• The Keys to Motivating Staff Performance

    Spotlight for Career Services Professionals
    September 4, 2013

    Effective leaders must be flexible and situational in motivating others. In the book "Leadership in Career Services: Voices from the Field," Manny Contomanolis, associate vice president of enrollment management and career services at the Rochester Institute of Technology, writes that the key is not to treat people the way you want to be treated, but rather the way they want to be treated.

    "Recognizing the individual differences in your team members and responding to them is a powerful motivational principle," Contomanolis says. "It's important to focus on your role of creating a motivating environment in which individuals understand and value their roles and in which the organization recognizes and supports the office team members as individuals."

    He says creating a motivating office environment requires leaders do the following:

    • Create a compelling office vision that focuses on possibilities and opportunities rather than problems and obstacles.
    • Determine what levels and kinds of performance are needed to achieve the goals of your organization and share those expectations.
    • Be goal-oriented, but flexible about how to get there. This allows greater freedom for individuals to find ways to contribute collectively and through their individual efforts.
    • Help team members feel fully engaged. Don't just ask for feedback; use it, and help people understand why some suggestions are implemented and others are not.
    • Foster a learning environment by encouraging staff training, continuing education, and further skill development.
    • Support team members when they make mistakes. Always be positive and constructive in your critiques and advice.
    • Understand and respond to individual differences and needs.

    For more about "Leadership in Career Services: Voices from the Field," see www.createspace.com/3943467.