If you understand the different types of self motivational strategies, you can tailor how to motivate your team into action. This can ultimately translate into real world productivity and discoveries.
Most often, people behave as adults and can speak for themselves. Sometime it just requires a mediator to help facilitate the communications.
Many times, it’s not so much the changes that are difficult, it’s the purpose behind those changes that make it difficult. If we align the big goals and cause of our resolutions to our overall vision of who we want to be, the tasks associated with it become increasingly small and manageable.
Giving feedback doesn’t have to mean being aggressive with your lab members, nor does it mean you have to be overly friendly to them. It just means, helping your directs to reach their goal. Therefore, you have to change your mindset. There are three mindsets that tend to exacerbate the difficulty of giving feedback as a manger; Fights, Failures, & Focus.
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Remember to always focus on the success of the science, and to let that focus manage your decisions. Remind yourself that the science is the main goal. It will help adjust your mindset about the importance of giving all types of feedback. Believe that it is for the betterment of the research vision.
Aside from the technical skill sets seasoned or novice research assistants can possess, they have 4 traits which can contribute to their work behaviors; motivation, mindset, perspective, and feelings. These dynamic traits can determine the productivity of your lab’s early success.