For many students and teachers, the start of the new school year has added a new set of challenges to the big ones theyve already been dealing with for nearly two and a half years. And though it may be simple enough to switch on motivation to get things done in the short term, sustaining it throughout the entire year is a different matter, according to a researcher at the University of Alberta.

In school, things are more of a marathon than a sprint, says Lia Daniels, professor in the Department of Educational Psychology. Theres an undeniable structure to when the school day starts, when it ends, and what pieces are going to look like in the middle. Students and teachers have to figure out their motivation within that structure thats fairly non-negotiable.

To help prepare students and teachers for the year ahead, Daniels shares a few tips and tricks to strengthen motivation for the long haul.

When it comes to giving students a boost as they battle with their motivation during tough stretches, Daniels recommends avoiding phrases like, Youre so smart, noting that this kind of person praise can actually be damaging to motivation.

Sometimes when we praise people, it starts to become tied to identity and self-worth, she explains. This can cause issues if a student encounters a situation thats more difficult. Suddenly, they dont just doubt their ability to complete that task they begin to doubt everything about who they are, causing their motivation to plummet.

Instead, shift your praise to statements that focus on the process, such as, You worked really hard on that, or, I can see you invested a lot of time in this. These are more helpful for building long-term motivation.

As Daniels explains, people with a growth mindset believe their abilities and skills can grow and change over time, whereas those with a fixed mindset assume thats just not possible.

A lot of motivation exists in our heads. Its our thoughts, our thought processes, that influence the decisions we make, she says.

For example, a child who feels theyve never been and never will be good at mathematics may struggle in math class because of their fixed mindset. A child who is at the same general skill level at the start of the semester but who believes they have the ability to learn the concepts, even if in a different way or in a different time frame than their peers, will progress much more and be more motivated to do so.

We need teachers, parents and kids to all actually believe that growth is possible, and then to create conditions in which growth can happen.

That might involve something like creating worksheets at different levels, if whats given to the entire class is a bit too challenging for a particular student at first. It could also be something visual like a chart or sticker board where kids can see their progress even if its a small boost, like going from getting zero questions on a worksheet right to getting just one question right on the next.

You want to build success experiences so they see themselves getting better.

It may be tempting for teachers and parents to dangle treats, stickers or other rewards to motivate a student. But Daniels says intrinsic motivation is far more effective in the long term, and suggests its always the place to start.

Extrinsic motivation is anytime we bring something external to a student to get them to do something, she explains. If intrinsic motivation is there, you dont need a sticker box.

To build intrinsic motivation, three basic psychological needs must be met: competence, autonomy and relatedness.

Competence involves giving students an opportunity to feel like they are growing and making progress, having the right level of challenge.

Autonomy is a matter of cultivating an environment where kids have a choice, even if its something as simple as the colour of pants they wear to school on a given day. Motivation comes with us in our bodies when we show up in a classroom, explains Daniels, so these small practices done before a student even walks through the school doors can be beneficial for their motivation.

Relatedness is the process of teachers wanting to know more about their students and learn about who they are, something Daniels says comes naturally to most teachers.

Daniels notes that extrinsic motivation can be effective in certain scenarios when a little boost is needed, but should be used sparingly.

If the intrinsic motivation is not online, sometimes we need to use external things to trigger it, to bring it online, and then peel them back a little bit and replace them with this basic psychological satisfaction.

One reason external motivators are less effective is that were always weighing them to determine whether the reward is worth the effort and the goalposts often change because kids are really smart, says Daniels. One week, a single cookie might be enough to convince them to do their homework, but the price might go up to two cookies the following week.

This kind of weighing doesnt occur with intrinsic motivation, which is why its a more solid foundation for long-term motivation.

Whenever possible, try to find ways to involve kids interests in an area theyre struggling to find motivation in, advises Daniels.

The more you can attach whatever it is you have to do to something you actually like doing, the easier it is to stay motivated.

This is a space where students and teachers can really pull together, she adds. For example, if a class is doing a project on dinosaurs and a student is fascinated by the T. Rex, their motivation will likely skyrocket if theyre allowed to pursue a project on that particular creature, whereas they might struggle if assigned a random dinosaur they have little interest in. For older students, it could mean incorporating sketches and illustrations in science study notes if theyre more artistically inclined.

In a marathon, giving 100 per cent of your effort looks different at various points there are certain stretches where youll slow down a bit and others where you kick it into high gear, but such adjustments are a strength not a weakness of motivation. Thats also the case during the school year, according to Daniels.

Youre going to ebb and flow in your motivation. Its OK to have some days where youre not super enthused about things. Youve just got to not let it plow you over.

When youre struggling with motivation, sometimes its best to take a step back rather than trying to push through at any cost. Like everything, motivation is a finite resource. The cost of continuing to invest effort in something that is a really bad fit can take a toll in other areas. Giving yourself a break and some space is OK.

And in some cases, Daniels says, it may be best to strategically throw in the towel. That may not be possible with required school subjects, but if a student is finding it increasingly difficult to muster motivation for an after-school activity or elective theyve chosen, there comes a point where pushing through can make things worse.

If youve really given it your all in your cooking class or your elective, it is motivationally adaptive to know when you need to stop and say, I should re-engage somewhere else.

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Six tips to stay motivated throughout the school year - University of Alberta

The "disrespect" that was directed at Jamaica Tallawahs spurred the team to go all the way and clinch the CPL title, their captain Rovman Powell has said. Not many gave Tallawahs a chance to qualify for the playoffs, let alone make the final, and despite losing key personnel at various stages, they rallied to beat favourites Barbados Royals in the final on Friday.

