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Introduction for Study Group Leaders
his eight-week study guide can be an interesting and educational experience for you as well as the participants of the study group. You can facilitate the meetings effectively and make them fun for you and everyone attending by simply preparing in advance for each session. Here are some tips for leading effective study group meetings.
be called to an emergency. Parents may need to know if there are receiving an emergency call about their children. Explain that if someone simply must place a call due to such an emergency, they should quietly leave the room to avoid distracting the other attendees. Each study group meeting is planned to be one-half hour in length, so you will want to keep the meeting moving along quickly so that everyone can gain and grow as much as possible. If someone begins to get into a lengthy discussion, taking up far too much time or repeating themselves, gently interrupt and thank the person for sharing and say that it is time to move on to the next point or activity. It is most effective if each study group is small and casual. Encourage everyone present to share briefly during each meeting. When leading a meeting, people will feel more comfortable sharing if you smile and thank each person after they share. Let each participant know that they are a valued member of the study group. Because time is limited when the participants are doing the activities, periodically let them know how much time remains so they can complete their activity within the time limits. If someone or some group does not completely finish their
Before starting the initial meeting, you are strongly encouraged to read the entire book, Get Motivated! It is also a good idea to reread the chapters that will be discussed each week so that the information is fresh in your mind and you can answer questions if asked.
It is a good idea at the beginning of each meeting to ask that all cell phones be turned off or set on vibrate and all beepers be set on vibrate. While it would be ideal to have all such electronics turned off completely, often some participants may have a valid reason to need to know if an important contact is trying to reach them. Doctors and medical personnel simply cannot turn their equipment completely off since they may
This resource is one of the many free gifts that are included with Tamara Lowe’s best-selling book, Get Motivated! To learn more, please visit www.getmotivatedbook.com
G ET M OTIVATED S EMINARS , I NC .
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task, be accepting and let them share the work they did accomplish with the group. During discussions, keep within the set time limits. If you do not have time to get to every discussion question, ask the members of the group to think about that question themselves after the meeting.
If you follow these simple guidelines for facilitating the study group meetings, you will be a great group leader and really enjoy the experience. We want to thank you for willingly giving of yourself and your time to facilitate these study group meetings.
WEEK 1: Introduction to Get Motivated
Curriculum: Motivational Test and Profiles in Chapter 2 of Get Motivated!
Items 1. Get Motivated! book for each member of group Needed 2. Pens
(5 Minutes) Leader says: Welcome to the first meeting of our Get Motivated! study group. Over the next eight weeks, we are going to discover how to motivate ourselves and others using a new technology called Motivational DNA™. While we distribute the books, let’s go around the room and introduce ourselves. Tell us your name, what you do, and one goal you are currently most motivated to achieve
Distribute books during introductions. Give group a chance to flip through the book, and allow each participant to introduce themselves to the group and get acquainted with one another.
do you want to be motivated? motivates you? de-motivates you? were you most motivated to achieve a goal?
▲ What ▲ What
▲ When ▲ What
is the one thing you’d like to motivate yourself to do in the next six months?
(10 Minutes) Leader says: Now we’re going to discover what type of Motivational DNA we each have. What, you may wonder, is Motivational DNA? I’ll briefly explain the concept to you and you will learn more in-depth information about Motivational DNA when you read the first chapters of Get Motivated! First, let’s look at the four laws of motivation on page 20 of your books. Please turn to that page and read along with me.
The leader reads the four laws of motivation contained in the gray box at the top of page 20.
and more of one type of awards than the other. Leader reads the instructions and each of the questions while the group does the Motivational DNA Test in chapter 2. A person will lean more toward being a producer or a connector in their Motivational DNA.” Everyone is born with components of each of the sets of DNA we will discuss. Then instruct the group to read chapters 1 and 2 in Get Motivated! by next week’s meeting and to be sure to bring their books to each meeting for the next seven weeks. but each person leans toward a specific preference in the way they are motivated. find your Motivational DNA type on page 34.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – Leader says: As you can see from these four laws of motivation. needs. ▲ The drives for connection and/or production are the internal forces that mobilize a person to act. they will show more of one than the other. and let’s do the Motivational DNA assessment together to learn which type of Motivational DNA you happen to possess. Just as biological DNA is made up of genes that are paired. What effectively motivates one person with one type of Motivational DNA will not work well with a person with a different type of Motivational DNA. Motivational DNA™ expresses itself by exhibiting more of one of the two types of drive than the other. Does that make sense? No type of Motivational DNA is better than any other. more of one type of needs than the other. (5 Minutes) Leader says: Now. They are equal but different and allow people to be motivated in ways that work best for them. ▲ The needs for stability and/or variety are core requirements that a person must have in order to feel fulfilled. Allow each group member to share his or her Motivational DNA type. and let’s take a few minutes to share our motivational profiles. and awards—notice this makes up the acronym “DNA. The type of Motivational DNA controls how a person can best be motivated. and again a person will lean toward being more of a stabilizer or a person who requires variety. Motivational DNA consists of drives. Go to week two on next page Page 3 . people are motivated differently. ▲ Internal and/or external awards are the types of compensation or reward a person desires as a result of achievement and Please turn to page 30 in your book. While people have some of both internal and external Motivational DNA types. to encourage performance.
