Motivation & Goal Setting
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Brinda confianza cuando delegues una función: esto ayuda a construir un clima de confianza en el ambiente del proyecto, además recuerda que las personas sólo podrán lograr aquello que “creen” que pueden lograr. Estimula la comunicación abierta: haz que los miembros del equipo se sientan en la libertad de exponer sus ideas y ser creativos, no hay motivador más fuerte que el sentir que se está creando algo “juntos”.
I’m a big advocate of clearly defined goals and goal achievement.
One of the top determinants of well-being is autonomy: the perception that one can govern oneself and not have decisions dictated externally by someone else.
"Catch a Falling Star" by Peasap Eight self-reflection questions to stimulate ideas for your bucket list.
I recently wrote about choices and recognizing how much of our lives are under our control. The acknowledgment of this power is awesome and inspiring. It allows us to overcome obstacles, arise to new challenges, embrace changes, renew relationships, and quit the Blame Game.
A traveler meets two bricklayers and asks each what he's doing.
People you meet at the NY Academy of Science, especially at a meeting dedicated to innovations in the medical curriculum, are the most adherent people you expect to meet. Because if adherence to medication is all about knowing what the meds are for, and what happens when you fail to take them, then surely every doctor who becomes a patient, will be a model one at that.
I encourage you to pick up a pen and a piece of paper and jot down the goals you want to reach. Look at each goal and evaluate it. Make any changes necessary to ensure it meets the criteria for a SMART goals: S = Specific M = Measurable A = Attainable R = Realistic T = Timely Specific Goals should be straightforward and emphasize what you want to happen.
In an interview a couple of years back about my book The Art of Singing , I was asked how I advise clients- both performers and professionals- to remain centered and unaffected by negative reviews. It was and remains a great question... a question I still encounter almost daily in my practice.
Several years ago, I was a graduate student at the University of Wisconsin struggling to come up with an idea for my dissertation on the effects of competition on intrinsic motivation . Much of my interest in motivation stemmed from my own experiences in athletics and academics.
What happens when a person is offered an incentive to do something the individual would have done anyway, without incentive?
In an earlier post I compared the Deci-Ryan model and the theory of 16 basic desires on the scientific criterion of construct validity.
Two models of intrinsic motivation are compared. The Deci-Ryan model, which is based on a distinction between intrinsic-extrinsic motivation, and the 16 basic desires, which is based on the concept of universal goals deeply rooted in human nature .
Two words you rarely see together in social psychology theories of motivation are "intrinsic" and "satiation." Intrinsic-extrinsic motivation researchers often overlook satiation. They often talk about intrinsic goals as if they were infinitely desired.