"I think adjectives are inadequate in describing how I feel," Powell told the host broadcaster at the post-match presentation. "The type of disrespect that we endured during the competition so the emotions had to come out now.

"I think we used the disrespect that we endured as a motivation, to be honest. The guys were very hungry, and everything just came out right [during the final]. After we were placed under pressure in the powerplay, the guys got off to a pretty good start. We have a lot of batters that are batting good, so if they make 180-200, we will try our best to get it."

After setting the early pace in the tournament, along with Royals, with three victories in their first four games, Tallawahs suffered a mid-tournament slump and just about scrapped to the playoffs with one more win from their final six league matches. However, they peaked in the knockouts, winning three in a row to seal their third CPL title and first since 2016. Powell credited Fabian Allen, Brandon King, Kennar Lewis and Shamarh Brooks for helping him hold the team together despite setbacks on and off the field.

"I think the backroom staff played their part but special mention to my 16 or 17 players here," Powell said. "I formed a leadership group with Brandon King, Kennar Lewis, Fabian Allen, Shamarh Brooks and they were integral part of my leadership group. They were integral in pushing our team into a particular direction and the overseas players who played supporting roles were tremendous. A lot of credit needs to be given to them. At some point in the competition, we seemed down and out, but those guys rallied around my captaincy, believed in me as captain, and now we're CPL champions."

"I think the first hundred that Brandon scored," Powell said. "You know it was in a losing cause, but it was a magnificent hundred. We keep telling the guys that is what big-match cricket is and CPL cricket is all about. The other night Shamarh sealed it with a fantastic hundred. In key moments, you want the big players to stand up and for us, our big players did that for us this year."

Powell also saw the CPL title victory as an important step in his growth as a leader. In addition to delivering under pressure with the bat, he often fronted up to bowl his yorkers in the end overs.

"I think it's a step in the right direction. I've captained a few teams before, I've captained my country Jamaica and I've captained franchises also, so it's a step in the right direction. I hope that I can keep on learning, and I think my family has been instrumental in guiding me and pushing me in a particular direction. Sometimes, I feel down and out because obviously I'm human, but they rallied around me."

Despite Tallawahs knocking out Amazon Warriors, the Guyana crowd came in droves at the Providence to support Tallawahs. Powell acknowledged that support from the Guyana crowd and dedicated the CPL trophy to the Jamaican fans.

"I want to say special thanks to the Guyanese supporters," Powell said. "After beat Guyana, they could've easily turned on us, but they came in and supported us. We feel it was a Jamaica crowd that came to Guyana. We look around and we have so much Guyanese supporting us. It warms our heart. To the fans in Jamaica, you guys stuck with us through the darkest of times and this one is for you guys."

Deivarayan Muthu is a sub-editor at ESPNcricinfo

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Powell: 'The disrespect we endured was used as a motivation' - ESPNcricinfo

STILLWATER Super senior Brock Martin is a salty dude. I expect that out of a three-time state championship wrestler from Oologah and an All-Big 12 defensive end that is best friends with current NFL rookie sensation and Detroit Lions linebacker Malcolm Rodriguez. Martin is the kind of guy that tells it all and expects no sympathy and takes none. Tuesday after practice he was asked how life is off the football field.

Good, Great, except for I hit a deer last Monday, Cimarron Turnpike, totaled my car, Martin said matter of fact. Trying to get that figured out, other than that everything is great.

Pat Kinnison - Chief Photographer

Martin with the tackle and a forced fumble vs. Arizona State.

Dont worry, he has insurance. Although when I asked with concern in my voice. Martin said, You have to in order to drive. I agreed, but noted you only need liability and I hoped he had comprehensive. He grinned and confirmed. On the field Martin is off to a good start this season. Playing the Leo defensive end position where Collin Oliver and Trace Ford also play, he has the greater numbers with eight tackles, two tackles-for-loss, and a sack. Overall, the trio have 16 tackles, five tackles-for-loss, and three sacks. The hope is the numbers will go up Saturday in Waco when the No. 7/9 Cowboys visit No. 16/14 Baylor Bears. Not the same exact team, but close to it that beat the Cowboys 21-16 in the Big 12 Championship Game last December in Arlington, Texas.

I asked Martin how he processes the emotion from that loss and channels it into the best for his effort Saturday.

Mark J. Rebilas-USA TODAY Sports

Brock Martin

I try not to be motivated by things that happened last year or things that are out of my control, Martin started his explanation, I played in that game last year and obviously, had a little control over it. I try not to dwell on it. I dont dwell on it. Like Ive said many times before it comes up as a topic of conversation over the last few months. I try not to let a single event motivate me to play my best. I try to self-motivate. I try to think about the reasons that I play football as my motivator like my family, my son, and all that stuff, girlfriend. Those are the things that motivate me, not negative or positive things that happened in the past.

Martin may not use that result for better results in McLane Stadium, but his motivation is this is the Big 12 opener. Oklahoma State is one of three unbeaten teams left in the Big 12 and he wants to help keep the Cowboys perfect. He also has that saltiness, I spoke of. It was there when I asked about players, particularly defensive players that sometimes prefer playing on the road to playing in front of the friendly crowd at Boone Pickens Stadium. Bingo, we hit on something there.