external incentives (our awards). external The champion: production. variety. they are in the “achievement zone” where they are truly motivated to achieve success and will perform their best work. stability.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – WEEK 2: Motivational DNA™ Curriculum: Chapters 1-2 of Get Motivated! Items 1. talent. and awards are met in the way that best motivates them. variety (our needs). and internal vs. Chapter 2 addresses the six factors that comprise Motivational DNA (connection vs. internal The refiner: connection. and network contacts are all important. stability vs. stability. internal The chief: production. variety. motivation is the greatest key to success. people are motivated differently and what motivates one person causes a person with a different type of Motivational DNA to completely disengage. When a person’s drives. Here are their titles and their DNA combinations: ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ The director: production. Let’s begin by discussing what we have read in our books so far. As we discussed last week. external The explorer: connection. In chapter 1. needs. There are eight combinations. internal The visionary: production. production (our drives). Pens (1 Minute) Leader says: Welcome to the second meeting of our Get Motivated! study group! Last week we took the test and discovered our Motivational DNA types. which one do you feel best describes you? what specific ways can you better relate to others by knowing which Motivational DNA combination you possess? ▲ Thinking of the Motivational DNA type test we took on page 30. Pads of paper Needed 2. Some important information in chapter 2 that you want to read if you have not already is the breakdown of all the possible Motivational DNA combinations. how can you use the test questions to help you identify the Motivational DNA types of other people you need to motivate? How can you learn more about someone you work with by thinking of the questions on the test? How can you use the information in your personal life to motivate family members? Page 4 . variety. stability. variety. Motivation gives a person power to create action. While education. external The supporter: connection. stability. Tamara Lowe shares how her life has changed from involvement in illegal activity to becoming a huge success helping other people become motivated to change their lives and become successful. external (10 Minutes) ▲ From ▲ In the eight different Motivational DNA combinations I just went over. internal The relater: connection.
Give the groups time to brainstorm. external—consider and write down the Motivational DNA combination you would agree as a group that you would most like to find in a manager. we will look together at our how each of you has used your new motivational skills to achieve or progress toward achievement of your goals. Go to week three on next page Page 5 . connector. First. variety. Then we will quickly share our goals and later share our progress toward those goals. stability vs.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – (14 Minutes) Leader says: For our exercise this week. Also. we’re going to divide into groups. include the reasons for your decisions about each of the two imaginary people. The leader determines the number to be in each group based on the number of attendees. Leader says: Now make certain you hang onto your list of two goals. At the end of our study group meetings. write down notes about your progress. Distribute a pen and pad of paper to each group. let’s each write down two goals that we want to work on over the next six weeks. one for your personal life and one for your professional life. Leader says: We are going to take seven minutes for each group to brainstorm together. Please identify a person to be the group’s scribe and another person who will be the spokesperson to represent the group when presenting. Allow the group three minutes to write their goals and two minutes for those who wish to share their goals with the group. Thinking of the Motivational DNA pairs—producer vs. Three people per group would be optimal. As you make progress toward your goals. (5 Minutes) Leader says: Let’s close with a very short activity and a few action items. Instruct the group to read chapters 3 and 4 of Get Motivated! by next week and remind them to bring their books to the next meeting. but two or four people can be used depending on group size. each group will have a short time to share their results. agree upon and write down the type you would most like to find in a person you manage. note if several groups came up with the same reasoning and comment if a pattern appears. After brainstorming is completed. Then considering the same factors. Then allow each group to come to the front of the rest of the attendees and allow the spokesperson to share the results of the exercise. After each group reveals their results. reminding them periodically of the remaining time allowed. and internal vs.
