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Last Updated on September 12, 2018

How to Get Motivated to Work and Start off Your Day with Positivity

How to Get Motivated to Work and Start off Your Day with Positivity

Mustering enough motivation to show up at work every day is a common problem…no matter if you love or hate your job. If you hate your job, it goes without saying that finding the motivation to show-up is not easy.  But you’ll also find that even if you love your job, there are mornings where you’re clawing at the walls to get out of bed.

So how to get motivated to work?

It’s easy to fall into a rut and get stuck in the same ho-hum routine. and inevitably, the excitement for work diminishes. However, if you consistently motivate yourself to show up at work every day, you’ll experience:

  • Increased energy levels to get the work done.
  • More enthusiasm to attack challenges as they arise.
  • Better sustained results over the long haul.

Motivation That Doesn’t Work

If showing up at work every day were easy, everyone would be doing it. And it wouldn’t be costing businesses $84 Billion a year.[1] Part of the issue though is that organizations attempt to motivate you with:

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  • bonuses
  • promotions
  • attendance awards
  • company luaus
  • virtual dog shows
  • pizza

Not to say it’s necessary to do away with these incentives entirely, but organizations are missing a massive opportunity to provide you with the tools to motivate yourself to show up at work.

What Really Works to Motivate You to Work

So, instead of depending on the organization to find motivation, here are 3 ways to motivate you to show up at work everyday.

1. Remind Yourself “Why” You Work

Too often, employees base their motivation on external sources like accolades, bonuses, and job promotion. Sure, these feel good but they’re just a “sugar high” and don’t last.

Consider your own motivation as something that’s internally sourced.  The simplest way to identify this internal sources of motivation is to find your own personal reason “why.”  Why motivates for the long haul. For example, maybe you’re heading to work on Monday to appease the boss, lay the groundwork for a raise,  or just get through a project that’s been hanging over your head for awhile.

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It’s a lot like losing weight for a class reunion or a beach trip.  While both are definitely motivating factors to lose weight, it’s usually not sustained over the the long term.

Consider how your work day motivation changes when you think about the example you want to set for your kids, how you want to help your your co-workers that you’ve been with for years or how you believe in  overall mission in your company.

Or simply, you believe that the job you’re doing helps you learn and prepare for the next step in your career. Those are deeper, more meaningful reasons to motivate to show up at work.

2. Use the Hemingway Technique

Nothing helps your work day motivation like momentum and Ernest Hemingway had a brilliant approach. His technique was to leave the last chapter or paragraph unfinished at the end of day especially when he knew exactly how it was going to end.

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Then when he sat down at his desk the following day, he could immediately start writing and build momentum for the rest of his day. He’d never find himself at his desk wondering what to do next.

You can apply this technique to your work day motivation. Instead of staying late on Friday or working over the weekend to wrap up your work, pick a stopping place strategically, so when you get to work on Monday, you know exactly what to do next. This type of momentum will carry you through your work day.

3. Take Control

It’s so easy to let your first few hours of your work fill-up with meetings. Take control by planning and scheduling your first few interactions of the day so you’re looking forward to them.

Set up a coffee meeting or a conference call with someone at the office who is typically upbeat and creative. This is a low stress way to motivate because it just involves showing up…and a little bit of planning.

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You can also gain motivation by connecting with your family at home. In my family, we often plan breakfast together and hold our own little breakfast party. It really helps us get our day started off right in every positive way and the motivational momentum we get carries over into work (and school).

Take one of the tips above and adopt it for your weekly routine.  Here’s to being motivated!

Featured photo credit: Berkeley Communications via unsplash.com

Reference

More by this author

Ben Fanning

Ben is a Burnout Specialist. He helps frustrated executives and teams rekindle their passion for their careers.

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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