Tag Archive: Motivation

Here is something that will help in these difficult times….

The recession is viral and it has spread like wildfire. Few businesses have escaped the effects of the ongoing economic recession. The downturn has made it difficult to manage morale and take care of employee needs. Workplace motivation has plummeted, and things are only threatening to get worse. It is important to keep your team motivated during this recession. Here are six great tips for motivating your team in the face of adversity.

Be Honest

Honesty is the best policy when it comes to motivating your team. Employees will be questioning how their jobs and lives will be impacted by the recession. Don’t sugarcoat the information that you provide. Deliver clear messages and be honest about what is going on in your business.

Stop Gossip in its Tracks

Gossip is the number one killer of workplace motivation. Rumors about layoffs, cutbacks, or pay freezes can set your employees’ minds in motion. When you hear rumors floating around the workplace, squelch them as quickly as possible. If something becomes pervasive and problematic, you might have to hold a special meeting to boost team motivation.

Get Out of the Office

Motivating your team will be much easier if you all get out of the office and relax. Organize an offsite lunch or special outing as a means of energizing your team and stirring up creativity. This type of team motivation activity may come at a high price, but the positive return will be worth the investment.


Workplace motivation during a recession will also be impacted by things that are happening in your employees’ personal lives. Practice active listening skills and be sensitive to the needs and concerns of your employees.

Don’t Let Fear Cause Paralysis

Whenever there is a crisis of any kind, fear is often times a factor that gets teams off track. With the many threats that recession poses, your employees will be extremely susceptible to fear. Don’t let fear have a negative impact on team motivation. Exercise control over the things which can actually be controlled, and dismiss worries about those which cannot.

Recognize and Reward Accomplishments

Motivating your team with recognition and rewards for accomplishments is the most effective means of keeping things moving during this recession. While there may not be money in the budget for tangible rewards, a certificate of recognition, thank you note, or pat on the back goes a long way when it comes to workplace motivation.

Implementing a combination of these strategies can enhance team motivation in your workplace. The most important thing to remember during this recession is that people and relationships need to be managed with care while it is upon us. Keep the lines of communication between you and your employees open so that you can be successful in stopping the spread of fear and encouraging teamwork. While you cannot control the economy, you can exercise some influence over workplace motivation.

(from morebusiness.com)


Do you know if you are D ? I ? S ? or C ?  Do you know which D Classical Pattern is yours? Which I Profile Classical Pattern?   What type of S are you?  Which Classical Pattern style is your C?  Knowing if you are D, I, S, or C is not enough.  You need to know your pattern.  Are you Pure Style D – I – S – C?  Or are you one of the 15 unique “combination” styles? Here are some basic definitions to Disc Profile from Wikipedia.  The only way to know for sure is to TEST… Don’t Guess so just READ ON.

Dominance: People who score high in the intensity of the ‘D’ styles factor are very active in dealing with problems and challenges, while low D scores are people who want to do more research before committing to a decision. High “D” people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.

Influence : People with High I scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with Low I scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.

Steadiness : People with High S styles scores want a steady pace, security, and don’t like sudden change. Low S intensity scores are those who like change and variety.  High S persons are calm,  relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced. People with Low S scores are described as restless, demonstrative, impatient, eager, or even impulsive.

Conscientiousness : Persons with High C styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time.  High C people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, tactful. Those with Low C scores challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and careless with details.

Is DOMINANCE – “High D” like you?

  • Results, Control, Get Results
  • Decisive, Direct, Accept challenges
  • Impatient, Strong willed
  • Quick, Take Action

Is INFLUENCE – “High I” like you?

  • People oriented, Optimistic
  • Recognition needed, Entertaining
  • Expressive, Outgoing
  • Enthusiastic, Energizing


  • Developer Pattern

  • Result Oriented Pattern

  • Inspirational Pattern

  • Creative Pattern


  • Promoter Pattern

  • Persuader Pattern

  • Counselor Pattern

  • Appraiser Pattern

Is STEADINESS – “High S” like you?

  • Stable, Cooperative, Predictable

  • Deliberate, Work in background

  • Diplomatic, Consistent

  • Good listener, Sympathetic

Is CONSCIENTIOUS – “High C” like you?

  • Analytical, Concerned

  • Accurate, Orderly, Deliberate

  • Correct, Quality conscious

  • Systematic, Plan ahead


  • Specialist Pattern

  • Achiever Pattern

  • Agent Pattern

  • Investigator Pattern


  • Objective Thinker Pattern

  • Perfectionist Pattern

  • Practitioner Pattern

Just by looking closely at this, a number of preferences can be seen within the DISC types, including:


Dominant Influential Steady Cautious
Focus on other people X X
Independent, internal X X
Energetic and busy X X
Tell rather than ask (vs. opposite) X X
Imaginative, big-picture, future-focused X X
Like stability and predictability X X
Like change (vs. stability) X X
Task-oriented (vs. people) X X
Flexible to changing world X X

The DISC can be simplified in a 2×2 grid:

People-focused Task-focused
Active, Outgoing Influential Dominant
Passive, Internal Steady Conscientious

So try to understand the DISC type. They are quite simple and thus easy to use. Then play to the person’s preferences and overall type.

