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The Difference Between Motivation and Inspiration

Five years ago, the morning of my first webinar on Cultural Transformation, I was awoken at 3:30am by a huge ahha!  I leapt out of bed, jumping around the room, feeling like I had just found the pot of gold at the end of a rainbow.

It was a realization so powerful it has become my life’s purpose to share with leaders, everywhere. A source of inspiration that comes from within, and no cost to an organization.  I knew this would be an enormous gift, finding a source of inspirational energy which would increase engagement, commitment, and high performance.

How do current management practices seek to increase performance? Perhaps you have created new strategies to attain goals which will enable your organization to continue to grow and develop, or respond to external changes in the environment. You know the new goals will require additional effort and commitment, new values and behaviours, even cultural transformation.

In response to situations like this, management create rewards to motivate and incent new behaviours to achieve the goals. Unfortunately, external rewards to motivate are short-lived.  They have a short shelf-live because they fail to connect to the true source of inspiration, which is found internally within us.

True inspiration creates enthusiasm, energy and commitment.  It’s long lasting, unlimited, and generates high performance. When you inspire a person you are connecting to their sense of purpose. A higher purpose connected to personal growth and wanting to make a difference.

How can leaders tap into this source of inspiration? What is this source of unlimited human potential which inspires humanity to do great things, over achieve, give self-less service toward making a difference? This was my ahha moment.

Our human values.

Yes, we all have them. They are a gift that connects each of us to one another, at the heart level.  The power and effectiveness lies in leaders learning how to work with human values consciously and effectively. Awakening them is part of the transformation process in changing mindsets, behaviours, culture, systems and structures.

When you respect and trust someone, where does this feeling come from? Your head or your heart?  Values are the language of the heart because this is where we experience them, and the energy of the heart does not lie.

Consciously building a work environment that enlivens respect and trust has tremendous potential. Ask yourself: How do you feel when you are respected and trusted? What is the impact on your performance? How would you feel if you did not experience respect and trust? What impact would this have on your performance?

When you find out the values which are important to your people, and seek to enliven these values in the workplace, you are tapping into an unlimited source of inspiration, power, and potential to achieving your goals.

You can easily test this by conducting a Small Group Values Assessment. Discover how to tap into the human potential in your organization by awakening the life force energy in values.

Values-driven organizations are the highest performing. They are 1649% more profitable than the S&P500 over a 15 year period.  In times of economic downturn, they are the first to recover.  Why? When employees’ basic needs and growth needs are met, they bring  enthusiasm and commitment into the workplace, inspiring innovation, creativity and high performance.

Remember, your long-term power as a leader comes from inspiring your people, not just motivating them. Seek to connect to the soul of your organization by working with values, the language of the heart, a gift we are all born with.

Much love from Singapore,

Joanna

Be sure to visit our Free Resource Center to get access to free e-books, worksheets and other valuable leadership development resources.

Our Signature Keynote – Awakening the Heart of Leadership Potential

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with your workplace culture and what is impact performance, contact us for an Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Joanna Barclay, Global Speaker, Published Author, and Thought-Leader on Cultural Transformation. 

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

Personal Fulfillment

Connecting Personal Fulfillment to Performance

Leaders get excited when they figure out ways to increase personal motivation for their employees. Why? Because external means of increasing motivation are having less impact and are being removed in times of economic restraint.

So how do you find out ways to increase people’s sense of personal motivation? Ways that will engage them more and increase their sense of personal fulfillment on the job that also increases their performance.

Believe it or not it’s very simple and very powerful.

Ask them what they value most on the job and in the workplace.

You would be amazed to find out that everyone I have asked in my seminars and workshops recognizes the leap in performance when their values are lived. And conversely, the negative impact when their values are ignored or stepped on. In fact they would not want to continue working there, and many have said they left jobs because their values were being ignored or not being lived.

As leaders we often think it is necessary to hide our human values. In doing so this contradicts the power of our emotional intelligence.

Your empathy, compassion and caring for individuals will raise your esteem in the eyes of your staff far more that being autocratic and controlling.

How? When people know how much you care, then they care how much you know. They will listen and follow your leadership because caring builds trust and trustworthiness. Have you ever listened to someone you didn’t trust? Not likely.

Our values are an incredible, untapped resource because most of us are unaware of what our personal values are. We don’t make the time for self reflection and we certainly don’t discuss them in a group setting to see how they can be connected for the benefit of all. In reality they are the one thing that connects us all and empowers each one of us.

We all get up in the morning wanting to do good, be our best, to make a difference in the world and add value to life. This enlivens us and makes us feel good. When we feel good we have a positive mental attitude.

The law of performance states: Mental Attitude x Ability = Performance

When our mental attitude is low or 0 guess what kind of performance we have? All the ability in the world (knowledge, experience, training, education etc.) won’t help you perform better when you mental attitude is in the dumpster.

What prevents us from achieving our best and feeling good at work is conditioning (or culture) and our own mental models.

Can these be changed and transformed? Yes for sure. Our own consciousness (or awareness) is the tool and the object of change.

When I am aware or conscious of something change happens. If I am not aware things continue as they were.

What new thing have you discovered today? Having an inquisitive mind, being open to information without personalizing or seeking to blame, are mindsets that allow new thoughts, ideas and possibilities to emerge.

Expanding our consciousness is a way to access imaginable ideas that have not been thought before. They empower and enable personal and corporate transformation.

If you are looking for new ways to increase the effectiveness of your team or organization start by identifying the values that mean the most to people. Find out what they are currently experiencing both positive and limiting, and what they would like to be experiencing instead.

Then starting implementing 2-3 actions that demonstrate you are listening.

And watch your performance improve.

Be sure to visit our Resource Center for valuable leadership development resources

 

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

 

Expanding our Consciousness | Culture Leadership Group

Consciousness is Tool and Object of Change

Most of us get up in the morning wanting to do good, be our best, make a difference in the world, and add value to life. This enlivens us and makes us feel good. When we feel good we have a positive mental attitude.

Can our values change and transform over time? Certainly. Our own consciousness or awareness is the tool and the object of change. When I am aware or conscious of something, change can happen. If I am not aware, things continue as they were.

What new thing have you discovered today? To become more conscious, it helps to have an inquisitive mind, being open to information, positive or negative, without personalizing or seeking to blame. These mindsets allow new thoughts, ideas, and possibilities to emerge.

Expanding our consciousness is a way to access creative, innovative ideas that have not been thought of before. Such ideas empower and enable personal and corporate transformation.
If you are looking for new ways to increase the effectiveness of your team or organization, start by identifying the personal values that mean the most to people. A free individual personal values assessment is available be going to:
www.personalvaluesassessment.com

Once team members have completed the assessment, debrief the results together as a team. Find out what is important to people, what they are currently experiencing both positive and limiting, and what they would like to be experiencing instead to make work meaningful. Then carry out two to three actions to show that you heard and are actively listening.

And watch the impact on your team’s performance!

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.