Student Motivation Techniques

Want to build a habit that sticks? Stop describing what you do—start describing who you are. One tiny change in how you talk about yourself can make or break your progress. Here’s how it works 👇 If I tell you about two people: *One runs *One is a runner Who do you think runs more? Probably the runner, right? That’s because actions are temporary. Identities are lasting. Research shows that when we see something as part of who we are, we’re more likely to keep doing it. For example: “I write” → Temporary “I’m a writer” → Permanent Which one do you think keeps showing up? This applies everywhere: ✅ Fitness: “I work out” → “I’m an exerciser.” ✅ Reading: “I read books” → “I’m a reader” ✅ Work ethic: “I work hard” → “I’m a hard worker” When it becomes who you are, you stop debating whether or not to do it. How to use this TODAY: 1️⃣ Pick a habit you want to reinforce. 2️⃣ Turn it into an identity statement. 3️⃣ Use that language every time you talk about yourself. Watch how your consistency skyrockets. What identity are you stepping into? Drop it below 👇

Don’t Make This Goal-Setting Mistake Many focus solely on outcomes, missing a powerful component of success: → WHO you become in the process. Shift your perspective to what the research calls ‘identity-based motivation’. Visualise the skills and qualities you'll develop, not just the end results. This strategy increases motivation and propels you towards peak performance. Refocus with these three key questions: 1. What do I want to achieve? ↳ Helps prioritise actions and track progress. 2. Who will I become in the process? ↳ Ensures your growth is intentional and aligned with your values. 3. How will I accomplish it? ↳ Creates a practical roadmap to follow, reducing overwhelm and boosting confidence. Start setting goals that transform you. I guess it’s true what they say: the journey matters as much as the destination! (Research references in comments)

I suck at handling feedback. I keep reminding myself, “This isn’t personal.” But creative work is always, at least a little bit, personal. That’s why Julia Cameron’s 9 steps for dealing with criticism really hit hard. And I thought they might help you too, so I put together this cheat sheet: 1/ Get it over with: Receive the criticism all the way through. 2/ Notice what hurts: Highlight the phrases that bother you. 3/ Keep what’s useful. Mark anything that actually helps. 4/ Nurture yourself: Read an old positive review or recall a compliment. 5/ See the big picture: Even if this piece of work sucks, it’s probably a necessary stepping-stone to your next project. 6/ Dig into the pain: Does the feedback remind you of past criticism? It might be poking at an old childhood wound. 7/ Write a letter to the critic: Defend your work, but also acknowledge what was helpful. No need to send it. 8/ Commit to creating something new: Creativity is the only cure for criticism. 9/ Get back on the horse: Time to move on. Start your next project. I’ve been reading The Artist’s Way for a few weeks now, and it’s had a huge impact on my life and creative work. I highly recommend it :)

I've spent 5 years studying & mastering how to rewire the brain to become more confident. These are the 3 things that make the biggest difference: 1. Consciously creating a self-confident image - Visualisation has been scientifically shown to do this best. - first decide what a confident you looks and feels like. - then close your eyes and mentally rehearse this version of you. The way you talk, walk, interact, dress etc. And what does it feel like? Embrace that. - might sound fluffy, but it's the quickest and most effective way to rewire your self image. The brain can't tell the difference between whats real and imagined. - I now do this everyday and I am the most confident & secure I have ever felt 2. Intentional self-talk - how do you speak to yourself? Do you put yourself down? Do you worry about the worst case scenario? Do you judge yourself? Yup, I've been there! - Catch it, check it and change it. This rewires the patterns in your brain. - Aim for more encouraging, positive or motivational self-talk. - e.g 'I can handle anything' 'I'm doing my best' 'I deserve to be in this room' - Initially it will feel forced and the mind might resist. Then it will become second nature. You want to repeat this like a song in your head. 3. Acknowledging little wins - A big part of building confidence is building competence - the more you celebrate your little wins, the more you build trust & assurance in yourself. Think of it like building the evidence you need to progress. - each day make a list of little victories (no matter how small). You start to build a bank in your brain. You can also refer back. - this activates the brain's reward circuits and keeps you more resilient & motivated in the long term. - even better.. share it with others!! friends, team etc Over 150 studies confirm it My own experience confirms it All my clients are confirming it too. Confidence is a skill. You can start building it today. In fact, what is a little win you are celebrating? Comment below. ♻ Repost to help someone else become more confident How I can help: 1. Confidence is the number 1 thing people want to address. That's why after popular demand, I am hosting a Mental fitness live- unstoppable confidence on Saturday 13th July in London. Join a small group and leave with big confidence. Limited tickets available in comments. 2. Most C-suites, high performers and elite athletes still suffer with a lack of self-confidence. That's because the brain hasn't been rewired. If you want to go from good to great, apply for coaching in my featured section.

