Inspiring and Motivating Individuals
By the end of this lesson, you are expected:
– to be aware of personal drives
– to understand what is motivation
– to be able to motivate oneself
Everybody is motivated by something specific. People can be motivated by more than only one thing. Depends what they like to do and what they want to learn.
Importance of knowing your personal drives
Personal drive matters to your results and success for a number of reasons:
– It’s your personal drive that turns ideas into action and action into results.
– It keeps you going even when times are tough and challenging.
– It sets the tone for what you are seeking from others in the organisation.
– It enables you to bounce back from disappointments and setbacks.
Look at a few of the qualities of some of the most successful leaders in your organisation and chances are high that personal drive will be one of their main qualities.
The informal description of personal drive is an individual’s personal character traits for achieving goals and creating success.
An individual’s personal drive is often the starting point of motivation. This drive helps individuals focus on specific goals they wish to achieve or how they wish to improve their life. All people have some level of personal drive. They may focus their personal drive on obtaining educational degrees, building a family or starting a business.
Motivation is a combination of desire and energy directed at achieving a goal. It is the cause of action.
(U.S. Army Handbook, 1973)
Sometimes there are tasks you do because you want to do them (intrinsic motivation). At other times there are tasks you do because someone else wants you to do them or rewards you for doing them (extrinsic motivation).
Recognising the differences between those two types of motivation will help you understand your motivations and the ones from others.*
“Intrinsic motivation” means that your motivation to accomplish your goal comes from within you. Your motivation is from you. It is determined by your own values and goals.
With internal motivation, it is much easier to stay motivated. Trying to find some internal value in everything you have to do can improve your overall motivation.
Link to the video: https://www.youtube.com/watch?v=u5WY2RWWVkA
“Extrinsic motivation” means that your motivation to attain your goal comes from a source outside yourself.
It’s okay to be externally motivated by such things as getting praise from your colleagues and superiors, or earning more money. However, it will be harder for you to stay highly motivated in the areas where you only have extrinsic reasons for being in those situations.
Performing tasks to look good for others can be difficult to maintain. Constantly using external motivation when you are confronted with difficult tasks, requires a great deal of effort.
According to Abraham Maslow, a US psychologist, a person’s motivation depends upon two things:
– The strength of certain needs. For example, you are hungry, but you must have a task completed by a nearing deadline. If you are starving you will eat. If you are slightly hungry you will finish the task at hand.
– The perception that taking a certain action will help satisfy those needs. For example, you have two burning needs — the desire to complete the task and the desire to go to lunch. Your perception of how you view those two needs will determine which one takes priority. If you believe that you could be fired for not completing the task, you will probably put off lunch and complete the task. If you believe that you will not get into trouble or finish the task in time, then you will likely go to lunch.
The Science of Motivation
For the past century, motivation has been extensively researched. In his book, Drive, the surprising truth about what motivates us, Daniel Pink shares some of the findings. There are three factors which lead to better performance and personal satisfaction: mastery, autonomy,purpose.
It’s the desire to get better at something that matters; reasons why people learn to play a music instrument and play it without expecting any kind of salary.
It is the desire to be self-directed, the urge to direct our own lives.
Purpose is the yearning to do what we do in the service of something larger then ourselves.
Fundamental to self-motivation is understanding what motivates you to do things.
When thinking about what motivates you to perform a certain task, think about both intrinsic and extrinsic motivators – if you have trouble getting motivated to perform specific tasks, it may be useful to write them down and list the motivators for each.
For every person, there is a different motivation that drives them toward their change goals. The Motivation Matrix breaks down motivation along two dimensions: Internal vs. external and positive vs. negative. The resulting four quadrants can each provide motivation, but will produce different experiences and outcomes.
– Internal-positive: Challenge, desire, passion, satisfaction, self-validation (likely outcome: successful change, fulfillment).
– External-positive: Recognition and appreciation from others, financial rewards, (likely outcome: some change, partial fulfillment, dependent on others for continued change and good feelings).
– Internal-negative: Threat, fear of failure, inadequacy, insecurity (likely outcome: some change, possible relapse).
– External-negative: Fear of loss of job or relationship, insufficient respect from others, financial or social pressures, pressure from significant others, unstable life (likely outcome: some success, high risk of relapse).
Obviously, the ideal type of motivation is internal-positive because the motivation is coming from a place of strength and security. At the same time, there has been research that has shown that many successful people are driven to achieve their goals by insecurity, suggesting that an internal-negative or external-negative motivation can lead to change (though rarely happiness).
Which quadrant do you think you belong to? If you are not in the internal-positive quadrant, you might want to re-evaluate your motivations and work toward that place in the matrix.
Employees are motivated to complete tasks when they perceive the outcome will satisfy one or more of their basic human needs. To ensure long-term motivation, managers must create a work environment that provides employees with the opportunity to satisfy these needs on a consistent basis.
Here are six techniques which will help you create a “motivating environment.”
Motivation comes from caring, not scaring.
Fear should never be used as a motivation strategy. It may get you what you want now, but it will set you up for what you don’t want in the future in the form of employee anger, resentment, and lack of enthusiasm and commitment. When employees feel that supervisors or managers care about them and that they are perceived as respected and valuable members of the organisation, they are more cooperative, enthusiastic and committed to organisational goals, both in the present and in the future.
Motivation grows and blossoms in the right environment.
When employees feel nurtured, appreciated, acknowledged, and respected, they’ll give 100% of their time, effort, and commitment in return. The job of the manager is to create a work environment that provides employees with the opportunity to attain their goals and experience what they value most in their professional lives.
Walk your talk.
Modeling the behavior you want from your employees is the most effective way to change any behavior. If you want your employees to arrive on time, you should be in early or at least arrive at an acceptable time. If you want motivated employees, you need to become a role model for motivation.
Use the law of attraction.
The law of attraction states that whatever we focus on we bring to ourselves. If you focus on the lack of motivation in your employees, you’ll find more and more examples of it. When you seek to learn more about motivation and create an atmosphere that fosters it, you’ll find more examples of motivation in the workplace.
Make work fun.
Laughter is not only good for the soul but also is good for the mind and body. Having fun is a basic human need, and when it’s met in the workplace, productivity goes up.
Foster an ongoing commitment.
Motivating employees is an ongoing process because people are continually growing and changing. As they achieve something they want or value, they then seek to achieve more of the same. If motivation is not kept on your managerial front burner, you’ll see the fires in your employees slowly fade and die out.
The most important reasons for one to actively work are different for everyone though people are willing to commit themselves, given the right environment.