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Overview : Leadership, Management & Motivation is fundamentally about understanding the personal, motivational goals that drive and energize human behavior. Leadership is about ensuring personal goals and organizational goals are integrated so an employee finds his or her personal goals are satisfied while they are working to accomplish organizational goals, or to make their manager look good. When this integration, or linkage, occurs, the person becomes more motivated, committed and engaged. High performance work cultures are created when you link the internal motivational goals with a well-designed performance system, which becomes a "motivating performance system." This session is about coming to the understanding that all behavior is motivated. Productive and unproductive behavior is motivated. Desired and undesired behavior is motivated. And, what is more, both productive and unproductive behavior is motivated by the same goals. People who do good things and people who do not so good things are motivated by the same goals There is no such thing as an unmotivated person. Whatever they are doing, or not doing, is motivated. They are motivated to satisfy the following four motivational goals: Achievement - the person's need perfection, mastery, a sense of progress and accomplishing something meaningful Power - the person's need for independence being self-directed, having control, being influential and having authority and status Affiliation - the person's need for being appreciated, liked, included and having a sense of belonging Security - the person's need to have a consistent, stable and predictable work environment Why should you attend: What's a good day at work? What do people mean when they say they've had a good day at work? What do they experience? How would you motivate someone without incentives, rewards or threats? Why do people do what they do when they know they shouldn't? They know it is wrong before they do it, while they are doing and after they've done it. Then, they do it again? You have to ask yourself, what motivates them? Areas Covered in the Session: The focus of Leadership, Management & Motivation focuses on understanding and harnessing the intrinsic elements of human motivation to build more productive and satisfying work places Understand what it means to have a good day at work Examine how satisfying the four personal, motivational goals, of Achievement, Power, Affiliation and Security creates a good day at work Explore how the four motivational goals can drive either positive or negative behavior Learn what on-the-job factors and leadership approach works best with people motivated mainly by Achievement, Power, Affiliation or Security Understand how the four motivational goals form the foundation of personal style Examine the 12 elements of extrinsic motivation and how these create a motivating performance system Learn how to assess the 7 factors of a job and calculate its motivating potential score Who Will Benefit: Executives Managers Supervisors Employee at All Levels Dr. Frank Petrock is a consulting organizational psychologist and the president of the General Systems Consulting Group, Inc. He has provided leadership, team and organizational development training and consulting services to Fortune 500 companies since 1971 in North America, Europe and South East Asia. His steadfast focus is on making organizations more productive and better places in which to work. He and his company have been involved in designing and managing major organizational change efforts . These business and performance improvement services include strategic organizational culture change, executive off-sites, large group planned change conferences, team building for leadership teams, organizational survey assessments and ensuring the effective implementation of processes like six sigma, lean and team based management. Frank has also contributed to numerous management and executive education programs sponsored by companies and universities. These have included Motorola’s University and Global Leadership Development, Lucent’s Manufacturing Leadership Program, The University of Michigan’s Executive Education, PennState’s Executive Education, ABB’s Quality Institutes, and the Institute for Management Studies, among others. In 1996 Frank developed the LEAD Program for High Potential Managers to help ensure the continued effectiveness of their clients’ key managers. The LEAD Program is an intense learning and development workshop integrating changes in personal style, leadership approach and organizational culture. LEAD is offered both as an open enrollment and an in-house program. Frank and his team have developed productive relationships with managers and union leaders in a long list of companies, including Raytheon, General Dynamics, Honda of America, TRW, Motorola, AT&T, Autoliv, Siemens, Allied Signal, Belden, GKN, Eaton, Babcock & Wilcox Companies, EL Paso Electric, Amway, ABB, General Motors, Estee Lauder, Payless Shoe Source, McDermott, Bell Laboratories, NIST, Lydondell-BasellNew Jersey PSEG, First Energy and NSK, among many others. Frank has had a long and varied career in the field of change management. His first appointment as a warden of a maximum security prison unit helped him understand behavior change, resistance to change, decision making in small groups and the importance of culture. In the early 1970’s, his innovative work in prison led to an invitation from the University of Michigan’s Psychology Department to earn a Doctorate in Behavior and Social Change. Frank also has a Masters Degree from Fairleigh Dickenson University and a Bachelors Degree from Upsala College.
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