Thursday, March 27, 2014

Exercise:: What motivates your team members?


 Top Career Motivators
Visual.ly Infographic
Understanding why an organization thinks it needs to change is enlightening.  Many times the people at the bottom ranks of the organization have no idea the driving forces that necessitate a change.   As a group brainstorm a list of possible reasons for the change.


Dialogue on the difference between change and transition.  How long does change take?  What is a transition?   Bridges Transition Model:  Ending - Neutral Zone - New Beginning.

Dialogue on the difference between satisfiers and dissatisfaction in the workplace (Herzberg's Two-Factor theory).

See Gallup's Q12 Employee Engagement survey.


First just capture all the reasons that might be the answer to - Why change?

Typical reasons (if you need to prime the pump - or when the answers slow down - throw one of these out to head in a different direction).
  • Current process just doesn’t work
  • Decrease time to market for new products
  • Cost reductions, improve effeciencies
  • Scrum is the methodology of the decade (soup de-jour)
  • We’ve tried all the others - maybe this one will catch on
  • The boss said so
  • Our competator is doing it
  • Exponential change rate of market space requires ability to “pivot” into new market spaces with our existing products
  • We don’t really know what our customers desire until we deliver it
  • Outsourcing is hard so maybe this will fix it
  • Our quality is too low - so Scrum will fix it
Debrief the list, discuss one or two items that need elaboration.

Options:
  • Dot Vote - 3 dots each - which is the organization true motivation?
  • 5 Whys? - Identify one item and ask WHY until you have a root cause motivation.

What Manager's must Know about Employee Engagement 




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