Quick Contact[X]
Apps by CLI[X]
Apps by

Selling Guru App (iPhone)

eliminate sales roadblocks

Selling Guru App by CLI
Download Selling Guru App

The Brain Walk App (iPad)

achieve your goals with positive thinking

The Brain Walk App by CLI
Download The Brain Walk App

Values Card App (iPad)

connect with your values daily

Values Card App by CLI
Download Values Card App
The Brain Walk Exercises, Techniques and Tools Life Coaching Distributor License Corporate Sales Training Programs Life Coach Training Certification Free Self Coaching Tools Find Your International Certified Coach Purchase Self-Development Tools at the CLI Store
Blog of The Guru Coach

What did Stephen Covey say about Leadership? (Part II)

Performance and Motivation

You will remember our discussion from Part I of this article about the importance of creating a win-win situation in the workplace where the employees feel greatly valued and respected. Stephen Covey greatly emphasized “Win-Win” in his Habit #4 of The 7 Habits of Highly Effective People.

In Part I we presented the fact that most people are NOT motivated by money.

In this Part II, I present a chart with three categories of ways to recognize people:  Phil, The PhilospherMONEY – OPPORTUNITY – RECOGNITION. The chart is invaluable as it has 50+ ways to inspire/motivate your people to make them feel like winners.

The least expensive rewards fall under the “Opportunity” section. These rewards provide the individual with an opportunity to grow. They recognize him/her for a job well done by trusting him/her to take on more responsibility and more authority.

Survey after survey of a broad range of employees, show us that rewards which are intangible and those which show sincere thought and consideration have a much longer-lasting effect.

Learning how to build a solid recognition program is an important part of leadership skills training.  CLI believes so much in the importance of a recognition program that we feel it should have prominence in every leader’s Employee Strategic Plan initiatives. Once it has been built, the leader has the responsibility to ensure the program is delivered.

We also feel so strongly about it that a good chunk of time is spent on the topic in our Executive and Business Coach Training Program. Once again, this invaluable information is rarely taught in MBA school.

In setting up your reward program, begin by setting performance goals. Then choose the rewards that are best suited to the goal.

Making People Feel Like Winners

“When performance is within acceptable ranges of goals set for the job, use rewards to increase and sustain positive performance and personal motivation.”
[Tweet this]

The chart — Making People Feel Like Winners is taken directly from my first Canadian best-seller “Creating Champions”.

Betska, The Guru Coach™
Sign up for CLI QuickTips™ and Blog Updates at:
Coaching and Leadership International Inc