SOLUTIONS FOR YOU: The Belief System of Motivation and Performance  The foundation of Green’s Motivation Management  Based on Victor Vroom’s expectancy theory of motivation  25 years of research and 20 years of workplace application Martha Forlines & Thad Green beliefsysteminstitute.com

Conditions for Motivation  “I can do it.”  “Outcomes will be tied to my performance.”  “The outcomes will be satisfying to me.” “People are motivated by what they believe.” Belief-1Belief-2Belief-3 Martha Forlines & Thad Green beliefsysteminstitute.com

Green Motivation/Performance Assessment “GMA” PURPOSE: Use tool when targeted areas for needed improvement are known …  Assessment tool identifies Belief-1, Belief-2, and Belief-3 problems  Employee then identifies potential causes a nd potential solutions for the problems Martha Forlines & Thad Green beliefsysteminstitute.com

Employee completes GMA Individual consult with employee & manager on GMA results Facilitate with mgr and employee Facilitate with mgr and employee Develop action plans and follow up for accountability Educate and persuade honesty on the GMA GMA Proven 5-Step Process

Belief 1 - “Can I do it?” (Excerpt from GMA Assessment) What are the most important parts of your job? (Example: Customer Service Rep) What level of effort do you normally give? Low Avg High What performance level do you normally achieve? Low Avg High Receiving and handling inbound calls for order entry and tech solutions Determine needs of customer using careful questioning and listening skills Use effective time mgmt to handle hi call volume re. product orders, complaints, solutions and service Martha Forlines & Thad Green beliefsysteminstitute.com

Belief 2 – “Will outcomes be tied to my performance?” (Excerpt from GMA) Statements about your organization Disagree Agree Poor performers would be the first to go during downsizing People who do a good job are rewarded better than others Praise and recognition are reserved for those who perform well Outcomes (things I get) generally are tied to my performance People who do a good job get what their performance deserves Martha Forlines & Thad Green beliefsysteminstitute.com

Belief 3 – “Will the outcomes be satisfying to me?” (Excerpt from GMA) Outcome Dissatisfying Satisfying Not getting Getting Uncertainty -10 –8 –6 –4 – To be kept informed -10 –8 –6 –4 – Fair Treatment -10 –8 –6 –4 – Respect -10 –8 –6 –4 – Martha Forlines & Thad Green beliefsysteminstitute.com

R U Engaged? the workplace motivation and engagement assessment PURPOSE: Use tool when targeted areas for needed improvement are NOT known…  Assessment tool identifies where (job, manager, team, company or self) barriers to high performance are located within organization, division, or department  By individual - identifies the barriers to high performance Martha Forlines & Thad Green beliefsysteminstitute.com

Employee completes the R U Engaged? Consult with employee on the results BSI facilitates meeting between employee & manager BSI facilitates meeting between employee & manager Action plans developed by employee and manager Educate and persuade Honest responses 18 R U Engaged? Proven 5-Step Process

R U Engaged? – “My Job” Statements about “my job” Importance Agreement Does not have unreasonable goals Allows me to do what I like Is perfect at this stage in my career Does not require skills beyond those I possess Martha Forlines & Thad Green beliefsysteminstitute.com

R U Engaged? – “My Manager” Statements about “my manager” Importance Agreement Makes sure I understand what is expected of me Recognizes everybody is different Deals appropriately with poor performers Does not show favoritism Martha Forlines & Thad Green beliefsysteminstitute.com

R U Engaged? – “My Team” Statements about “my team” Importance Agreement Makes sure my expectations are clear Gives feedback to reinforce team performance Is conscious of individual and team performance Accepts individual differences of each team member Martha Forlines & Thad Green beliefsysteminstitute.com

R U Engaged? – “My Company” Statements about “my company” Importance Agreement Gives pay increases based on performance Believes in pay equity Avoids favoritism Demonstrates fairness in promotion decisions Martha Forlines & Thad Green beliefsysteminstitute.com

R U Engaged? – “My Self Statements about “my self” Importance Agreement I’m confident I can do all parts of my job well I find out what is expected of me I get what my performance deserves I like working here Martha Forlines & Thad Green beliefsysteminstitute.com

BSI’s 5-Step Process Boosts Results when… BSI’s 5-Step Process Boosts Results when… Profitability: low productivity, poor individual or team performance, poor quality, escalating costs, poor financial results Profitability: low productivity, poor individual or team performance, poor quality, escalating costs, poor financial results Leadership: unaware of impact on others, tolerating disruptive conflict, lack of accountability, lack courage to deal with employee performance issues, key talent leaving Leadership: unaware of impact on others, tolerating disruptive conflict, lack of accountability, lack courage to deal with employee performance issues, key talent leaving Change Management: due to rapid growth, downsizing, restructuring, mergers, acquisitions Change Management: due to rapid growth, downsizing, restructuring, mergers, acquisitions Employee satisfaction: perceived unfairness, hostile environment, lack of trust and respect, not being kept informed, no opportunity for input, perceived favoritism and discrimination, grievances and EEOC charges Employee satisfaction: perceived unfairness, hostile environment, lack of trust and respect, not being kept informed, no opportunity for input, perceived favoritism and discrimination, grievances and EEOC charges Martha Forlines & Thad Green beliefsysteminstitute.com