Inside Out
Business Edition
"You can't change the direction of the wind. . .
but you can adjust your sails!"
--Jimmy Dean

Kim Olver, MS, NCC, LPC

www.Coachingforexcellence.biz
Kim@Coachingforexcellence.biz

To read our blog click here or go to www.coachingforexcellence.biz and click on "Blog" on the left hand navigation bar. Read some of Kim's musings and add some of your own!

A Message from Kim

Well, I still wish I had definitive news for you about our book promotion
from September 14th but now it looks as if I may never have it. Amazon had massive technical difficulties that day and still hasn't gotten the orders
straight. If you were one of the fortunate few who were able to actually get
through to order the book, received email confirmation from Amazon and still haven't received your book, I would email them to ask the status of your
order.

If they don't have any record of your order, then go to
www.leveragingdiversityatwork.com and order from my website. At least then, I will be in control of getting the book out to you. For those who ordered the book, again I say thank you. If you liked it, share it with someone else or share the URL where others can purchase it. Help me spread the word. Thank you.

In This Issue

Feature Article
Punished by Rewards
By Kim Olver

Upcoming Events
FREE Teleclasses
Chat Room

Quote of the Week
"Keep your thinking right and your business will be right." --Zig Ziglar

Book Review
Punished by Rewards
by Alpine Kohn

Tip of the Week

Business Q&A

Reports & eBooks

About Kim Olver

Feature Article

Punished by Rewards
by Kim Olver

I read Alphie Kohn's book, Punished by Rewards, and was surprised by how much research there is out there that supports the concepts of Choice Theory and Empowered Leadership. I wasn't surprised the research supported Choice Theory and Empowered Leadership, but I was surprised by how much research there actually is.

Kohn reviews the research and presents a very compelling case for why rewards really don't work. Any time we attempt to bribe someone to do something, we actually undermine their own natural, internal desire to do it and worse.

Yes, it's true that if we find the right reward, we can get many people to work for the reward, but for how long? And what happens when the reward no longer exists?

People offered rewards to do certain things will work for the reward but they won't go beyond what is required to earn the prize. They won't invest in the activity you want them to do. They will only do what is necessary to get the payoff. Quality is not a consideration. In fact, they will typically do what is required the fastest and easiest way possible. Their goal becomes obtaining the reward and not necessarily doing good work. They will take short cuts and the fast track to get to the reward.

People do not like their autonomy threatened. When we resort to rewarding them for doing things, they feel manipulated and of course, they should because they are being manipulated. We are attempting to get people to do something they don't want to do by rewarding them. This doesn't feel good even if the reward is a coveted thing.

Another problem with rewards is that people figure if they have to be rewarded to do it, then it must not be a very desirable thing to do. They learn through association to not like the requested activity. We actually undermine people's desire to do it on their own by giving them a reward.

When the rewards stop, then people generally return to doing the requested behavior at a lower frequency than was done before the rewards were implemented.

Unfortunately, I know many of you are thinking there are just some people that won’t do anything unless it’s for a reward. You are right and you know what created that condition? Rewarding behaviors for compliance! That’s right. We created the very behavior we are trying to change.

Over the years, the majority of us have been bathed in a stimulus-response world. Our parents either rewarded or punished us to do what they thought best. Then we entered school where the teachers rewarded or punished us with the grades they assigned. After that we entered the workforce and rewards and punishments run rampant there, as well.

When people have constantly been rewarded, they do develop a dependency on the reward system. It appears that no internal motivation exists. With these people, it is important to explain what you are attempting to accomplish by eliminating rewards and to get their buy-in.

Empowered Leadership is the alternative to rewarding. It empowers leaders and workers and strengthens autonomy. It helps to develop internal motivation to produce quality work.

With Empowered Leadership, supervisors are trained to create an environment where workers can get their basic needs met at work. They feel safe—safe from physical dangers and emotional harm. They have good teamwork with their co-workers, believe that their supervisor has their best interest at heart and understands that management is interested in them as individuals.

They feel important and respected on the job. When they make suggestions, they are listened to. They believe their contribution to the whole makes a difference. They have some freedom on the job. They are not micro managed and can function independently within the boundaries of their assigned job duties. They are adequately trained and have fun at work.

It is the supervisor’s responsibility to create this environment for their workers. It is up to the worker to decide whether or not the job meets his or her needs. When it does, the worker will produce quality work because he wants to, not because he is being threatened, punished or rewarded to do it.

If you are strictly looking for compliance you can get it through rewards. However, if what you really want is quality work and employees who are satisfied with their jobs, then you really must look at Empowered Leadership or some other internal motivation model where you can create a need-satisfying environment so workers develop that internal motivation to produce quality work.

