Motivating Your Team - A Quick Course (Udemy.com)

Learn and Practice The Most Critical Skills Every Team Leader Must Know

( 65 Reviews )

Created by: Lawrence M. Miller, Institute for Leadership Excellence

Produced in 2017

What you will learn

Identify sources of motivation in the three major types of motivation.
Develop an analysis of problem behavior.
Identify ways to improve the social motivation derived from team membership.
Increase intrinsic motivation derived from the work itself.
Develop a plan to increase the motivation of team members using a scientific approach.

Quality Score

Content Quality

Video Quality

Qualified Instructor

Course Pace

Course Depth & Coverage

Overall Score : 94 / 100

Course Description

If you want to lead a self-managing and highly motivated team, this course if for you. It is intentionally short and to the point.

The instructor has authored ten books on management, leadership and motivation and has consulted with major corporations for more than forty years. This short courses distills the most critical lessons needed to motivate your team members.

A high performing team is highly self-managed and self-motivated. But, it is the manager who creates the conditions, the encouragement and provides the coaching that brings the team to this point of self-management. Creating a sense of worthy purpose is essential, as well as a team dynamic that creates bonds that unite the team and brings out their most positive energy. Caring and psychological safety have proven critical.
You will learn how to build this sense of purpose, and create the social system that unites team members.

Youwill also learn how to deal with negative behavior in the most positive way possible.

In this course you will learn the following:

Identify Sources of Motivation that will motivate all team members.
How to use bothIntrinsic and Extrinsic MotivationHow you can optimizeSocial Reinforcement from the team itself.
How to develop a system of motivation in the organizaton.
How to analyze behavior and its influences using theABC Model of Managing Behavior.
How to use reinforcement schedulesHow to distinguish the difference between performance problems that require new skills versus motivation.

Why learn from me? I have helped almost one hundred companies develop systems of teamwork and motivation over the past forty years. These companies include Honda, Toyota, Shell Oil Company, Merck, American Express, 3M and many more. I have been hands-on in manufacturing, healthcare and technology companies.

Who this course is for:
This course is intended for managers, team leaders, or those wishing to develop the critical skill of motivating others.

Time: 2h

Instructor Details

Lawrence M. Miller, Institute for Leadership Excellence

4.7 Rating
65 Reviews

Larry Miller is now teaching more than one-hundred thousand students in more than 170countries on Udemy, is the author of eleven books, and has forty years of experience consulting with major corporations. Several of his courses on management and leadership are best selling courses in their category and have been adopted by major corporations as part of their leadership developmentand lean culture implementatonprocess.
For the past forty years hehas worked to improve the performance of organizations and the skills of their leaders. His expertise is derived from hands on experience creating change in the culture of more than a hundred organizations.
He began his work in youth prisons after recognizing that the learning system in the organization had exactly the opposite of its intended effect increasing, rather than decreasing, dysfunctional behavior. For four years he worked to redesign the prison system by establishing the first free-economy behind prison walls, where each inmate had to pay rent, maintain a checking account, and pay for everything he desired. This was his first organizational transformation.
He has been consulting, writing and speaking about business organization and culture since 1973. After ten years with another consulting firm, he formed his own firm, the Miller Howard Consulting Group in 1983. In 1998 he sold his firm to Towers Perrin, an international human resource consulting firm and became a Principal of that firm. In 1999 he left that f