Kicks, Keeps and Karats : A Manager's Guide to Motivate Employees

Tuesday, October 8, 2013 11:00am - 12:00pm EDT  
Host: Association for Talent Development
By: Pete Smith

This Webinar is available only to members.   Sign in if you are a member.   Learn more about becoming a member.

This Webinar has ended, but you can view its content in the archive below.

Most managers are well aware of the direct correlation between employee motivation and employee performance. Increased levels of motivation typically generate increased levels of performance. However, most managers are also aware that their attempts to motivate their staff can sometimes be inconsistent and ineffective.

Managers recognize that if they could elevate the motivation level of each individual employee, it could equate to a significant increase in overall performance and production. Yet survey after survey indicates that employees are operating with lower levels of motivation and higher levels of disengagement. In a sense, even with their best efforts to motivate the staff, managers are getting inconsistent, if not disappointing, results. What if that didn't have to be that way?

There's a lot of information regarding employee motivation that's available to managers today. Unfortunately, most of the information available discusses WHY it's important to motivate employees. There is far less information on HOW to motivate employees, and even fewer resources available which provide that information in a step-by-step format. Kicks, Keeps, and Karats provides managers a structured, common-sense, step-by-step, proven formula for developing a culture of motivated individuals.


Please register above to view this Webinar.


Pete Smith
Pete Smith

I really love working with people in management positions, probably because I've been in management for the better part of 17 years. I'm just in awe of the tremendous impact a great leader can have on those he or she leads, and I'm also aware of the devastating impact that poor leadership can have on the employees and a company as a whole. Between you and I, I prefer the former.

Regarding my own management experience, I'll be brutally honest: early in my career, I was terrible. Seriously. I could have been a poster child for how not to manage. I was awful until I wasn't.  I made a conscious decision to become a rockstar leader, and I completely immersed myself in learning how to lead others effectively. For most of my career, I've been able to do just that. I've been fortunate to win awards and the teams I have led have been recognized as being among the best in their respective industries.

Whether my client is an individual or a team, whether I'm conducting a management training or coaching, my approach is fairly consistent: Inspire, motivate, listen, teach, challenge, hold accountable, add a ridiculous amount of value, and celebrate victories. It's how I help people turn their potential into performance.