Copyright © October 2006 Kim Olver. All rights reserved

NOTICE: This article is free and can be copied and reproduced
as long as the copyright and bio is included at the bottom of the article

*Click Here or to read some of Kim's other articles*

Upcoming Events

Teleclasses
(Times in EST)

All teleclasses free, one (1) hour in length and all you need is a telephone. When you register we will send you a phone number that you will call five minutes prior to the start of your teleclass. You will have the opportunity to ask questions, but if you prefer to just listen that’s all right too. You do not need a computer or Internet, only a telephone. Don’t delay. There are a limited number of slots available.

The following Teleclasses are FREE

Celebrate Diversity
December 5, 2006 -- 9:00 - 10:00 p.m.

Do you maintain a diverse workforce in your place of business? Do you celebrate diversity? Would you like to learn how to create a diverse workplace that embraces diversity? Register for this call and learn how creating a diverse workforce in your place of business can increase your bottom line and create a more pleasant work environment for you, your co-workers and your employees.

Goal Setting & Attainment
December 27, 2006 -- Offered at two times for your convenience:
3:00 - 4:00 p.m.
9:00 - 10:00 p.m.

Come on now; are you serious this time about keeping those New Year’s resolutions? Let’s really get serious about setting those goals for next year. This teleclass will give you a time-proven system for setting and actually attaining those New Year’s resolutions. No more excuses. Register for this call today. All you need is a telephone. Once you register, we will email you a phone number that you will call five minutes prior to the start of this class. You will have the opportunity to ask questions, but if you prefer to just listen that’s all right too. You do not need a computer or Internet, only a telephone. Don’t delay. There are a limited number of slots available.

Empowered Leadership
January 2, 2007 -- 9:00 - 10:00 p.m.

How would you like your leaders to be more effective? How would you like to create a work environment that is empowering to your employees? Register for this call and learn the skills necessary to create an empowered workforce for both management and your employees.

Choice Theory & Reality Therapy
January 16, 2007 -- 9:00 - 10:00 p.m.

Stop wasting your time attempting to control others and in the process becoming someone you don’t recognize. Discover how when you learn how to focus on your own behavior, you become empowered, more effective and ultimately improve the relationships in your life. Register for this call now and discover how you can be happier and more satisfied by making some adjustment in what you are doing. It’s a very exciting journey!

Anger Management (De-escalation Skills)
February 6, 2007 -- 9:00 -10:00 p.m.

Are you someone who is confronted with angry people in the course of your life? Spouses, children, extended family members, neighbors, community members who have tempers and like to yell at you? Want to learn ways to take the wind out their sails and have them communicating more cooperatively? Then this class is for you!

Chat Room

Kim will be available in her chat room for questions
and dialog on the following dates and times:

All Chats are from 7:30 - 8:30 p.m. EST

October 31, 2006
November 7, 2006
November 14, 2007
November 21, 2006
November 28, 2006

Quote of the Week

Book Review

Punished by Rewards
by Alpine Kohn

The entire article this month discusses my review of Punished by Rewards by Alphie Kohn. I would highly recommend it as confirmation for those who already have an inside out orientation. I would also recommend it for those who believe that rewards and punishment are the preferable, and perhaps the only, way to get others to do what they are supposed to do. You owe it to yourself to understand the research and to expose yourself to another possible view. Check it out.

Click here to order this book

Tip of the Week

Whenever you are tempted to bribe or reward someone into behavior you want them to exhibit, ask yourself, "Is this really an important thing? What would happen if it didn't get done my way?" A lot of times we insist on certain things that set up adversarial relationships. Is it really important that the employee's desk be cleared prior to him or her leaving for the evening? Is it really critical that employees solve problems in exactly the same way you would? Often times there are things we set up as "musts" when really they are "wouldn't it be nice" things. When we take a step back and review what's most important, we realize that we are insisting on things that really are negotiable. Don't be afraid to pull back and admit that you have found a negotiable area and work toward a solution that will benefit you, the employee and the company.

Business Q&A

Question: I work with a boy in a residential setting who is very institutionalized. He only seems to be motivated by rewards that are offered externally. We currently have him working for good behavior (the absence of physical restraints) so he can go out to the Chinese restaurant for his birthday. Do you think that is the wrong thing to do?

Answer: I would not recommend that he be bribed to exhibit good behavior. I have two questions. What do you think will happen if he can't maintain good behavior for two weeks and he loses the opportunity to go out to eat after being good for 13 days and blowing it on the last day? I would go ballistic if it was me. Let's just say he does make it and he is able to eat out, then what will you use to motivate him next week? He has no motivation to being non-aggressive except to get his reward. The answer, instead, is to work on building a positive relationship with this boy. He has no family resources so he should be taken out on his birthday regardless of his behavior, unless you believe he is a safety risk, either to himself or others and then that needs to be explained to him so he has the opportunity to change his behavior. Work on helping him get all five of his needs met within the environment of your program and you will see less acting out behavior. Yes, this will take longer but it will have long-lasting effects.

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Copyright © October 25, 2006 Kim Olver. All rights reserved.