The Real Role Of A Team Leader

Team leaders play a very important role in the development and encouragement of a team. It is their job not only to ensure that the standards of their team are high and the tasks that have been assigned are being done, but also to ensure that the team spirit and morale of their team is kept.

Some of the main characteristics of a team leader are:

Motivation

1: They need to have the ability to inspire a team.

The Real Role Of A Team Leader

2: They should be responsible and dependable.

3: It is very important that a team leader can recognize and acknowledge the contributions and ideas of their team members.

4: That they can celebrate the accomplishments of their team.

Here are some tips on how to be a good team leader:

1: Provide team leadership and coaching. It is important that you set a good example to your team. For example, try not to arrive late or leave early while you are working. You should always try to encourage the group through dexterity and constant improvement in their work. And always try to recognize the accomplishments and performances of the team.

2: Try to ensure that your criticism is constructive. When you are reporting back to a person in authority, try to highlight the good points as well as the bad points. If you only convey the bad points it may also reflect badly on you. Try to supply distinct suggestions on how to solve these problems that have lead to bad performances.

3: If you are positive, then this enthusiasm will give your team a lot of encouragement. Motivation is a very important characteristic of a team leader. If your team is at a low point, try to motivate them by eg. Having a meeting and discussing what the problem may be or by running small competitions among the team. Setting targets and having prizes for the winners can be an excellent form of encouragement. You should always listen to what your team has to say and by having a meeting every now and then you can take in their ideas-they may even have better ideas than yourself! It is very important to value these ideas.

4: Try to train your team without actually doing the task at hand yourself. If you constantly do the job for the team member they will find it very hard to learn and they may become dependent on you. It can also hinder a team members confidence and skills.

5: A team leader needs to be very committed to their job. They may need to work extra hours or be available at short notice. They have to be committed to their team and ensure that the standards of performance are kept at a high level.

There are many ways that a team leader can kill team spirit. Here are a few examples:

- If you are critical of your team it may discourage your team members and thus cause tension. This in turn will drain your team.

- You should never talk about team members behind their backs. This may cause them to distrust you and it could also form a barrier between you and your team.

- You should not speak unfairly or badly about people in authority. Not only does it reflect badly on yourself but it could also cause you to lose your job.

- It is important that you try to get to know all of your team members. You will be highly valued by your team if you show that you are interested in what they have to say. If you fail to get to know members of the team it may make them feel that their hard work is not appreciated.

- And finally, never make others look bad. You should always take the blame for your own mistakes. If you leave it for your team members to pick up after you, it only reflects badly on yourself. It may be the easy way out to blame others but always remember that to build a barrier between yourself and your team is only killing the team spirit which is crucial if you want your tea to perform well.

It may take some time for you to build up a strong team but never give up. If you act as a good team leader, your team will eventually be there for you through the good times during your career and also the bad.

The Real Role Of A Team Leader

Sarah Coppin, is the lead copy manager of Redfly Marketing LTD. – Online Marketing Ireland. For more information visit http://www.redflymarketing.com
© 2007 Sarah Coppin. You may reprint this article online and in print provided the links remain live and the content remains unaltered (including the "" message).

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Money, Motivation and Happiness

The question of money as a motivator in the workplace is not new. Years of research, and countless books and articles on motivation include references to money. However, much of the focus on money and motivation points to superficial needs of people or points toward the immediate gratification that money seems to bring. The inquiry around money as a motivator must be explored more deeply if one is to truly understand the nature of the so-called relationship between money and motivation.

There are a number of perspectives relating to money and motivation. Some of these are:

Motivation

1. "I'm not making as much money as I'd like (the "starving artist" concept), but I absolutely love my work, or the flexibility, or the control I have, or the opportunity for creativity, etc."

Money, Motivation and Happiness

2. "I need to be in this salary range, make this much money, because I need to be seen as "somebody" as opposed to "nobody" in my circle of friends, acquaintances, family, etc. who view "money" as a merit badge of some kind."

3. "It's not the money, per se, but what the money "gets" me....i.e., possessions, stuff, materialism, etc., pointing again, for some, to "being somebody" and being recognized, and gaining self-recognition, based on their material stuff."

4. "I need more and more money as I'll never have enough, reflecting the "your expenses always rise to meet your income" syndrome...as I said to an attorney client of mine, "If you feel you cannot live on 2 million dollars a year, what makes you think you can live on 3 million?"

5. Unconsciously filling the psycho-emotional "hole" of lack and deficiency...which subsumes one or more of the above...and is the driver of the obsession with having money and needing more money, and what money "gets" one in order to feel (albeit fleetingly) whole and complete. The illusion that money provides a sense of self, or a sense of one's worth or value.

At the end of the day, I, for one, subscribe to the intrinsic notion of motivation, that motivation is driven by one's values and so it's important to explore one's values and from where one's values emanate...from one's True and Real Self, one's Inner Core or from ego-driven needs for control, recognition and security...misguided values, the relentless pursuit of which, almost always leads to a living (certainly not a life) mired in the self-sabotaging thinking and behaviors reflecting frustration, resentment, anger, hate, rage, entitlement, misguided choices, and the feeling of never having or being enough.

When one comes from one's core values, one's Inner Sense of what is important in life and living, then intrinsic, or self-motivation, is at the heart of a life well-lived, at work, at home and at play...and is at the heart of creativity, self-management, self-responsibility, healthy behavior (mental, physical, emotional, spiritual, social, financial). Money, in this sense, has a different emotional and psychological energy around it, a softer energy, not unlike the energy reflected in one who says, "I love my work and I can't believe I get paid for doing this."

Many folks, in the relentless pursuit of "money" actually lose sight of what it was in the first place that got their juices flowing...having the corner office occludes the initial love of the work, obtaining the title interferes with one's initial love of mentoring and supporting others...that the relentless pressure to make and have more money becomes more important than the joy one used to experience when one was focused on one's love of the work itself. Losing one's way along the way. The mid-life crisis...that now starts at 30.

Money as a driver then obscurates the clarity of one's choices and one often makes unfortunate and self-sabotaging choices when controlled by money. I, for one, see this all the time in my work with clients...some who have made self-defeating choices in their work life, social life and spiritual life because the lens with which they viewed their world and their place in the world had become "green."

For many of those who believe that "money" is the sign of success, or that money is what it takes to be "somebody", etc., long-term success is often unattainable; it's the "Sisyphean approach to living.

For many folks, it's when they have experienced enough anger, anxiety, feelings of inadequacy, terror, and loneliness, that reflected their need for money, and more money, and more money, that they then have the real motivation to change and adapt a life and lifestyle that is true Values-based, values that emanate from their True and Real Self, where money is important, but not an obsession (conscious or unconscious).

Motivation from this place is much different. Motivation from this place is not bounded by internalized pressures to have more, by rigid inner structures or beliefs, by paralyzing self-criticism that one is not (fill in the blank) for lack of enough money (whatever that is). That one's true worth and value is not financially driven. That one's purpose in life and the meaning one derives from work is intrinsically driven from one's Inner Core Values.

From this place, one comes to one's world of work or play from the perspective of a whole person, as one whose choices, volitions, motivations and intentions are driven by a freedom that was heretofore restricted and constricted by the "value" of money.

