Ever been in a situation where you are defining your goals (objectives, outcomes) and you seem really keen and fired up to do what it takes to reach the goal?  Of course.  And then...have you ever been in the same sort of situation but somehow, you don’t seem that motivated to take the necessary steps to get there, can’t see the route from A to B?  Very likely.  So what’s the difference that makes the difference?  

According to Daniel Pink, carrot and stick methods of motivating people are soooo last century.  So now what are employers, leaders, managers (and for that matter parents) supposed to do? Make some radical changes, according to Pink, because as he says, “there’s a gap between what science says and business does.”  Only when we take heed of the science will we arrive at what he calls ‘Motivation 3.0’.

‘Leadership skills’ is a pretty broad term: from business and commercial acumen, through change management and a whole host of people management skills. Where’s the biggest gap in the skills repertoire? According to the Chartered Institute of Personnel and Development’s 2010 Learning & Development Survey, it’s in performance management, coming top of the gaps for 71% of respondents. If you want some quick tips on performance management, download this MP3 here. To find out more about the CIPD’s survey, follow this link.

Are you wondering how you’re doing?  Or how your people are doing?  Not sure?  You’re probably not alone. Well, if you still have a job description somewhere, that can be place to start – and I emphasise the ‘start’.  Take a look at your job or role description, and then put your ruthless editor hat on. 

This is a question that I get asked a lot.  With all the hours we spend at work, the relationship we have with our boss can be one of the most significant in our everyday lives.  It certainly has a big bearing on our happiness at the end of the working day.  And on our careers.  It would be foolish to generalise about bosses.  However, I can offer a general tip: ask them.  For example, ask them how they know you’re doing a great job.  Their definition of this may be completely different to yours.  Ask them what makes their day – and what really winds them up.  You might have unintentionally been irritating them – or delighting them.  Ask them how best to communicate with them.  Some love e-mail; others hate it. Get the dialogue going – and let me know how you get on.