Im the road guy, Martin answered quick. Dont get me wrong, I love to play in front of our crowd. We have one of the greatest crowds in all of college football. I like hearing the chippy-ness of the away crowds. Sometimes I feel like I play better in away stadiums. I think I enjoy the hostile feelings that they bring and kind of making it my own.

Hostile feelings, maybe some toward that deer he hit, maybe some toward Baylor, but mostly just a little hostility out there he can grab, make it his own, and use if to fuel a few big plays on Saturday. Whatever it takes to go with family and all that good stuff that motivates Martin.

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Martin Finds His Proper Motivation for Waco and Baylor on Saturday - Pokes Report

TAMPA, Fla. (AP) Tampa Bay isnt content with being one of the NHLs best teams.

Three months after falling short in a bid to become the first NHL club in 40 years to win three straight Stanley Cup titles, the Lightning entered training camp eager to begin the quest to reclaim the crown they relinquished to the Colorado Avalanche.

Were getting ready for the grind to go get it back, Lightning captain Steven Stamkos, entering his 14th NHL season, said.

Theres going to the doubters for sure, but this group has always found a way, Stamkos added. Its going to be difficult. Its not going to be easy. We saw that last year, but weve risen to that challenge every time, and thats the expectation.

Stamkos is not alone in believing the window for success remains open.

Despite trading veteran Ryan McDonagh because of salary-cap restraints and losing postseason standout Ondrej Palat to free agency, the talented core of Stamkos, Andrei Vasilevskiy, Nikita Kucherov, Brayden Point and Victor Hedman return and aren't exhibiting signs of complacency.

The team came within two victories of becoming the first to win three consecutive titles since the New York Islanders claimed four straight in the early 1980s.

It sticks with you a while. It still stings a bit. Three in a row would have been unbelievable, said veteran forward Pat Maroon, who was seeking a fourth straight title, since he won with the St. Louis Blues before joining the Lightning for their back-to-back championship run.

I know we were two games shy, but nobody has any anything to hang their head about, coach Jon Cooper said.

But even when youve won before, it doesnt change the sting, Cooper added, noting the hunger for success is still there. Thats a good sign for us.

STRONG NUCLEUS

Vasilevskiy is one of the top goaltenders in the league, Kucherov, Point, Stamkos are potent scorers, and Hedman anchors a defense that been one of the keys to a decade-long stretch of success under Cooper, whos been with several key players since they were young minor league prospects. The departure of McDonagh and Palat will create more opportunities for defenseman Mikhail Sergachev, and forwards Nick Paul and Brandon Hagel.

FRESH FACES

Although much of the roster looks familiar, there are some new faces in the locker room this season beginning with forward Vladislav Namestnikov. He was with the Lightning for four years from 2014 to 2018, then rejoined his old team after playing last season with the Detroit Red Wings and Dallas Stars. Defenseman Philippe Myers and forward Grant Mismash were obtained in the trade that sent McDonagh to Nashville, while defensemen Ian Cole and Haydn Fleury joined the team in free agency.

HEALTHY POINT

Point, the Lightnings leading goal scorer during their 2020 and 2021 championship runs, said hes healthy after missing much of last seasons playoffs due to a torn quad muscle. He was injured during Game 7 of Tampa Bays first-round victory over the Toronto Maple Leafs and didnt play again until the Cup Final. He appeared in Game 1 and 2 against the Avalanche before sitting out the rest of the series.

THE ROAD

Hurricane Ian forced the Lightning to relocate a portion of training camp to Nashville, and the defending Eastern Conference champions will spend most of October away from home, too, with the opening-month schedule calling for them to play seven of nine games on the road. The journey begins Oct. 11 at the New York Rangers.

___

More AP NHL: https://apnews.com/hub/nhl and https://twitter.com/AP_Sports

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McCoy, Lady Bobcats motivated to make another run at a state title - Star Local Media

The swearing, shouting and angry action on Celebrity SAS: Who Dares Wins took a pause on Sunday night as former footballer Ashley Cain was brought in front of the trainers to talk about his aggression and told a shattering account of the moment he lost his eight-month-old daughter, Azaylia.

Cain spoke about his motivation for doing the show and how he was determined to push on the way his little girl fought throughout her short life. Azaylia passed away on April 24, 2021, when she was just eight months old following a courageous battle with acute myeloid leukaemia. Viewers of the show were in bits after Ashley spoke openly about his experience.

Read more: BBC Strictly Come Dancing fans 'so happy' as one big part returns to normal

'I'm a family man. Always been a family man, that's what I'm about. I had a chance to start my own family and I had a beautiful little baby girl. Two months into my daughter being born we found out she had a really aggressive form of leukaemia," said the star, who's also appeared on Ex on the Beach. "She was incredible. She showed strength, she showed courage. She showed everything it takes for a person to get on in this world. And then she sadly lost her life on 24 April. She passed away in my arms and it's a moment I'll never forget.'

The former footballer said: 'One thing I will remember is every single day my daughter was fighting this disease, she smiled every day. She fought every day and she made the most of every single day. And that's a lesson I'll take through my life. She didn't have the chance in life that I've got, that we've all got and I definitely don't want waste mine. I want make to her proud. I want to show people that no matter what you go through in life, you can overcome anything.

'The day that my little girl was born was a moment that I'd been waiting for all my life. I couldn't have been a happier, prouder father and then all of a sudden things changed. When they told us that there was nothing more that they could do, it completely broke me.