Finally, I have crossed paths with folks who feel that money allows them to be autonomous. Me, I see just the opposite. That money has forced many of these folks to live in an emotional and psychological prison whose bars are the self-defeating, self-sabotaging and controlling beliefs and behaviors driving these folks to do, be, and have in a way that forces them into a lifestyle (again, not a life) mimicking the lifestyles of the folks living in their prisons on either side of them...the illusion of autonomy, not the actions of one living from the place of one's True and Real self.

From this Inner Self, the energy of "I am", "I can", "I will", "I have", "I choose", "I love", "I create" and "I enjoy", that is, motivation and intention, flows with a sense of purposefulness, ease, grace, settledness and grounding that does not have a "price tag."

(c) 2005, Peter G. Vajda, Ph.D. All rights in all media reserved.

Money, Motivation and Happiness

---ABOUT THE AUTHOR---

Peter G. Vajda, Ph.D, C.P.C. is a founding partner of SpiritHeart, an Atlanta-based company that supports conscious living through coaching, counseling and facilitating. With a practice based on the dynamic intersection of mind, body, emotion and spirit - that is, Essential Well BE-ing - Peter's approach focuses on personal, business, relational and spiritual coaching. He is a professional speaker and published author. For more information contact http://www.spiritheart.net, pvajda@spiritheart.net or phone 770.804.9125

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100 Creative Presentation Ideas

Creative Presentation Ideas - It's Showtime!

Listed below are just 3 of the 100 creative presentation ideas you can use to make your presentation unforgettable. You may use these creative presentation ideas when speaking to potential investors, at management forums, conference lectures or with your colleagues, employees, or any other presentation you have to make.

Motivation

Each creative idea is described in the following format:

100 Creative Presentation Ideas

Basic description of the creative presentation idea What for? major benefits of the idea, or how it may be used Variations on the creative idea: how you can adapt the idea to different settings, goals and audiences Comments: things you should pay attention to when using the creative idea

Well, here comes the first creative presentation idea:

Creative Presentation Idea #1:

Description: Do not use titles in your slides

What for?

Tell the viewers that you left out the presentation titles intentionally in order to see if you could deliver your main points clearly When using the presentation as a learning aid in a workshop, if your audience is required to complete the titles, they will have to think about what you are teaching and actively participate in the discussion
Variations:

Leave the titles out for only some of the slides - perhaps the ones that will be used for a review of the presentation so far, or to trigger a discussion on a controversial issue Write only half of the title, and ask your audience to complete it
Comments:

You can use a printed "complete" version of the presentation for yourself, so you can see the titles you meant to use

The creative ideas I suggest are of different kinds and levels. Some are crazier than others. You should choose the one that best suits your presentation needs. Do you want to make a really bold statement? Here is a more outrageous idea:

Creative Presentation Idea #75:

Description: Present the presentation blindfolded!

What for?

You could definitely demonstrate your knowledge of the subject and a good memory skill as well as self-confidence by using this idea Use it to add some humor to your presentation: after you put the blindfold on, intentionally make some funny mistakes when referring to the slides, and only then show them that you know what you're talking about...
Variations:

Put the blindfold on for just a short part of the presentation, when you want to make a dramatic effect Provide blindfolds for the participants, so their sense of hearing will be heightened and you could test their memory after a few slides!
Comments:

Take care not to offend people with disabilities (e.g. blind people, etc.). Use this technique when you are certain you can do so tactfully and with good taste

As you might have noticed by now, these creative presentation ideas do not rely on an incredible knowledge of Power Point, or on unreasonable production expenses. Actually, in some of the ideas you don't even have to use Power Point at all!. Here's one:

Creative Presentation Idea #31:

Description: Have a painter/caricaturist assistant -
drawing images/cartoons on a flip chart as you explain

What for?

This would make your presentation "live" on the go. Instead of using slides, the sketches would visually convey the major points you are trying to get through. For example - when you talk about the tough task lying ahead, a simple drawing of mountaineers climbing up a steep mountain would etch that image in the viewers mind. A caricaturist could add a touch of humor to your presentation with funny images and hints
Variations:

If you have the talent - you could draw the sketches yourself as you speak. If there's an electronic drawing pad - you could use it and show the drawings on a screen as they are drawn. Alternatively - ask some of the participants themselves to help you and draw those images on the flip chart as you speak. You could prepare and give the participants a comic book with the important things you talked about.
Comments:

Make sure there are enough flip chart pages you could use, and that everyone can see them well. Rehearse the presentation with the painter and the list the major subjects you are going to talk about so that s/he would have time to think about how to make meaningful and relevant drawings. Here are a few pointers on where to find the person to draw for you: look for high school or college art students who wish to practice and demonstrate their talent for a small fee or free of charge; ask around for other employees that have that talent and are willing to give a hand. Of course, if the presentation is worth the investment, you may always hire a professional caricaturist.

100 Creative Presentation Ideas

Get 100 creative presentation ideas - and more!
I hope these three examples of creative presentation ideas gave you a taste of how you can make your presentations into memorable events.
But the 119-pages "100 creative presentation ideas" e-book has more than just ideas. Here is the book's table of contents: Introduction – What this book is all about Chapter 1: Basic steps for a creative process Step 1: Motivation & Mood Step 2: Focus and Detail Step 3: Manipulation Step 4: Make Real Creative Process Diagram Chapter 2: Ideas - Presentation Content Chapter 3: Ideas - Presentation Planning and Order Chapter 4: Ideas - Presentation Design and Delivery Chapter 5: Ideas - Audience Participation Chapter 6: Ideas - Atmosphere & Environment

http://www.best100ideas.com/ideas01.shtml - Get the full E-book now!

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Motivation Letter For Work Abroad

If you are applying for a job abroad (particularly in Europe or South America), a Motivation Letter For Work Abroad takes the place of a Cover Letter. Both resumes and Motivation Letters are much less formal than their United States equivalents. The Motivation Letter, as its name implies, tells your prospective employers why you are motivated to work for their companies. It gives you a chance to describe your personality, the languages you speak, any awards you may have won, and what motivates you to work abroad.

The Motivation Letter is constructed like a formal business letter, with your name and address in the top right corner. Beneath this and against the left margin should be the name, job title, company and address of the recipient. (It is worth doing a little digging to find out the name, if you don't know it.) European countries don't put a period after title abbreviations, so remember to leave them off ; i.e., "Mr" instead of "Mr." and "Dr" rather than "Dr.". Spell out the name of the month and use the order "day-month-year."

Motivation

The first paragraph of your Motivation Letter describes the job for which you are applying, and how you learned about it. The second paragraph should address your qualifications for the job; don't just list them, talk about them. Show yourself to be a person of initiative and creativity ; in short, motivated! In the third paragraph, talk about why you want this particular job. What skills do you bring to it? What do you hope to learn? Finally, in the fourth paragraph give your contact information and times you are available for interview.

Motivation Letter For Work Abroad

If you used the recipient's name, close "Yours sincerely;" if you used "Dear Sir or Madam," close "Yours faithfully." Type your name four spaces down and two spaces under that, against the left margin, type "Enclosure." Sign your name in the space above your typed name, attach a resume to your Motivation Letter For Work Abroad, and you've done it!

