Ten Ways to Motivate Geeks

Motivate Geeks

Every leader wants a motivated group, but many find that motivating technology workers is quite different from motivating other employees. Here are a few tips from Inspirational Presenter From New Delhi.

1. Select Wisely. The most important thing a leader can do to encourage intrinsic motivation is to assign work to geeks who have an interest in the work.

2. Manage Meaning. The second most important thing a leader can do is to give a geek some sense of the larger significance of their work. Without a sense of meaning, motivation suffers and day-to-day decisions become difficult. It is easy for geeks to become mired in the ambiguous world of questions, assumptions, and provisional facts characteristic of technical work.

3. Communicate Significance. It is very important for managers to be explicit about the role a new technology plays in a business otherwise some will misunderstand the centrality of their work and others may develop delusions of grandeur.

4. Show Career Path. Many geeks have only a vague sense that there’s more to advancing their careers than just acquiring new technical knowledge. Be specific about what competencies a geek must demonstrate in order to advance their career.

5. Projectize. Projects help turn work into a game and geeks love games with objectives that delineate both goals and success criteria.

6. Encourage Isolation. While geeks need free flowing communication within their own work groups, collective seclusion provides fertile soil for motivation, cultivating cohesion and concentration.

7. Engender External Competition. Healthy competition can enhance group cohesion.

8. Design Interdependence. When a colleague is relying on you to complete your work, it’s much easier to put in the extra effort for them than it is just to meet some externally imposed deadline.

9. Limit Group Size. As group size grows, colleagues become less individuals and more an undistinguished mass of anonymous faces. The larger the workgroup, the less conducive the environment for developing intrinsic motivation.

10. Control Resource Availability. Whether thinking about money, people, time, or training, there’s a delicate balance of resources that will encourage a group’s enthusiasm. Too many resources or too few can diminish interest in the work.

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United Arab Emirates – Motivational Classes Review

Motivational Speaker Dubai

The trend of Motivational Classes and Motivational Speakers is increasing. Before sometime, in past, I did not believe that there is any need of Motivational Speakers or Inspirational Quotes in order to do some stuff. I always thought that we all got birth with inbuilt source of motivation.

But one day, when I was just browsing web, I come to watch a video on YouTube. This video was by a motivational speaker. That inspirational public speaker was telling about the importance of meetings. While watching this video, I just stumbled upon to some other videos and found one very interesting. That video was about the importance of gratitude. Here is another Video by Motivational Speaker Motivational Speaker Dubai Testimonials: http://www.youtube.com/watch?v=FB6mmYQgyn0 . Then I checked the account of that motivational speaker and found that he also attended some Events in Dubai, United Arab Emirates. I began to wonder that where had I missed him? Then I come to know about this video. This is a testimonial video by some student or client who joined the motivational lectures and told that motivational classes were good to him. I hope this video will be somewhat useful to all of you.

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Motivate Technology Geeks

Every leader wants a motivated group, but many find that motivating technology workers is quite different from motivating other employees. Here are a few tips from my new book “Leading Geeks: How to Manage and Lead People Who Deliver Technology”.

1. Select Wisely. The most important thing a leader can do to encourage intrinsic motivation is to assign work to geeks who have an interest in the work.

2. Manage Meaning. The second most important thing a leader can do is to give a geek some sense of the larger significance of their work. Without a sense of meaning, motivation in business suffers and day-to-day decisions become difficult. It is easy for geeks to become mired in the ambiguous world of questions, assumptions, and provisional facts characteristic of technical work.

3. Communicate Significance. It is very important for managers to be explicit about the role a new technology plays in a business otherwise some will misunderstand the centrality of their work and others may develop delusions of grandeur.

4. Show Career Path. Many geeks have only a vague sense that there?s more to advancing their careers than just acquiring new technical knowledge. Be specific about what competencies a geek must demonstrate in order to advance their career.

5. Projectize. Projects help turn work into a game and geeks love games with objectives that delineate both goals and success criteria.

6. Encourage Isolation. While geeks need free flowing communication within their own work groups, collective seclusion provides fertile soil for motivation, cultivating cohesion and concentration.

7. Engender External Competition. Healthy competition can enhance group cohesion.

8. Design Interdependence. When a colleague is relying on you to complete your work, it?s much easier to put in the extra effort for them than it is just to meet some externally imposed deadline.

9. Limit Group Size. As group size grows, colleagues become less individuals and more an undistinguished mass of anonymous faces. The larger the workgroup, the less conducive the environment for developing intrinsic motivation.

10. Control Resource Availability. Whether thinking about money, people, time, or training, there?s a delicate balance of resources that will encourage a group?s enthusiasm. Too many resources or too few can diminish interest in the work.

11. Offer Free Food. . .Intermittently. Never underestimate the power of free food. I can?t offer any rational explanation, but for geeks, even those making sizeable incomes, free food offers major support to motivation development, far more than an equivalent amount of cash.