Motivational Game Plan: Part 4: Bringing It All Together Hometown Cars has suffered challenges over the last several months since the previous general manager left the organization. Because the company did not have a succession plan in place, the sales manager, service manager, and parts manager attempted to run the organization on their own, without real leadership and without feeling fully empowered to make decisions. As a result, sales have been down company-wide, and there have been a number of personnel issues surrounding lack of motivation. As the new general manager, you’ve been developing a Motivational Game Plan for Hometown Cars that includes investing in your team, giving feedback and setting goals, and using competition and rewards in order to motivate your employees. The final steps in this process are to bring all the parts of your plan together, identify a strategy for using motivation to build leaders at Hometown Cars, and then submit your final Motivational Game Plan to the “CEO” for review. Please do the following: This worksheet has 2 sections. Answer the questions in Section 1 and Section 2. (Before completing these sections, be sure to review and incorporate the feedback you received from your instructor on Assignments 1-3.) SECTION 1: Summarizing Your Plan 1. In 1-2 paragraphs, summarize Part 1 of your Motivational Game Plan - Investing in Your Team Members for the CEO of Hometown Cars. 2. In 1-2 paragraphs, summarize Part 2 of your Motivational Game Plan - Feedback and Goal-setting for the CEO of Hometown Cars. 1 3. In one to two paragraphs, summarize Part 3 of your Motivational Game Plan Competition and Rewards for the CEO of Hometown Cars. SECTION 2: Building Leaders For the last part of your Motivational Game Plan, write 3 new policies (1-3 sentences each) that Hometown Cars will use to build leaders in the future. These policies should help the team avoid what happened when the last general manager left, and the company started to decline. You can use any or all of the strategies addressed in the Coach’s Huddle from Week 10. Each policy should include the following information: • The category: Challenging people, rotating leadership, professional development, mentoring, OR succession planning • The details on how that policy will be carried out. • An explanation of how that policy will affect motivation at the company. 1. POLICY ONE: 2. POLICY TWO: 2 3. POLICY THREE: 3
 

Motivational Game Plan: Part 4: Bringing It All Together

Hometown Cars has suffered challenges over the last several months since the previous general manager left the organization.  Because the company did not have a succession plan in place, the sales manager, service manager, and parts manager attempted to run the organization on their own, without real leadership and without feeling fully empowered to make decisions. As a result, sales have been down company-wide, and there have been a number of personnel issues surrounding lack of motivation. As the new general manager, you’ve been developing a Motivational Game Plan for Hometown Cars that includes investing in your team, giving feedback and setting goals, and using competition and rewards in order to motivate your employees.

The final steps in this process are to bring all the parts of your plan together, identify a strategy for using motivation to build leaders at Hometown Cars, and then submit your final Motivational Game Plan to the “CEO” for review.

Please do the following:

This worksheet has 2 sections. Answer the questions in Section 1 and Section 2. (Before completing these sections, be sure to review and incorporate the feedback you received from your instructor on Assignments 1-3.)

 

SECTION 1: Summarizing Your Plan

1. In 1-2 paragraphs, summarize Part 1 of your Motivational Game Plan - Investing in Your Team Members for the CEO of Hometown Cars.

Ensuring all team members have a great understanding of their roles is an effective strategy that can be used to invest in abilities. The roles and responsibilities of each team member should be clearly outlined and formally communicated. They should also be reassured of their ability to make decisions and carry out their duties without interference. Secondly, investing in the personal and professional development of team members is also an effective strategy that can be used to build their capacity and improve their performance. Individual development plans for each team member should be created that will make their roles challenging and keep them engaged. Creating a healthy work environment with the right organizational culture will also aid in making employees more productive. Effective communication channels should be established to improve coordination and make it easier for employees to execute their roles and responsibilities efficiently. In addition to creating policies that are meant to improve employee productivity, initiatives should also be taken to improve employees' overall wellness. Compensation offered should, for example, be competitive, in addition to other perks such as sufficient leave time and flexible work hours that can enable employees to achieve a healthy work-life balance.

