86- Avoid praising one individual or group in hopes of
boosting performance in another. This kind of
manipulation is easily spotted. Competition doesn’t
motivate everybody. - You don’t have to wait for major accomplishments to
offer praise. Rewarding small achievements with
praise is a great way to shape behavior.
In Bob Nelson’s book, 1001 Ways to Reward
Employees, rewards include positive reinforcement,
motivational strategy, appreciation, recognition or just
common courtesy. Recognition fosters job
satisfaction, builds self-esteem and reinforces desired
performance.
- Honesty
Humorist Kim Hubbard said, “Honesty pays, but it don’t
seem to pay enough to suit some people.” For a coach,
however, it definitely pays the bills. Nothing is more
evident to team members than lack of honesty at the
management level. You can’t hide dishonesty, even when
it is “in the best interests” of employees. Without honesty,
there can’t be the trust and confidence inherent in
any relationship.
Example
Mike Riley’s production team is divided into three highly
competitive shifts, each working the same assembly line
process. About two months ago, Mike kicked off a contest
that is one day away from completion. The three teams are
neck and neck in a competition for output-per-hour
leadership. The winning team will be the guest of the
other two teams at a huge barbecue dinner and dance.
About an hour ago, Mike was told that the automotive part
produced by his competing teams was discontinued six
days ago.
Mike’s choices are the following:
- Allow the contest to continue. Don’t disappoint team
members by telling them they have worked all this
time on a discontinued part. Wait until after the
barbecue awards dinner.
Coaching, Mentoring and Managing3
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