What creates passion, loyalty, drive, peak performance and even love for one’s organization? Motivation does.
With a clear vision of success, available resources, who they can get mentoring with, you have a motivated employee.
And what creates motivation?
Well, it’s not a quick answer. In this blog, you’ll learn how to unpack the motivators beneath human behavior, to understand why we do what we do, and how to offer alternative behaviors that feel even better than the behaviors a person is currently choosing.
Before we get into tools, here’s a quick refresher on emotional intelligence. This is key because most people could use some work on one–or both–of the below paths.
For example, if a person isn’t very self-aware they may not be receptive to participating in using the below tools—you’ll need to use them on your own, then over time invite them in. If a person isn’t very socially aware, they may struggle with reading social cues or may be too wrapped up in their own experience to notice the impact their behavior has on others. So again, you’ll use the below tools on your own initially.
But first, let’s look at some research.
Richard Clark of USC Center for Cognitive Thinking recently did some . Here’s a high level of his findings, and I’ll help you implement them with tools.
The net-net is people lose motivation when they fall into what Clark calls motivation traps. They are:
“I don’t care enough to do this” – if the project isn’t tied to something that the person values, they won’t be motivated to do it. Key is to find out what they value (hopefully your projects can be tied to your organization’s emotionally engaging core values that everyone is inspired by!), ensure the project is interesting, help them expand their identity via the project and check in on what they are believing about it.
Humans experience change in the above 6 “levels”. Might your Environment be affecting their motivation? It is conducive to collaboration and communication, as well as bonding and connection? How are the Behaviors of others: are they helpful, supportive, goal-oriented? Do they have the Capabilities, the skills, and tools they need? I’ll jump next to Core, because if the organization’s purpose isn’t compellingyou’ll want to tune it up. In my coaching work, I’ve helped hundreds of organizations create an emotionally engaging mission/purpose and vision in even the most challenging industries. Identity and Beliefs are deeply connected to Core.
“I don’t think I’m able to do this”– If an employee doesn’t feel they have the capability (either skill set or available time) they will lose motivation. Often confidence is the key factor here, and clarity on the project will help a lot. With a clear spec as to what success will look like, what resources the person has access to, who they can get mentoring/have check-ins with, you can often move past this de-motivator. Also making priorities and energy allocation clear with a High Value/Low-Value process will help a great deal. These tools will help:
Next, you may have some identity work to do. Again, go back to the Logical Levels graphic and note in our book Power Your Tribe we unpack identity in great detail. See number 4 below for another tool to help here.
“I’m too upset to do this” – This is where emotional resilience comes in. Since humans are highly emotional beings it’s essential that we all become more aware of our own and the emotions of others. If someone is snared by anxiety or depression or even good old fight/flight/freeze, it’s essential that we use these tools:
– find out how they’re feeling.