Motivarea pozitiva da roade
Angajat ori sef, elev/student sau cadru profesoral, copil sau parinte – iata ipostaze in care ne regasim sau ne-am regasit de-a lungul vremii.
Nimeni nu este perfect si mereu este loc si de mai bine. Cum ii motivezi insa pe ceilalti?
Exista fireste o sumedenie de lucrari de profil – si nu incerc aici nici sa fac un rezumat al teroriilor, nici sa exemplific spusele cu unele lucrari si nici macar sa fac apologia unei metode sau a alteia prin diverse comparatii. O sa prezint insa pe scurt lucruri care la mine au dat efect.
Pedeapsa nu este intotdeauna de dorit – mai degraba o recompensa, daca este cazul. Decat sa pedepsesti un copil ca e seara deja si nu si-a facut temele, mai bine ii explici ca daca ii ia 5 minute sa faca o tema (la inceputul scolii), atunci mai bine isi face temele de cum ajunge acasa (eventual dupa masa de pranz) si apoi are tot timpul pentru a se juca, a se uita la televizor sau a dormi. Asa in timp va invata ca e de preferat sa “scape” de ceea ce are de facut pentru a se bucura din plin de timpul liber.
La fel se intampla si in cadrul companiilor: decat sa se pedepseasca un angajat, mai bine ca el sa fie motivat pozitiv: sa stie ca pentru un anumit numar de ore suplimentare primeste o mica recompensa, sa stie ca primeste de fiecare data un Multumesc si aprecierea sefilor si a celor din jur pentru ceea ce face – nu doar critici atunci cand greseste. Si aici ajungem intr-o alta zona, aceea a aratarii aprecierii. Confirmarea valorii sau a lucrului bine facut este foarte importanta. Aduce cu sine entuziasm si multumire si determina pe viitor acelasi angajament si dorinta de a face lucrurile bine. In plus creeaza si sentimentul de a veni de placere la locul de munca – serviciul inceteaza a mai fi doar o obligatie, sau un rau necesar pentru obtinerea banilor necesari intretinerii lunare si devine un loc cu oameni care apreciaza efortul fiecaruia. Important este in acest caz sa se arate masura si apreciere fata de toti – nu prin favorizarea unora dintre angajati.
Nu “sariti la gat” atunci cand aveti de facut o observatie. Ideal este sa incercati sa prezentati situatia cat mai obiectiv: cu bune si cu rele. Asa cum spuneam greseli se pot comite de oricine; pot fi erori grave sau care afecteaza mai putin organizatia. Pot fi greseli neintentionate (sau intentionate, dar aceasta este o alta discutie). Aratati ce s-a facut bine si unde putea fi altfel. Incercati sa utilizati un ton cald si sa fiti calm/calma in momentul in care aveti de facut observatii (chiar daca acest fapt implica lasatul discutiei pe a doua zi).
Cantariti cu grija situatia si alegeti modalitatea de a reactiona cea mai buna. Daca spre exemplu vedeti un text cu niste greseli nu trebuie ca toata lumea sa afle ca exista acele greseli – este mult mai indicat sa trimiteti un email persoanei in cauza in care sa ii spuneti ca ati citit materialul sau si ca, pentru a fi cat mai bun, ii recomandati si sa corecteze urmatoarele elemente: si apoi ii treceti greselile.
Acestea sunt doar cateva exemple – ele pot fi personalizate in functie de situatie. Dar puteti sa va aduceti aminte mereu de zicerea noastra apropo de vorba buna care aduce mult.
Insemnari similare
e foarte frumoasa teoria; o stiam, dar nu cred ca este valabila intotdeauna; ce te faci cand oamenii, in mod repetat, nu-si indeplinesc sarcinile? atunci pedeapsa chiar este necesara…
Aceasta este intr-adevar o problema, dar o astfel de situatie, daca exista, poate demonstra si ca acel angajat poate nu e in locul potrivit pentru el.
Ideea insemnarii apropo de motivarea pozitiva mi-a venit si tinand cont de experienta pe care am avut-o in diverse ipostaze (apropo de elev, student si restul), dar si cea mai recenta de angajator si in calitate de om care sustine un curs de PR la AcademiadeAfaceri.ro. Am observat deseori ca atunci cand cineva nu rezolva o tema foarte bine din prima incercare apreciaza mult daca pe langa o subliniere diplomata a elementelor ce pot fi imbunatatite, vede si aprecierea elementelor bine realizate.