'All I wanted to know at that point was that if she goes she will go in my arms and she will go peacefully. And at eight months old she passed away in mine and my partner's arms. I believe she had a peaceful transition to the other side."

Instructors Rudy Reyes and Mark 'Billy' Billingham were visibly affected by Ashley's account, as were viewers.

Claire Leeson wrote: "Sobbing at Ashley Cain talking about Azaylia." And Sophie tweeted: "I have nothing but respect for Ashley Cain" Shaz added: "What a man #ashleycain is absolutely sobbing right now."

Samantha Clarke tweeted: "So heartbreaking hearing Ashley Cain talk about his little baby, so much respect for him."

Another on social media said: "Ashley Cain recalling that tragic story is absolutely shattering." Matt Hayden added: "Ashley Cain talking about his daughter passing on SAS has absolutely shattered me."

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Celebrity SAS: Who Dares Wins viewers 'shattered' by Ashley Cain's heart breaking motivation - Wales Online

Theres going to be a lot riding for the Los Angeles Lakers this coming season after they spent the past two years in basketball purgatory. Anthony Davis is well aware of whats at stake for them in 2022-23 and he definitely isnt shying away from it.

Davis recently revealed that this is the exact mindset the team will have as they enter training camp. As a reminder for all of them, the Lakers have decided to dawn a special T-shirt that will symbolize their primary objective for the upcoming campaign (h/t Dave McMenamin of ESPN):

Anthony Davis told ESPN he plans to have a chip on his shoulder this season, channeling the same approach he brought to LA in 2019-20. The Lakers have training camp T-shirts that say CHIP across the front, a little double entendre for their mindset and motivation.

Its championship or bust for the Lakers this season and for his part, AD is all-in on this notion. Hes also out to get some revenge this year as he looks to respond to anyone and everyone whos already counted him out.

Injuries were a major hurdle for Davis last season, but he remains adamant that it was just a case of bad luck for him. When asked about his preparations this offseason, Davis said that everythings been normal on that front:

I did the same exact thing as last season, he said. I had two injuries that you cant really control. Guy fell into my knee, landed on a foot.

It is worth noting that there were some whispers about a potential Anthony Davis trade away from the Lakers during the offseason. Im pretty sure that AD himself has heard about all this, and hes going to be taking all this into account once the new season begins.

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Anthony Davis on special T-shirts that show Lakers' title motivation - ClutchPoints

The Panda Xiong Jing Nan is mentally and physically prepared for her trilogy duel against Unstoppable Angela Lee at ONE on Prime Video 2 this Friday, September 30.

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Xiong understands that both aspects of this game will play an important role against the atomweight queen, who dished out a classic performance in her first fight in over two years at ONE X this past March.

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She was all business at the official press conference in Singapore on Thursday morning, stating that her desire to be the best in the business fires her up to get better with each appearance inside the Circle.

I definitely have pressure, Xiong replied when asked about representing China. But it is my motivation to lead the sport.

The Xiong-Lee rivalry is possibly one of the best duels that have taken place at the Singapore-based organization.

During their two confrontations in Tokyo, Japan, in 2019, both fighters defended their gold with a highlight-reel finish over the other.

Lee first moved up to strawweight in an attempt to become ONEs first two-division female World Champion. Unfortunately, her bid ended in the fifth round via a TKO.

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26-Year-Old Angela Lee Vows to Create Iconic Moment at Familiar SingaporeIndoor Stadium

4 days ago

The warriors fought again in October, but Lee earned her shot at redemption with a ruthless strategy. Unstoppable ended proceedings with a rear-naked choke at 4:48 of the fifth and final stanza, meaning that Xiong fell short of her effort to claim a second divisional World Title in ONE.

With one win apiece, both martial artists are determined to end the head-to-head series decisively.

For Xiong, she knows that the Singaporean-American athlete will be at her best, and she promises to bring her A game when they lock horns on American primetime this Friday.

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I hope to bring an interesting fight this coming Saturday, Chinas first-ever MMA World Champion declared.

I have done a lot of preparation. Grappling and striking. I will show everyone on fight night.

The Panda has successfully defended her ONE Strawweight World Title on three occasions following her defeat to Lee at ONE CENTURY: PART I, earning decisive wins over Tiffany No Chill Teo, Michelle Nicolini, and Ayaka Zombie Miura.

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Angela Lee Discloses Discovering Weak Spots in Prior Encounters Against ChineseChampion Xiong Jing Nan; Amped to Show Improvements

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Another win during ONEs second outing on Prime Video will see her extend her reign at the top, but it would not come easy against the ONE Atomweight World Champion.

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It Is My Motivation to Lead the Sport Representing China Boosts First-Ever Champion, Xiong Jing Nan Who Wants to Decisively Beat Angela Lee -...

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Shane Hastie: Good day, folks. This is Shane Hastie for the InfoQ Engineering Culture Podcast. Today I'm sitting down with Dr. Natalie Baumgartner from the Achievers Workforce Institute. Dr. Natalie, welcome. Thanks for taking the time to talk to us today.

Dr. Natalie Baumgartner: Thanks so much for having me, Shane. Happy to be here.

Shane Hastie: Probably a useful starting point is, who are you?

Dr. Natalie Baumgartner: Well, you heard the doctor in my name. So I am a business psychologist, and I have spent my whole career focusing on the world of the employee experience. So working with organizations from entrepreneurial startups to Fortune 500 organizations, really focused on what are the factors that allow organizations to provide a great experience for their employees? My PhD's in clinical psychology, but I really focus on strength-based psychology and all the things that make workplaces great places to be at. And as you mentioned, I work with Achievers.

