What works when directing?

Managers who do what works:

.....understand that employees prefer to be autonomous and to make their own choices. Solution focused managers therefore provide freedom whenever possible so that employees can make their own choices.

....understand that employees prefer to perceive themselves as competent and to become more competent and direct people in such a way that they can use and develop their competencies.

……understand that employees prefer to feel connected and therefore provide the conditions in which people feel their effort and contribution are valued and appreciated.

……accomodate the existing intrinsic motivation of employees by leading from behind whenever possible, exploring employee’s own solutions and giving indirect process compliments.

...stimulate the development of internalised extrinsic motivation by exploring the value of the employee’s work for the employee himself and explaining the value for the organisation.

……evaluate the behaviour of employees in the specific context in which it occurs, instead of attributing the behaviour to a fixed personality trait. By doing so managers who do what works presume people can improve.

.….first explore the employees perspective in an inviting and encouraging way when there are problems or the employee doesn’t perform well. By acknowledging the perspective of the employee and taking him seriously, a yes-set is created in which constructive cooperation is more likely to happen.

…..formulate precisely what they expect from an employee and why they expect this (positive results), because managers who do what works stay focused on the positive goals and have valid reasons when imposing a goal.

…..choose to maintain an understanding, friendly and goal directed mindset when interacting with employees and keep their own negative emotions as much as possible out of the interaction with the employee.