How to keep yourself and your team motivated

Imagine this: It's Monday morning, and you walk into the office. You're greeted by a mix of eager faces and a few weary ones. As a manager, you know the week ahead is packed with deadlines, meetings, and challenges. But today, one of your team members came to you lamenting the long hours. What do you say?

One manager told me in my recent coaching skills workshop, "I'd just tell them to suck it up!" The room erupted in laughter because we've all felt like that at times. But deep down, we know that response won't solve the problem. Sometimes the real challenge isn't just keeping your team motivated—it's about finding the drive to keep yourself going, too.

I've been in that position, feeling the weight of leadership while my motivation wavered. Years ago, I led a team of consultants. The initial excitement eventually gave way to exhaustion from frequent travel, juggling multiple projects, and the constant pressure of business and talent development. I found myself searching high and low for motivation. Sound familiar? If so, you're not alone. I remember a particularly challenging project where we were all feeling the strain. It was during this time that I realised the importance of celebrating small wins and how it can keep the team's spirits high, even in the face of adversity.

Through trial and error, advice from mentors and close clients, and some hard-won lessons, I've learned how to keep motivation alive for both me and my team.

Tip 1 - Celebrate Small Wins: Fuel for Ongoing Motivation

It's easy to get caught up in the big picture and forget to celebrate the small steps along the way. The concept of small wins is not merely a feel-good strategy but a scientifically backed approach to driving sustained motivation. Research by Teresa Amabile at Harvard Business School shows that progress in meaningful work—no matter how small—is the most powerful motivator.

The concept of small wins is not merely a feel-good strategy but a scientifically backed approach to driving sustained motivation.

Let me share an example: When my team was working on a large-scale project, we didn't wait until the end to celebrate. Instead, we marked milestones along the way. For instance, after a successful client workshop or the first client payment, we headed out for a quick team lunch or took a few moments to acknowledge the achievement. These small celebrations kept the momentum and reminded everyone that our hard work led to real progress. And seeing the smiles on my team's faces kept me going, too!

Tip 2 – Prioritise Deep Work: Not Busyness

"How are you?" A common question we ask when we meet colleagues or friends. "Busy" or "Very Busy" seems to be the default answer. But let's be cautious. The obsession with being busy can lead to burnout, reduced creativity, and lower overall productivity. A study from the Harvard Business Review supports this, showing that when leaders equate busyness with effectiveness, they risk their own well-being and the success of their teams.

So, how do you break free from this cycle? The key is to prioritise deep, meaningful work over constant activity. Clear your schedule for a couple of hours to focus on the most critical tasks.

Prioritise deep, meaningful work over constant activity.

One leader told me he sets Friday as his "Extremely Productive Day", where he works through the most demanding things he needs to do and completes that day, whether conducting a 1-2-1 meeting with a direct report, budgeting, or report preparation. And by modelling this behaviour, he hopes to encourage his team to do the same. He said that when the noise of busyness is stripped away, he and his team work with greater clarity and purpose.

Tip 3 - Intrinsic Motivation: The Key to Sustained Drive

We know that relying solely on external motivators such as bonuses, promotions, or praise can be short-lived. Studies in the Journal of Applied Psychology reveal that while extrinsic rewards can boost performance in the short term, they often lead to decreased motivation once the reward is removed.

Instead, fostering intrinsic motivation—where the drive comes from within—is far more sustainable. Managers who understand the power of intrinsic motivation can create conditions that allow employees to find personal meaning in their work. This involves providing opportunities for autonomy, mastery, and purpose—three critical drivers of intrinsic motivation identified by psychologist Daniel Pink. Autonomy gives employees control over their work; mastery allows them to develop and hone their skills, and purpose connects their efforts to a larger, meaningful goal.

Understanding our intrinsic motivation requires us to put time aside for self-reflection. Learning about our team also requires an investment of time. Some managers lamented that they do not have the luxury of time to learn about their team members in-depth, but I can assure you that this will pay handsome dividends down the road.

Provide opportunities for autonomy, mastery, and purpose—three critical drivers of intrinsic motivation.

For instance, one of my team members was deeply motivated by learning new skills; hence, offering opportunities for this person to take on a challenging new aspect of the project was ideal for him. Another was motivated by social connection, and this team member was assigned as a buddy for new hires and took on the role of a mentor as well. ?I learned that by aligning tasks with individual motivations, we can create a work environment where everyone is invested in the outcome and the journey itself. Other examples of intrinsic motivation could be the desire for recognition, the need for personal growth, or the aspiration for a work-life balance.

My intrinsic motivation is learning new knowledge, which is why I have continued in my consulting career as it constantly exposes me to different industries, which is exhilarating!

Tip 4 – Designing an Environment for Success?

Finally, let's talk about the physical and psychological environment, which significantly impacts our behaviour and motivation. Managers have the power to create work environments that are conducive to focus, creativity, and well-being. This could involve implementing flexible work hours to accommodate different working styles, choosing a suitable space for team meetings, or even creating a designated area for relaxation and stress relief (the pantry is a great place).

A client in the healthcare sector implemented a 'no Friday meetings and no meetings after 5 pm rule.' More importantly, running meetings efficiently and ensuring everyone has a voice during meetings allows for efficient meetings and a safe space since 'back-to-back' meetings are the norm today, but we can make meetings better. By making minor adjustments to the work environment, he helps his team stay motivated and productive.

Managers have the power to create work environments that are conducive to focus, creativity, and well-being.

For me, work-from-home (WFH) is the norm, but I realised that I need a new boost of creativity and productivity, so I will be experimenting with workcation (read my LinkedIn article here ) in September. Wish me luck!

Final Word

Ultimately, motivating yourself and your team isn't about pushing harder or filling every moment with activity. It's about understanding what drives people and creating an environment where motivation can thrive naturally. Focusing on intrinsic motivation, celebrating small wins, and designing a supportive environment can lead your team to sustained success.

Questions to Ponder:

• What small wins have you celebrated recently, and how did they impact your team's morale?
• How do you keep yourself motivated when the going gets tough?
• How are you nurturing your intrinsic motivations?

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