So Achievers is an employee experience platform that provides a number of technological resources that help organizations truly engage their people. And the Workforce Institute within Achievers is the research and science arm. So we are a bunch of, I like to say, engagement nerds, I myself am a self professed nerd, who really focuses on ensuring that everything that we do at Achievers, from the technology we develop to the thought leadership we share, is rooted in science that is focused on changing the way the world works, which is our mission.

Shane Hastie: Thank you very much. And that certainly aligns well with a lot of the work we do here in the culture and methods team on InfoQ, so I'm excited, I'm interested. Possibly a starting point is the state of recognition report that was recently released. Tell us about that.

Dr. Natalie Baumgartner: Yeah, happy to. We have four quarterly research reports that come out of the Achievers Workforce Institute each year. And this was our Q2 report, was the state of recognition report. Our focus was really on understanding the sea change that has occurred in the business arena. I don't think anyone lacks a window into the reality that employees have really by and large around the entire globe re-evaluated what work means for them and where they find meaning and value in work, how and when they want to work. And part of our focus was on why are people voting with their feet and leaving organizations, and what is it they really want and need in their work life and their work experience? And so this report really is empowering, we believe, change in the new world of work.

Shane Hastie: What is it that people are looking for?

Dr. Natalie Baumgartner: Great question. I've worked in this arena for a couple of decades now, and I would say this is both the most interesting and inspiring period of that time that I've focused on the employee experience. Because employees, rather than beating the drum only or mostly around compensation or benefits, perhaps promotion in their career and so on, the focus has really been on the importance of having a deep sense of belonging and fulfilment at work and having sustainable work-life integration, and of course then continuing to progress in their career.

So we found that one of the single most powerful tools that's really driving this experience of connection and belonging at work and purpose that employees are really mandating from their organizations is the tool of recognition. And one of the sharpest findings we found is that from recognition frequency to what makes recognition meaningful, that we have some insight, more than we ever have had before, about how leaders can create a culture of recognition and belonging in the workplace to drive engagement and productivity and job commitment.

Shane Hastie: Let's go right down to first principles. What do we mean when we say recognition?

Dr. Natalie Baumgartner:I think as humans, we can all pause and think about a time when someone has really seen us and appreciated us as a unique individual and for doing something that's really meaningful that has stood out. And so that's what we refer to when we use the term recognition. It's really what many of us think about as appreciation or even gratitude. And Shane, you and I were just chatting before we started talking on this podcast about how it feels when someone really sees the great contribution you've made and acknowledges it, and even more powerfully, acknowledges it in a meaningful way, and even better, in a public way, so that you really feel like the hard work you're doing, the effort you're putting in is truly having an impact.

Shane Hastie: If I think of a lot of our audience, we are the technologists, we're stereotypically a little bit introverted, going to be a little bit uncomfortable even with some of this, certainly the public recognition, aren't we?

Dr. Natalie Baumgartner: Yes. And that's something that we dove into a little bit, because before we were really gathering this kind of rigorous data, I too was a little dubious around whether the concept of public was so critical in terms of the impact that recognition can have. And when I say public, what I really mean is that it is powerful for one to hear appreciation or recognition from one's direct manager in a meeting when they're operating solo. And if we take that same appreciation and amplify it by sharing it in a newsletter or sharing it on a recognition platform, when we ask employees, regardless of wiring or personality or role type or industry, we find that employees say it felt really good. It felt good to be appreciated in that way. And to have it not be shouted from the rooftops literally, in a way that might be quite embarrassing, but just shared with one's cohort and colleagues, and especially if it's something that feels really true and meaningful.

Shane Hastie: There's something important there, the really true and meaningful. How do we prevent this from being, dare I say, lip service?

Dr. Natalie Baumgartner: I'm so glad you asked about that, because one of our objectives in this particular research report was to dive in a little bit more deeply to understand what makes the recognition meaningful for employees. So, we actually for many years had some assumptions, I mean some criteria that we thought were the right ones to provide an experience where someone would hear a recognition and say, "Oh yeah, that feels really good to me, it feels really meaningful." But we challenged ourselves and said, let's ask employees. And what we found is 64% of employees said, first of all, that they would prefer more meaningful recognition as opposed to more frequent. The majority of employees said, I'd rather get fewer recognitions, but have them be really meaningful than mere lip surface, to use your word, Shane. And in addition, we found, we identified a few factors that employees rallied around in terms of what makes a recognition meaningful.

So the top three factors that were identified were that the recognition was about something specific that I did. So not, "Thanks, Shane, for doing a great podcast," but, "Thanks for creating this really interesting conversation in your podcast about this topic of recognition and really bringing insightful lens to the conversation." Two, that it was something about me as an individual or about something I value. So in this case, I love getting the opportunity to give you some recognition change in real time. So, "Shane, the way that you have such a comfortable conversational style clearly put your interview at ease and your sense of humor also really came through." And then three is that it's about the way in which I made a difference to the person who sent me the recognition.

So it could be, "And I'm so glad that you have this podcast on recognition because for me as a manager, I'm a new manager, I'm really trying to understand what are the most important things for me to do to help my team members feel valued and to have a great sense of engagement at work. And so this has really helped me become a better manager." So something specific, something about me as an individual, and some way in which I made a difference to you.

