Two “must see” videos

I had intended to write some updates on the latest articles I’ve been publishing, but I ran across a couple of videos and wanted to share them right away.  Both are Tony Robbins talks.

I’m not really sure which one is better.  They each have their helpful points.  However, I’m posting one from TED Talks first.  If you don’t have time to see both, at least see that one.  Sorry, it’s 22 minutes long.  But TED Talks do tend to be longer than the average video on YouTube.  And if you don’t have time to see the whole thing, watch enough to see Tony high-five Al Gore. Yeah, really.

The second video is Tony Robbins version of the Stallone/Rocky story.  Inspiring and, in places, funny. Good reminder of how important it is to have a strong vision of your goals and persist until achieving them.

Musketeers, Baby Steps and Employee Motivation

Over the last week, I’ve published some guest articles I’d like to bring to your attention, out of the daily additions I do to the Superperformance.com site:

In “Winning at Working: The Musketeer Approach,” you learn why it is necessary to build a support network of trusted colleagues to get you through the hard times at work.  This is a different consideration from a career-building network, although the networks may overlap.  And how important it is for all in the group to “be there” for one another.  It’s not enough to acquire casual friends in the workplace.  You need folks who can really back you up.

“Behold — The Mighty Baby Step!” is a reminder of how powerful you become when you step out of “overwhelm” by breaking down big jobs into easier-to-handle pieces (or smaller chunks of time) and then persisting at the small stuff until it’s done.

“Motivating Employees: You’re Kidding, Right” is one coach’s response to the idea of employee motivation.  Much depends upon what you mean by “motivating,” but more often than not, when management wants motivation, they mean a system or set of practical techniques that will apply in general.  The consideration of individual differences in motivation makes generalizations very difficult.  While there are some “universal” motivators, it is challenging to make practical tools and methods from them that apply to any particular workplace.  The best that psychologists,  coaches and consultants can really do is teach the principles of motivation and self-motivation, give some typical examples, and let folks try to figure out for themselves what applies to each individual worker.  If it were easy to break down motivations into techniques, I’d be making millions using “motivation” to get customers to buy whatever I wanted to market.