Motivation Letter For Work Abroad

Motivation begins with you. Whether you are an employer of thousands or sitting in you room, struggling to get your day going. Motivation Letter for Work Abroad

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Diversity in the Workplace: Benefits, Challenges and Solutions

Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more.

Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now.

Motivation

Benefits of Workplace Diversity

Diversity in the Workplace: Benefits, Challenges and Solutions

An organization's success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as:

Increased adaptability

Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands.

Broader service range

A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a company to provide service to customers on a global basis.

Variety of viewpoints

A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The organization can draw from that pool to meet business strategy needs and the needs of customers more effectively.

More effective execution

Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability. Company-wide strategies can then be executed; resulting in higher productivity, profit, and return on investment.

Challenges of Diversity in the Workplace

Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Some of those challenges are:

Communication - Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale.

Resistance to change - There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The "we've always done it this way" mentality silences new ideas and inhibits progress.

Implementation of diversity in the workplace policies - This can be the overriding challenge to all diversity advocates. Armed with the results of employee assessments and research data, they must build and implement a customized strategy to maximize the effects of diversity in the workplace for their particular organization.

Successful Management of Diversity in the Workplace - Diversity training alone is not sufficient for your organization's diversity management plan. A strategy must be created and implemented to create a culture of diversity that permeates every department and function of the organization.

Recommended steps that have been proven successful in world-class organizations are:

Assessment of diversity in the workplace - Top companies make assessing and evaluating their diversity process an integral part of their management system. A customizable employee satisfaction survey can accomplish this assessment for your company efficiently and conveniently. It can help your management team determine which challenges and obstacles to diversity are present in your workplace and which policies need to be added or eliminated. Reassessment can then determine the success of you diversity in the workplace plan implementation.

Development of diversity in the workplace plan - Choosing a survey provider that provides comprehensive reporting is a key decision. That report will be the beginning structure of your diversity in the workplace plan. The plan must be comprehensive, attainable and measurable. An organization must decide what changes need to be made and a timeline for that change to be attained.

Implementation of diversity in the workplace plan - The personal commitment of executive and managerial teams is a must. Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization's function and purpose. Attitudes toward diversity originate at the top and filter downward. Management cooperation and participation is required to create a culture conducive to the success of your organization's plan.

Recommended diversity in the workplace solutions include:

Ward off change resistance with inclusion. - Involve every employee possible in formulating and executing diversity initiatives in your workplace.

Foster an attitude of openness in your organization. - Encourage employees to express their ideas and opinions and attribute a sense of equal value to all.

Promote diversity in leadership positions. - This practice provides visibility and realizes the benefits of diversity in the workplace.

Utilize diversity training. - Use it as a tool to shape your diversity policy.

Launch a customizable employee satisfaction survey that provides comprehensive reporting. - Use the results to build and implement successful diversity in the workplace policies.

As the economy becomes increasingly global, our workforce becomes increasingly diverse. Organizational success and competitiveness will depend on the ability to manage diversity in the workplace effectively. Evaluate your organization's diversity policies and plan for the future, starting today.

This article may be reproduced provided it is published in its entirety, includes the author bio information, and all links remain active.

Diversity in the Workplace: Benefits, Challenges and Solutions

For additional employee surveying resources go to http://www.alphameasure.com.

2004 © AlphaMeasure, Inc. - All Rights Reserved

Josh Greenberg is President of AlphaMeasure, Inc. located in Boulder, Colorado.

AlphaMeasure provides organizations of all sizes a powerful web based method for measuring employee satisfaction, determining employee engagement, and increasing employee retention.

An AlphaMeasure employee satisfaction survey is fully-customizable and allows you to target the organizational topics and challenges facing your staff today. Designed by HR professionals from the ground up, the AlphaMeasure Employee Satisfaction Survey System provides an affordable, feature rich solution for deploying fully-customized employee satisfaction or employee engagement surveys.

Click here to learn more about employee satisfaction surveys.

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Define Motivation

Motivation can be defined in a number of ways. Generally, it is defined as a driving force that initiates and directs behavior. In other words, motivation is a kind of internal energy which drives a person to do something in order to achieve something. It is a temporal or dynamic state within a person which is not concerned with his/her personality. There are different types of motivation such as achievement motivation, affiliation motivation, competence motivation, power motivation, and attitude motivation.

Motivation is based on three specific aspects such as the arousal of behavior, the direction of behavior, and persistence of behavior. Arousal of behavior involves what activates human behavior and direction of behavior is concerned with what directs behavior towards a specific goal. Persistence of behavior is concerned with how the behavior is sustained.

Motivation

Various studies have been conducted to understand the different motives that drive a person to success. Motives are categorized into three: homeostatic motives, nonhomeostatic motives, and learned or social motives. Almost all the motives belong to one or more of these three groups.

Define Motivation

Motives such as thirst, hunger, respiration, and excretion are included in homeostatic motives. Nonhomeostatic motives include required activities such as seeking shelter and curiosity about the environment. Curiosity, a desire for novelty, power, achievement, social affiliation, and approval are considered as learned motives or social motives.

Motivation is essential to be successful in any endeavor you undertake. It can be positive or negative, subtle or obvious, tangible or intangible. It is very important in workplaces as it plays a key role in the effective performance of employees. In industry, managers play a significant role in employee motivation. They use different motivation techniques to improve productivity, thereby promoting cooperation between employees and employers.

Learning is somewhat interrelated to motivation. In education, instructors also use motivation techniques in order to motivate the students to learn. It is essential to increase student motivation as it can make a student more competent. Also, motivation encourages self confidence and problem-solving skills.

Define Motivation

Motivation provides detailed information on Motivation, Daily Motivation, Employee Motivation, Motivation Posters and more. Motivation is affiliated with Christian Motivational Speakers.

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Motivation Theory

The word motivation is coined from the Latin word "movere", which means to move. Motivation is defined as an internal drive that activates behavior and gives it direction. The term motivation theory is concerned with the processes that describe why and how human behavior is activated and directed. It is regarded as one of the most important areas of study in the field of organizational behavior. There are two different categories of motivation theories such as content theories, and process theories. Even though there are different motivation theories, none of them are universally accepted.

Also known as need theory, the content theory of motivation mainly focuses on the internal factors that energize and direct human behavior. Maslow's hierarchy of needs, Alderfer's ERG theory, Herzeberg's motivator-hygiene theory (Herzeberg's dual factors theory), and McClelland's learned needs or three-needs theory are some of the major content theories.

Motivation

Of the different types of content theories, the most famous content theory is Abraham Maslow's hierarchy of human needs. Maslow introduced five levels of basic needs through his theory. Basic needs are categorized as physiological needs, safety and security needs, needs of love, needs for self esteem and needs for self-actualization.

Motivation Theory

Just like Maslow's hierarchy of needs, ERG theory explains existence, relatedness, and growth needs. Through dual factors theory, Herzeberg describes certain factors in the workplace which result in job satisfaction. McClelland's learned needs or three-needs theory uses a projective technique called the Thematic Aptitude Test (TAT) so as to evaluate people based on three needs: power, achievement, and affiliation. People with high need of power take action in a way that influences the other's behavior.

