{"id":527,"date":"2008-10-15T08:15:34","date_gmt":"2008-10-15T07:15:34","guid":{"rendered":"http:\/\/progmanager.wordpress.com\/?p=527"},"modified":"2008-10-15T08:15:34","modified_gmt":"2008-10-15T07:15:34","slug":"motivation-wisdom-from-wally","status":"publish","type":"post","link":"http:\/\/realisedevelopment.net\/index.php\/2008\/10\/15\/motivation-wisdom-from-wally\/","title":{"rendered":"Motivation Wisdom from Wally"},"content":{"rendered":"

Reporting on a line in a blog post on the best small workplaces<\/a>\u00a0Wally Bock puts his finger on a small but critical nuance when thinking about motivation and engagement.<\/p>\n

“”Motivating and engaging workers\u00a0– and giving them opportunities for professional growth\u00a0– helps a business retain the best people and ultimately boost the bottom line.”<\/p>\n

That sounds pretty conventional. But read it again. It treats “motivation” and “engaging” as something you do to “workers” who, presumably, are different from you and need your help.<\/p>\n

“Workers” are people. They can motivate themselves just fine, thank you. They’re quite capable of deciding whether or not to be engaged. “<\/p><\/blockquote>\n

Spot on Wally.\u00a0 If we have got workers who are not motivated and engaged the problem lies not with them, but with us and our practices of management and leadership.<\/p>\n

You can read Wally’s full post here<\/a>.<\/p>\n