• a clear understanding of their own reasons for doing the job
• the rewards and the difficulties
• a clear sense of how they may develop

It is crucial that staff feel appreciated and valued by their managers and that managers can facilitate the development of clear work place goals and apply sanctions in a respectful but firm manner. Such intrinsic factors are far more effective in motivating a work force than extrinsic factors such as pay: while such factors are important, people in general wish to feel that their job is worthwhile, that their managers understand their needs and that they are part of a team

So what has this got to do with Motivational Management?
It is often the case that people in management roles have no received no management training. ignition training in Motivational Management specifically teaches

• dealing with ‘difficult’ staff and avoiding arguments over performance
• the skills and concepts necessary to promote peak workplace performance
• how to alter negative workplace behaviour
• the effective delivery of critical feedback

Who is the training suitable for?
Developed from effective communication techniques based in Motivational Interviewing (a counselling technique designed to aid behaviour change) the training is suitable for all managers with responsibility for

• staff appraisals
• team supervision
• staff development
• personnel responsibilities overall

Managers will be encouraged to reconceptualise their position in the hierarchy and learn a more effective way of relating to staff for optimum performance, gaining new insight from this course into how to truly motivate their staff, set goals, develop competencies and aid personnel empowerment, thus aiding productivity

¹Jahoda, M. (1982) Employment and Unemployment: A Social Psychological Analysis. Cambridge: Cambridge University Press.