With Dominant people

  • Build respect to avoid conflict
  • Focus on facts and ideas rather than the people
  • Have evidence to support your argument
  • Be quick, focused, and to the point
  • Ask what not how
  • Talk about how problems will hinder accomplishments
  • Show them how they can succeed

With Influential people

  • Be social and friendly with them, building the relationship
  • Listen to them talk about their ideas
  • Help them find ways to translate the talk into useful action
  • Don’t spend much time on the details
  • Motivate them to follow through to complete tasks
  • Recognize their accomplishments

With Steady people

  • Be genuinely interest in them as a person
  • Create a human working environment for them
  • Give them time to adjust to change
  • Clearly define goals for them and provide ongoing support
  • Recognize and appreciate their achievements
  • Avoid hurry and pressure
  • Present new ideas carefully

With Conscientious people

  • Warn them in time and generally avoid surprises
  • Be prepared. Don’t ad-lib with them if you can
  • Be logical, accurate and use clear data
  • Show how things fit into the bigger picture
  • Be specific in disagreement and focus on the facts
  • Be patient, persistent and diplomatic

Hope this is helpful…

Comments are welcome..


If you have read PMBOK at some point of time then you know that Leadership Style are very well related to motivation. Here is something very well written that I would like to share with you.

Leadership style influence level of motivation. However, throughout a lifetime, man’s motivation is influenced by changing ambitions and/or leadership style he works under or socializes with. Command-and-control leadership drains off ambition while worker responsibility increases ambition.

Leadership Style versus Motivation
Leadership Style Motivation Type Motivation is Based on: Personality Type Efficiency

Limited supervision
Worker with decision making responsibility

Self motivated Creativity Leader of ideas or people.Independent Achiever Thrives on change


Team motivated

Mixed styles

Goal motivated Opportunity

Personality type and efficiency depends on leader’s skill and/or the work environment he’s created.

Reward motivated Materialism
Recognition motivated Social status

High level of supervision

Peer motivated To be like others Status quoDependency Resist change


Authority motivated Follows policy
Threat, fear motivated Reacts to force

Remember that: Self-motivated or visionaries will not accept authority controlled environments. They will find a way to escape if trapped. In a team-motivated environment, dependency types will become inspired and strive to be acceptable with independent thinking coworkers.

here are some finer points:

Self-motivated people are goal motivated. Once they conquer one goal, they establish another. Every goal is a learning process that requires all the elements in level one. Organizations that attract and keep this type of person stay on the leading edge of technology.

Recognition is important; it builds positive self-esteem. By itself, its benefits are short lived. Long-term benefits are achieved when the employee feels the job could not have been done without them. This means they were faced with a challenge, which means, they had the responsibility and authority to take action.


I’ll keep on updating this post….

You might be working harder and longer in a desperate bid to succeed, but if you are doing so at the cost of your health, then you need to get rid of those workaholic habits.
The seven worst habits of workaholics
“Many people feel like they have to push themselves to unhealthy levels in order to succeed. But high-pressure jobs and long hours take a real toll on your immediate and future health,” said George Griffing, M.D., professor of internal medicine at Saint Louis University.
These are the seven worst habits of workaholics, according to Griffing.
Forgetting to relax
While some stress can be good because it keeps you alert and motivated, too much stress or chronic stress will take its toll on your body.
Eating on the go
Between meetings, conference calls and deadlines, workaholics forget to take out time to sit down for a healthy lunch. But a good meal is exactly what a person needs to stay mentally sharp throughout the day.
Putting off sleep for work
Even busy professionals need seven to nine hours of sleep every night. Missing out on sleep can lead to irritability, difficulty concentrating, memory problems and poor judgment. It has also been linked to obesity.
Not making time for exercise
Getting at least 30 minutes of exercise most days is very important to immediate and future health.
Working even when sick
Many people come to work despite being ill. But there are three common sense reasons to stay home – Nobody wants your germs, you’ll be less productive and you need your rest to get better.
Drinking (too much)
Excessive drinking can lead to alcoholism, liver disease and some forms of cancer.
Skipping annual medical checkups
In order to detect problems early, prevent others from developing and get the best treatment if you have a condition, you need to know what’s going on in your body.
Source: ANI

Title: Chewing tobacco causes mouth cancer

Title: Drive safely

Title: Child Abusive Awareness
Most child abuse is committed by the person a child trusts

Title: Save girl child

Title: Feed the Children
The next time you waste food, think

Title: Encourage Adoption
Adopt. You never know who you’ll bring home

Title: Save Girl Child
: Do not neglect the girl child.

Title: Parenting is by example
Children learn fast. Don’t fight at home.

Title: Stop Domestic Violence
78% of domestic abuse incidents resulting in death occur in the victim’s home.

Title: Stop Racism
Defend human rights against racial discrimination