Another type of motivation theory is process theory. Process theories of motivation provide an opportunity to understand thought processes that influence behavior. The major process theories of motivation include Adams' equity theory, Vroom's expectancy theory, goal-setting theory, and reinforcement theory. Expectancy, instrumentality, and valence are the key concepts explained in the expectancy theory. Goal setting theory suggests that the individuals are motivated to reach set goals. It also requires that the set goals should be specific. Reinforcement theory is concerned with controlling behavior by manipulating its consequences.

Motivation Theory

Motivation provides detailed information on Motivation, Daily Motivation, Employee Motivation, Motivation Posters and more. Motivation is affiliated with Christian Motivational Speakers.

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What Causes Anger?

Anger is a strong emotion of displeasure caused by some type of grievance that is either real or perceived to be real by a person. The cognitive behavior theory attributes anger to several factors such as past experiences, behavior learned from others, genetic predispositions, and a lack of problem-solving ability. To put it more simply, anger is caused by a combination of two factors: an irrational perception of reality ("It has to be done my way") and a low frustration point ("It's my way or no way"). Anger is an internal reaction that is perceived to have a external cause. Angry people almost always blame their reactions on some person or some event, but rarely do they realize that the reason they are angry is because of their irrational perception of the world. Angry people have a certain perception and expectation of the world that they live in and when that reality does not meet their expectation of it, then they become angry.

It is important to understand that not all anger is unhealthy. Anger is one of our most primitive defense mechanisms that protects and motivates us from being dominated or manipulated by others. It gives us the added strength, courage, and motivation needed to combat injustice done against us or to others that we love. However, if anger is left uncontrolled and free to take over the mind and body at any time, then anger becomes destructive.

Motivation

Why We Need to Control Anger

What Causes Anger?

Just like a person who is under the control of a street drug---a person under the influence of anger cannot rationalize, comprehend, or make good decisions because anger distorts logical reasoning into blind emotion. You become unable to think clearly and your emotions take control of your actions. Physiologically speaking, anger enacts the fight or flight response in our brain, which increases our blood pressure and releases adrenaline into our bloodstream, thereby increasing our strength and pain threshold. Anger makes us think of only two things: (1) Defend, or (2) Attack. Neither of these options facilitates a good negotiation.

Internal Sources of Anger

Our internal sources of anger come from our irrational perceptions of reality. Psychologists have identified four types of thinking that contribute to anger.

1. Emotional reasoning. People who reason emotionally misinterpret normal events and things that other people say as being directly threatening to their needs and goals. People who use emotional reasoning tend to become irritated at something innocent that other people tell them because they perceive it as an attack on themselves. Emotional reasoning can lead to dysfunctional anger in the long run.

2. Low frustration tolerance. All of us at some point have experienced a time where our tolerance for frustration was low. Often stress-related anxiety lowers our tolerance for frustration and we begin to perceive normal things as threats to our well-being or threats to our ego.

3. Unreasonable expectations. When people make demands, they see things as how they should be and not as they really are. This lowers their frustration tolerance because people who have unreasonable expectations expect others to act a certain way, or for uncontrollable events to behave in a predictable manner. When these things do not go their way, then anger, frustration, and eventually depression set in.

4. People-rating. People-rating is an anger-causing type of thinking where the person applies a derogatory label on someone else. By rating someone as a "bitch" or a "bastard," it dehumanizes them and makes it easier for them to become angry at the person.

External Sources Of Anger

There are a hundreds of internal and external events that can make us angry, but given the parameters of a negotiating situation, we can narrow these factors down to four general events.

1. The person makes personal attacks against us. The other side attacks you along with the problem in the form of verbal abuse.

2. The person attacks our ideas. The other side chops down our ideas, opinions, and options.

3. The person threatens our needs. The person threatens to take away a basic need of ours if they do not get their way i.e. "I'll make sure you'll never work in this city again."

4. We get frustrated. Our tolerance level for getting things done might be low or affected by any number of environmental factors in our lives.

Factors That Lower Our Frustration Tolerance

1. Stress / Anxiety. When our stress-level increases, our tolerance for frustration decreases. This is why there are so many domestic disputes and divorces over financial problems.

2. Pain. Physical and emotional pain lowers our frustration tolerance. This is because we are so focused on taking care of our survival needs, that we do not have time for anything or anyone else.

3. Drugs / Alcohol. Drugs and alcohol affect how our brain processes information and can make a person more irritable or bring forward repressed emotions or memories that can trigger anger.

4. Recent irritations. Recent irritations can also be called "having a bad day." It's the little irritations that add up during the course of the day that lower our tolerance for frustration. Recent irritations can be: stepping in a puddle, spilling coffee on your shirt, being late for work, being stuck in a traffic jam, having a flat tire.

Recognizing the Physiological Signs of Anger

By recognizing the physiological signs of anger, we can attune ourselves to know when it is time to take measures to make sure that our level of anger does not get out of control. Here are some symptoms of anger:

1. Unconscious tensing of muscles, especially in the face and neck.

2. Teeth grinding

3. Breathing rate increases dramatically

4. Face turns red and veins start to become visible due to an increase in blood pressure

5. Face turns pale

6. Sweating

7. Feeling hot or cold

8. Shaking in the hands

9. Goosebumps

10. Heart rate increases

11. Adrenaline is released into your system creating a surge of power.

Am I Right to be Angry?

Damn right you are. You have your own perception and expectation of the world that you live in and when the reality that you live in fails to meet your expectations, then yes you have the right to be angry. Afterall, if everyone thought alike, then the world would be a pretty dull place to live. You are going to run into situations that you don't enjoy. You are going to run into people who don't respect your views and ideas. The feeling of anger is totally justified according to your beliefs and so don't repress or deny those feelings.

Having to right to feel angry does not mean that you have the right to lash out in anger by attacking the other person. You can't change the views of other people to conform to your own because, like you, they have their own right to uphold their view of the world. The best thing you can do is recognize your anger and focus it on the problem instead of your counterpart.

Key Points

Being angry or frustrated is just like being under the influence of a drug. It prevents you from rationalizing and thinking logically.

Anger is caused by a combination of an irrational perception of reality and a low frustration point.

Anger is a natural response and you have every right to be angry, but you must learn to keep that anger in check during a negotiation because once you react in any negotiation, then you lose the agreement.

What Causes Anger?

Tristan J. Loo is an experienced negotiator and an expert in conflict resolution. He uses his law enforcement experience to train others in the prinicples of defusing conflict and reaching agreements. Visit the Street Negotiation website at http://www.streetnegotiation.com or contact tristan at: tristan@streetnegotiation.com

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Five Keys To Motivating Your Team Members - Motivation Is Everything And Translates To Profit!

Motivation is described by psychologist Shay McConnon as 'the inner desire to take action'. Tap into people's motivation and you will strike gold!

Motivation can be reduced to a simple form of self-interest more commonly known as what's in it for me? Individuals need to see and feel the reward or benefit to themselves by taking action. The greater the perceived valued to self, the greater the level of motivation.

Motivation

There is no universal source of motivation - it cannot be bought in a one size fits all form. Being thanked personally may motivate some people whilst others may want to be given challenges as a thank you. Money may motivate some people, but not others, and more often is not the big motivator people think it is.

