Paul Robinson Introduction Video and Bio 2019
Management Keynote on ‘thinking differently’ to the leadership team at BPCL 2019
Best of Paul’s speaking snippets from a Dealer Conference
Management Keynote addressing to top business leaders of Kerala during The Dhanam Kerala Business Award & Summit in 2018
Collaboration at Work, speaking to the managers of Deagro in 2018
Motivational Keynote on Personal Empowerment
Client Reviews and Testimonials on Paul Robinson’s sessions by his corporate clients
Speaking at the Dealer’s Meet, a Management Keynote for Microsoft Partners in 2018
Management Keynote on ‘Creating a Can Do workforce’; addressing to 300 plus senior mangers and VPs & HRs on Economic Times HR Summit in 2015
Sales Motivational session addressing 400 plus sales team to make them to be motivate always
Leadership Keynote addressing to 200 plus CIOs & CXOs on C Change in 2010
Leadership Keynotes on Becoming the leaders that you want to follow 2019
How to work in collaboration 2019
Motivating employees is not an easy task; the fact is that what motivates employees seems to change overtime. To say, different employees are motivated in different ways according to their needs. For example, one employee will be motivated to do his task by way of responsibility, while on the other hand another employee will be motivated by monetary rewards.
Extrinsic motivation reflects the desire to do something because of external rewards such as awards, money, bonuses, incentives, and praise. This is the old ‘carrots and sticks’ practice to motivation. On the other hand, intrinsic motivation reflects the desire to do something because it is enjoyable and interesting.
An employee who tends to be intrinsically motivated could be motivated by internal factors such as recognition, responsibility and growth. They are driven by the mental satisfaction and the joy their work provides. As a result, intrinsic motivation tends to be very much effective in the long run as the employees perform the tasks willingly because it interests them, rather than trying to escape from it once the job is done.
# The need to be autonomous and significant: Autonomy is the urge to direct our own lives. This is self-directed behavior of employees to contribute because they love to. Google’s 20% extra time is a motivating factor for autonomy and significance. The autonomy given to the Taj Hotel staff to delight their customers above and beyond the call of duty, results in giving better service, efficiency and speed in their operations.
# The need for mastery is another human need. Mastery is the desire to get better every time you do some thing that matters. This is the desire to learn and grow. A sense of mastery is a kind of perfection employees seek in their job. Organizations that give importance to learning and development for their employees cater to this need. After all everyone wants to get better at what they do. They want to experience growth in their career. But growth is not possible without development. Therefore human potential development is essential for the development of a team and ultimately for the growth of any organisation.
# The need to be purposeful: Purpose is the yearning to do what we do in the service of something larger than ourselves. Tasks or any sort of work does not motivate by itself unless there is a purpose behind everything we do. When employees realize the purpose behind their work and the contribution they make to the society or mankind, they are motivated to contribute even more.
Everyone seeks to lead a life of meaning and purpose. Every job of any kind has a contribution to a larger purpose beyond profit making and money. Most people with mundane jobs miss this truth about work. But when they realise the ultimate contribution they make to society and nation at large, their jobs will begin to make real sense.