Igniting the Spark: Empowering Teams through Motivation
Motivation is the fuel that propels teams toward greatness, but inspiring and sustaining motivation among team members is a multifaceted endeavor. It requires leaders to delve into the intricacies of human psychology, understand the unique drivers of each individual, and cultivate an environment where intrinsic motivation flourishes.
WHAT EXACTLY IS MOTIVATION?
Psychologists define motivation as the "energizing of behavior in pursuit of a goal, a fundamental element of our interaction with the world and each other." We all share motivation to obtain our basic needs such as food, water, and social interaction, but what motivates each person, and why are some more motivated than others? Plus, why do motivational processes get disrupted, for instance with conditions such as schizophrenia, or mood disorders like anxiety and depression, which often lead to addictions or harmful behaviors, especially when the clinical and personal consequences can be so devastating?
Motivated behaviors lead to a goal, and obtaining the goal is rewarding, thus motivating one further. Within psychology, there are many theories trying to explain all of this, from Hull's early drive theory, which posits motivation is about reducing biological needs, to later theories such as Duffy and Hebb's, who stated that motivation consists of both a goal-directed, directional component and an arousal, activation component, which is still in use today. Summarizing, it is a state of being plus a goal. Either way, an individual might have a goal they want to attain, and as information comes in from their own physiology, the environment, and their history, they essentially do a cost-benefit analysis of whether it is worth the cost, effort, and discomfort against the benefits of attaining that goal.
As a leader, this information is crucial to understand. The more you can get into that other person's world, to understand what their goals are and what their cost-benefit analysis process is against those goals, the more you can coach them to help them achieve their goals. Utilizing the vision process within a coaching session helps you do that; it helps you work with that individual to identify their goals and then prioritize the key steps they need to take, while keeping them accountable. This is why it is so important for leaders who manage people to learn the basics of coaching.
FOUR KEY LEVERS OF MOTIVATION
In today's modern remote working world, managers can't necessarily force full mental engagement or push on the effort needed to drive progress without motivation in place. People are also driven by different intrinsic and extrinsic motivations based on their upbringing, stage of life, beliefs, etc. However, four key levers of motivation have stood the test of time across industries and demographics. With high-performing teams, you will see all four present, while building an engaged team requires at least three of these motivators as a bare minimum if you want to see long-term sustained motivation. None of the levers individually can sustain long-term motivation but might help with short-term motivation.
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REWARD PROCESS AND MOTIVATIONAL MODELS
Individuals in your team or organization will perceive what you do and say as either a threat or a reward and will move from either disengaged, where performance is impacted, to engaged, where performance is high. Behind this is the nervous system, which moves you from the fight or flight state (sympathetic nervous system) to a calm state (the parasympathetic nervous system). There are usually five key domains of social threat and reward, and everyone is sensitive to these five domains to different degrees. Understanding these helps leaders to identify what might be going on and how to motivate them in different situations.
There are three key motivational models that you as a leader can lean into and utilize within your team or organization:
Utilize these frameworks when there is low team morale, in 1-on-1s, if you need to improve performance, for goal setting, individual development, change management, conflict resolution, and team building. There are so many opportunities to leverage.
Lastly, remember, one of the most effective ways to motivate team members is through recognition and celebration of their achievements. Whether it’s a simple acknowledgment in a team meeting or a formal recognition program, highlighting the contributions and successes of individuals or teams fosters a sense of appreciation and reinforces desired behaviors.
Additionally, providing opportunities for growth and development is instrumental in fueling motivation. When team members see a clear path for advancement and feel supported in their professional development, they are more likely to be engaged and committed to their work.
In summary leaders can facilitate this by offering training programs, mentorship opportunities, and stretch assignments that challenge and inspire growth. Furthermore, fostering a sense of purpose and autonomy empowers team members to take ownership of their work and make meaningful contributions to the organization’s mission and goals. When individuals understand how their efforts contribute to the broader vision and are given the autonomy to make decisions and solve problems, they are more likely to be intrinsically motivated and driven to excel. By understanding the unique motivations of each team member and leveraging them effectively.
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