On High Visibility assignments and Motivation through Purpose

Many a time in my over a decade and a half of career spanning across multiple organizations, I have seen (and experienced) managers classify some projects as ‘high visibility’ when assigning these to their team members. ‘Visibility’ is often amongst the key attributes of perceived importance or how plum a project is, thereby making such assignments very coveted. Managers of course, seldom fail to underline this attribute while assigning the project, utilizing simultaneously a two edged motivational lever - the Stick - do not fail as there could be repercussions on your career(obvious)  and on my reputation as your boss (implicit) ;  and the Carrot – you will look good (display your skills to more number of , and perhaps more important people, could get new opportunities etc.).  All in all, it is a strong and mostly effective attempt at setting high expectations and building performance pressure, both important for the success of the assignment. 

As far as motivation theories go, the above approach plays on the need for esteem (fear of losing face, maintaining one’s professional reputation etc.), or/and the need for achievement or affiliation (applause, glory, popularity etc.).  These are important and effective, yet lower order needs.  They play on our fear, or our ambition, sometimes even avarice. Both are effective motivators that play the ego of the individual.  Often however, our corporate vocabulary remains weak  or at least underutilized in classifying projects or assignments  on their ‘Purpose’, i.e. the intrinsic value of the assignment (why or for what) , or the contribution one could be making to a purpose by  putting effort on that project. Would we get even better results if we assign projects based how an individual’s values align with the purpose of the project? Perhaps motivating using a higher need as a lever than a baser one, may bring results that surprise us.  Remember the story of the bricklayers who were building a church? When a passerby asked what was it that they were doing, one answered that he was working to avoid the supervisor’s whip, the other said he was earning a living and the third said he was building a home for his Lord. 

Purpose and Potential go hand in hand and converge into the higher order need of Self- actualization (even emanate from, as some wise ones may say). We know this one as the top of the pyramid need, one that is aspired for once the lower needs or motivations have been fulfilled. Let’s consider making it less esoteric. Rather than thinking of it as a pot of nectar atop a high mountain, how about visualizing it as clear brook that flows by us at all times?  We need not climb a mountain or get past the other needs or motivations in order to savor this nectar.  Rather, we can take a refreshing sip often, whenever we get or create opportunities for contributing to any project or cause that aligns to our values. Every time we understand and are aligned to the Purpose (why or for what) of an assignment, we will be able to draw deeper from our well of potential. Each such experience will refresh us on our journey of becoming more and more Actualized.

Is there merit in enlarging our management and motivation toolkit beyond the ‘high visibility’ classification by bringing purpose into the picture? Any others you may have used? Welcome your comments.