Ignite and A-M-Plify the Intrinsic Spark in your teams

Disengaged teams cripple companies.

In my experience, I have observed that disengaged employees tend to approach their work mechanically, merely ticking off tasks like a checklist. On the other hand, in some teams, members are so intrinsically motivated and engaged that they take joy in their work and remain fully immersed, even without external pressure from the company.

Studies have consistently shown that disengaged teams experience decreased productivity, higher turnover rates, and increased absenteeism, ultimately impacting the company's financial performance and growth (Harter et al., 2002; Bakker et al., 2008). Additionally, disengaged employees are less likely to contribute innovative ideas and collaborate effectively, hindering the company's ability to adapt and thrive in a competitive market (Demerouti et al., 2010; Zhou & George, 2001). Therefore, addressing and mitigating team disengagement is crucial for sustaining a successful and productive company.

Human Well Being is supremely important in business.

I deeply care about the human experience because I believe that at the core of any business or endeavor lies the well-being and fulfillment of individuals. As a colleague, as a team leader, practice manager and program manager (various roles I played in my career, so far), witnessing employees disengaged and merely going through the motions saddens me, as it means they are missing out on the opportunity to find purpose and satisfaction in their work.

Lessons from Volunteering Days: Understanding Intrinsic Motivation

I learned this invaluable lesson during my time as a young volunteer for various social organizations. Observing individuals who poured their heart and soul into a cause without expecting any personal gain was truly inspiring. This selflessness sparked my curiosity about the psychological factors that drive intrinsic motivation in humans. Understanding what motivates people from within has since become a passionate pursuit in my life.

The Truth Behind Disengagement: Short-term Priorities and Myths

Unfortunately, most people don't agree because they often prioritize short-term gains, instant gratification, or personal interests over broader societal or long-term goals.

Most people disagree because they believe that individual efforts cannot significantly impact larger societal challenges, leading to a myth of insignificance.

As an employee, many of us mistakenly believe that our small efforts won't really make a difference in solving the big company level goals or make an impact in the world. We might feel like you are just a cog in the machine.

We might think that collective actions won't matter much at an individual level. Some expect quick results and get discouraged when progress is gradual. This misunderstanding can lead to apathy and prevent us from fully engaging in projects that require dedication and motivation.

But the truth is, our work makes an impact and it matters.

Dr. Maya Angelou once said, “We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of the tapestry are equal in value no matter what their color."

Threads of Impact: How Every Small Act Shapes a Complex System of Value

To truly grasp the significance of our actions, we must delve into three vital concepts from ecology that relates to the modern work places:

1.Interconnectedness: Just like the intricate web of a spider, every small act is interconnected and influences the overall system. Each action, no matter how seemingly insignificant, can have a ripple effect, impacting other components of the system and contributing to the larger value it produces.

2.Emergent Properties: Complex systems often exhibit emergent properties, which arise from the interactions and collective behaviors of its individual elements. Even the tiniest contributions can lead to unexpected and significant outcomes that enhance the overall value of the system.

3.Cumulative Effect: Small acts, when consistently performed, can accumulate over time, leading to a compounding effect. This gradual progress eventually plays a crucial role in shaping and optimizing the system to produce even greater value for humans.

These principles in nature reminds us that even the tiniest contributions play a vital role in the complex system that produces value for humanity. Each action, no matter how small, is a valuable thread in the tapestry of life. And when we acknowledge the value of our contributions and adopt a long-term view, we can work together to create significant positive change over time, making a real impact in our company's success and societal advancements. Failing to recognize the significance of their contributions results in missed opportunities for personal and professional growth.

This perspective brings in a lot of benefits in life and our career journey:

1. Motivation and Persistence: Understanding the cumulative effect of collective efforts fuels intrinsic motivation, enabling them to persevere through challenges and setbacks.
2. Personal Growth: Embracing a long-term perspective encourages continuous learning and development, leading to personal growth and self-improvement. Embracing their ability to create change inspires others to join collective efforts, making them influential leaders in their communities and workplaces.
3. Fulfillment: Moving beyond the myth and working towards transformative solutions brings a sense of purpose and fulfillment, fostering a more meaningful and satisfying life and career journey.

Daniel Pink in his book Drive, talks about three key factors of intrinsic motivation: Autonomy, Mastery and Purpose.

Adding the 3 Cs: Curiosity, Challenge, and Connections

I would add 3 Cs to the AMP framework suggested by Daniel Pink.

1. Curiosity: The desire to explore, learn, and discover new things drives individuals to seek knowledge and understanding.
2. Challenge: The opportunity to tackle difficult tasks and overcome obstacles provides a sense of achievement and personal growth.
3. Connections: Building meaningful relationships and feeling connected to others through work fosters a sense of belonging and emotional well-being.

Applying Intrinsic Motivation as a Team Leader or Manager

a)Offer guidance and support when needed, but avoid micromanagement.

b)Create a safe environment for taking calculated risks and learning from mistakes.

c)Facilitate opportunities for skill development and growth through training, workshops, and challenging assignments

d) Clearly and consistently communicate the team's mission and how each member's role contributes to the larger goals.

Applying Intrinsic Motivation as an Individual Contributor

1. Take initiative and show responsibility in managing your tasks and time. Communicate your preferences for how you work best to your manager, if possible.
2. Take advantage of learning opportunities and resources in the company to develop your skills and knowledge continuously. Set personal goals and track your progress to gain a sense of achievement.
3. Pause, reflect and understand how your work aligns with the team's and company's objectives. If needed, discuss with your manager to gain clarity on the broader impact of your contributions.
4. Embrace Curiosity and Creativity: Explore new approaches and solutions to challenges. Share your ideas and perspectives with the team and be open to feedback and collaboration.
5. Foster Positive Relationships: Build strong connections with colleagues and offer support when needed. Collaborate with others to achieve common goals and celebrate shared successes.

Remember life is ~4000 weeks.

Over 50% of our active, conscious time is dedicated to work. Recognizing this, it becomes our duty as leaders and managers to create an engaging workplace experience for the teams we lead.

Happy motivated teams = Business results, Life Experience *??????