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adrienne
@adrienne
Sharing an interesting model for motivating a team. The job of a leader is not to tell people what to do, but to create the environment where people can get work done and achieve results. Learn these 6 dimensions that make up an organization’s environment (aka culture, aka climate): 1) Conformity: often felt as "too much bureaucracy", or when too many rules, policies or processes exist that have little or no perceived value. 2) Responsibility: felt when people have personal ownership and decision-making autonomy. 3) Standards: the amount of emphasis placed on excellence and achievement. 4) Rewards: when balanced feedback is given, and accomplishments are recognized in a meaningful way. 5) Clarity: when everyone understands their role, their goals, and how they are related to the overall purpose of the organization. 6) Sense of Team: when people feel a strong sense of belonging and pride within the organization. The formula for high performance is simple: reduce conformity and maximize all others.
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adrienne
@adrienne
As a leader, your job is simple: Do everything you can to reduce bureaucracy and rules. Give people radical amounts of autonomy to make decisions and take ownership of their jobs. Keep high standards. Don’t tolerate small defects, listen to your customers, dont let performance security or UX wait til later. Manage out low performers. Insist on integrity. Give tons and tons of feedback. Celebrate accomplishments. Let mistakes be learning experiences. Provide clarity. Everyone should know the organization’s purpose, how their role fits in, and long and short term goals Sense of team. Give people a shared purpose and make them feel valued.
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adrienne
@adrienne
This model is rooted in psychology, specifically the psychology of human motivation. It recognizes the human needs for autonomy, mastery, and belonging. I went through a leadership training about a decade ago where I learned this model. I used it when I was managing small teams of 10 and larger ones of 100. It works. Every time I followed this model, team performance increased but so did employee satisfaction.
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