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100 way sto motivate others phần 2

Không suy nghi không bao giờ được độc hại, không bao giờ cố ý gian dối để cho một mình thù. Mục đích của nó là để giữ cho mọi người tươi, để họ được hoàn toàn up-to-ngày với những tin tức không chính thức trước các tuyên bố chính thức nhàm chán. | temporarily improve their behavior to avoid being in a situation with little or no feedback. You may have briefly experienced the relaxing effect of a sensory deprivation chamber. YoU are placed for a feW minutes in a dark cocoon-like chamber floating in body-temperature salt water with all light and sound cut off. It s great for a few minutes. But not for long. One day the sole worker at one of these sensory-deprivation tanks walked off the job in a huff over some injustice at work leaving a customer trapped in the chamber. Several hours later the customer was rescued but still had to be hospitalized. Not from any physical abuse but from the psychosis caused by deprivation of sensory feedback. What occurs when all outside feedback is cut off is that the mind manufactures its own sensory feedback in the form of hallucinations that often personify the person s worst fears. The resulting nightmares and terrors can drive even normal people to the point of insanity. Your own people are no different. If you cut off the feedback their minds will manufacture their own feedback quite often based on their worst fears. It s no accident that trust and communication are the two organizational problems most often cited by employee surveys. page_29 Page 30 One of the most notorious military and secret intelligence torture devices over the years has been to place a recalcitrant prisoner into the black room. The time spent in total sensory deprivation breaks prisoners faster than physical beatings. Let s take the scene home. The husband is encouraging his wife to get ready for an evening event on time. She asks How does this jacket look on me Fine just fine let s go Well I knew I didn t look good in it. I just can t find anything else to wear she says. Human beings crave real feedback not just some patronizing pacifying words. The managers who have the biggest trouble motivating their people are the ones who give the least feedback. And when their people say How are we doing they