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Let’s Get Motivated!!

City of Tacoma Intrinsic Motivation Group Project Inspiring: Purpose, Choice, Competency, and Progress for Exceptional Performance. Let’s Get Motivated!!. Group Members Ian Riensche Sean Probst Aaron Moe Patrick Jacobs Susan Calhoun Mike Ferguson. Objectives. Philosophy

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Let’s Get Motivated!!

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  1. City of Tacoma Intrinsic Motivation Group Project Inspiring: Purpose, Choice, Competency, and Progress for Exceptional Performance Let’s Get Motivated!! • Group Members • Ian Riensche • Sean Probst • Aaron Moe • Patrick Jacobs • Susan Calhoun • Mike Ferguson

  2. Objectives • Philosophy • Aspects of Motivation • Individual Motivation Engagement Plans • The Question… • How can we best help others around us move towards enhanced motivation and engagement? • Motivational Resources

  3. Our Philosophy on Motivation • Philosophy: • We recognize that the most effective form of motivation is intrinsic motivation, comprised by four cornerstones:  meaningfulness, choice, competence, and progress. 

  4. Our Philosophy on Motivation • Why we do what we do: • These four attributes(meaningfulness, choice, competence, and progress) are essential to maintaining a high level of engagement in the employee, whether that employee is entry-level or senior management. 

  5. Our Philosophy on Motivation • How we do what we do: • Adopt a healthy work ethic • Demonstrate integrity • Show respect to everyone around us 

  6. Our Philosophy on Motivation • Who we do it for and why: • We work for the City of Tacoma because we believe in what we are doing, not just because the City pays us an adequate salary and benefits.  We work for more than just the “City of Tacoma”—we work for the people of Tacoma, to provide them with the highest quality services we are able to deliver.

  7. 5 ASPECTS OF MOTIVATION Honesty Forward-looking Competent Inspiring Intelligent

  8. HONESTY People want to follow an honest leader. Would I be proud of my decisions if they were printed in the paper? A big area where leaders fail to display honesty is in handling a mistake.

  9. FORWARD-LOOKING The point of leadership is figuring out where to go from where you are now. The leader needs to have a plan for the future. The leader needs to communicate the plan.

  10. COMPETENT People want to follow someone who is competent. Don’t need to be the expert on everything. Don’t want to come across as arrogant.

  11. INSPIRING People want to be inspired. One technique is to communicate by sharing illustrations. Learning to be inspiring isn’t alwayseasy.

  12. INTELLIGENCE To help develop intelligence one needs to commit to continual learning. One of the greatest signs of someone who is truly intelligent is humility. Gently lead people toward the answer even though you know it.

  13. Motivation Engagement Plan Ian RienscheProfessional EngineerT&D Engineering Ian Riensche

  14. Ian Riensche Office birthday parties and baby showers are great, but what we really need to celebrate are professional accomplishments When Canyon Substation was commissioned and put in service, not a word of appreciation was mentioned by anyone in management We should have had a pizza party or something similar to thank everyone that contributed to this successful project

  15. Ian Riensche Proposal: Begin a practice of celebrating my co-workers’ professional accomplishments Write a note or email Meet for lunch Organize “happy hour” These are things in my control as a non-supervisor.

  16. Ian Riensche Implementation timeline is now No reason to wait……………. Nothing has to be “phased in” This should be a permanent change to our work culture Contributes directly to the morale, motivation and productivity of fellow employees

  17. Motivation Engagement Plan Sean Probst Street Maintenance City of Tacoma

  18. Motivational Engagement Plan • Description • Create a culture that encourages collaboration with the purpose of: • Opening communication pathways between field team-members, supervisors, and management. • Clarifying expectations • Reduce stress of team members

  19. Motivational Engagement Plan • Method • I can get team members to meet at the beginning of each day and share info about projects. • I can call the other team members through-out day and offer help if they require it. • I can be positive and diffuse negative conversations on new policies and procedures that make our jobs more difficult and less efficient.

  20. Motivational Engagement Plan • Materials and resources • There would be no cost associated, coffee and donuts would be on the individuals. • There would be no additional resource needed

  21. Motivational Engagement Plan • Time Line for implementation • There is no better time than the present. I see no reason for not beginning this immediately.

