<div><font size="2" face="Arial">When companies think of employee development, they often search for training programs, educational seminars, coaching or the latest book that might offer ideas on what employees can do to sharpen skills or strengthen expertise. However, none of these programs will be effective if the organization lacks one critical success factor: individual motivation. An individual has to want to develop himself before any employee training and development program can be successful. </font></div>
<div> </div>
<div><font size="2" face="Arial">Some say they´re "too busy." Some say they´re "already developed." Some blame the boss. Some like burying their heads in the sand, afraid of what they might learn about themselves.</font></div>
<div> </div>
<div><font size="2" face="Arial">What can you do to help your employees achieve best performance?</font></div>
<div> </div>
<div><font size="2" face="Arial">Here are some tips to help motivate the seemingly unmotivated and increase your organization´s overall performance.</font></div>
<div> </div>
<div><font size="2" face="Arial"><strong>1. Target the highly motivated and strong performers.</strong></font></div>
<div> </div>
<div><font size="2" face="Arial">All organizations have individuals who are highly motivated. They stand out more easily. They typically like challenges and welcome growth opportunities for themselves. Engage them in activities to help them get even better. The improved performance of the highly motivated will help raise the bar for your entire organization. Those who are less motivated will have to step up the pace.</font></div>
<div> </div>
<div><font size="2" face="Arial"><strong>2. Focus on the future.</strong></font></div>
<div> </div>
<div><font size="2" face="Arial"> Rather than concentrate on performance areas that aren´t working for an individual, talk about possibilities for the future. It´s easier to become energized about new possibilities than dwelling on weaknesses. Determine the positive outcome that will occur if a change/improvement is made. For example, you might say, "We can reach more buyers if you can speak more frequently to groups. What can you do to hone your presentation skills to help secure more business?" Help employees keep their eye on the goal, not their ego.</font></div>
<div> </div>
<div><font size="2" face="Arial"><strong>3. Open dialogue about desire.</strong></font></div>
<div> </div>
<div><font size="2" face="Arial"> Discussions about development should be positive and ongoing -- not limited to annual performance reviews. Let the individual lead. Rather than saying, "Here are areas you need to develop," ask "What would help you build on your strengths or increase your effectiveness?" When a particular approach has been identified, ask for commitment to follow-through. Create a culture where ongoing development is expected, encouraged and rewarded at all levels. </font></div>
<div> </div>
<div><font size="2" face="Arial"><strong>4. Start at the top.</strong></font></div>
<div> </div>
<div><font size="2" face="Arial">Executives should model the commitment to growth and development that they want to see throughout the organization. After all, many problems disguised as employee development issues actually reflect leadership deficiencies of the firm or organization.</font></div>
<div> </div>
<div><font size="2" face="Arial">Consider using assessments of some kind to help employees gain a more objective perspective about them. Assessments can be helpful or destructive depending on how they are used.</font></div>
<div> </div>
<div><font size="2" face="Arial">In the end, it´s all about achieving what both the employees and what the organization wants. Be clear about what´s most important to both. </font></div>
<div> </div>
<div><font size="2" face="Arial">An employee development and training program is not something to be checked off on a checklist. The strongest organizations make employee development an integral part of their culture and strategies for success. They constantly seek new and innovate ways to engage their people in development opportunities to achieve best results.</font></div>
<div><font size="2" face="Arial"> </font></div>
<div>
<div><a target="_blank" href="http://www.gaylelantz.com/"></a></div>
<hr>
<div><a target="_blank" href="http://www.gaylelantz.com/"><font size="2" face="Arial">Gayle Lantz</font></a><font size="2" face="Arial">, is an organizational development consultant and executive coach who works with organizations such as NASA, Southern Company and Compass Bank. She helps employees and organizations leverage their strengths to achieve important results. For more tips on how to make the most of your work, sign up for "WorkMatters Tips" at <a target="_blank" href="http://www.gaylelantz.com/signup/index.htm">http://www.gaylelantz.com/signup/index.htm</a></font></div>
</div>