When Is a brilliant jerk just a jerk? Why do we tolerate people who deliver results but leave chaos in their wake? Having worked in recruitment for years, I’ve seen it time and again: companies excuse flawed leaders simply because they’re high performers. Often, these individuals are promoted beyond their capabilities, amplifying their negative impact on their teams. I’ve frequently questioned how these behaviours align with our stated company values. Why do managers “turn a blind eye.” overlooking poor conduct simply because ‘Sam’ bills over $1 million a year? One of my more memorable career experiences involved a former CEO who loved quoting a famed All Blacks rugby player's book: “Guys, we have a no d**kheads policy here,” he’d proudly declare. Yet, as people shuffled out of the board room, whispers of his behaviour would follow. Ironically, he was perhaps the biggest d**khead in the company—a textbook brilliant jerk. Unchecked, these individuals kill company culture, sap morale, and erode trust. I know this all too well because I’ve been there. Looking back on my early leadership days, I cringe. Was I that jerk? The reflection hurt. But it’s true. I was a jerk. I needed to change. I recognised that leadership is more than results. Empathy. Communication. Adaptability. Emotional intelligence. Compassion. These aren’t just “soft skills” – they’re essential for thriving in the workplace and growing as a leader. The good news. You can develop them too. But one often overlooked skill is reflection. If you are serious about your leadership, you must "hold up the mirror." Self-reflection is the foundation for personal and professional growth. It allows you to: -- Assess your strengths, weaknesses, and behaviours. -- Identify blind spots. -- Make better decisions and solve problems more effectively. -- Stay aligned with your core values and goals. Research shows that the habit of reflection separates extraordinary leaders from mediocre ones. I’d go so far as to argue that it’s the cornerstone of all other leadership skills. Reflection takes courage. It’s intentional. Deliberate. Thoughtful. Reflection is a practice. You can make it a daily habit—a ritual. Yet reflection isn’t easy. It’s uncomfortable and ego-bruising. But it’s also necessary. Great leaders don’t just learn from their successes—they mine their failures for insights, using the lessons to shape a better future. Being at the “top of your game” only comes when you extract how to engage the future from your past. But go easy on yourself. Excellence comes from falling, standing up, and dusting yourself off. Study those failures, and you’ll be less likely to trip again. Flawed leaders will always exist, but without self-reflection, you might become one of them. Don’t let brilliance turn into arrogance. Instead, commit to growing into the kind of leader who elevates both results and relationships. You need reflection to avoid ending up being a jerk.

