Description

How to motivate your team other than through salary? All motivation strategies are based on communication, relationships of trust, cohesion, and empowerment through delegation. This training will give you all the keys to making your team efficient by using the levers of motivation.

Who is this training for ?

For whom ?

Managers, team leaders.

Prerequisites

Training objectives

Adapt your management to the personalities of your team

Formalize common objectives

Communicate directives and explain them clearly

Find motivation levers for your employees

Empower your employees through delegation

Manage difficult personalities

Training program

• Establish common references with your team
  • Know the different management styles: directive, persuasive, participatory or delegative.
  • Find your own management style.
  • Define your strengths and areas for progress .
  • Adapt your management to the context and personalities.
  • Discover the notion of situational leadership.
  • Formalize common objectives: define objectives and performance levels corresponding (SMART objectives).
  • Communicate, monitor and control the objectives set for individuals and the team.
  • Practical work Case studies and collective reflection on leadership of a manager.
• Lead your team
  • Locate the role of the team in the company: vision, strategy, resources.
  • Develop your image as a leader: use your emotional intelligence, know how to communicate in public, know how to adapt.
  • Successfully integrate newcomers into the team: welcoming and building confidence.
  • Managing difficult personalities: different types of personalities and behaviors.
  • Promote speaking out and recognize initiatives.
  • Know how to channel them and use them wisely.
  • Have changes accepted and remove obstacles and individual resistance and collectives.
  • Practical work Filmed and debriefed situations: animation of team meetings with various types of collaborators (easy, difficult).
• Know how to communicate
  • Communicate directives: structure your thoughts and ideas, take ownership of decisions and explain them clearly.
  • Know how to deal with unforeseen events in a positive way.
  • Be convincing: involve your audience and argue to persuade.
  • Handle objections: know how to rely on them to assert your point of view.
  • Communicate on negative points: reframe without demotivating, announce bad news and managing a disagreement.
  • Practical work Filmed communication exercises.
• Succeed in win-win negotiations
  • Opt for a strategy based on consensus: the notion of life positions.
  • Discover the employee's vision: spontaneous listening, active listening, questioning and reformulation.
  • Develop a personalized argument, adapt your response to your interlocutor.
  • Practical work Negotiation exercises: identification of what is negotiable and what is not, identification of real issues .
• Create trust
  • Share your vision and values: vision/values ​​distinctions and consistency between the two.
  • Give the group the means to act, be a resource provider.
  • Develop the creativity of your team: brainstorming and other methods of developing creativity.
  • Get beyond individual logic in favor of teambuilding: cohesion and team spirit.
  • Practical work Case study and collective reflection around the construction of belonging to a team.
• Use the levers of motivation
  • Take into account the individual needs and find the motivation levers of your employees.
  • Adopt a method of communication adapted to each type of employee.
  • Create a stimulating atmosphere: celebrate events and successes.
  • Positive changes.
  • Propose concrete tools: benefits, bonuses, promotions, projects, working conditions.
  • Practical work Participants identify the causes of motivation, demotivation, non-motivation in their team.
  • Identification and proposals for implementing tools to remedy them.
• Dare to delegate
  • Understand and identify the issues of delegation: giving power while maintaining responsibility for actions.
  • Know what can be delegated and what cannot be.
  • Distinguish between delegating and executing.
  • Empower your employees through delegation: to whom to delegate? Communicate and support the delegation: the delegation interview, the delegatee's acceptance .
  • Manage the delegation: develop a verification schedule and keep control of the planning Practical work Scenario: setting up a delegation, delegation interview and monitoring of actions.
• Build your personal action plan for progress
  • Highlight your personal talents and areas for improvement.
  • Set yourself objectives.
  • Determine measurement criteria and points of vigilance.
  • Exercise: Construction of a personal progress action plan.