The reason “motivation “sucks is because the thinking of the majority motivators sucks!
First of all you want to make sure you are dealing with a motivation problem not an ability problem. This year my team and I were doing a fun activity where each person was supposed to record themselves dancing to Dura by Daddy Yankee. One week later Nicholas hadn’t sent in his video, the rest of the team were throwing “punches” at him. So I called him and asked,
“Dude tetulaba (we are not seeing your video)”
“Argh Man! I have no one to record me while dance: Nicholas replied.
“Put the phone on a table or chair you will get it sorted” I said.
Within less than thirty minutes Nicholas had posted his video. He had an ability problem.If someone has the will do the work but lacks the full extent of the skill, they are probably experiencing an ability problem. A motivation problem on the other hand is when someone has the ability to perform a task but willfully chooses not to act.
For most people who invite me to make motivation speeches, motivation is the “art” of getting people to do what THE BOSS wants with enthusiasm, passion and love. With such thinking, arm flaring speeches delivered at the beginning or end of year yield little. This post is aimed at challenging the twisted view of what motivation is to many and correcting the mistakes therein by both employers and employees.
Motivation/məʊtɪˈveɪʃ(ə)n/ is defined as a reason or reasons for acting or behaving in a particular way.
In the book,Crucial accountability; Tools for resolving Violated Expectations, Broken Commitments and Bad Behaviors, Authors Patterson, Grenny, Maxflied, McMillan and Switzler state; “People are always motivated. To say that someone isn’t motivated is patently wrong. As long as people are moving their muscles, they’re motivated to do something. People choose their behavior”
So motivation is not about changing people but rather challenging their views by lovingly stating the consequences; behaviors follows suit.
Here are five ways to motivate yourself or others the right way.
Link to the Heart of the person.
People don’t care how much you know until they know how much you care. Yes you are paying the person to do the work but that person is wired to respond to care first. How? Find out what matters to them and use it to drive the way they motivate(choose behavior) themselves. If your team cares about spending time for family but they constantly come to work late you might say “Guys I honestly believe that if we continue coming late to work it will affect the time we leave in turn limiting the quality time we have with our families. Do you have the same concern? What do you think? ”
Connect the small pictures to the big picture.
Small pictures make the big picture or a small hole can sink the ship. Master motivators know how to link the two. For example, “If you continue to deliver the assignments late, it will affect how much I trust you which will lead to me sharing fewer assignments which in turn will lead to slow growth in your competence which leads to slow promotion and ultimately contribute to you having less money to complete your house”
It does not have to be that long but I am sure you get the point.
Focus long-term benefits.
Apostle Paul in the Bible epitomizes what it means to relentlessly focus on the long-term in the book of Corinthians when he says “For this light momentary affliction is preparing for us an eternal weight of glory beyond all comparison, as we look not to the things that are seen but to the things that are unseen. For the things that are seen are transient, but the things that are unseen are eternal”
One of the things that keeps me motivated is focusing on the long-term benefit. Keep the benefits close.
Separate the person from the behavior.
All people are good yet they occasionally engage in bad behavior. People are not “thieves”, “latecomers” etc. Rather than label people you can say, “Peter I know Jane your teammate gets on your nerves a lot. When you get sarcastic you hurt her I found her crying. I know your goal was to get her to see your frustration and stop hurting you. Is that right?”
Separate the people from the behavior.
Always ensure that you have a conversation not a monologue or lecture. People love to be talked to not “talked at”.
The next time you invite a motivator make sure you are dealing with a motivation issue and please first do your part using the above five pointers. Remember hearts and minds are changed through expanded understanding and new realizations.