Management 3.0 - Moving Motivators - Agile team application

The dynamic of Moving Motivators, by Jurgen Appelo, father of Management 3.0 helps managers learn more about what motivates their team members. Jurgen's idea, when creating the exercise, was to provide a tool to reflect on individual motivation and how it is affected by organizational change.

First, it would be interesting to reflect on 02 questions:

•  What motivates you in your personal life?
• What motivates you professionally?

Perhaps these are easy questions to answer, however, the answers do not always reflect our real motivational state. To answer them, a deep level of self-knowledge is necessary.

It is in this context that the practice of Moving Motivators offers a set of simple and efficient tools to identify motivational factors. To use this tool, it is necessary to understand the main forms of existing motivations and which of these are used in this practice.

There are basically two types of motivations:

Extrinsic Motivations: They comprise the external motivational factors, objectives aligned with the rewards offered within a determined time interval. This type of motivation is widely used by organizations; however, it has an ephemeral, transitory character. Once the reward is achieved, the motivation is not sustained for a long time.

Intrinsic Motivations: Corresponds to the fulfillment of basic personal desires. It requires a high level of self-knowledge and reflects the factors of personal self-esteem, self-control, and self-motivation. These factors depend on the individual himself and are aligned with the internal values and desires of each person that lead to overcoming and continuous development throughout his life. It is worth saying that, despite the intrinsic motivations that provide continuous fulfillment, since they are linked to the essence of intimate desires, they can change according to the self-knowledge curve of each individual and the environment in which he is inserted.

The practice of Moving Motivators is not only linked to intrinsic motivations like most other tools, but also to both motivations. The construction of this tool was designed by Jurgen Appelo precisely to support self-knowledge, allowing each person to identify what their motivators are and to identify which factors motivate other people belonging to the same corporate environment.

Jurgen, created 10 motivators and represented them through letters. It should be noted that each person has all the motivators to a greater or lesser degree. This degree can increase or decrease according to the level of self-knowledge and moment of life of this person.

Motivators have names and meanings:

• Curiosity: "I have many things to investigate and think about". People related to this motivator have great aptitude for research, analysis, and investigation activities.
• Honor: "I am proud that my personal values are reflected in the way I work". People belonging to this motivator like to be recognized for their conduct and virtues. These elements are relevant factors for self-motivation.
• Acceptance: "The people around me approve of what I do and how I am". Being accepted in the environment where it is inserted is a prerequisite, being a strong motivational factor.
• Power: "There is enough space for me to influence what happens around me". In this motivator, people like to be heard or that their opinion is respected, has relevance in the context environment. The value of your attitudes and opinions is a fundamental motivational factor.
• Mastery: "My job challenges my competence, but it is still within my abilities". Employees feel important by valuing their skills, abilities, and aptitudes. They are motivated by challenges where they can demonstrate these skills.
• Freedom: “I am independent from others with my job and my responsibilities”. The main motivator is the freedom that the environment and the team provide to carry out activities.
• Relationship: “I have good social contacts with people in my work”. Sociability is the word that defines the motivating factor. Also, acceptability and a good relationship with the other members of the environment in which they operate are fundamental for these people to feel motivated.
• Goal: “My purpose in life is reflected in the work I do”. People are motivated by reaching goals aligned to the purpose of life. Achieving these goals translates into personal and professional pride.
• Order: "There are enough rules and policies for a stable environment". Stable environment, defined rules, and procedures. Security, organization, and stability are the key words for this motivating factor.
• Status: "My position is good and recognized by the people who work with me". Motivation is obtained through the recognition of the position occupied and the prestige achieved.

It is worth emphasizing that each person can belong to several motivators, being transient, changing according to the moment of everyone.

It is also important not to establish labels, tags or create specific patterns for each motivator. This completely removes the motivational capacity that is precisely the objective of this tool. There are characteristics and not classifications as being better or worse.

Appelo's goal in creating these 10 motivators is to allow each person to exercise self-knowledge and understand which factors really provide them with the highest level of satisfaction and thus be able to explore their potentials. In addition to self-knowledge, this tool also allows you to learn about the motivational factors of other people in the same context.

APPLICATION:

To set up the collaborative board we used Miro, and the cool thing is that there is already a template ready to copy on the Internet from Moving Motivators:

https://miro.com/app/board/o9J_laQYrsg=/?fromEmbed=1

And for you to know a little more about the tool, I also suggest consulting directly from the source of wisdom:

https://management30.com/practice/moving-motivators/

As in most cases, before applying to Squads, we apply the tool with the agility team consisting of 03 people and the application is very easy. It is not necessary to say but any and all dynamics is necessary to prepare the board and especially the script of how it will be carried out.

1. The dynamics consists of a set of motivators mentioned above and as a facilitator it is necessary to explain them so that there are no other interpretations for each motivator.
2.  Then we asked all members to sort motivators from left to right using the criteria of which are most important to them at that moment in life and not the future desire.
3.  Finally, we asked each member to explain the 03 highly important motivators.

And the result was as follows:

The most interesting thing is that there were some synergies in the results, as for example the team for being agile facilitators seek Mastery and consequently to have Mastery it is necessary to have Curiosity which was also a common attribute among all the members. Another point in which were the Goals that are also in the team's priorities, which shows that they are focused on their purposes and that of the team.

LEARNINGS AND SUGGESTIONS:

1.  I believe it is always important when it comes to facilitating the clarification that there is no good or bad motivator and that motivators are in accordance with the experience of each person and their values, needs and personal desires and therefore should not be judged.
2. Movings Motivators may seem like something fun to work with, but their result is very serious. I noticed that there are people who really take the time to analyze and reflect on their life in this dynamic once it is possible that they have never in their life stopped to think about it.
3. As a facilitator because it is a simple tool, we may underestimate its application and power a little. I suggest that before applying, really strengthen your personal motivators. Reread each motivator to reinforce their intensity and that, when explaining, do not compromise any motivator with your personal interpretations.

For the next experiment I intend to go a little deeper in the tool to see the team's identity and values to focus on more common purposes for the team.

I thank the instructor Erick Masgo for sharing the knowledge of Management 3.0.

Daniel Páez

Master Coach, Agile Coach, Job Hunter, Especialista en Recolocación y Carrera. Vloguero, orador, escritor, adicto a las redes sociales y emprendedor. Director de la empresa DPáez Carrera e Recolocación

La misión de mi vida es hacer que consigas el trabajo de tus sue?os.