage relationships and enhance collaboration so you can achieve more of the results you want, and manage your own health and wellbeing along the way
- You are a senior leader, learning & development practitioner, or HR professional responsible for enabling collaboration at an organizational level
- Rapid change to when and how you work is causing friction within the teams you lead
- You need solutions for enabling effective collaboration that transcend modes and methods of work
- You want to build your own capability for working more productively with others
Cyndie Flett is one of Canada’s leading experts on coaching. As the former Vice President of Research and Development for the Coaching Association of Canada, and Director of the National Coaching Certification Program, Cyndie has dramatically impacted the way that literally millions of coaches are educated across the country.