I recently read a faith-based book by Kris Vallotton called Poverty, Riches & Wealth. Unexpectedly I came across some practical leadership advice as he discussed his experience leading his own company.
One of the greatest challenges when working with people, which is leadership, is figuring out how to get the best effort and results from them. Whether as a leader in an organization, as a coach of a team, or at home we all face this. When reading this book Vallotton reminded me of three basic needs we all have that can serve as motivational triggers.
Survival
At the end of the day we all must put food on our table, clothe ourselves, and have a roof over our head. These are universal needs we all have regardless of culture or socio-economic status. Some would suggest that if you provide a great enough purpose for someone this will work itself out. 
Purpose is important and this keeps us going, but at the end of the day if I can’t meet my basic needs then my greatest purpose feels like staying alive. I may wholeheartedly believe in the cause, vision, company, etc., but I need to eat!
If those you lead are hungry for money then this survival idea may be their greatest trigger. Bonuses can be an effective motivator for this individual. . . . for now.
Connection
“The need for approval makes a person want to fit in, and it is driven by the desire to feel connected.”
Maybe you sense a person’s motivation for money has waned. Author Daniel Pink in his book Drive suggests this occurs because as we get fair compensation there comes a point money no longer functions as a primary motivator.
This person’s trigger may become the desire to feel a part of the team/organization/family. How can we meet that need? Recognition. For some people receiving visible recognition for top performance is a tremendous boost of confidence and motivator.
For the people in this stage you may need to find creative ways to recognize them. Maybe you create a culture where people feel more connected with others through growth opportunities or regular social experiences. People need to experience they are not alone and are liked and appreciated. There is a third stage that can overlap this stage . . .
Significance
All teams or groups have experienced, well connected, and liked people. Their basic needs are well met, and they want something more.
Maybe they are not in a significant formal position of leadership, but they want to make an impact. These are the people whose trigger is their legacy. They are inspired when they get the opportunity to do something of significance for the group.
This could be the experienced veteran employee who may not want the responsibility of a higher leadership position, but welcomes the opportunity to provide ideas and contribute to a new project. A leader formally and authentically recognizing this individual’s contribution to the cause can meet their desire for significance. Some people may not desire recognition because their values align with the vision and values of what you lead and that motivates them.
Can I suggest you take some time this week to think about those you lead and assess which stage they are in. Look at how you motivate and evaluate how are you triggering each of these areas? Need help thinking into this? Contact me for a thirty-minute thinking partner session at no cost to you. Lead Well.
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