2. In 1-2 paragraphs, summarize Part 2 of your Motivational Game Plan - Feedback and Goal-setting for the CEO of Hometown Cars.  

Setting practical goals is a crucial strategy that should be used to ensure team members understand their roles and what they are expected to achieve. Each member of the team should take part in goal setting to ensure they understand what is expected of them. A self-assessment of their ability to meet set goals should also be made. Goals set for each employee should be measurable using a predefined method that the employee should agree with. Every team member should also be capable of achieving goals set for them, which should be confirmed in the course of the goal-setting process. Goals set should also be relevant to the organization and aid in achieving its long-term strategic goals. In the course of the goal-setting process, employees should receive detailed feedback on the effectiveness of the goals set for them and how best they can be achieved. Feedback should also be provided to employees in the course of their day-to-day activities, which will aid in making changes and adjustments that will increase their chances of achieving their set goals.

3. In one to two paragraphs, summarize Part 3 of your Motivational Game Plan - Competition and Rewards for the CEO of Hometown Cars.   

Encouraging teams to compete internally is an effective strategy that can improve the overall productivity of employees in the organization. Employees should be split into teams that will each compete to achieve specific goals in their areas of expertise. To make competition worthwhile, rewards should be provided to teams that meet or exceed expectations. Individual employees should also be offered incentives and rewards that will encourage them to boost their productivity. Incentives can include cash rewards and opportunities for career development. Issuing rewards and compliments to employees openly is also an effective strategy that can be used to facilitate healthy internal competition. By providing incentives and compliments to employees on their performance, the organization will be able to improve overall productivity and retain most of its talented employees.

SECTION 2: Building Leaders

For the last part of your Motivational Game Plan, write 3 new policies (1-3 sentences each) that Hometown Cars will use to build leaders in the future. These policies should help the team avoid what happened when the last general manager left, and the company started to decline. You can use any or all of the strategies addressed in the Coach’s Huddle from Week 10. Each policy should include the following information:

• The category: Challenging people, rotating leadership, professional development, mentoring, OR succession planning
• The details on how that policy will be carried out.
• An explanation of how that policy will affect motivation at the company.

1. POLICY ONE:

Promoting the delegation of responsibilities to junior employees is an effective strategy that can be used to build the leadership skills of staff at all levels. Employees should be encouraged to take on challenging work that is outside their job description as a way of developing their skills. Delegation of authority will enhance employee motivation as it assures them that there is room for professional growth and advancement in the organization.

2. POLICY TWO:

The rotation of leadership and specific vital responsibilities in the organization is also a critical strategy that can be used to improve employees' leadership skills. Specific leadership roles should be rotated among senior employees from time to time, which will provide all key team members with the chance to take on new leadership roles. Employees will be motivated by this strategy due to the fact that it provides them with challenging work opportunities that they can look forward to.

3. POLICY THREE:

Mentoring programs should also be created that will require all employees to train their immediate juniors on leadership and professional growth. Employees can provide guidance to their juniors on crucial aspects of leadership such as decision making, communicating with different stakeholders, and managing specific organizational activities and processes. Mentoring will motivate employees through the provision of new skills that aids in their professional development.

Outline

SECTION 1: Summarizing Your Plan

1. Investing in Your Team Members

• Outlining the roles and responsibilities of each team member should be clearly outlined and formally communicated.
• Investing in the personal and professional development of team members
• Creating a healthy work environment with the right organizational culture will also aid in making employees more productive

2. Feedback and Goal Setting

• Setting practical goals
• A self-assessment of each employee’s ability to meet set goals should also be made.
• Goals set for each employee should be measurable
• Goals set should also be relevant to the organization.
• Employees should receive detailed feedback on the effectiveness of the goals set for them and how best they can be achieved.
• Feedback should also be provided to employees in the course of their day-to-day activities

3. Competition and Rewards

• Encourage teams to compete internally
• Rewards should be provided to teams that meet or exceed expectations.
• Use of incentives and rewards

SECTION 2: Building Leaders

One

• Promoting the delegation of responsibilities to junior employees

Two

• The rotation of leadership and specific vital responsibilities in the organization

Three

• Mentoring programs