Understanding Employee Motivation: Navigating Diverse Work Styles for Team Success

What makes you tick doesn’t necessarily work for everyone else!

Have you ever worked with someone who was so driven by bottom-line results, that, according to your perception anyway, they continuously ran over their coworkers (maybe even you) in pursuit of success?? To you, it seemed like they unnecessarily treated every interaction as a competition, a chance to debate or show off their intellectual or personal dominance over others. Or maybe their extreme drive for success resulted in the bending of rules, the loose interpretation of policies, or the ignoring of organizational norms… doing anything to get ahead. Or maybe it was a combination of multiple (or even all) of these perceived transgressions.

But what if YOU were that highly driven person, motivated by performance and it seemed to you that someone you work with was so set on following a structured, analytical path that it left no room for innovation or breakthrough thinking?? Maybe, in your eyes, your coworker was so set on maintaining the status quo of how the organization CURRENTLY operates (which may be very well), that you can almost predict a certain dip in FUTURE performance or opportunities. In your mind, the organization’s lack of focus on bottom-line results will surely result in its people becoming stagnant, disengaged, and apathetic.

Well, consider this scenario. You might be a performance-driven person or perhaps more process-oriented. Now, imagine encountering a third type of coworker. This individual focuses intensely on ensuring everyone’s perceived personal growth or happiness. In this situation, the organization might end up overlooking important organizational productivity metrics. So, what happens then? Or in an attempt to encourage a sense of belonging, the organization, from your perspective, is inconsistent in the application of rules and policies on a case-by-case basis if it means that everyone feels content.

Read on to discover how these diverse work styles impact team dynamics and how you can navigate them for a more cohesive and productive work environment.

Best-in-class organizations continuously invest time and resources in self-reflection to ensure they are doing everything it takes to remain industry?leaders.? At the conclusion of 2023, two clients (one new and one returning) commissioned our services to facilitate their internal foci.

WTVY – Dothan, Alabama

In late November, X-Factor Solutions was thrilled to start working with new client, WTVY News4, in Dothan, Alabama, focusing on connecting leadership best practices to the organization’s existing core values of Professionalism, Integrity, Community, Innovation, and Passion.

Ultimately, our goal was to grow tighter bonds within the leadership team through the development of a more supportive work environment.? Through 1:1 interviews, focus groups, 360-degree feedback assessments, and onsite workshops, we identified root causes for conflict, established expectations/workplace norms, and provided training to improve leadership and communication skills.

The topics for our workshops and discussions included:

• Difficult Conversations
• Inclusive Leadership
• Coaching
• Psychological Safety

All in-scope participants had an opportunity to reflect on and document their respective leadership journeys by defining personal leadership statements.

WMCTV – Memphis, Tennessee

In 2022, we assisted WMCTV with several aspects of developing an intentional employee culture, notably establishing the baseline for a formal "code of conduct," and the creation of a culture committee to inject a sense of fun into their daily routine and facilitate cross-departmental connections, offering a better understanding of each team member's contributions to their business success.

While these initiatives laid a strong foundation for building a vibrant culture, cultivating a culture is an ongoing process that requires continuous effort from the entire team—every year, month, week, and day.

We returned to WMC?in December?to facilitate their next evolution of organizational culture.?

Over the course of 2-days, we conducted several 1:1 coaching sessions, small/large group listening sessions (for a total of 80 participants), and four separate training workshops.

?Our objectives included:

• Raising awareness about microaggressions and unconscious bias?in the workplace.
• Presenting tools and strategies for identifying, addressing, and preventing cases of microaggressions and bias within the workplace to foster a culture of understanding, empathy, and respect.
• Modeling productive dialogue techniques, including the “dos and don’ts” of communicating.
• Facilitating a safe space for open dialogue to share experiences and best practices in creating inclusive and supportive environments.
• Ensuring all appropriate/inappropriate behaviors related to this topic have been identified within WMC’s formal "code of conduct"

Georgia Council for International Visitors

During the winter board meeting for the Georgia Council for International Visitors (GCIV), Ahli was honored to be elected as Vice Chair of the Board for the next two years. GCIV enables Georgia citizens to connect directly with international visitors and learn more about global challenges through various Community Programs. In addition to the International Visitor Leadership Program (IVLP), GCIV coordinates a wide range of professional exchange programs for the U.S. Department of State and other agencies. GCIV welcomes about 3 separate groups of international visitors into the greater Atlanta area each month.

In addition to electing next year’s Board members and closing out the calendar year, GCIV’s winter board meeting doubled as the organization’s annual holiday party, hosting two IVLP delegations as well as a host of local and state elected officials. X-Factor Solutions is a strong proponent of expanding our cultural awareness Our participation in GCIV, particularly the IVLP, keeps us connected and supportive of our push for cultural competence and international diplomacy.

Boy Scouts Golden Eagles Luncheon

In early December, Ahli was invited to attend the annual Golden Eagle Luncheon, sponsored by the Atlanta Area Council, which serves thousands of Scouting families in the geographic region.? Although Ahli was never a scout, he understands the importance of philanthropic giving to worthy, community-based causes.? The luncheon seated close to 1,300 patrons and Friends of Scouting with contributions totaling over?$2.2 million!

The luncheon featured inspirational messages from several speakers, ranging from current scouts to the keynote speaker,?Paul Brown, Co-Founder and CEO of Inspire Brands.?Golden Eagle Chair, Stacy Apter, VP and Corporate Treasurer of the Coca-Cola Company also offered thoughts on leadership and how to support the organization.

From a former client and long-time friend of X-Factor Solutions, Arthur Mills, “As a 2nd generation Eagle Scout myself, I can attest to the leadership skills and confidence the experience provided me, which has fueled my career. Supporting Scouting is a meaningful way to pay it forward, especially for young people whose family circumstances may make it difficult for them to have access to life-changing growth, mentors, and exposure opportunities. Thank you, Ahli Moore and X-Factor Solutions for paying it forward!”?

Baby Like Me Project

Ahli was recently recognized for his support of the Baby Like Me Project, an initiative of the Arts Care Foundation, headquartered in Ghana.? Founded by Maurice Cheetham, the project seeks to uplift the self-esteem and identity of young Ghanaian girls by gifting them with dolls that are culturally appropriate, Ahli was designated as a 2023 Baby Like Me Doll Ambassador for his contribution to the effort.? Ahli and X-Factor Solutions continue to support global efforts to bring visibility to causes and people that are often overlooked or marginalized.

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Until next time,

Ahli