Five Keys To Motivating Your Team Members - Motivation Is Everything And Translates To Profit!

What motivates us - is it respect, the chance to be creative, the opportunity for success, the time to think things through and develop and plan? What ever the answer, it is important to note that different people have different needs and different motivators. So the key question is, what motivates your people, employees and team - why will they do, what they do, even better?

As a manager or team leader, there are more people out there that are not like you, than like you, so be aware of using your criteria for being motivated to motivate others. Ian Botham, as captain of the England Cricket team, rarely gave motivating talks to his players as he felt that putting on the England cricket strip should be motivation enough. General Norman Schwarzkopf went to great lengths to take care of his troops, personally, engaging with them. Who is right?

The best managers and team leaders know their staff or team, and know the individuals' motivations and can tap into these strong sources of energy, with integrity, to create an even more successful outcome, more easily, that will benefit the people and the business.

It is considered that some 75% of a team or companies success will come from soft skills such as motivation and attitude - not from hard skills or knowledge. If people are not motivated it is highly unlikely they will use their skills and talents and this will negatively impact on the bottom line whether you are a premier football team, an events company of a private business.

Motivated teams of people far out perform other teams, no matter how qualified they are. Keys to motivating your people include;

1. Find out people's criteria for being motivated and set goals in accordance.

2. Create a rewarding environment where people can feel good about themselves.

3. Invest in people - and they will invest in you.

4. Understand how to thank people, so they feel thanked.

5. Maintain integrity and honesty.

There are many ways to find out about what motivates and drives people, how to engage with your staff or team members, to build better working relationships, increase motivation, trust, respect and rapport, whilst reducing costly personality clashes, mis-trust, stress, sickness and disputes. By increasing staff motivation and engagement, you can directly increase the energy levels, interest, desire and productivity, which can lead to increased productivity and profit.

Tools such as the SDI (Strength Deployment Inventory), DISC, Myers Briggs Type Indicator and even Belbin, are all good foundations from which to run People Development programmes to develop communication, understanding and engagement. PJ Stevens of LEAP favours the SDI model, as it is easy to use, accurate and highly effective in developing communication skills, leadership, understanding, teamwork, conflict resolution and performance. The SDI model is also part of the Rewarding Relationships programme developed by Shay McConnon and delivered by companies such as People First and LEAP. If you want to understand how to motivate your people, the Rewarding Relationships programme is a crown jewel in anyones teambuilding plans.

Increase staff motivation and engagement, and you can tap into a Gold Mine!

Five Keys To Motivating Your Team Members - Motivation Is Everything And Translates To Profit!

PJ Stevens, is a motivational speaker, presenter and facilitator working across the UK, Europe and Middle East, specialising in soft skills, teambuilding and management development. pj@leapplc.com

http://www.leapplc.com

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The Role and Responsibilities of a Supervisor

Introduction

Supervising is like parenting. These are two of the most important jobs any one can do, but few people are adequately prepared or trained to do them. Most people learn by trial and error with varying degrees of success. But both jobs are far too important to be left to chance and the good news is that you can learn with some help and guidance how to be successful in them. This article will help you to be a more effective and efficient supervisor.

