We live in an age of unprecedented access to knowledge and resources. The amount of information available at our fingertips is overwhelming. Rather than watching the nth video of laughing babies, why not use that time to learn something about management? YouTube can be a time-sucking black hole, or a window into a wealth of knowledge. Here are three great TedX Talks available on YouTube to jumpstart your exploration of management resources.
Hamza Khan takes a provocative look at historical management styles and calls into question staple practices. Hamza provides compelling reasons for why the historic management model does not make sense. Rather, he claims, we cling to this models because of tradition not because it is efficient. He offers “Theory Y” as the ideal approach to management style.
Hamza outlines four premises inherent in Theory Y: employees are ambitious, employees are self-motivated, employees exercise self-control, and they actually enjoy their physical and mental duties. This is in complete opposition to the standards of Theory X, which encompasses our current standard practices. Hamza affirms that employers can lead their employees to “self-actualization” by providing an environment respectful of the tenets of Theory Y. Cultivating trust, space (physical or otherwise), co-creation, leadership, and culture are the fundamental principles of a workplace environment conducive to excellence.
Hamza does an excellent job of outlining the history and dynamics of management, as it exists and as it should be.
Kerry Goyette follows the same train of thought as Hamza and narrows in on the topic of “motivation”. Like Hamza, Kerry takes up the premise that employees are inherently motivated. Management shouldn’t be asking the question, “How can I motivate my employees”; rather, the productive question to ask is, “How do I unleash my employee’s motivation?” This question gets to the core intricacies of motivation.
Kerry states that everyone has a combination of positive and negative motivations. The key is to create environments that encourage positive motivations and restrict negative motivations. Kerry cites research that strategic team building is at the heart of creating environments where positive motivation abounds. Further, Kerry describes four motivations that contribute to success. Before outlining these motivations, she also debunks misconceptions on motivation.
This is a great resource for managers who are struggling to hire efficient staff or who are frustrated with staff members who show promise but are underperforming. Kerry’s practical, science-based insights are clear and easy to adopt.
Finally, Celeste Headlee offers valuable advice on a crucial skill: communication. Technological advances allow people to be more “connected” than ever before; however, most people lack the fundamental skills required to have a good conversation. Celeste offers ten tips for developing conversation skills. Managerial positions require great communication skills. Celeste’s insights are helpful and are applicable to all areas of life.
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