Management by trust instead of fear. How positive rewards can get
people to do what you want, be part of the team and work together in a
happy environment.
Management is the act of directing, guiding, controlling,
administrating for a purpose. How one "manages" however, is usually up
to the individual.
Management of people, like teaching and training usually relies on
positive or negative reinforcement for ones actions. Positive
reinforcement can be thought of as building trust, whereas negative
reinforcement can be thought of as spreading fear.
Fear focuses on what was done wrong, puts people down, belittles them,
makes them feel unworthy. Trust focuses on what was done right, looks
at how much was achieved, makes people happy and more likely to perform
even better the next time.
Fear yells at the employees and makes public humiliation a weapon.
People will start avoiding public contact with the manager. Trust talks
quietly and never reprimands one employee in front of another.
Everything that is said remains private, with one to one meetings held
in a separate room.
Fear says don't do this, or you're fired, don't do that, or you're
fired. Fear holds the job and never gives a sense it is truly yours.
Trust leads by example and says do this, do that, gives power and
decision making capability to the employee, making them feel the job is
truly theirs to do.
No one likes a manager that uses fear. Employee turnover is likely to
be very high. Employees probably won't care. They just punch the clock
to get a paycheck. Everyone likes someone they can trust. With trust,
employees are likely to put in years of service and take pride in the
work they do.
Fear leads to animosity and bitterness between employees. They are not
likely to develop friendships or good will towards each other. They are
likely to compete against each other, rather than the true competition.
Trust creates team players, employees that work together for the common
good of the organization, realizing they are "in the same boat."
Together - as a company - they sink or swim.
Fear leads employees to say, it wasn't me, it was like that when I
found it, I don't know. Trust leads employees to be accountable for
their actions, to learn from mistakes, so everyone can help each other
from preventing the same mistake from happening again.
Fear destroys creativity and freezes employees into predictable
mindless patterns, where they are afraid of change and self
improvement. Trust spawns creativity where employees constantly think
about better ways of doing their jobs, to anticipate and adapt to
change, and not be afraid of failure, or trying new things.
As you can see, all behavior can be modified quite simply by using
positive reinforcement. If the reinforcement happens at the same time
as the action, it increases the likelihood that the positive action
will happen again.
By being a positive person, setting a good example, offering
encouragement, forgiving mistakes, talking quietly, people are more
likely to listen to you. Especially if you reward them for a job well
done. It could be a simple pat on the back, a handshake, or other
little bonus like getting off early.
That's the most important thing of all, to recognize all the
achievements, even the small ones. Say good catch if someone prevents a
mistake. Say good job to a person in front of the other employees and
supervisors. For positive reinforcement, recognition of an achievement,
is the greatest motivator of all.
Remember, fear is all about punishment. It is an absence of love and
compassion. It brings up painful emotions like anxiety, apprehension
and dread. It is impending danger and the expectation of evil.
Trust is all about goodness. It is faith and belief in the integrity,
confidence, reliance, and friendship of another person. It is
certainty, dependence, assurance, an entirely positive state of mind.
What type of teacher, trainer, parent and manager will you be?
by Michael Campbell
Author
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