Motivation

Supervisor's Role

The Role and Responsibilities of a Supervisor

In one sentence, write down what you think your main role as a supervisor is.
A role is a main activity or two that you are charged with undertaking
The answers could be:
· Provide leadership and collaborative direction to my staff;
· To be a team leader
· To ensure my staff have the human and physical resources to undertake their work in an efficient manner
Supervisor's Responsibilities
Learning Activity
What are your main supervisory responsibilities in your present job?
List them on a separate piece of paper (you should have 8 to 12). It is sometimes easier to think of these under two main headings: (a) job related and (b) people related.
Once you have a list, then rank them in order of importance.
When you have completed this activity, look at the examples other examples of supervisory responsibilities provided by the author.
Job Related
· Cost Control
· Equipment
· Goals
· Materials
· Plans
· Procedures
· Productivity
· Quality
· Standards
· Training
People Related
· Coaching
· Communicating
· Delegating
· Disciplining
· Leadership
· Managing yourself
· Motivating
· Supervising others
Learning Activity:
Current Obstacles & Challenges
What obstacles do you personally face now that makes it difficult for you to fulfil some of these responsibilities? They may stem (1) from you, (2) from your unit or (3) the organization as a whole. List then and then rank them in order of importance:
New Ways of Supervising
Over the years, the role of a supervisor has changed significantly from being a top down, autocratic order-giver to a team leader, coach and motivator.
· from ordering to asking; and consulting.
· from telling to listening and asking questions.
· from policing to coaching.
· from each person for himself to teamwork.
· from fear to mutual respect.
This change has come about, not because people are becoming "soft-hearted," but because it is now very clear that people are more productive if they are happy, motivated and upbeat. This takes place in an employee-friendly environment. The change is one of enlightened self-interest on the part of managers who decide what training is appropriate for their supervisors. They know that happy employees are productive employees.
Review and discuss about briefly the following chart "Leadership Styles"
Guidelines for Supervisory Behaviour
Without having a clear idea of what is acceptable behaviour for a supervisory, you are likely to model your behaviour after some role model in your life: a parent, a teacher, a boss. This could be good; but it could be disastrous if any of these people is dictatorial and demanding, or weak and indecisive.
A major benefit of this supervisory training program is that it provides you with guidelines about what is acceptable supervisory behaviour, and what is not. It also provides you with the skills to bring about this behavioural change. Once you know this, you will be more confident in what you do, as you won't be wondering whether you are taking the right action. Also, if you train with other people, you will all learn the same skill set and you will be able to help each other in the future when challenges arise.
Supervisor's Self-Assessment Survey
The Self-Assessment of Supervisory Knowledge, Skills and Attitudes survey below may look formidable but it effectively outlines the areas that you need to eventually master in order to become an outstanding supervisor. Don't be dismayed, you don't have to master all these areas in a month or two. It will take time and you will need to systematically work away at one or two areas at a time.
Most supervisors get promoted because they are "good on the job." They are hard working, productive. Hopefully, they are also loyal to the company and a good team player. While this is a good start to being a good supervisor, there are other skills they need to develop in terms of leadership: how to inspire, motivate, coach, delegate, discipline, plan, team-build etc. This is what this program is about.
Self-Assessment Survey Directions
Read through the list below without marking it up, then the second time around, Put a YES, NO or MAYBE to record what you think your skill or knowledge level is. This will give you a good idea where your strengths and weaknesses are
Supervisor's Self-Assessment Survey
Leadership
I have a clear understanding of the Company's goals and objectives
I understand how my role fits into the goals of the Company
I have a clear vision of the objectives of my area
I communicate the Company and area goals to the people under my supervision (my team) on a regular basis
I give frequent feedback to the people in my team to encourage their development and the achievement of their goals and objectives
I recognize and celebrate the successes of those in my team
I feel that the people in the Company are our most important assets
I believe that I treat others as I would like to be treated myself
I consciously work at setting an example of effective leadership
I am actively working on developing a positive self-image
My own enthusiasm is increasing the desire of my team to do better
Goal-setting
I have a written annual plan and personal performance goals which have been agreed upon by me and the person to whom I report
I work with my team regularly to help them set SMART goals that support their workplace development
I break down my annual goals into shorter-term goals
I review the progress of my goals regularly
I have a method for measuring and keeping track of my goal achievement
I ensure that the members of my team know on a regular basis the status of the Company's goal achievement
My goals for myself as a Foreman and for my team tie into the Company's goals
I set goals that stretch and challenge me
I achieve a high proportion of the goals I set
I enjoy challenges, and see them as opportunities for growth
Personal Productivity
I clearly understand my priorities
I spend only a small portion of my time in crisis management
I delegate work to others in an effective manner
My area of responsibility runs smoothly when I am not there
I accept personal responsibility when I make a mistake
I ensure that meetings I run have a clear agenda and start and finish on time
I plan my work in advance and work the plan
I rarely procrastinate or leave things to the last minute
I keep others informed, in advance, when I cannot meet their deadlines
Motivating Others
I give feedback on a timely basis
I know the people on my team well enough to understand what is important to them
I believe in the abilities of people on my team and communicate my confidence in them
I provide (or am instrumental in obtaining) training for the people on my team that they need to develop the skills necessary to do their job well
I ensure clear goals and expectations are set with those people who report to me
Morale in my department (team) is high
I always share credit for success
I ensure that people on my team are clear about what their responsibilities are
I ask questions and encourage people to find out answers to their concerns
I listen to the ideas of others
I am flexible in how things get done, providing the results are satisfactory
When things go wrong, I question what I could have done differently. I share responsibility.
Coaching for Success
I coach my people to help them achieve success in what they do
I provide one-on-one sessions with each person who reports to me
I ensure that during coaching sessions the other person(s) talk more than I do
I really listen to understand the concerns of others
I help others to be self-aware of the areas in which they deed to improve or develop
I support the goals set by individuals on my team
I help members of my team to be accountable for their goals and performance
I deal openly, constructively and promptly with any negative performance issues
I encourage and ask for feedback on my own performance from my team
Communications and Building Relationships
I listen to understand the other person's perspective before I give mine
I always wait until others have finished talking before I speak; I don't interrupt
I spend time planning important communications, written or oral
I develop strong business relationships with the people on my team as well as with suppliers and customers
When people bring to my attention my own negative performance issues, I respond in a non-defensive manner
I speak calmly to people, not raising my voice, regardless of the issue at hand
If I have an issue with someone, I always deal directly with them, I do not talk behind their back
I observe others' non-verbal communication to assess how they are really feeling
I maintain an open mind in most discussions
I seek and consider other people's opinions
Dealing with Performance Issues
I deal with performance issues on a timely basis
I allow others to explain their viewpoint before coming to a conclusion
I see dealing with negative issues as an opportunity to train and develop people
I make sure that clear expectations are set and agreed upon with the individual after a performance issue discussion
I am willing to accept that my perception of an issue may not always be right
I avoid argument, accusation and sarcasm
I encourage others on my team to be open about their mistakes so that we can make corrections and learn
Team Building and Synergy
I see my position as Foreman as being a team leader and that those I supervise are all members of my team
I ensure that my team and it's members have clear goals and expectations
I am willing to delegate responsibility to team members
I give regular feedback to the members of my team; not just about negative issues but I also regularly tell members of my team when them have performed well
Others see me as a team player
I follow through on commitments I make to team members
The results of team efforts are shared with members of the team (e.g. I do not take all the credit for my team's successes)
I actively promote team spirit and positive interpersonal relationships amongst the members of my team
As team leader, I move promptly to discourage behaviour by individual(s) in my team when such behaviour has a negative impact on team-building (e.g. "turf wars," "inner circles," "behind-back gossip" etc.
Managing Stress
I am aware of what causes me stress on the job and I manage those situations
I notice when team members are under stress and help them to deal with the situation
I discuss my concerns and problems with the person to whom I report
I do not take my work problems home, nor do I bring my home problems to work
I use small amounts of stress as a motivator
I enjoy most of the work I do
I strive to maintain a good balance between my workplace life and my home life
I eat a balanced diet
I exercise regularly
Enhancing Future Results
I am continually upgrading my skills
I am aware of areas I need to improve
I ask advice from people with more experience
I admit when I do not know something
I invest time in training or coaching others
I spend time weekly to study or read
I ask others regularly how they think I could improve
That is the conclusion of this article which I hope you have found helpful and informative.
Do check out my website too although it is not directly related to this subject, you may also find it interesting
http://www.ehomebiz.org
The Role and Responsibilities of a Supervisor
Michael Brooke, Ph.D is a retired university senior administrator, an adult educator, corporate traininer and recruiter, published author. He now spends time on the Internet working on his businesses one of which can be seen at http://www.ehomebiz.org

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How To Win Friends And Influence People In Your Online Network Marketing Business

If you TRULY desire to build a huge online network marketing business then you must learn how to win friends and influence people.

Much of network marketing is building relationships and influencing people to take action. In order to influence your team to duplicate you MUST be a good motivator. This is a learned skill. I'm sure you have heard the phrase, "You can lead a horse to water, but you can't make him drink." This statement is so true in life and especially in network marketing. You can have the best company, the best product and the best compensation plan but if your team member will NOT take action then there is no help for him/her.

Motivation

I remember back to when I first started in my online network marketing business, I would make the 'huge mistake' of feeling that I had to nurse maid my team. I felt I had to spend a huge amount of my valuable time coaching and trying to get people to take action. I learned the hard way that this simply will not work. You cannot make anyone do anything. They have to want to do it! Meaning, they have to put in the hard work like you did, and study and practice if they want to have success.

How To Win Friends And Influence People In Your Online Network Marketing Business

In order to win friends and influence people in online network marketing you must create VALUE for your prospects. You need to always portray yourself as an AUTHENTIC individual who is an expert in his/her field and you need to position yourself (through your marketing) as that person. The more you do this the more friends you will make.

Instead of focusing on money and how fast you can earn it, focus on serving people and creating value. Focus on helping and giving. MONEY is just a byproduct to how much value I'm creating in the marketplace. The more I give to my team (as far as making my information available for them to learn and grow) the more my team grows. You must face the FACT that not everyone you recruit will duplicate and take action. Many people buy into the HYPE but they are not willing to grow into success. They want success handed to them. The sooner you realize this the sooner you can move on and focus on recruiting new people everyday and not waste your time.

The more you grow yourself by learning new strategies and reading personal development you will become an ATTRACTION magnet. You will naturally make tons of friends who want to LEARN from you and get to KNOW you. Success is also a huge motivator for others! The more success you have, the more others will want to take action. Make sure you share with your team and your friends that you are having some level of success in your business. They need to see 'real live' success in your opportunity. You shouldn't become 'cocky' or 'conceited' but there is some truth to this saying, "Success breeds success." SHOW YOUR SUCCESS! It's a very effective strategy to use to motivate your team in your online network marketing business.

If you become a master at winning friends and influencing them to take action in their business your success will be guaranteed!

How To Win Friends And Influence People In Your Online Network Marketing Business

How Did A 26 year old rookie recruit 95 people into his network marketing downline in 3 days? You've gotta check this out now! Top MLM Producer.

The Power Prospecting System [http://www.PowerProspectingSystem.info].

