How Do I Keep My Employees Motivated?: The Practice of Empathy-Based Management

How Do I Keep My Employees Motivated?: The Practice of Empathy-Based Management

Language: English

Pages: 231


Format: PDF / Kindle (mobi) / ePub

Empathize, and become a manager who can effectively influence each of your employee’s attitudes, behavior, level of motivation, and professional growth

“How Do I Keep My Employees Motivated? is an imperative book for leaders in all fields. In order to motivate, you must be able to comprehend and connect on a personal level.”

—TOM DASCHLE, former U.S. Senate Majority Leader

“George Langelett brings clarity to elements of management that we cherish at Markel. He explores the ‘soft’ topic of empathy-based management in ways that are highly accessible to managers who are compelled by ‘hard’ logic. He describes the scientific underpinnings of why empathetic management is successful, and he gives clear steps for how managers can develop such a style.”

—ALAN I. KIRSHNER, Chairman/CEO Markel Corporation

“I think this is an excellent book. Most books on motivation are either so heavy on theory and research that practicing managers may not know how to apply what’s in the book or else rely so heavily on anecdotes and personal experiences to the point where validity suffers. This book, though, gets it just right: it is based on sound theory and research but offers truly usable applications and advice.”

—DR. RICKY GRIFFIN, Department Head and Distinguished Professor of Management, Blocker Chair in Business, Mays Business School, Texas A&M University

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(Step 1) Jesse: Her behavior sounds quite inappropriate to me. Whenever someone gives me a dirty look, I always wonder if I did something wrong. (Step 2) Pat: At first I did the same thing. I wondered what I did wrong; now I just get angry every time it happens. Jesse: Pat, I appreciate you not retaliating, and I also appreciate you sharing this with me. I was not aware that this behavior was occurring. Do you have any idea why she might be giving you dirty looks? (Step 3) Pat: Well, I don’t

possible; spend some time helping employees with their work. 5. Provide some nonverbal “sugar”—always—whenever you interact with employees. This includes communicating that you are proud; being patient and understanding; sharing jokes and laughter; and providing an occasional positive surprise, such as homemade chocolate chip cookies or souvenirs from a business trip. 6. Laugh and be playful when matters are not serious. Enjoy both your life and your work, be curious and accepting of each

or emotional tribulations, in order to empathize, never brag. For example, don’t say, “My problem was ten times harder than your problem.” This will come across as the manager diminishing the other person’s problem. Pitfall #2: Punishment vs. Consequences When employees are punished for violating a company policy or displaying inappropriate behavior in the workplace, it can lead them to direct their anger toward the manager who disciplines them. Employees can also become discouraged. As the

retrieval of recent and very remote autobiographical memories: evidence from functional magnetic resonance imaging in neurologically intact people. Hippocampus 11:707–14. Saarela, M. V., Hluschchuk, Y., Williams, A. C., Schurmann, M., Dalso, E., & Hari, R. (2006). The compassionate brain: Humans detect intensity of pain from another’s face. Cerebral Cortex 17, 230–237. Salovey, P., & Gruel, D., (2005). The science of emotional intelligence. Current Directions in Psychological Science, 14,

behavior, we can infer, often with surprising accuracy, what they are thinking and feeling.9 As Ciaramicoli and Ketcham explain, for our own survival we have the ability to interpret the behavior of other people. However, for every human behavior and display of emotions, there are an infinite number of possible causes for a person’s mood and disposition. Thus, even though observational empathy is a trait instinctually present within our nature, without practice, a person is unlikely to move

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