Motivation can be intrinsic and external. During the workshop, we work on developing leadership skills, using the former and increasing the latter in employees. We learn to encourage instead of forcing to act. We discover overlooked aspects of motivation, make it easier to understand the behavior of people in the team and develop practical bossing tools. We learn the hidden causes of the drop in motivation so that we know how to deal with them.

Middle and senior management.

• The relationship between motivation and self-motivation
• Manager’s responsibility for the team and its effects
• The role of the leader and his or her impact on the level of motivation and commitment of employees
• The most common reasons for a decrease in team motivation

WHAT DO PSYCHOLOGICAL STUDIES SAY ABOUT MOTIVATION AND WHY DO ORGANIZATIONS NOT USE THEM?

• strengthening innovative thinking in employees, i.e. celebrating failures
• How office architecture influences our behavior and motivation
• What video games teach us about motivation, i.e. the need for immediate feedback
• Why listening is one of the most important skills in motivating employees
• The most important theories of motivation and their implications

PSYCHOLOGY OF MOTIVATION

• matching motivational activities to different types of employees
• flexibility in the use of various types of motivational influences
• understanding the motives of people
• analysis of the effectiveness of motivational activities in the context of the type of employee
• Identification of the main needs of employees
• building a sense of being appreciated in the employee
• dealing with failure situations
• the impact of faith in success on the results of the team’s activities
• identifying non-financial motivators

SOLUTION-FOCUSED APPROACH TO MOTIVATING EMPLOYEES

• solution-focused approach – that is, about the future and solutions instead of the past and barriers
• resources of your employees – skills, experience, values
• Working on employee resources – application and discussion

MOTIVATIONAL CONVERSATIONS

• Facts and interpretations, or about the foundation of successful conversations
• The role of empathy in conducting conversations
• motivational dialogue – assumptions and tools
• Motivating conversations – practical exercises

BUILDING MOTIVATION AND COMMITMENT IN PRACTICE

• The limits of punishment and reward
• indication of various motivational factors at the disposal of the supervisor
• Practical analysis of non-financial motivators
• The importance of appreciating the attitude and commitment of the employee
• Practical aspects of the use of motivational activities
• problems resulting from the attitudes and behaviors of employees and ways to solve them

HOW TO MEASURE MOTIVATION

• 12 Gallup Questions
• questionnaires and scales to measure motivation to use on a daily basis
• discussion of the results and their interpretation

Upon completion of the training, participants will be able to:

• use practical tools to motivate people,
• influence the elements underlying employee motivation and commitment,
• effectively manage the team in terms of motivation,
• conduct conversations with employees in critical moments of cooperation,
• use intrinsic motivation and create conditions to increase the extrinsic motivation of employees

Expert workshop carried out through:

• collecting a list of questions and substantive problems from the participants,
• brainstorming,
• a guided discussion,
• team tasks,
• individual and team simulations,
• individual tasks,
• the use of scales and questionnaires,
• Roadmap, i.e. an individual action plan.

• The training is a three-day course: 20-22 April.
• Training participants receive a complete set of materials
• Class hours: 8:30 – 15:30
• 23% VAT should be added to the price of the training