Motivational DNA cannot be used like a magic pill.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – WEEK 3: Motivating Yourself and Others Curriculum: Chapters 3-4 of Get Motivated! Items 1. Chapter 3 lists some of the costs of lack of motivation in the workforce. connector. The information is very helpful. By borrowing traits from other than your primary Motivational DNA type. motivation can change your life in very positive ways While each person exhibits some of the Motivational DNA of each of the eight types. external. Generally. Chapter 4 focuses on ways to motivate other people. Gene-splicing is a concept that refers to the ability to adopt traits of other motivational types in order to expand your behavioral repertoire. Pens 3. and then ask yourself how you can use those traits to help you motivate or relate to another person. they will strongly exhibit one trait from each of the pairs: producer vs. nor is it fully automatic. increased absenteeism. In other words. You can determine the motivational type of a person in any of three simple ways: ▲ Observe ▲ ▲ them passively over a period of time to see how they behave and react in various situations. To motivate someone. should never be used to stereotype people. Ask some friendly. Page 6 . a person will have one trait that is more dominant then their other two DNA forces. Motivational DNA can be used to profile job openings so that hiring managers know what type of person can best fill the position. Three small prizes such as a coffee mug. On page 81 you will find a list of “hot buttons” that provide clues about how to best relate to a person based on the behavior they exhibit at that time. You’ll find a list of some good questions to employ on page 79 of your books. You can discuss the concepts presented in this book and suggest they take the motivational type test located at www.GetMotivatedBook. including unhappy employees. and internal vs. a decorative post-it note pad. Pads of paper Needed 2. they must like the activity assigned and be able to do it well. reduced production. Reflect on the traits of the type of person. Take time to read about these hot buttons if you have not already done so. Half of employees say they only put out enough effort to keep their jobs and no more. variety. An even larger majority—84 percent—of employees say they could perform better if properly motivated. (5 Minutes) Leader says: Welcome to our third meeting of the Get Motivated! study group. Motivated workers earn more than unmotivated employees and achieve more personal happiness.com and share their results with you. stability vs. I hope you found time during this week to read chapters 3 and 4 of Get Motivated! We are going to go over some of the major points and then talk about how to motivate yourself and others. nonthreatening questions. and increased on-the-job accidents. increased health-care costs. and an attractive pen. you can better relate to and effectively motivate people who are motivated differently than you and allow you to increase your productivity and problemsolving ability. A majority of managers—69 percent—say that motivating employees is their biggest challenge. Knowing the Motivational DNA type of workers allows leaders to assign tasks based on who is most likely to enjoy the work as well as do it well. Identifying this dominant trait can help a person find ways to perform their work in more satisfying ways or find a different type of work that makes them happier.
Use the concept of gene-splicing to list some effective traits you could adopt from other motivational types to increase your ability to resolve this challenge. body language. and third place prizes for the most creative gene-splicing as voted on by the members of this group. Page 7 . challenge for the producers. It can be anything from losing weight to exercising. facial expressions. and a combination of internal and external awards to spur performance. Today.” This technique suggests that you reproduce traits the person to whom you are conversing exhibits. you must appeal to every motivational style. You need to offer something for everyone: interaction for the connectors. diversity for the variables. Then ask each member to quickly share their results. vocal pitch.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – You can establish rapport and trust with a person by using a technique called “cloning. then on the second and third place. To motivate groups. With a challenge in mind. please create a list of one or two possible solutions that is compatible with your Motivational DNA. I would like a few of you.” which I discussed in the chapter summary just min- utes ago. I’ll pass out paper and pens for you to write down your challenge. words. Let’s look on page 78 at the chart with a thermometer. Who has motivated and inspired you most in your life? In what ways? ▲ In chapter 3 Tamara Lowe spoke about what she calls “gene-splicing. Quickly pass out paper and pens. volume. to help you relate to another person? How will you employ this technique to help motivate coworkers or people to whom you assign tasks? ▲ In chapter 4 Tamara Lowe spoke about how to gauge what motivates or demotivates a person. eye contact. from motivating a team to completing an important task on time. List the possible resolutions. to cutting the sick days taken in your department—whatever challenges you are facing in your life right now. Allow each person to quickly develop their gene-splicing ideas. to share about: ● What ● What ● What ● What do you enjoy and do well? do you enjoy but don’t do well? do you dislike but do well? do you dislike and don’t do well? (10 Minutes) Leader says: How can you best motivate yourself using Motivational DNA? Think about a challenge you are currently facing in your professional or personal life. (10 Minutes) ▲ In chapter 3 Tamara Lowe talks about two school teachers that motivated her. How can you use gene-splicing. We will then use a three-step process to help you find ways to work on this challenge. Now let’s move on to some discussion questions. Then pretend you are not getting results by using your Motivational DNA. Motivating groups of people is much different than motivating a single person. there will be first. gestures. Present prizes. Traits suggested include posture. second. and then employ gene-splicing. the adoption of traits of another motivational type. structure for the stabilizers. and phraseology. Please work quickly so everyone can have time to share with the group. tonality. as time permits. Have the class quickly vote on the best presentation. pacing speech with the same rhythm and speed. narrow the list.
starting with the first full paragraph.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – (5 Minutes) Leader says: Please read chapters 5 and 6 of Get Motivated! before our next meeting. “The next time you want to inspire someone to take action… Read through to the end of page 85. Feel free to follow along with me. I’ll be reading through to the bottom of the page. I’m going to read an excerpt from chapter 4. page 85. Go to week four on next page Page 8 . Remind everyone to bring their books to class. We also have one more bit of homework. Ask the group to practice behavioral cloning this week and be prepared to talk about their experiences next week.