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Employee Motivation - 10 Tips to Boost Job Performance

Increase Employee Performance by Harnessing the Power of Motivation

Employee motivation and productivity can be enhanced and improved by creating a work environment that maximizes the factors that affect performance. These factors are simple to understand, easy to measure, and can add tremendous value to any organization that is willing to implement them. Use these 10 tips to make sure that your employees are energized and inspired to produce the best results possible.

Motivation

1. Interesting Work

Employee Motivation - 10 Tips to Boost Job Performance

Intrinsic motivation comes from the shear joy and pleasure of doing a task. When you read a great book, no one has to pay for each page you read. It is a pleasure to learn how the story unfolds and watch the plot develop. It is the same way with employee motivation. To maximize employee performance, find out what employees like about their jobs and then try to add more tasks that align with their own natural interests and talents.

2. Appreciation & Recognition

William James said, "The deepest desire in human nature is to be appreciated." It does not matter how much you pay someone, everyone want to know that their efforts are being seen and appreciated, especially by their manager. Don't just send them a thank you e-mail - that just means you care enough to hit the "Enter" key. If you really want to thank someone buy them a real "Thank You" card and describe how their behavior and performance has added value to the team and organization. Make it a point to catch people doing things right and they will inevitably do things right more often.

3. Feeling Involved In the Work Process

Research shows that when people get to participate in creating a system or process, they are much more likely to follow it than one simply imposed upon them by an outside expert. Recognize that the people doing the job have the knowledge of how things can be done better, faster, and cheaper. If you want them to tell you, then make it easy for them to offer suggestions and reward employees who contribute ideas that add value to the bottom line.

4. Achievement

Napoleon once remarked, "It is amazing how willing men are to risk their lives for a little bit of tin and ribbon to wear upon their chest." Awards and prizes can serve as a great motivator to harness the power of healthy competition. It is always better to use rewards that are meaningful and inspiring. When an employee exceeds your expectations, then make sure you recognize their achievement. On the day someone retires, they will pack up these awards and prizes to serve as fond reminders of a wonderful career.

5. Job Security

If everybody had what it takes to be an entrepreneur, then there would be no General Electric or Toyota and we would all be buying products from artisans and craftworkers. Thankfully, many people prefer to be part of a large organization and can be more productive when they get to focus on doing their job instead of worrying about developing a business plan or marketing strategy. Telling people that they are lucky to have a job creates an atmosphere of fear and worry that decreases job performance. Instead, tell your employees that the company is lucky to have such a skilled and committed workforce and people will take pride in their work and their company.

6. Increased Responsibility

We all know that some employees lack ambition and have no desire to advance on the job, but the vast majority of workers want a chance to take on more responsibility and add more value to the organization. Always be aware of opportunities for training that will equip your employees with the skills and tools they will need to advance in their career. Always try to fill open positions with internal applicants before looking for an outside candidate. This will create a culture of career development and preserve institutional memory and organizational knowledge so that it can be transferred to rising employees as they advance in their own career.

7. Good Wages

Robert Bosch, founder of the world's largest automobile parts supplier, said, "I do not pay good wages because I have a lot of money; I have a lot of money because I pay good wages." If you want motivated, high productive employees you have to pay such people according to their ability and performance. Good employees are motivated by more than just good wages, but never allow low wages to be the wedge a competitor can use to steal away your best people.

8. Good Working Conditions

If you want to get the most out of people you need to create an environment that facilitates success. At the minimum, you must offer a safe, clean, and sanitary work site. To get the most out of employees, help them take pride in their workspace, even if it is only a cubicle or workstation. Allow people to personalize their own work sites with photos or small trinkets so they will feel like they have a place that belongs solely to them.

9. Being Part of a Team

Being part of a dysfunctional team is an emotionally draining experience that results in low morale, low productivity, and high turnover. The great coach, Vince Lombardi, once remarked, "Individual commitment to a group effort -- that is what makes a team work, a company work, a society work, a civilization work." We are all social beings and we all want to be part of a healthy team where we can give and receive support, help, and encouragement. Organizations can harness this natural human desire by aligning employee efforts to achieve goals that are mutually beneficial to both the organization and its employees.

10. Help with Personal Problems

How many times have you heard about a bad boss who told their employees to leave their problems at the door so they could focus on their job? Unfortunately, they probably left their motivation and productivity at the door as well. Smart managers know that it is not their job to be a counselor or therapist, but it is there job to recognize when one of their employees is having personal problems that are affecting their job performance. They need to have open lines of honest communication so that employees can feel encouraged to ask for help and then be directed to their Human Resources Department or their Employee Assistance Programs.

Employee Motivation - 10 Tips to Boost Job Performance

Thomas Haizlip is an executive coach who works with college educated, mid and senior level managers. He specializes in three types of clients:

1. High Potential- clients that need fast track development,
2. Valuable, But Risking Derailment - clients who are competent, but are not performing well now because of poor people skills,
3. Diamonds in the Rough- clients who are technically competent but are not advancing because of a lack of emotional intelligence and limited leadership competencies.

Tom was a clinical psychologist for 16 years before he made the leap from couch to corporation. He helps his clients master the hard work of becoming a soft skills experts. Tom partners with clients to develop behaviors and skills that result in increased and sustained job performance and career advancement. Tom works with individuals and teams to improve emotional intelligence, build trust, engage in honest conflict, commit to goals, hold each other accountable, and produce results. To learn more, please visit http://www.skillsforsuccess.ws

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How to Find Motivation When Something Is Holding You Back

Have you ever felt like there is more to life, like there was something you are meant to do but aren't, like there is something missing?

I have.

Motivation

There was a period in my life where I was stuck with this empty feeling. A feeling of inadequacy so deep that it had me questioning the purpose in which I was put on this planet. I didn't want to work. I didn't want to play. I didn't want to do anything. This desolate feeling caused me to do a critical review of the things in my life. I began to take a closer look at my family, friends and hobbies and quickly identified I measured success the wrong way.

How to Find Motivation When Something Is Holding You Back

I measured success with substance.

During these gloomy days I spent the bulk of my time complaining, thinking negatively about everything, quit when the going got tough, and even worse stopped dreaming. These were the hardest days of my life. To make matters worse I thought I had everything I wanted.

Who knew that getting just what you want could be so far away from having what you need?

One day I was sitting at my job, hating every moment, when a revelation so powerful hit me and nearly knocked me off my feet. I was literally slumped over like I received a severe blow to the lower abdomen. The revelation was simple and eye opening.

There is more to me than this.

I was more than my debt, more than my fear, more than my education or lack thereof, more than the sad hourly wage I was making at the time, more than my mistakes, more than my hurt, and my favorite more than a conqueror. Guess what?

You are too!

It took a lot of prayer, reflection and soul searching but I found what was missing. I found purpose and it wasn't difficult to find once I knew where to look for it. It was my gift, my natural talent that made the difference. My gift made room for me.

A man's gift maketh room for him, and bringeth him before great men. Proverbs 18:16

So, if you were anything like I was, I have some tips to help you fill that empty void.

1. Pray, meditate

Guidance is key to make sure you are going in the right direction. Make sure you have a clear mind and be patient to wait for the answer.

2. Do what comes easy.

What are you good at? What do you do in your free time outside of Madden? What comes to you naturally?

