Lift Motivation

Motivation needs to come from both inside and outside for us to be truly connected to our work. Yet, most workplaces tend to focus only on external rewards. As leaders, we need to find out what makes team members tick and link them to meaningful projects, goals and stretch opportunities. Intrinsic motivation is the key to long-term career satisfaction.

What leaders will explore

  • Intrinsic versus extrinsic motivation
  • When to use reward and recognition
  • Motivating from the inside: deep conversations
  • ‘Skill Will’: getting the balance right
  • Working with ‘hard to motivate’ people

What leaders will apply

  • An understanding of what motivation is
  • Ability to reward and recognise effectively
  • Skills for motivation-related conversations
  • Use of the ‘Skill Will’ model
  • Techniques for addressing motivation levels

If you want a team that understand how to link a learning experience to a business result - these are your people. Experience, passion, and a relentless customer focus. I'm a raving fan.

The Good Guys

Skill Snapshot

Delivery Options

In Person

Virtual (OnLive)

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Custom

EduTainment

See Demo

Key Outcomes

1. Leaders who can identify what drives their team members.

2. Leaders who can use extrinsic motivators in the right way.

3. Leaders who can tap into what intrinsically motivates people.

4. Leaders who can link people’s motivators to projects and tasks.

5. Leaders who can link motivation to performance development.

Target Audience

Leaders

Learning Approach

Experiential and application based learning

Let Thinka Help You

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    Enhance Collaboration

    It’s about a team’s ability to work together, explore problems and find solutions.

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    Q

    Our in-person workshops maximise opportunities for robust conversation, experiential activities and intensive group work. This is no ‘death by PowerPoint’ experience – our facilitators are skilled in presenting and leading immersive experiences that get the most out of people. Supported by multimedia, attractive takeaway pages and practical strategies for using back on the job – our in-person workshops build a formidable bridge between exploration and application. We have a 10 person minimum for an in person workshop.

    Q

    Our virtual ‘OnLive’ workshops breathe fresh life into the online experience with their almost ‘radio show’ feel. Our expert facilitators use a combination of multimedia, questioning techniques and break out activities to target micro-skills – with a focus on application. Supported by an online platform hosting custom-built workshop materials, participants can be assured of a lively, dynamic session that has a distinct bias to action. We have a 6 person minimum for a virtual workshop.

    Q
    Q
    We know that every business has a diverse group of employees who each have specific learning needs. Our custom solutions include everything from gamified, interactive video to fun animation, to more traditional eLearning. Whatever the brand and learning culture an organisation has, Thinka works tirelessly in concept design to explore and test options for delivery – to find the best-fit method for the client’s learner.
    Q
    The latest in learning innovation, our edutainment option brings together the liveliness of workshops and richness of eLearning to be a truly unique experience. With its studio feel, expert presenters, dynamic interviews and quiet reflection opportunities, this blended model is bound to keep the attention of modern learners. Engagement has never been easier with edutainment – the latest learning concepts are made fresh and interesting, like a good bit of TV.
    Q
    Q
    This audience includes ‘middle management’ leaders who support team members in capability building. The skills are geared toward increasing leadership effectiveness and driving performance in team members in modern work contexts. These skills are flexible and built to grow with individuals as they evolve in their leadership journeys.
    Q

    Thinka believes that every learner needs to walk away being able to do something differently once they’ve engaged in a learning solution. The real power is in every individual applying their learning. Our behaviour-based methods, supported by the latest research, are key to making the steps for change relevant and realistic.

    Thinka supports with methods like storytelling, experiential activities or rich questioning, but ultimately, we know the integration between solution and real world is the most crucial part of the learning experience. That is why we look for ways to ‘build a bridge’ between the solution we provide and what happens back out on the job.

    Whether it’s an application template, a set of strategies, some tips or a ‘how to’ model – we work hard to provide every learner with not just information but the tools they need to make a real difference.