  22. Motivation Engagement Plan Aaron Moe Management Analyst T&D Business & Financial Management

  23. Motivational Engagement Plan • Description • Employee Recognition Program – T&D Values Excellence 

  24. Motivational Engagement Plan • T&D Employees would have a way to recognize co-workers who exemplify T&D’s Core Values • Be Safe • Communicate • Be Accountable • Act Professionally • Act with Integrity • Be Respectful 

  25. Motivational Engagement Plan • Who would be involved? • Cross sectional group of eight employees who represent all of T&D to conduct research and make recommendations for the program. Once program adopted, a dedicated staff member to coordinate.

  26. Motivational Engagement Plan • Materials/resources • Time for TQ team to meet, research alternatives and make recommendations for a program. • $6,000 annual program budget

  27. Motivational Engagement Plan • Timeline for implementation • One year to build recommendations, 6 months to implement.

  28. Motivational Engagement Plan

  29. Motivation Engagement Plan Patrick Jacobs Broadband Services Lead Technician Click! Network

  30. Motivational Engagement Plan • Patrick • I will be using the ABCD award that Click has been implementing. • ABCD stands for Above and Beyond the Call of Duty. • Along with that I will be using what I’ve learned working with my group and in this class. • I will present this to my supervisor to get approval.

  31. Motivation Engagement Plan Susan Calhoun Finance Payroll/Lead Tacoma Public Library

  32. Motivational Engagement Plan • Susan • Building a Sense of Progress • My team and why we need this type of motivation. • Materials and resources • Timeline • Collaborative Relationships • Milestones

  33. Motivational Engagement Plan • Susan • Milestones • Celebrate • Make contact with our customers • Measuring Improvements and Tracking Intrinsic Motivation

  34. Motivation Engagement Plan Michael FergusonFirefighter/Paramedic Tacoma Fire Department

  35. Motivation Engagement Plan • Description • Based on the movie “Pay it Forward”, I want to change Tacoma Fire Departments culture (not the world…yet) • What is expected of me by TFD • Am I doing my part to promote a positive work environment • Am I part of the problem

  36. Motivation Engagement Plan • Description (continued) • The Plan • Pick 3 of the most negative people in my area of influence and learn about them and find out the source of their negativity. • Choose to be around them and build trust. • Be positive and helpful to them and around them • Utilize the tools learned in this class to inspire their Sense of Meaning, Progress, Competency, and Choice.

  37. Motivation Engagement Plan • Description (continued) • The expected result: • -To stop the negative influence • -Inspire them to see work as positive • -Challenge them to help others change from glass half-empty to glass half-full people.

  38. The Question… How do we best help others around us movetoward enhanced motivation and engagement? Self-manage our own intrinsic motivation Be positive Listen and enable those around us to self-manage their own intrinsic motivation

  39. The Question… How do we best help others around us movetoward enhanced motivation and engagement? Provide credible evidence of Meaningfulness, Choice, Competence and Progress Engage the “compliant” members of your team De-emphasize Money as a Motivator

  40. Rockin’ Resources Book http://www.getmotivatedbook.com Whether you are an individual seeking to realize your personal goals or a leader looking to motivate your team, GET MOTIVATED will show you:

  41. Rockin’ Resources Book & Movie http://youtu.be/V_T3DU1QcrU You got a dream, you gotta protect it. People can't do something themselves, they wanna tell you that you can't do it. You want something? Go get it. Period. Chris Gardner

  42. Rockin’ Resources Book and TV Movie www.youtube.com/watch?v=U0YTqWYUm-Q The way you get meaning into your life is to devote yourself to loving others, devote yourself to your community around you, and devote yourself to creating something that gives you purpose and meaning." Morrie

  43. Rockin’ Resources • Quote • Believe in yourself! Have faith in your abilities! Without a humble but reasonable confidence in your own powers you cannot be successful or happy. Norman Vincent Peale

  44. Rockin’ Resources • Quote • Learn from the past, set vivid, detailed goals for the future, and live in the only moment of time over which you have any control: NOW!Denis Waitley

  45. Rockin’ Resources http://www.nxtbook.com/nxtbooks/mediatec/tm0211/index.php?startid=24 • Article Cut

  46. Thank you!

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