Really believe in your heart of hearts that your fundamental purpose, the reason for being, is to enlarge the lives of others. Your life will be enlarged also. And all of the other things we have been taught to concentrate on will take care of themselves. Pete Thigpen
Ask yourself this question: Do you need encouragement to perform at your best? Typically, about 2/3 of those asked will respond “Yes!” They need encouragement to be at their best. This may appear to be quite high at first, but the fact is…far more than 2/3 of individuals are impacted by positive feedback. In fact, when the question is rephrased: When you get encouragement, does it help you elevate your performance? Only 4% tend to answer “no.” Studies of North American workers consistently find that 96% agree with the statement that…”I get a lot of satisfaction out of knowing I’ve done a good job.”
So, if encouragement elevates performance and morale, why is it so sorely lacking in most work environments? Research indicates that only about 40% of American workers say they receive any form of positive feedback for work well done. Only 50% of managers report giving positive recognition for high performance. A common management mindset is: Why should I give positive feedback for work my people are getting paid to do?
The problem is, most of us grew up with minimal amounts of positive feedback. It just doesn’t feel comfortable to give what we have never received. We have all received a lot of negative feedback when our performance was subpar. The truth is, we are probably fortunate if the negative feedback we have received doesn’t outweigh the positive by more than three to one!
Not good news is it? In 1949, a famous study by Lawrence Lindahl asked employees to rank the rewards of their job they valued most. The highest on their list was 1) feeling appreciated; and 2) being informed about decision and changes that were happening. Their managers believed they would rank good wages and job security at the top of their list. This just goes to show you how in touch most managers are with the value system that drives their employees’ performance!
Lindahl’s results have been replicated dozens of times over the years. The bottom line is you can rationalize all you want about why learning to provide praise and positive feedback isn’t really important to organizational success. You are simply rationalizing away your discomfort at giving positive feedback! If you really want to improve your ability to motivate human performance, you have to get really good at giving positive recognition and encouragement. This is where a good coach is worth their weight in platinum!
Working with a good coach can elevate your skills in delivering positive feedback and excel in your ability to motivate your workforce. Is it time you elevate your game by learning how to deliver positive encouragement in ways that really make a difference for those you manage? 98% of your workforce may think so!
Call me for more info…go back to www.rebmanconsulting.com or 260-471-9902

![1180616_mountains[1]](http://rebmanconsulting.com/blog/wp-content/uploads/2010/06/1180616_mountains11.jpg)
Inside each and every one of us is the potential to accomplish great things in a way that is uniquely our own. Abraham Maslow, the great motivational psychologist, wrote about becoming “self -actualized.” He used the term to describe those unique individuals who had tapped into their inherent greatness, and found unique ways of sharing that greatness with the world. The ability to self actualize is within each of us; it’s programmed into our DNA.
at life and our relationships and ask “Why God?” Why can’t things be different? We pray and seek change, but things continue along the same old path, and it seems the only change we experience is with those things we wish could remain the same. It’s easy to question why God is not more influential in our healing. These are the moments when we need to step back and remind ourselves of two very important facts:
Power Lesson #3 We do not see things as they are, we see them as we are.
Power Lesson #2: Faith is another word for expectancy.
“The greatest power in all the universe rests in mans ability to change his mind.”
I came across a quote the other day from the great psychologist Carl Jung:
I have been given the honor of hosting a workshop on the psychology of Miracles . The workshop will be held at Unity Church on Oct. 4th at 1:30. In the program I will be integrating principles from quantum physic with scriptural lessons from Jesus and ACIM to produce a three step process for manifesting MIRACLES in our personal lives, relationships and organizations. Michelle Colchin will be co-hosting the program -presenting her original music from ACIM lessons. She literally sings with angels. You do not want to miss it! In addition I will be giving the lesson at the 10:30 service and Michelle will be providing the special music. I hope to see you there. E-mail me for further info.
Lao-tzu -author of the Tao Te Ching, a book of wisdom, which is thousand of years old and has been translated more then any other volume in the world (with the exception of the Bible) , writes:
Hello! Welcome to my blog “Think For a Change!” I am Dr Victor Rebman – I just go by Vic. I am a cognitive clinical psychologist, which means I help people change the quality of their lives by changing the way they think. Einstein once said that the greatest power in all the world rests with one’s ability to change their mind! Change the way you think and you change your life.