Shane Hastie: And I feel it. Thank you. From personal experience and that conversation, I do feel more engaged, more motivated. So it works. Who would've thought it?

Dr. Natalie Baumgartner: Powerful. It's powerful. Do you know that 75% of employees who are recognized at work would recommend their manager to others? And I share that because even for me, when I moved into this area of understanding this aspect of engagement recognition, many years ago now, I thought, how powerful can it really be? This is about saying thank you. And it gives us some insight into who we are as humans that we really value it, that it really feeds and fuels us. And so even if you feel sceptical as a manager about the importance of doing this, or you feel uncomfortable, and so you're like, I think I'm going to go put that over to the side of my desk and do some things that I know I'm good at that don't make me sort of hesitate and feel like I'm not going to be able to deliver.

I would encourage you to put it back in the middle of your desk and give it a try, because employees who are recognized at work not only have higher levels of engagement, are much more likely to stay in their job, are more productive, but they also recommend their manager to others. They find they have a stronger and more powerful and more positive relationship with the person that leads them.

Shane Hastie: A lot of direct benefits there to the employee-manager relationship. What about to the employee-company relationship?

Dr. Natalie Baumgartner: Right. Well, I think one of the things that's top of mind right now for organizations is both retention and finances. So we know that individuals that are recognized weekly are twice as likely as average to have strong job commitment and five times more likely than those never recognized to say that they rarely think about job hunting. Those are some pretty powerful stats when you're thinking about how to retain your workforce or attract a workforce. And two thirds of respondents say that feeling recognized actually reduces their desire to job hunt. In addition, on the financial side, and we know that a lot of organizations are focusing on tightening their belts right now and being concerned about a global downturn economically, 52% of employees say feeling recognized for their work would reduce the negative impact of a salary freeze. And on top of that, employees rank social recognition as most important, 42%, before low monetary recognition and infrequent high monetary recognition.

What does that mean In a nutshell? It means that it's so powerful that employees who feel well-recognized are willing to perhaps kind of sit where they are at in terms of salary and to continue to stay inside their organization. But if finances are an issue to such an extent that there isn't money in the bank to make recognition a monetary feature in your organization, social recognition, which is simply recognizing for the sake of recognizing, is actually more important even to employees than receiving that gift card with that recognition. So it's actually something that organizations can do with very little budget and resource and it has a massive outsize impact on their ability to retain employees.

Shane Hastie: What's the disconnect between what HR policies and... What we think we're doing and what we are actually achieving?

Dr. Natalie Baumgartner: One of the interesting findings we have surfaced in several, actually, of our recent research studies on recognition, on wellbeing, on diversity and inclusion, is that we're continuing to see a disconnect between how HR leaders feel they're doing, or their organization is doing in providing the supports and nurturing that employees need versus how employees feel like they're doing and receiving it. So HR leaders are, I think, really well-intended, but tend to think, "We're doing okay," and employees are saying, "I'm not really feeling it." And so that's something just to be aware of. We have seen that several times now in our research and it has caused us to encourage organizations to not assume that just because they have practices that are in place to help and support employees, that they're the right ones or that they're landing in the right way with their employees. So this is my opportunity to remind organizations, you need to ask employees, how are you doing?

Whether you're using a voice of employee tool or you're doing focus groups or having your managers have one-on-one conversations, you need to be asking and you need to not assume. In addition, when it comes to recognition specifically, we know that regular training on how to recognize well, so recognition best practices, is really crucial, and for developing and nurturing a culture of recognition. It's not complicated, it just requires understanding a few basic principles. And the data in this research report showed a disconnect between leaders and employees on that training.

And what I mean by that is 9 out of 10 HR leaders said that they provide recognition training to their staff, at least once, about how do you recognize what are the ground rules? And meanwhile, less than half, 41% of employees said they have received any training at all. So we know 90% and 41% are pretty different numbers, and it tells us that we have a little ways to go as organizations in terms of ensuring that we're not only providing the opportunity for our leaders and managers to recognize by providing budget or resource, but we really need to make sure that we're providing training that feels really effective to our managers on how to do it well.

Shane Hastie: Going a little bit wider, if we may, thinking of a fair percentage of our audience, these are relatively new managers, promoted often from a technical background. How do we support these people to become better leaders?

Dr. Natalie Baumgartner: Well, we know that so often really successful employees are promoted into positions of leadership with very little to none, often, training around what are the most important factors to focus on? How do you become a really great manager? So I encourage a few things. One, we have actually a manager empowerment model at the Achievers Workforce Institute that we focus on. And we know that to keep it really simple, that there are just a few things that if managers focus on, have the most powerful impact on their team members' experience. So one is contact, and that became so clear during the pandemic, that simply having that one on one time with your team member, whether it's in person or remote, can't be replaced by any other factor. It is the most important factor for managers to be committing to and delivering and having real conversations. Secondly, when you're having that conversation, asking your team member what they need. What they need in terms of development, what they need in terms of support. Again, it's really important not to guess.

And so that actually in a way makes your job easier. You don't have to be a mind reader as a manager. You simply need to ask the question around how can I help you get to where you want to be, develop in the way that you want to develop? And certainly, recognizing. We know that if you are going to have one takeaway from this conversation, it would be that providing a meaningful recognition once a month at the minimum to each member of your team has a tremendous impact on how your team's going to feel in their job, how they're going to feel about you, and the likelihood that they'll stay and continue to do a great job for you. So focusing on those factors keeps it simple. None of those require some massive amount of extensive, expensive training. It's really about making the time, having the contact, asking people what they need, doing your best to deliver on it or to get them in touch with someone who can, and then recognizing them for what they're doing well.