3. Network to recognize your strengths

Use your friends and family to point out your strong points. Their point of view is a lot different from yours and their perspective can give you some useful insight.

4. Practice your art.

There is no greater shortcoming than a person who refuses to practice a gift.

5. Utilize all of your talents!

If you don't use it you might lose it.

I don't care who you are there is something inside of you so powerful that is just lying dormant waiting to be unleashed. Whatever it is, don't keep it buried.

Invest in your gift because....there is more to you than this.

How will you find your hidden potential?

How to Find Motivation When Something Is Holding You Back

Frank Jennings is the founder of A Spark Starts where he writes life changing inspiring stories to help others reach their full potential. This site is full of compelling stories based on the specific situations that we face in our lives. Stop by today and read about overcoming adversity, parenting, relationships, health, endurance and many other relevant and timely topics.

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How to Build Your First Custom Motorcycle

You have decided that you want to own a custom motorcycle, but you're not quite sure how or where to begin. There are a few things to think about before you start on your journey for that original, unique, or unusual motorcycle.

First, do you want to fully build a custom motorcycle from the frame up, do you want to modify an existing bike, or order one already built to your specifications? What size bike are you thinking about? Large, small or in the middle? Do you want agility & speed, or do you just want to look good while you cruise the highway?  You will need to decide how much money you can afford to spend in the long run & whether your ownership plan will most likely take you weeks, months or even years to complete.

Motivation

Second, can you spare the time to do the customization/modification on your bike yourself, or do you have the resources to have the work done for you. If you are going to do your own work, (as do most of us) you'll need to consider what tools you will need, where your work space will be located, how much help from like-minded friends you're likely to get, and your level and variety of skills.  Last but not least, do you have the motivation and dedication to continue once you have started creating your own custom bike?

How to Build Your First Custom Motorcycle

Third, how much work needs to be done on a bike to make it a custom motorcycle anyway?  This is a controversial argument.  Some say it is not a custom motorcycle, unless you change out basically everything on the bike and others say changing just a couple of things makes it custom. This is the logical answer; make it uniquely yours in any way you choose!  Build it, modify it, lighten it, strengthen it, downsize it, expand it, make it more agile, paint it, build it up, or strip it down, just make it yours!  If you have had it modified and it is no longer "stock", or you've modified it yourself, congratulations! You now own a custom motorcycle!

Fourth, get out there and ride!!

How to Build Your First Custom Motorcycle

Click here to learn more about custom motorcycles. Click here to see custom motorcycles for sale.

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Definition of Motivation

The definition of motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or certain behavior. Motivation is present in every life function. Simple acts such as eating are motivated by hunger. Education is motivated by desire for knowledge. Motivators can be anything from reward to coercion.

There are two main kinds of motivation: intrinsic and extrinsic. Intrinsic motivation is internal. It occurs when people are compelled to do something out of pleasure, importance, or desire. Extrinsic motivation occurs when external factors compel the person to do something. However, there are many theories and labels that serve as sub tittles to the definition of motivation. For example: "I will give you a candy bar if you clean your room." This is an example of reward motivation.

Motivation

A common place that we see the need to apply motivation, is in the work place. In the work force, we can see motivation play a key role in leadership success. A person unable to grasp motivation and apply it, will not become or stay a leader. It is critical that anyone seeking to lead or motivate understand "Howletts Hierarchy of Work Motivators."

Definition of Motivation

Salary, benefits, working conditions, supervision, policy, safety, security, affiliation, and relationships are all externally motivated needs. These are the first three levels of "Howletts Hierarchy" When these needs are achieved, the person moves up to level four and then five. However, if levels one through three are not met, the person becomes dissatisfied with their job. When satisfaction is not found, the person becomes less productive and eventually quits or is fired. Achievement, advancement, recognition, growth, responsibility, and job nature are internal motivators. These are the last two levels of "Howletts Hierarchy." They occur when the person motivates themselves (after external motivation needs are met.) An employer or leader that meets the needs on the "Howletts Hierarchy" will see motivated employees and see productivity increase. Understanding the definition of motivation, and then applying it, is one of the most prevalent challenges facing employers and supervisors. Companies often spend thousands of dollars each year hiring outside firms just to give motivation seminars.

Another place motivation plays a key role is in education. A teacher that implements motivational techniques will see an increased participation, effort, and higher grades. Part of the teachers job is to provide an environment that is motivationally charged. This environment accounts for students who lack their own internal motivation. One of the first places people begin to set goals for themselves is in school. Ask any adult: "What is the main thing that motivates you." Their answer will most likely be goals. Even the simplest things in life are the result of goal setting. A person may say, "I want to save 300.00 for a new T.V." Well, that is a goal. School is where we are most likely to learn the correlation between goals, and the definition of motivation. That correlation is what breeds success.

So, as you can see, motivation is what propels life. It plays a major role in nearly everything we do. Without motivation, we would simply not care about outcomes, means, accomplishment, education, success, failure, employment, etc.. Then, what would be the point?

Definition of Motivation

Wendy Pan is an accomplished niche website developer and author. To learn more about definition of motivation, please visit Self Improvement and Motivation for current articles and discussions.

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The Benefit of Reading Books

You've learned the power of your imagination to open new windows and doors to let light in on those shadows that clouded your vision in the past. You are a creative and gifted human being with the potential to create better things and to make a difference by inspiring others to challenge their own ways of living, and make the commitment to changing their own lives.

Imagination is a source of such energy and it shines brightest when it breathes in the oxygen of new ideas and free thought. The greatest writers challenged the world to look at life in new and different ways; they challenged the status quo and dared people to question their ideals, their values, their morals, and their beliefs.

Motivation

If there were no imagination there would be no progression. There would be no will to aspire to better things, and no vision to see beyond the obvious and the mundane. There would be nothing to strive for and no goals, because everyone would be quite content to sit in an armchair and stare at the wall.

The Benefit of Reading Books

Take the challenge. Open your mind wide and join in the conversation with writers and thinkers and anyone who sees the world in different ways. It doesn't matter a bit whether you agree with what they're saying - the thrill of excitement comes when you fully engage with new ideas and your mind takes off into a quiet room where nothing else matters but the words on the page and the ideas and visions spark in your mind.

Let your imagination go. Be swept away and open up that pathway between the crackling energy of inspiration and your mind and soul. Revel in the joy of new knowledge. Really listen to the conversations and open.

Reading isn't only about the ideas either. Listen to the words as they ride by - feel their energy and hear their music - whatever language you have as your own, celebrate its beauty and its sound.

What you're reading and experiencing isn't simply a collection of cold words on a flat page. Those words were written with conviction, passion and energy, and what you can experience now is that same passion and energy that the writer had.

Books are powerhouses and they will challenge you to meet their power with your own.

They cause change. They can be a phenomenal source of inspiration in your life.

The Benefit of Reading Books

Neel Raman is the author of "Hoops and Freedom" and the creator of The Awaken Academy, which is dedicated to helping people live a life of happiness and success in all areas of life. He is also one of Bob Proctor's LifeSuccess Consultants, and he works with individuals and companies and helps them improve their results in every aspect of life. Please go to http://www.neelraman.com and http://www.theawakenacademy.com for more details.

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