you were introduced to two different drives: producers and connectors. Small prizes such as pens. which are the first two chapters of part 2 of Get Motivated! In these chapters. you each practiced behavioral cloning. It takes the wind out of their sails. I’ll share with you a few highlights from these two chapters before we begin our discussion questions. They don’t worry about success because failure is not in their vocabulary. Pens 3. impatient. Producers want the freedom to do what they want. which is adopting behavioral traits of a person with whom you are communicating. They easily lose patience with people who move at a slower pace than their own. Today we will look at some of the attributes of each and how we can employ these attributes in ourselves to improve our motivation and help us motivate and interact effectively with others.” “when. Raise the bar—producers thrive on challenge. Producers need to know that they are respected. We will discuss your experiences today. They are self-directed learners and want to know “what” then figure out on their own the “how. Show appreciation for their abilities. They are effective problem solvers and quick thinkers. The main strengths exhibited by producers include: ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ Strong leadership capabilities Hardworking with the ability to take initiative Confident and self-assured Knack for recognizing hidden potential in others Attacks problems with pit bull resolve Organized and able to manage multiple projects simultaneously Excels under pressure Responds quickly in times of crisis When working with a producer: ▲ ▲ ▲ ▲ ▲ ▲ ▲ Give them the freedom to choose their own projects and teams. and when they want and do not work well in micromanaged situations. I hope everyone read chapters 5 and 6. They disdain weakness in anyone and can tend to be bossy and overly opinionated. how they want. They tend to communicate effectively but are sometimes impatient about listening. coffee mugs (5 Minutes) Leader says: Welcome to the fourth meeting of the Get Motivated! study group. Chapter 5 focuses on how the motivational type called producers work.” and “why” of things. They tend to be optimist. Producers are extremely independent and need space to do their thing. Pads of Paper Needed 2. Don’t saddle them with sluggish team members or bureaucratic procedures. They love to lead. Let them have input into their work-related goals and the ability to decide how to achieve them. They want to be in control or feel that a situation is under control. post-it notes. Page 9 . Others often perceive them as hurried. and a bit intolerant. They tend to be classic type A personalities—bold and outspoken. Forget micromanaging them—they can manage themselves.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – WEEK 4: Producers and Connectors Curriculum: Chapters 5-6 of Get Motivated! Items 1. During the past week. They have great will power and are self-disciplined.
The belief that nobody else can do it better 10. non-threatening contact is a bonding element for Connectors. Autonomy 2. Achieving the “impossible” 5. doing it better. or difficult situations to solve 4. They like to promote harmony and make others happy. Doing more. and unassuming Always willing to help Now let’s move on to some discussion questions. Never isolate connectors or they will become de-motivated quickly. Crises. are empathetic and supportive of others. Freedom to develop and implement ideas 3. Give specific directions and demonstrate exactly how to do new work. Strengths of Connectors: ▲ ▲ ▲ ▲ ▲ ▲ ▲ Talent for empathetic listening Good with customer service Ability to bridge differences and unite people Dependability: You can count on Connectors when you need them Very patient and tolerant Friendly. lasting friendships easily. Give Connectors time to finish their sentences. and breaking records 6. Peer respect and recognition by superiors 9. Provide clear reporting lines so the connector knows where to go with problems. soften your tone.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – The top ten motivators for producers are: 1. Provide them with a clear vision along with a way to measure whether or not they are achieving organizational goals. They love people and relate well to most everyone in their lives. Be warm and friendly—Connectors don’t like standoffishness. Friendly. Allow them to explain their position without interrupting. approachable. again to prevent any conflict. They learn best using tactile and visual methods. deadlines. Provide guidance along with ongoing support. They make loyal. They try to meet expectations and take failure very hard. They thrive on human contact. Don’t immediately get down to business—take time for niceties. When working with connectors: ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ Slow down your pace. They can be too trusting and are not very assertive. Acknowledgment from others that no one else can do it better Chapter 6 reveals the relationship secrets of the connectors. Reach out and touch their arm when making a point. and make eye contact. They communicate with warmth and prefer face-to-face communications over e-mails or phone. They may skirt issues to avoid creating conflict. Working simultaneously on multiple projects 8. doing it faster. Challenges and contests 7. Connectors like to collaborate and work well as part of a team. They often defer to others. Page 10 .