Shane Hastie: Sounds such a simple formula, and yet so often we get it wrong.

Dr. Natalie Baumgartner: Well, I think it's very easy to become overwhelmed as a manager. During the pandemic, we found, and this is certainly not exclusive to the pandemic, but in the height of the pandemic, we found that managers were really the meat in the sandwich. They're getting pulled in both directions. They're needing to provide support and resource to their employees and also deliver to the people above them. And so it is challenging, especially to be a new manager, and especially to be a new manager without much training or development on how to do it. It's very challenging to do oftentimes your day job still, the job that you were doing before you became a manager or some aspect of it, plus nurturing and supporting the people beneath you.

I think having a lot of empathy for that challenge is really important, but keeping it simple. So that's why I referenced, if you're having contact, if you're helping to develop and provide feedback, and if you're recognizing your employees, even each of those just a little bit has a tremendous effect on how your team is going to function. And all that comes back to you then, because then you'll feel that in return, and then what develops is a really positive cycle.

Shane Hastie: Something that sits in my mind is, we know this as managers dealing with operational people and direct reports. Do we forget it as we rise through the hierarchy? It feels like it.

Dr. Natalie Baumgartner: I think often it's that the job or the task, the list of responsibilities, the pressure, it's not that it's not significant at every level, but it gets heftier and weightier as we move up in the ranks of an organization. So I think that's one factor, is that often it gets pushed to the bottom of the list because there are so many things that have risen above it, that we know in reality they're not more important, but they oftentimes have more energy behind them, especially from the people above us. And so that's one factor, I think, that's really real. And I think it's also true that especially for most of us who don't have training on how to do this well, as the to-do list gets bigger, it is human nature to naturally gravitate towards the things that we really know how to solve, either because we have expertise in it or because it's very straightforward or it's not uncomfortable, there isn't emotion attached to it. And that is natural.

It is typical of us as humans that we do that. And so it's easier to check off the box on something that we either know how to do or that's very straightforward, black and white. And that means that the softer but equally powerful, in terms of their impact on business performance, softer factors don't get the attention that they really need. And that builds and results in what ends up being actually an incredibly negative impact on organizational performance. My experience is if we can give our managers just some support, some direction, keep it straightforward, don't overcomplicate what's most important, that's a great service. In my decades of working with leaders and managers, I have met very few who show up at work each day intending to disengage their people. Nobody wants that. That's not anyone's intent. And so we can make it easy for managers to be able to support the people beneath them, that we see it happen, but we do have to empower them. We do have to support them.

Shane Hastie: A lot of really interesting and powerful stuff there. Dr. Natalie, if people want to continue the conversation, where do they find you?

Dr. Natalie Baumgartner: Please. I would love for you to reach out. I am on LinkedIn, so Natalie Baumgartner. I'm on Twitter, ask_dr_nat. And of course, I really would encourage you to check out the Achievers website. On there, you'll see a link to the Workforce Institute, and there you can access our research reports and other thought leadership we have and other ways to get in touch with us and to become a member of the Workforce, which is no cost, no strings attached. We're, like I said, a bunch of nerdy scientists who are dedicated to using research and data to change the way the world works.

Shane Hastie: Wonderful. Thank you so much. And I'll make sure we include those links.

Dr. Natalie Baumgartner: It was a pleasure talking with you. Thanks very much, Shane.

.From this page you also have access to our recorded show notes. They all have clickable links that will take you directly to that part of the audio.

Read more:
Genuine Recognition as a Motivating Driver - InfoQ.com

Lindsay Krause is where she wants to be right now, playing outside hitter for the Nebraska volleyball team.

As a freshman last season, she was the best option as Nebraska's right-side hitter, so thats where she played. Nebraska didnt have a natural right-side hitter when lefty Jazz Sweet left, so the right-handed hitting Krause slid into the spot.

The Omaha Skutt graduate made it work, and was a key part of why Nebraska upset Texas in the NCAA Elite Eight. Texas didnt have an answer for Krause, who had 13 kills, hit .500 and had the match-winning kill on a shot that ricocheted off of the defense and into the crowd.

This season, Krause is playing her more natural position of outside hitter. Thats where she wants to be, and it's the position in which she hopes to be recognized as an All-American.

But regardless of the position she plays or even how much she plays Krause forces herself to keep a team-first attitude.

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I just want to be on a winning team, Krause said. If that means Im playing right side, cool. If that means Im playing outside, cool. If that means Im not in the lineup, that sucks for me, but cool. I want to be on a team thats going to win.

The Huskers are winning a lot again this year, with Nebraska taking an 11-1 record and No. 3 ranking into Sundays match at noon against Maryland (9-6, 0-3 Big Ten).

Krause is a goal-oriented person. Winning fuels her. Growth motives her.

My goal for this year is to stay on the left side and be a very effective outside hitter that needs to be respected by other teams, Krause said. But also going forward I want to be a six-rotation player, and I want to have my name on the wall in Devaney (as an All-American) by the time Im done with my career.

All-American status seemed to be a fitting goal watching Krause dominate throughout her high school career. When she hit the ball, it sounded different than anyone else in the gym.

