We have passed the quarter mark. By now you are probably turning your company and team goals into actionable objectives for each of your team members. But, are you sidestepping their desires and self-worth in the process? How can we satisfy each member's differing Needs and Values (another interacting dimension of the Burke Litwin Model of Organizational Performance and Change) for the synergy of collective gains. Read our weekly blogs in April for more ideas.
 

Our themed blogging series in March addressed the Motivation dimension of the model. We are delighted to see your continued interest in our blogs and thank you for retweeting and sharing our articles and advice across social platforms.

 

We all go to work to have some of our personal needs met. This is true even in teamwork. How can we build a team of committed and passionate individuals whose personal needs coincide with the team's goals? Sandra shows you how the Gallup Engagement relates to your members' needs and values. Use them in your team conversations.    more

We may know where we need to bridge the performance gap. But it's quite another thing to find the energy and drive to take those necessary actions toward the achievable goal. Also, how do you make what is perceived as undesirable, achievable, even desirable?

At our very core, we need Motivation to fuel that persistence. In March, our writers share their experiences, insights, and research on the sources that motivate their team members to build his/her momentum: external influencers (leaders), the intrinsic needs and social support (based on neuroscience), the stronger non-financial motivators (compared to financials), as well as organizational engagement.

“Nothing is work unless you'd rather be doing something else.” – George Halas

“Engagement may have been optional in the past, but it's pretty much the whole game today.” – Gary Hamel