“When Working with Connectors.” your team should choose one item from the list on page 101 and one item from the list on page 116 and note several ways to utilize each of your group’s selected attributes to more effectively manage an employee who exhibits that specific attribute. Then a spokesperson from each group will share their results and the group will choose the most creative ideas.” and page 116. I would like a few of you who practiced cloning during this week to share some of your experiences and how the technique worked for you. (5 Minutes) Leader says: I really encourage each of you to please read chapters 7 and 8 of Get Motivated! before we meet next week. “When Working with Producers. and small prizes are awarded to each member of that group. Go to week five on next page Page 11 . week we discussed behavioral cloning. Each member of the winning group will each receive a prize. Each brainstorming group works together to create their ideas. ▲ ▲ Last (10 Minutes) Leader says: Please break into small brainstorming groups of three or four members. how will you be able to better communicate with these two specific types of colleagues or friends that fall into these two categories? How do their personalities affect your ability to communicate with these people in your life? Which of the types. then one person from each group shares the results. do you relate most closely with and why? Please share some of the traits listed that you exhibit if either of these happen to be your dominant type. Using page 101.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – (10 Minutes) ▲ Now that you can identify the attributes of producer and connector Motivational DNA. The group takes a moment to vote on the most creative ideas. adopting behaviors exhibited by another person in order to build trust and make them comfortable. producers or connectors. Remind everyone to bring their books to the next meeting.
They tend not to use the words I feel. and structure. Consistent. Tell the stabilizer how much he is needed and how the job couldn’t be done properly without him. even tone. and logical in order to get on board with a new vision. especially sudden change. Communicating and Working with stabilizers: ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ You’ll need to have the facts. and sensible. use facts and figures rather than word pictures or stories. and lots of them. and prepared are words that describe stabilizers. Stabilizers would rather read the manual and do it right the first time.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – WEEK 5: Stabilizers and Variables Curriculum: Chapters 7-8 of Get Motivated! Items 1. Avoid pressuring them with unreasonable deadlines. They are loyal in their friendships. planning ahead so they aren’t caught off guard. Submit new ideas cautiously. practical. Stabilizers are usually doers. They need time to process a new idea or course of action. Pens 3. Let’s take a moment to go over highlights of chapters 7 and 8. Dependable. Stabilizers become stressed by sudden or unexpected change. When you present data. Don’t change gears too quickly with stabilizers. not dreamers. Supply them with ongoing support. When explaining concepts. and with family. stabilizers are disciplined workers who like uninterrupted time to focus. They like predictability and knowing that things will go as expected. you have each read chapters 7 and 8 of Get Motivated! and learned that all of us have either a need for stability or a need for variety. One prize (5 Minutes) Leader says: Welcome to the fifth meeting of the Get Motivated! study group. Paper Needed 2. Do not micromanage them. workable. They speak in a measured. During the past week. Chapter 7 focuses on stabilizers. Allow stabilizers time to work at their own pace. organized way. You must give them enough factual evidence to enlist their support. Highly organized. Stabilizers like to have information communicated to them in an orderly. They often consider worst-case scenarios. They like to eliminate the unexpected and prepare contingencies. organization. stabilizers generally prepare a list of things to do every day. They can seem aloof and very intense when involved in a project and can be nitpicky at times. Stabilizers are naturally resistant to change. Page 12 . do so systematically. Recognize and reward their diligence. steady. Stabilizers have to believe a thing is doable. and they don’t understand how others can operate without a daily written plan. controlled. reliable. Give them detailed instructions and clear objectives. systems. They enjoy creating order from bedlam. You cannot motivate stabilizers by sheer enthusiasm alone. at work. smart. Today we will look at some of the reasons why you are a valuable member of your organization. They like routine.
These people are persuasive and convincing. Now. They do not like being rushed in decision making. Challenge variables with a goal—then let them figure out how to accomplish it. 3. and engaging. Use stories and illustrations rather than facts and figures to convince them of your point of view. They like to share their thoughts whether asked to or not. with their bills paid on time. Compliments and public displays of affection can embarrass them. 2. When explaining concepts. Chapter 8 delves into the variables. They are fun-loving freethinkers who seek out new experiences and don’t shy away from risk. are quick-witted. They just express their love in practical ways. When communicating and working with Variables: ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ Be positive and enthusiastic. routines. Show interest in their opinions. They are imaginative and creative thinkers. If you are married to a Stabilizer. 7. Offer them opportunities for personal and professional growth. Maintain eye contact and be a good listener. Stabilizers like to take things one step at a time. or demonstrations. use visuals. 4. and strict organization. Express your appreciation of their achievements. They need flexibility and options. 5. Invite them to participate in brainstorming sessions. Page 13 . They tend to dislike details. let’s do an exercise I believe you will find quite interesting. Variables love change. Give them public recognition for their accomplishments. They find change stimulating rather than taxing. you must honor their need for financial order. Stabilizers need to be financially secure. Variables are hands-on learners. Remember that the whole world would be a chaotic mess without stabilizers.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – Strengths of Stabilizers: ▲ ▲ ▲ ▲ ▲ ▲ ▲ Thoroughness and attention to detail Defining and refining ideas Ability to carry tasks through to completion Analyzing problems and determining what needs to be done The ability to mentally organize their thoughts Reliable and consistent Skilled at sorting out priorities When dealing with stabilizers: Stabilizers expect others to show respect for authority and play by the rules. Their playful nature brings out the fun in others. Provide accountability and deadlines. Appreciate them for all their wonderful traits—don’t focus on the one or two things that bother you. They are prone to give practical gifts rather than romantic ones. Allow them the freedom to find creative solutions. They tend to have a good sense of humor. 1. They have a passion for personal growth and self-expression. word pictures. but this doesn’t mean they aren’t romantic. 6. especially for important choices that have long-term consequences. Their communication is expressive and up-beat. Stabilizers practice what they preach—they don’t expect from others what they are unwilling or unable to do themselves.