Most leaders aren’t destroyed by others. They’re destroyed by themselves. Here is why? They think success is about being strategically brilliant... or experts in their field... And then they fail due to missing self-awareness. Years ago, I worked with a strong executive. Sharp mind. Strong resume. Great results on paper. But his team didn’t trust him. They gave minimal input. They avoided him in meetings. He thought it was all about them - laziness, lack of ambition, wrong culture fit. He couldn’t see that the problem was him, with his dismissive, reactive, and self-centered behaviour. That's when I saw how easily success blinds us. How quickly ego blocks awareness. And how fast people stop telling you the truth when you rise. My learning until today: Self-awareness is the foundation of leadership. Without it, every other skill is wasted. Here are 10 principles to build it daily: 1️⃣ Ask for brutal feedback Don’t fish for praise, invite truth. Growth begins where comfort ends. 2️⃣ Watch your impact, not just intent Good intentions can still hurt. Measure how others experience you. 3️⃣ Listen beyond words What’s unsaid is often more important. Pay attention to body language and silence. 4️⃣ Spot your triggers Stress exposes blind spots. Know what sets you off before it controls you. 5️⃣ Separate ego from role You are not your title. People follow authenticity, not hierarchy. 6️⃣ Reflect daily 5 minutes of honest reflection beats 5 hours of excuses. Ask: “How did I show up today?” 7️⃣ Own mistakes fast Excuses destroy trust. Admission builds it. 8️⃣ Notice recurring feedback If three people tell you the same thing - it’s not coincidence. It’s your blind spot showing. 9️⃣ Test your assumptions “I think they’re fine” is not a fact. Validate before acting. 🔟 Grow with humility Leaders who think they’ve arrived stop learning. Stay curious, stay open. When leaders master self-awareness, people stop working for you and start working with you. Because self-awareness builds trust - and trust builds everything else. Remember: You can’t lead others if you can’t lead yourself. The mirror is the hardest tool in leadership. Self-awareness isn’t soft. It’s the sharpest edge you can have. ‐---‐------------------------------- ♻️ Repost this to support your network. 🔔 Follow me (Simon Koerner) for more valuable content on leadership, culture and growth.

Diverse teams are powerful, but only if they’re designed to be. Just putting different people together isn’t enough. What I’ve learned over 11+ years is that true  🧠 Collective Intelligence only emerges when diversity is intentionally activated. 🖌 My Blueprint to unlock it: 🔹 Cognitive diversity It’s about bringing different thinking styles. Teams that embrace divergent ways of solving problems uncover creative solutions that others miss. 🔹 Demographic Diversity The presence of different intersectional identities and lived experiences creates a richer understanding of potential blind spots and unmet needs. 🔹 Experiential Diversity Diverse career paths and life stories equip teams with practical insights that can cut through “tried-and-true” methods that often fail in complex, changing environments. 🔹 Psychological Safety This is the game-changer. Without it, diversity backfires. High-performing teams create a “safe container” where everyone—from the quiet thinkers to the bold disruptors—can voice their ideas without fear. 🔹 Inclusive Decision-Making Diversity is wasted if decisions are still made by the loudest voice in the room. Structured inclusion ensures that varied perspectives aren’t just heard but drive the direction forward. The result? 1️⃣ Faster, smarter decisions: diverse insights reduce blind spots and increase confidence in strategic choices, helping leaders respond swiftly to market changes. 2️⃣ Increased innovation and agility: aligned teams leverage diverse perspectives to solve complex problems creatively and adapt to new challenges with resilience. 3️⃣ Stronger engagement and retention: when teams feel psychologically safe and included, they’re more committed and motivated. This translates to lower turnover and higher morale. The path to unlocking your team’s full potential starts with aligning on the right elements—diversity, psychological safety, and inclusion in decisions. 🤔 P.S. Where is your team on the path to collective intelligence—and what’s your next step?

“What’s wrong with me?” “I’m a stupid idiot.” “I can’t even get this done.” That’s my inner critic. The harsh judgemental voice that decimates me when I make a mistake. That magnifies my flaws, and undermines my abilities. I let it rip me apart because I thought I deserve it. The drained and awful feeling after that. There are many names for this condition. Some call it the perfectionist. Others call it the childhood trauma. I call it The Habit I am releasing. That critical voice inside our heads is the major obstacle to building self-confidence and achieving our goals. It was honed from past experiences but continues to fuel our fear and doubt. After coaching many senior executives on public speaking and confidence, I've seen how that harsh inner critic can hold them back from being their best, most confident selves. I've seen and felt the transformative power of learning to release it. I feel more energized and at peace. It’s a mindful work in progress. Here are some strategies I've found effective in releasing The Habit…gently. 🌟 Recognize the Critic The first step is to become aware of your inner critic. When you notice harsh or overly negative thoughts, pause and just observe it instead of being in it. 🌟 Name It. This allows separation from your true self. "That’s just Negative Nellie again" rather than accepting those thoughts as truth. 🌟 Challenge the Thoughts Question it. Is there actual evidence for this negative thought? Or what would you say to a friend in this situation? 🌟 Reframe Negative Self-Talk and use YET for a growth mindset. Instead of "I'm going to mess this up," say "This is an opportunity to learn and grow." Instead of "I can't do this," add the word "yet" to the end. "I can't do this... yet." 🌟 Embrace Self-Compassion Treat yourself with the same kindness you'd offer someone you love. When you make a mistake, instead of harsh self-criticism, offer yourself understanding and encouragement. Building an encouraging inner voice is a process that takes time and practice. With consistent effort, we can create an inner dialogue that lifts us up to achieve our biggest dreams and goals. What strategies have you found helpful in managing your inner critic? #Confidence #GeorginaChangCommunications

