When it comes to making moves as an entrepreneur you need a hub of information and encouragement to move to the next level. Sherri Nourse shares her knowledge on building businesses, brands and social media presence on her page @motivationmafia. From entertainment industry marketing to products to personal brands, she has a vast array of content to help entrepreneurs with ideas and execution. She is unique in that she incorporates interviews with successful entrepreneurs who share their struggles and successes so that her audience can benefit and be active in discussion and learning.


We all know individuals who are in continuous motion: their nature drives them to relentless action, “they can’t hold still,” they get inspired almost instantly, or just without worrying too hard or not at all. Often this persistent inspiration may follow a neurotic personality pattern, and can find just a delicate equilibrium between continuous motion and movement. This type of neurotic motivation tends to cause serious relational damage to the person concerned and to those in their surroundings: they are easily overwhelmed by an unstoppable force against which there is no rest or respite. This sort of employee will usually operate in the business in roles where there is little internal harm to their “hyperactivity,” for example, in salespersons or leadership positions, or in activities without too much strategic and operational complexity. If the company’s manager or owner has this profile, his subordinates end up developing compensatory behaviors that allow them to thrive in the environment: For instance , take different behaviors when the boss is and when he is not, prioritize matters that the boss values more and lead to “don’t mess with me”Or sometimes they end up convinced that such a situation is “normal” and they endures stoically until some mishap from them or the boss ends the situation and makes them see that the environment in which they worked was pathological and not normal.

Our experience with this profile’s managers shows how often these pathologically-originated hyper motivated leadership situations are associated with collaborator mobbing practices. Or mistreatment such psychological manipulation on the part of the boss is generally unintentional, which takes the shape of more or less overt types of misuse of authority which workplace. A common example of this mistreatment is the manager’s tacit requirement for an unreasonable employee contribution that is concretized in the creation of an unfair rivalry, the sort “to see who leaves first,” “to see who is the last to go and go with the boss,” etc. Clearly, the hyper motivation of the manager and his infinite commitment apparently legitimizes him to claim from his subordinates the same behavior. The same credibility is still deduced from the interviews of this sort of profile: “I don’t expect something from anyone that I don’t want from myself” or “I want from others as much as from myself.”


The efficiency of team management is often an important factor: in order to handle a staff properly, organizational competence and the manager’s own confidence in executing their duties are critical. While we’re going to discuss this subject in more detail in another post, it’s essential to emphasize the vital value of managerial leadership skills, skills that are natural for others, they can be acquired for others, and they can’t be created for a third category without a professional development commitment and a higher degree of self-knowledge.which is also provide by @motivationmafis Effective motivating team managing stimulates emotionally guide person desires linked to feelings of wellbeing, self-esteem and hetero-esteem and is a strong catalyst for action.

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About the Author: Barry Lachey

Barry Lachey is a Professional Editor at Zobuz. Previously He has also worked for Moxly Sports and Network Resources "Joe Joe." he is a graduate of the Kings College at the University of Thames Valley London. You can reach Barry via email or by phone.