Remind the group members to bring their copies of Get Motivated! to the next meeting. Would some of you please share some of the ways you were surprised? (2 Minutes) Leader says: Thank you for attending this week’s study group meeting. using a scale of 1–20..” What value to the organization do you find in your coworkers? Take three minutes to write down three points of value you find in most of your colleagues. (5 Minutes) ▲ ▲ ▲ How did this exercise make you feel and why? In what specific ways can you use the value of your colleagues and coworkers to help motivate them when teamed up to perform tasks? I’m sure you were surprised at many of the presentations. The group member who earns the highest score will get a prize. Go to week six on next page Page 14 .. During each person’s turn. Allow the team four minutes to list reasons their colleagues are of value to the organization. and originality. each member is asked to walk around shouting their reasons and the other team members silently write the score they wish to give that participant.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – “The Team Needs You Because. passion. After each participant has taken their turn. one at a time. Then. Each of you will then be given two minutes to walk around the room shouting out why the team needs these colleagues. Please take time to read chapters 9 and 10 of your books before our next meeting.” (18 Minutes) Leader says: One of the recurring themes in chapters 5 through 8 and which will continue to appear through chapter 11 is “value to the organization. the team will grade that person on their wit. the scores are compiled and the winner gets a prize. with conviction and humor.
Communicating and working with Internals: ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ Express interest in their interests. even if they differ from your own. Pictures cut from magazines. They know and live what they believe. with the energy to turn their empathy into action Compassionate advocates for the less fortunate Virtuous character Unlikely to compromise their values Make the effort to get involved and don’t assume someone else will do it Chapter 10 looks at externals. They are seekers and searchers. Pens Needed 2. and passions. Use words like feel. They are energetic and goal-oriented. Show them how their part contributes to the whole in an indispensable way. Discuss the company’s vision. known for financial success. Demonstrate interest in their family. often living lifestyles that are somewhat alternative. They are aware of socioeconomic issues and enjoy helping improve the lives of those less fortunate. Three small prizes (5 Minutes) Leader says: Welcome to the sixth meeting of the Get Motivated! study group. Allow Internals the opportunity to combine their values with their work. believe. They like to run the show and do well in positions of power. Explain the purpose of tasks and show why it matters. tell them. Affirm their viewpoint before stating your own. Internals are generally fair and unbiased. During the past week. They seek out work that they find meaningful and important. Chapter 9 looks at internals. Strengths of Internals: ▲ ▲ ▲ ▲ ▲ ▲ Strong sense of duty Concerned and benevolent. concerns. Let’s cover some of the highlights of these two chapters quickly. Let them know that they are needed and valued. Many of the hippies of the 1960s fit into this type. They are unselfish and generous. Respect their beliefs. They are Page 15 . when you find those common elements.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – WEEK 6: Internals and Externals Curriculum: Chapters 9-10 of Get Motivated! 3. I trust everyone read chapters 9 and 10 of Get Motivated! and learned about the two types of awards that motivate us: internal and external. and ethics and how they align with their personal beliefs. They love to talk about money and expect money to be tied to performance. Look for areas of agreement. values. and value to communicate your views. Express appreciation for their contributions. “I feel the same way.” Allow them the freedom to voice their opinions without dissent. These people have strong values and find purpose and fulfillment more important than fame or fortune. having a clear understanding of right and wrong. each taped to a sheet of paper Items 1.
