DINA H. LOOMIS, DTM, AICI, FLC

“ No human being can motivate another human being. You can only give a person tools to learn how to motivate himself.

- Dr. Denis Waitley

Dina H. Loomis is the Global Ambassador of Persona Profiling Academy of America. You may send your inquiries on how you can become a certified persona coach to her personal email address: dinahloomis @ gmail. com or you can call her at tel. nos. 628-0740 / 41 or at mobile phone no. 0917-829-2623. She can send you a free set of 10 videos with case studies of changed lives as soon as she receives your request.

The trouble with fear motivation is that its effect is only temporary. When the source of the fear is gone, the person will go back to his old ways.

Self-motivation is long lasting because it comes from the wellspring of a person’ s inner desire to make something of himself and his life.

Why is motivation important? The answer lies in the inherent preference of people to stick to familiar and comfortable traditions, which leads them to only make incremental process improvements and not cause any major upheavals. In this kind of environment, we become complacent, content, and blinded to other possibilities. Because the world is changing unpredictably at lightning speed, it will just be a matter of time before we face extinction. Just like having terminal cancer, we will not know how long we have to live.

Many of us will want to stay safe and make sure that we know where we’ re going. We plan some changes and work the plan. However, this is simply“ kicking the can” to another time and place. If we want to create a solid and better future, we must let go and reach for the unknown. We need transformation.

Transformed individuals are key to the survival of any organization. Change management is no longer enough. Unfortunately, change is often mistaken for transformation. Innovation, technology breakthrough, process improvement, and even reorganization are significant changes. Few changes, however, are truly transformational.

“ Transformation occurs when leaders create a vision for transformation and a system to continually question and challenge beliefs, assumptions, patterns, habits and paradigms with an aim of continually developing and applying management theory, through the lens of the system of profound knowledge. Transformation happens when people managing a system focus on creating a new future that has never existed before, and based on continual learning and a new mindset, take different actions than they have taken in the past.”- From“ Survival is Optional: Only Leaders with New Knowledge Can Lead the Transformation” by Marcia Daszko and Sheila Sheinberg, PhD.

In the world of business, Lee Iaccoca is among the well-known successful transformational leaders, who had the uncanny ability to transform the ideals and attitudes of those surrounding him. Iaccoca took over as head of Chrysler Corporation when it was in a time of distress— the most important time for the emergence of a transformational leader, according to Bass( 1998).

Iaccoca had a high level of interaction with a small group of people and, within Chrysler, created levels of organization that did not previously exist. This development of organizational levels was the beginning of the reinvention of the Chrysler corporate culture.

When Iaccoca asked everyone to take a 20 % salary cut to help Chrysler survive, the union leaders loudly complained. Iaccoca calmly replied that he would take a $ 1.00 salary per year. You can see from this example that transformational leadership involves several key factors: emotions, values, self-esteem, goals, and needs.

Warren Buffett and Bill Gates are two other transformational leaders who have greatly influenced other successful business titans to give significant

20 PEOPLE MANAGER I January 2013