You know *logically* that constructive feedback is supposed to be helpful and support your growth and YET - you can't help but take it so damn personally? ARGHHH... I feel this one to the CORE. As a recovering perfectionist, every piece of 'feedback' that wasn't 'glowing' Used to feel like a dagger. I'd use it as a reason to beat myself up. I'd use it as evidence that I was a failure. I'd interpret it that I was crap at just about everything. If you are currently taking feedback as a personal attack, You need to learn how to hear it *without* spiralling. Here's the steps I took to relieve the pressure ⤵️ 1️⃣ I Detached My Identity from the Feedback. Criticism isn’t about you as a person—it’s about the work. Stop making it mean more than it does. 2️⃣ I decided *who* I would Listen To. Not all feedback is worth your energy. Would you trade places with the person giving it? If not, don’t let it in. 3️⃣ I saw Feedback as Growth. The most successful leaders seek out constructive criticism because they know it’s their fastest path to improvement. 4️⃣ I Reframed It as a Power Move. The best leaders don’t crumble under feedback—they use it as fuel. Turn critiques into opportunities and invitations to uplevel. 5️⃣ I had to learn to drop the Perfection. If you never get feedback, you’re either not pushing yourself hard enough or you’re surrounded by the wrong people. Growth requires friction. 6️⃣ I got to Control the Narrative. Is the feedback too vague or unhelpful? Ask for specifics. Get clarity. Make it work for you. ➡️ Remember: Truly Confident Women are not afraid to Take. Up. Space. (THANK GOODNESS) If you’re getting feedback, it means you’re in the game. The only people who never get criticised are the ones too afraid to show up 🤷♀️ So next time someone gives you constructive feedback? Take what you need. Leave the rest. And keep leading like you mean it. Let's hear the feedback you didn't agree with ⤵️ (Mine is ridiculous!)

If you are relying on me to motivate you, I probably don’t want you on my team. *Read that again please… When you lead a team, you cannot possibly be the sole source of motivation. In fact, Daniel Pink’s book “Drive”, unearths some interesting research on intrinsic vs extrinsic motivation for teams. I often speak about the idea of shared leadership. As organizations become flatter and work becomes more knowledge based instead of task-centric, leadership cannot solely be about position. Motivation cannot solely be about the carrot and stick. I’m excited to share some powerful insights inspired by this recent read…ok I listened to it on a recent drive six-hour drive back home. In the pursuit of unlocking your team's full potential, consider the following strategies: 1️⃣ Autonomy: Provide your team members with the freedom to explore and execute their ideas, allowing them to take ownership of their work and approach tasks in their unique way. 2️⃣ Mastery: Foster a culture of continuous learning and development by offering opportunities for skill enhancement and growth. Encourage your team to set personal development goals and support them in achieving these milestones. 3️⃣ Purpose: Connect your team's work to a higher purpose, emphasizing the meaningful impact of their contributions. Help them understand how their efforts align with the larger goals and vision of the organization. By incorporating these principles of autonomy, mastery, and purpose into your leadership approach and team dynamics, you can cultivate an environment where intrinsic motivation thrives, leading to increased engagement, creativity, and overall team satisfaction 🌟💡 #intrinsicmotivation #teamdevelopment #leadershipdevelopment #leadersarereaders #LeadershipDecoded Looking forward to hearing your thoughts and experiences on this transformative journey! 💬💭