Recunosc ca pot fi motivata atat pozitiv, cat si negativ. Dar, din ce am vazut pana acum, de departe cele mai bune rezultate le obtin atunci cand sunt motivata pozitiv. Recomand cu incredere tuturor parintilor si angajatorilor sa aplice aceasta metoda 🙂
Corect! Absolut corect! Dar as mai veni cu o completare! Pe langa toate tipurile de motivatie, pe langa toate trainingurile motivationale, pe langa artificiile care se fac cu buna intentie – aceea de a motiva persoana, am vaga impresie ca se uita ceva. Adica ceva esential. Sau tocmai esentialul. Este uitata persoana asupra careia se insista experimentul de motivare. Motivatia e un puseu daca vrei cu originea in noi insine. Un puseu de energie care ne impinge spre a face un veva. Si acest puseu este insotit de un sentiment de satisfactie. Acest sentiment e cel care se doreste a fi trait si care confera sens si directie motivatiei. Ori se pare ca tocmai acest sentiment e uitat. Sau nu e valorizat. Nu e acceentuat. Cu alte cuvinte ofera-i persoanei jobul, sarcina, task-ul (!!!!) unde el se simte foarte in acord cu ceea ce el stapaneste, unde e “expert” unde ii este la indemana sa se manifeste si motivatia vine de la sine. Iar acest sentiment care coloreaza motivatia – daca persoana mai greseste – e simplu de stimulat, dupa cum spuneai: apreciaza, lauda, arata CA ITI PASA, ca greseala e fireasca si ca e raparabila, ca il respecti pe el dincolo de profesia lui, pe el ca fiind ceea ce este… Si nu ultima: zambeste-i! Da rezultate instantanee. Ca trainer am aplicat de multe ori asta. Garantat merge.
Doar nuantam postul tau…
Multumesc frumos de nuantare – ina cest caz. Intr-adevar precizari corecte si de dorit a fi urmate.
Ideal este ca dincolo de teorii si de aplicarile lor sa ne readucem aminte ca de fapt totul este interactiune umana. 2 sau mai multe persoane aflate intr-o anumita situatie, insa persoane care interactioneaza. Daca esti angajatorul, profesorul etc. trebuie sa cunosti si putina psihologie – pentru ca pana la urma indivizi diferiti reactioneaza la stimuli diferiti. Insa si acest pas – de cunoastere a celuilalt – presupune exact sa iti pese de el (fie ca iti este copil, elev, angajat si asa mai departe).
Si da, un zambet poate face cat multe cuvinte – insa important este ca acesta sa nu fie inghetat, rece sau insotit de un ras prea fortat – in acest caz “prefacatoria” este remarcata si efectul obtinut este fix cel opus celui dorit.
Ellaidei
Primul lucru pe care trebuie sa-l faci atunci cand oamenii, in mod repetat, nu-si indeplinesc sarcinile, NU este acela de a-i pedepsi ci acela de a incerca sa intelegi DE CE oamenii aia nu-si indeplinesc sarcinile. Poate sarcinile nu sunt bine dimensionate, poate oamenii nu sunt bine postati in schema de functionare, poate oamenii nu au fost bine selectionati. Cred ca procentajul neindiplinirilor de sarcini care au ca motiv reaua intentie, dezinteresul sau delasarea, care intr-adevar ar merita sanctiuni, nu este mai mare de 20% din totalul neindeplinirilor de sarcini. Din pacate, multi conducatori apeleaza repede la sanctiuni. Este cea mai simpla dar si cea mai simplista abordare.
gmmmail, sunt de acord cu abordarea ta, cu o completare referitoare la dimensiune. oricat de bun ar fi un manager/profesor/parinte, tratarea individuala a fiecarui interlocutor se epuizeaza repede – capacitatea emotionala e o resursa, nu?
o metoda descoperita recent e arta story telling-ului, in care prezentarea problemei spre rezolvare se face intr-un mod deschis, dand ocazia fiecaruia sa contribuie la rezultatul final. mai concret, un task de serviciu poate fi descris mult mai frumos decat folosind termeni formali, atat de lipsiti de culoare, iar telul task-ului sa nu fie atat de fix – se creeaza un spatiu in care cei implicati pot participa si obtine rezultate mult peste asteptari.
ca exemplu practic, din industria dezvoltarii software, definesc o functionalitate in produsul final (o prezint de asa natura incat sa stimuleze imaginatia – cu grafica, cu animatie, gadget, lucruri ce atrag oamenii tehnici, lasand functionalitate pe locul doi in prezentare) si justific motivatia clientului, iar echipa defineste atat cum va arata aceasta functionalitate, cat si cum se va realiza.
binenteles, metoda implica un risk prin doza de necunoscut si complexitate mai mare, dar cand oamenii se recunosc in realizarea finala, se auto-motiveaza.
sincer, nu am auzit de story telling-ul aplicat in business, e o incercar proprie. daca ati auzit de metode existente in aceasta directie, sunt deschis…
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