Motivating Geeks

3 Keys to Release The Creativity of Any Groups

Sooner or later, any group that works together, whether employees of the same office, volunteers in a nonprofit organization, or leaders of a management team must develop creative ideas for innovation. Unfortunately, what usually happens when the leader asks the group nominated … “Give me your best ideas,” the response is limited to standard answers, conventional responses or blank stares. The leader then would think … hopefully these hard working employees also have some creativity!

I can suggest three keys – there are probably many more – so that working groups could let the genius of creativity is released, for that I give you three principles.

1: Quantity over quality

The groups tend to want and wait for the great idea to magically appear on someone’s head, and everyone runs after her. Rarely works that way.

The secret is to find creative ideas to generate quantities of ideas, even bad ideas, but then after analysis, a shortlist and then choose the best of them by consensus. This may feel ineffective because it is contrary to how it conducts most of the other jobs right?

After all, do not generate a lot of financial reports and then choose the best, or not done a lot of different parts of the machine and then select the one that best suits them, or for preparing a dozen case meals and then decide which one will eat. But all this has nothing to do with creativity and innovation.

2: Reducing inhibition

Reducing inhibitionIf you think that increasing the “creativity” seems a dubious task, I agree. I think it is necessary to increase the creativity of people, rather it has to do is reduce the difficulties that stand in the way of people so they can use the creativity they already have.

Creativity in general begins to diminish us as we grow in age. When we watched the first graders, we watch their creativity almost 100% and do so with enthusiasm. Decreases in third grade and continues to decline with increasing grade level.

Our creativity does not disappear, but too often in the course of our growth process we practice and use it accordingly. Unlocking creativity, therefore, required to return to old habits that do not crush creativity.

Reducing our inhibitions is like a game, like in sports, athletes are undetected and athletes who remain etched in our minds and it is usually because they differ by their creativity. And the game, by definition, is the antithesis of work.

3: Find a chaos

“We cannot innovate without opening the door to chaos,” says management guru Tom Peters. Creative ideas do not arise froFind a chaos m nonlinear processes. By contrast, the flow of creative ideas had born of discussions “outside the box.”

This helps a lot to drop on top of each other’s ideas and more ideas within the working group. This stimulates the variety and vitality of ideas. Of course, the nature of chaos is that it lacks control, but is controllable in the environments of the organization.

It is easy to understand why this type of behavior apparently out of control, and taken as a game could be considered questionable and it is resisted in the workplace and in professional environments. So, just ask a group to provide their good ideas, however well intentioned, rarely moves beyond their inhibitions to a place where ideas can flow freely.

We must establish a process to introduce a little chaos and a bit of fun that reduces inhibitions to play, then we will be surprised that almost any group can generate plenty of remarkable ideas.

Feel free to post your ideas on this topic under comment section.

Motivating Geeks

97 Ways to Keep Yourself Motivated

Motivation TipsEveryone needs some kind of motivation so i had try to list out 97 points for your motivation. Please read them carefully and they are worth the time.


1) Determine your own level of satisfaction and that of his people

2) Demonstrate their competence at every opportunity

3) If you get bad results, check your own motivation and your team

4) Do not assume that you are “visible” – make sure it is


5) Show respect for their subordinates, and they will demonstrate to you

6) Recognize the value of each person and their work

7) Treat every person with respect and courtesy

8) Use persuasion and influence to promote self-motivation

9) Determine the needs of your team, and help meet

10) Remember that different people are motivated differently

11) Find positive responses to criticism – may be good sign of motivation in people

12) Learn to differentiate between work problems and personal problems

13) Improve command and control, using collaborative management

14) Encourage disagreements – often these pave the way for consensus

15) Be careful with politics in the office, and the example to never get involved

16) Find the root cause of repeated complaints, and quickly erradíquela

17) Never give fund something unless you know you can get the funds

18) Do not rush into accepting a “no” answer

19) Achieve the best of the new employees, making them feel welcome

20) Get in your own opinion of his colleagues and collaborators. Do not automatically accept the opinion of others.

