C-TALENT OPTIMIZATION: What Drives You?

If you have read any of my C-Views previously published, you know that I have decided to share some perspectives that many business leaders may identify with on a day to day basis. These articles will hopefully add to the “tips” that I shared for young professionals in my 2015 book that is titled “Leading by Listening and Obeying”. 

My firm, QM Resources, is a #talentoptimization consulting firm that has over 24 years of experience helping organizations determine if their culture, leadership, and teams are helping maximize results and fulfilling their mission. Twenty of our twenty-four-year history was spent in the trenches as managing partners of an import, distribution, and retail operation with clients across the US and Central America. This week’s article shares some insight regarding my views on “how to optimize our drive”.   

Drive and motivation are very personal and unique to each one of us. Although unique, I also believe that there are similar fundamental aspects that motivate us all.  There are many other drivers that make us all unique and different, but I know that we can Therefore, it is safe to say that there certain drivers that are personal to me and are probably similar to your own personal motivators which in turn can be correlated to those of your team members.

One of the common drivers that we all have is the physical need for rest, food, and water. Some of us get away with very little rest, food, and water while others have been able to secure an abundant supply of all of the above. I cannot go without noting that in many parts of the world there are many people that are in very short supply of these needs and we should all unite to help remedy this fact over the next 10 years. I feel very blessed and fortunate that I have never missed a meal and dedicate as much of my free time as possible to help those that do. Never the less, we all know that we need to get up a work every day in order to afford the things that keep our physical body alive. Once these physical needs are covered, we are motivated to focus on seeking safe harbor in shelter and security from the elements and harm. Each one of us has a different perspective on what a physical shelter should be which could drive us more than others to achieve what we deem acceptable.

Emotionally we are also very similar in the fact that we generally seek love and acceptance from one another. This drive causes us to act certain ways and seek improvements in lifestyle and expendable income so that we can live the ways we desire. Part of this desire also includes being able to afford pro-active and preventative health care. Wanting to be loved and accepted by our peer groups might cause us to work harder to obtain certain privileges or pay patronage to certain establishments where we find the people that we are seeking to please socially. 

In the professional world, the above basic human needs are present when an individual negotiates a compensation package. Organization managers and leaders hopefully understand that all jobs must allow employees & team members to meet these basic needs. If these needs are not met, I can guarantee that the employee or team member will not survive long term. Not meeting basic physical needs can be distracting to job performance. It is not good for your team members to worry about putting food on their table while they are trying to accomplish their tasks at work. I find that free market capitalism is pretty efficient at setting compensation packages for different roles that help cover the basic needs, and sometimes more.

Once the physical and emotional needs are met there are other motivational drivers that typically unite humanity.   One of the desires that I find most people have is the desire for progress. Most of us want more than our parents had and want more for our kids than we had growing up. The jury is still out whether or not this desire will be common to the younger generations. The desire for progress is relative to our background and perspectives. If we are born with very little material pleasures, it may take very little to please our progress objectives. If we are born into a family with plenty of disposable income, we might find that it will take more to satisfy the ability improving what the generations prior achieved. This desire for progress can be negative if not controlled. Is important to always appreciate what we have in the present moment. Appreciating what we have does not remove the desire and drive for progress and improvement. This is a healthy motivator which can help organizations exceed objectives.

Another desire that I find common to most professionals is the desire for inspiration. Most of my workshops include an exercise in which we name some of the most successful people that we have encountered in our life. It never fails that most people cannot name or list the top performers in each category as measured by society. They can always name the top people that have inspired them along the way. Educators, pastors, mentors, and parents are some of the most common people that are named. Usually people that give much more than what they receive. I am sure that you can list at least three individuals that have been an inspiration to you. My prayer is that you and I both can be an inspiration to others.

The last of many desires that I could include in this week’s article is the desire for positive “contribution”. We want to make a difference.  We are typically not always satisfied by just getting by and doing just enough. Perhaps many of you, as I did, can think of many times in school or at work that you just wanted to “get by”. This is normal. We are not machines and sometimes need to take mental breaks and “check-out”. Unfortunately, if we “check-out” consistently we will find ourselves flunking out of school or not performing at our jobs. The need for contribution is becoming more and more prevalent. Successful organizations and leaders are the ones that are able to connect the strategic objectives with the practical talent contributions that allow people to impact the bottom line and succeed.  I personally love when this happens! 

In addition to all of the above, there are behavior performance drivers that I and my network of Predictive Index Partners can help you understand. These drivers are validated by over 350 scientific studies that show successful use of assessments in hiring, inspiring, and engaging team members. Our objective is to help you and your team perfectly align your strategic objectives with your talent needs in an efficient way.  Creating an environment where your talent feels engaged and optimized is not easy. It does not usually happen naturally. With the right heart, desire, and plan it can be achieved. I guarantee you will be amazed by the results!

Please email [email protected] for any questions or comments regarding this article or any other themes for future C-Views to be shared. QM Resources is offering High Performance Talent Optimization Evaluations at no charge if you or a company you represent needs help increasing workforce efficiencies via increased engagement, communication, and performance. Please see www.qmresources.com for a 2 minute video that explains The Predictive Index solutions.

Executive perspectives by Jason T. Quimby, Author: “Leading by Listening and Obeying” President / CEO: www.qmresources.com