Myth of Motivation. New Ways to Reach Goals. Simone Janson

Best of HR - Berufebilder .de® you can unique Book Concept, on Demand eCourses and News Service we share 15 years of Experience with our Customers (Samsung, Otto, State Institutions). By the Top 20-Blogger Simone Janson, referenced in ARD, ZEIT, WELT, Wikipedia .

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      Introduction: How this book supports you

      Dear readers,

      We are delighted that you bought this book and want to use it to help you find information and solve your specific problem - just like thousands of other readers before you.

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Content of the book

      CLIMATE PROTECTION AND KNOWLEDGE: With this book you support - documented - afforestation projects, quickly receive compact information and checklists from experts (overview in the table of contents) as well as advice that has been tried and tested in practice and that leads step by step to success, also thanks to add-on. Because everyone probably knows the feeling of being unmotivated. But what helps to motivate yourself again and to get into the flow? And how can you get others involved? Motivation coaches and motivational strategies are like sand at sea, but in fact the classic concept of motivation has long since become obsolete, because it is hardly possible to convince people of something that they do not really want themselves. The magic word is intrinsic motivation, because in contrast to extrinsic motivation, the real art is to inspire instead of motivate. This book shows how to do this.

      In addition, our unique publishing concept offers you many best practice tips and examples from successful managers, entrepreneurs and other exciting personalities.

Structure of the book

      Various, possibly contradictory, facts of the topic are dealt with very deliberately. This enables you as a reader to examine and reflect on the various pros and cons aspects of the topic and to weigh them up in the event of a decision.

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      Employee motivation for executives: the last option

      // By Michael Hübler

      As unsatisfactory as it may sound: sometimes the last option simply consists of the triangle harm, self-protection and consequences.

      The frustrating triad

      1 Damage limitation: What can you do to minimize impending damage to the company, for example, no longer give certain employees top customers?

      2 Self-protection: Ask yourself: What is my role in history? Is it my job to motivate this employee? Or do I encounter a natural limit here, because the employee vehemently opposes an influence? The admission of your own limits, after the usual options have been exhausted, can be your last rescue before the burn-out.

      3 Show consequences: For everything we do, we have to pay a price. When the said employee shows a weary face and thus expresses his dissatisfaction, he intentionally or unconsciously pursues an intention: he wants to show you how dissatisfied he is. The obvious consequence of this intention with you could be: "Message arrived. Why is?"

      Without transport, no transport

      On the other side of the coin is the price for the employee: who is not able to handle crises appropriately does not have to expect a promotion.

      The negative sentiment will affect the team and we probably will not make much progress in the project today.

      Break