21) Be natural as possible, but customize their attitude toward each person

22) The ambition is the defining achievement; sure to promote high-flyers

23) Consider all options before losing a valued team member

24) Let your people an opportunity to utilize and enhance your experience

25) Delegate whole tasks to improve efficiency and motivation

26) Make sure your people will not suffer by external constraints

27) No sub-use of individual researchers stress that causes them both as the overuse

28) Use as many of the abilities of people as possible

29) Seek opportunities to promote early youth organization capable of

30) Use every opportunity to preach on quality improvements

31) Make sure that all charges on your company offer a wide range of stimulation and variation

32) Choose the best person for each position.

33) Leverage the talents and abilities of each person

34) Remember that making work fun, not mean it is easy

35) Keep the number of supervisors at least

36) Do not let the job description is perceived as a “straitjacket”


37) Communicate with each worker on an ongoing basis, especially as their work contributes to business success in general, listening and informing

38) If you do not know what motivates one person, ask

39) Check the morale of the people talking to them regularly

40) If you want to learn more about a process or activity, ask the person doing it

41) Reinforce your message by using several means of communicating

42) Send internal messages as soon as possible

43) Ask your team if changes in the workplace could help motivate

44) Make sure your people know your role and the importance of this

45) Keep your team informed whenever possible – the uncertainty is very disheartening

46) Get time to stop and chat awhile, instead of simply greet

47) When you call attention to some error, be firm but fair

48) Always check that your wishes are understood

49) Have a good reason and explanation when rejecting a petition

50) Confront the problem as soon aware of its existence

51) The bad news always travels fast, so communicate them as soon as possible

52) Let people talk about what discourages, and listen

53) Talk about work-related problems, to prevent the intensification

54) Maintain eye contact with his people whenever he speaks


55) Use competition between teams to encourage team spirit

56) Encourage through the use of voluntary social activities and sports

57) Find those incentives that have no cost

58) Use rewards for performance instead of pay increases whenever possible

59) Use certificates and plaques as a reminder of high achievers

60) Remember that what you measure and reward is what you get

61) Do not put ceiling on incentives – this limits the motivation


62) Encourage your people to enroll in training on a regular basis, thus paving the way for the future

63) Be at the course, to ensure quality

64) After the courses, make up for quality and reception from those who took

65) Provide training in small and regular doses, instead of long courses

66) After completing a course, give employees the opportunity to use newly acquired skills


67) Encourage employees to participate in decision making

68) When you accept an idea suggested by an employee, allow it to be the one who implements

69) Whenever people ask your opinion about the decisions that affect them

70) Take into account the ideas of its people, regardless of their level in the hierarchy

71) Give people the opportunity to use their own initiatives where possible

72) Receipt of all ideas of “suggestion box” immediately. Handle rejections tactfully

73) Please tell your people about the use of their ideas, and the results of doing

74) Do not make decisions at random, combined with good planning risk

75) Take risks only when the chances of success are major


76) The amount of salary is not everything. But if it is appropriate, everything else can come down.

77) Be careful with the cost of extra benefits, and if not checked, they tend to peak

78) If you are paying the best wages, be sure to get better benefits

79) Pay your people according to their level of contribution and responsibility, not by status or time in the company


80) The scoring system used to evaluate the performance, use with caution. Remember that it is a tool, not something sacred.

81) Take the opportunity to improve their performance, allowing his subordinates to evaluate

82) Keep performance evaluations relaxed and friendly, do not seem an inquisition

83) Always start by discussing progress assessments made and successes achieved

84) Do not wait until the annual assessment to discuss the performance

AVOID demotivation

85) Keep the work as varied as possible, to avoid discouraging

86) Try the resignations and absences as warning signs of demotivation

87) Know that people use their systems can be demotivating

88) If there is motivation, consider changing the business system

89) Do not tolerate poor performance

90) If you are going to criticize, to be critiqued.

91) Avoid unproductive meetings.

92) Avoid unnecessary rules.

93) Be flexible.


94) Praise a job well done, even if not all goals have been met

95) Encourage your people to achieve, setting high but realistic goals

96) Allow people to participate in setting goals

97) Avoid fuzzy goals.

Let me know which idea you like the most and why? What makes you motivated?