Depending on the list, Krause was either the No. 1 or No. 2 national recruit for her recruiting class. Volleyball Magazine had Krause No. 1, while PrepVolleyball.com had her No. 2 (behind teammate Kennedi Orr).

The expectations only rise when youre playing for a team that is almost always expected to be a contender to reach the Final Four. Even so, Krause tries to maintain a joy in playing college volleyball.

So much joy comes from my team, and how we play together, Krause said. I think that was evident toward the end of the year last year, just how much we love each other. We kind of brought back the motto, With each other, for each other, just because of how much we love each other on this team and we want to succeed for one another.

As a freshman, Krause got to go to the Final Four something most players will never experience in their four of five years and then play in the national championship match. Nine months later, the thought of that still makes her say, Oh, wow.

It really was a surreal feeling, Krause said. It didnt finish how we hoped it would, and that really hurt a lot. But to be able to take in that environment and experience everything that goes along with the Final Four getting to travel there, the amount of fans there, the All-American banquet, the interviews and everything that goes along with the Final Four was great.

"Its such a crazy celebration of volleyball to get to be a part of.

This year, three from that group Krause, Lexi Rodriguez and Whitney Lauenstein are regular starters. Orr has played in a two-setter rotation and Ally Batenhorst was a starter before she was injured.

The sophomore class can lead more during its second season, both with how it plays and how it helps the five new players on the team.

Weve been here and we have experience so we know how things go, so were going to be held to a little bit of a higher standard, she said.

Krause ranks third on the team kills with 83 kills, behind Madi Kubik (140) and Lauenstein (131).

Krause was good Friday during a three-set win at Rutgers. She had five kills on just 11 attempts without a hitting error for a season-best .455 hitting percentage.

During one of Nebraskas best wins of the season in a three-set victory at No. 13 Kentucky, Krause had three kills down the stretch when Nebraska won the first set 27-25. When Nebraska beat Creighton she had a career-high 16 kills.

I feel like Ive been doing well on the left side, and I feel like its something that as long as I continue to stay aggressive and keep my good mindset on that side that I can be really effective on that side, Krause said.

Nebraska's Bekka Allick (5) and Michigan State's Julia Bishop battle for the ball on Friday at the Devaney Sports Center.

Nebraska head coach John Cook waves to the crowd after his 800th career win after defeating Michigan Stateon Friday at the Devaney Sports Center.

Nebraska head coach John Cook waves to the crowd after his 800th career winon Friday at the Devaney Sports Center.

Nebraska head coach John Cook (left) shakes hands with athletic director Trev Alberts after Alberts presented a commemorative belt buckle to Cook to commemorate his 800th career winon Friday at the Devaney Sports Center.

Nebraska's Lindsay Krause scores a kill against Michigan State's Emma Monks (left) and Maradith O'Gormanon Friday at the Devaney Sports Center.

Nebraska's Kenzie Knuckles celebrates a point against Michigan State in the first set, Friday, Sept. 23, 2022, at Devaney Sports Center.

Nebraska's Kenzie Knuckles passes the ball against Michigan Stateon Friday at the Devaney Sports Center.

Nebraska's Lindsay Krause hits the ball against Michigan Stateon Friday at the Devaney Sports Center.

Nebraska's Maggie Mendelson hits the ball against Michigan Stateon Friday at the Devaney Sports Center.

Nebraska's Maggie Mendelson hits the ball against Michigan State's Aliyah Moore on Friday at the Devaney Sports Center.

Nebraska's Madi Kubik (left) scores a kill against Michigan State's Julia Bishop (center) and Nil Okur in the first set, Friday, Sept. 23, 2022, at Devaney Sports Center.

Nebraska athletic director Trev Alberts (right) embraces head coach John Cook after the Huskers defeated Michigan State on Friday at the Devaney Sports Center, marking Cook's 800th career win.

Nebraska's Lexi Rodriguez (8), Madi Kubik (10) and others celebrate a point against Michigan State on Friday at the Devaney Sports Center.

Nebraska's Anni Evans (center) and others celebrate a point against Michigan Stateon Friday at the Devaney Sports Center.

Nebraska head coach John Cook talks with his team during the Huskers' match against Michigan Stateon Friday at the Devaney Sports Center.

Nebraska's Kaitlyn Hord (top) scores a kill against Michigan State's Emma Monks in the second setFriday at the Devaney Sports Center.

Nebraska's Kaitlyn Hord (top) scores a kill against Michigan State's Emma Monks in the second seton Friday at the Devaney Sports Center.

Nebraska's Madi Kubik hits the ball against Michigan State's Emma Monks (left) and Maradith O'Gorman in the second seton Friday at the Devaney Sports Center.

Nebraska's Lindsay Krause (left) battles for the ball with Michigan State's Julia Bishop in the second seton Friday at the Devaney Sports Center.

Nebraska fans cheer for the team during the match against Michigan Stateon Friday at the Devaney Sports Center.

Nebraska's Kaitlyn Hord (left) celebrates her kill in front of Michigan State's Julia Bishopon Friday at the Devaney Sports Center.

Nebraska's Lexi Rodriguez throws a commemorative game ball to the crowd during player introductions before the match against Michigan Stateon Friday at the Devaney Sports Center.

Reach the writer at 402-473-7435 or bwagner@journalstar.com. On Twitter @LJSSportsWagner.

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Continued here:
How Lindsay Krause stays motivated to keep NU volleyball among the nation's best - Lincoln Journal Star