How can they work together harmoniously by understanding each other’s Motivational DNA? ▲ ▲ Internals Continued on next page Page 16 . Link challenging goals to enticing incentives. Make sure they understand their compensation plans and how they can get ahead in the organization. (10 Minutes) ▲ Some of you fall into the Motivational DNA types of internals or externals. Soon after an accomplishment. Single them out for deserved recognition in the presence of their peers. Give them opportunities to lead. Every chance you get. Recognize their achievements and praise them in public. They think about the bottom line and see themselves as achievers. and in the community. in what specific ways can these facts help you reinforce strengths and help others work with you more effectively? What are the some of the differences you noticed between internals and externals other than their preference in awards? and externals must work together in just about every area—in the family. at work. ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ ▲ Communicating and working with externals: Highlight the benefits—show them what is to be gained organizationally and personally.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – skillful communicators who are forthcoming and candid. Offer a big prize for difficult challenges. and ways that others can effectively work with you. Reward achievement in tangible ways. compliment them. Strengths of internals: ▲ ▲ ▲ ▲ ▲ ▲ Energized by challenge Enterprising and resourceful Goal-oriented Unwilling to give up if there is a big upside benefit Determined and diligent Aspire to be the best Let’s begin with some discussion questions. affirm them for their special talents and positive contributions. Ask for their input on supervisory matters. communication styles. They are confident and put more effort into doing than into listening. Give regular performance feedback. Having learned about your strengths.
Leader says: On the reverse side of the sheets of paper around the room are pictures. I hope you enjoyed our time together. the group leader has cut pictures from magazines and taped each to a sheet of paper. select it and return to your seat. On the back of the page. I certainly did. The group will select the best three responses and each winner will receive a prize. replace it facing down. please be sure to read chapters 11 through 13 of Get Motivated! I look forward to seeing each of you next week. take two minutes to journal how and why this picture motivates you. placing each facing down around the room. Then you will have one minute to tell the group why you picked your picture and why. Pens are distributed to each group member. If you look at one and it does not make you feel motivated. Remind the group members to bring their copies of Get Motivated! to the study group meeting next week. Everyone chooses one picture and returns to their seat.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – (10 Minutes) Before the meeting. Please work quickly so everyone has time to share. if the picture makes you feel motivated. Please come turn over a paper and. During the coming week. (5 Minutes) Leader says: Thank you for attending today’s study group meeting. Go to week seven on next page Page 17 .
need to be set free but still need your friendship. or similar items. and stability. (8 Minutes) Leader says: Welcome to the seventh meeting of the Get Motivated! study group. During the first stage of childhood. Most children are either connectors or producers. wisdom. attention. and acronyms. let’s begin with some discussion questions. help. providing affirmation and building friendship to get them through the teen years. Teach them easy ways to learn such as word pictures. pens. Small prizes such as coffee cups. and caring. and treat them with respect. parents should focus on enjoying their children. Let’s quickly cover some of the highlights of these chapters. You want to appeal to your child’s Motivational DNA to encourage them and keep them motivated to do well. ages twenty to twenty-five. Participate in helping with homework but don’t let the child manipulate to do it for them. and supervision to prevent them from injuring themselves. rhymes. The word no. children need protection. Now. and they need accountability. (10 Minutes) ▲ Teachers play a large part in motivating children once they reach school age. teaching of proper behavior. During the past week. Eat dinner as a family regularly. kind. All children need love. Whatever you tolerate from children is what you will get more of. Chapter 12 addresses helping children become successful in academia. keeping the lines of communication open. Chapter 11 focuses on motivating young children. Pens Needed 2. Write love notes and build memories and family traditions. Celebrate their strengths and accomplishments and provide stability. For teens (ages twelve to nineteen). polite. part 3 of Get Motivated! This section talked about raising children who are motivated to learn and do new things and are well behaved. Encourage them to talk freely with you about any subject.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – WEEK 7: Motivating Children Curriculum: Chapters 11-13 of Get Motivated! Items 1. nurturing. songs. Pads of paper 3. Avoid lecturing or nagging. learn to listen without making negative comments. Associate privileges with grades. post-it note pads. is a word that you must never be afraid to say to your children. not just their intelligence. paperweights. Young adults. How did a special teacher help you develop a love of learning during your early school years? ▲ How are consequences helpful in motivating a child to behave and interact well with other children? ▲ What are some ways in which parents help children develop self-motivation? Continued on next page Page 18 . Chapter 13 is devoted to motivating teens and young adults. from birth to age three. our main responsibilities are to protect and correct. so beautiful in its simplicity. Recognize their effort. time. which can be turbulent. you have each read chapters 11 through 13. From ages four to eleven. During the very early period of a child’s life.
Thinking of what we have learned and discussed about motivating children. let’s all pretend we have a child who is in the first year of grade school. Remind the group to bring their books to next week’s meeting. For this exercise. probably six years of age. Distribute pens and paper and allow the group about five minutes to create their lists.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – (10 Minutes) Leader says: Some of you probably have children of various ages. I am sure you have learned a lot about motivating children and young adults. Also ask them to bring the list of two goals created in the second study group meeting. have the group vote for the three best presentations. Then ask each person to share their ideas. (2 Minutes) Leader says: Thanks for attending our study group meeting today. After the ideas are shared. please read the final chapters. please list several ways you can help your child be motivated about learning and want to do their very best with all these learning tasks. Then we will share our ideas and vote for the three best sets of ideas for which three prizes will be awarded. Go to week eight on next page Page 19 . Before we meet next week. Others may not be parents yet or perhaps do not plan to become parents in the near future. chapters 14 through 16 of Get Motivated! I look forward to seeing all of you next week. Some of you may even have grown children. some of them currently in school.
