Moxie For Managers: The Secret To Evolving From Manager To Leader by Ann Tardy is about motivating people to become the best they can become. People with the Moxie mindset are enthused, resourceful, innovative and resilient in the face of adversity. And so, a successful work product is something that employees create, earn, generate, re-generate and sustain over time. As a middle management person, your job is to influence intrinsic motivation in a positive way.
There are 10 Influencing Tenets that constitute the boundaries for you to influence or motivate others to action. For instance, we need meaning in life. Most of us would like to make a positive difference. Everyone wants to be a winner. Most people crave control and a feeling of self worth. Perhaps more importantly, most people fear rejection.
Mayo identified through experimentation at least six ageless factors that influence intrinsic motivation. These factors include purpose, making a contribution, control and flexibility, the constructive use of talents, supportive colleagues, and appreciation for a job well done.
Moxie for Managers addresses ways of improving communication in an organization. These ways include an empathetic approach, listening intently, speaking to be understood, setting realistic expectations, providing quality feedback and suspending judgment until a clearer picture emerges.
Napoleon Hill introduced the concept of a Mastermind Group in Think and Grow Rich. He surmised that two people working toward a common goal will create a third force which is invisible and intangible — a third mind. And so, the brainpower of two or more people working together concurrently is synergistically more powerful than the sum of the constituent parts working separately and perhaps in sum zero competition.
Sometimes, people wittingly or unwittingly sabotage efforts or commitments for a whole variety of reasons both conscious and unconscious. Moxie for Managers provides ways to unravel sabotage in any project or undertaking. These ways include refocusing on the goal, celebrating effort, advocating for discovery over proficiency, mitigating risks, deconstructing road blocks, leveraging mentoring and piloting or modeling.
Mentoring is the way collective institutional knowledge is exchanged among people. Sometimes, the information communicated isn’t written down anywhere. With mentoring, your own employees are developing each other. Life doesn’t
get any simpler than that for enhancing employee knowledge and perspective.
In business, there are transactional relationships and transformational relationships. A transactional relationship is as simple as processing a customer order. A transformational relationship is an alteration, a change or shift or new adaptation. In your interactions with others, your approach could be purely transactional or it can be transformational, i.e., how best can I support you in growing your business?
Moxie for Managers is a bold exploration into new and inventive approaches toward motivating people, enhancing ideas, promoting products, and engaging customers. The presentation is easy to read, understand, and apply.Powered by Sidelines