Achieving your goal will cost you in financial and emotional ways. Plan for where you want to be in the future. Don’t become discouraged or fear failure. This entire section of the book. Let’s begin with a fun activity that we will then discuss. It is recommended that you promote your strengths while developing multiple income streams. Yes. including skills. Each team will be given a jigsaw puzzle containing fifty pieces that the team will assemble together. From a spiritual standpoint. part 4. is to never give up and to remain motivated by using your Motivational DNA in every aspect of your life—business. talents. the group leader provides a puzzle to each team. (10 Minutes) Leader says: Let’s perform a little experiment to learn more about how people with different Motivational DNA types work together as a team on an assigned task. The first team to complete their puzzle will receive prizes for each of the team members. “What do you want out of life?” No matter your past. Admit your faults and identify your constraints. The idea that it is crucial to finish reaching your goals first and finish better than your competition is very importation. it is important to take good care of yourself through living a healthy lifestyle. strengths. As each group works on their puzzles. however. As soon as the teams are seated together. Create alliances with network contacts. determine if you are ready and willing to pay the costs. and organizational skills. what do you want your life to be like from here forward? Knowing what you want to do will allow you to create effective plans and be motivated to reach that goal. and look at ways to use these to work toward your goal. personal. I hope you have all enjoyed our time together as much as I have and that you have learned information you can use in your daily lives to help you motivate yourself and others as well as raise self-motivated children. Small prizes (5 Minutes) Leader says: Welcome to the eighth and final meeting of the Get Motivated! study group. Minimal spending of company money is a way to help ensure your business succeeds. Let’s take a few minutes to go over the main highlights of these chapters. Chapter 16 focuses on finishing your journey toward goal achievement. Fifty-piece jigsaw puzzles 3. there will be prizes awarded for the winners of today’s activity. Several small beanbags such as “hacky sacks” or small balls Needed 2. This chapter begins with the all-important question. the final chapters of Get Motivated! during this past week. Chapter 14 focuses on starting strong. Please form two (or more) teams. please be aware of how the group interacts and what Motivational DNA types are exhibited by the team members. The main idea. Don’t expect total perfection either. Break your goal down so you can achieve incremental success. maintain your integrity and live what you believe so that you will have the reputation and self-respect to achieve your dreams. Take inventory of what you already have. reinvent instead of inventing and look for great business models to follow. Small prizes are distributed to the first team to finish. In your personal life. Chapter 15 focuses on maintaining motivation. You’ll have nine minutes to put together your puzzle. financial resources. Use your Motivational DNA to sustain a high level of motivation. and spiritual—to finish the journey toward your success goals. Page 20 . is focused on strategic goal achievement. so that you can have the energy to focus on working toward your goals. You were asked to read chapters 14 through 16.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – WEEK 8: Strategic Goal Achievement Curriculum: Chapters 14-16 of Get Motivated! Items 1. Where possible.
I hope you have been making notes of your progress toward achieving the goals or have already achieved them. By learning to identify our own Motivation DNA and identify traits in others that reveal their Motivational DNA. that we created in the second study group meeting. All rights reserved under international copyright law. one personal and one business oriented. However. if you haven’t made notes. I would like to go around the room and ask each person to share one way Motivational DNA has helped them be motivated to achieve or work toward achieving one of their two goals. The leader then asks one person to start sharing and goes around the room asking each person to quickly share about their goals.– A N E I G H T W E E K G U I D E T O G E T M O T I V A T E D ! – (5 Minutes) ▲ Could ▲ For the team who completed their puzzle first share with us how the team worked together to work quickly and efficiently together? How did people with different Motivational DNA contribute different parts of the success? the other team(s): what obstacles or Motivational DNA conflicts may have prevented you from being as fast or efficient as the other team? How could you have overcome any conflicts that you encountered? Motivational DNA type tended to lead the task for each team? What Motivational DNA types joined in as followers? If no one appeared to lead the task. how could your team have been more effective by having a leader and what Motivational DNA type do you feel should have been chosen? ▲ What (5 Minutes) Leader says: Let’s take out the list of two goals. there are times when you may begin to feel discouraged and think you may fail. it is possible to motivate your entire business and keep everyone motivated! That is the simple. most important lesson I hope each of you take from these study group meetings. Leader says: In business. perseverance will allow you to achieve your goals as long as you employ the techniques you have learned about using Motivational DNA to remain motivated and to motivate those around you. Yet. Page 21 . Contents and/or cover may not be reproduced in whole or in any form without the express written consent of Tamara Lowe. TL ©2009 Tamara Lowe. you can perform this exercise by simply thinking about your progress.
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