For many years I have been around leaders whose primary question outside of the technical aspects of their work was how to motivate their team. Motivation is part of effectively leading change.
Two primary types of motivation exist.
Intrinsic
This is motivation, where the individual has an internal drive to do the work. This motivation rarely requires prodding from the leader because individuals derive satisfaction from work. To effectively motivate people intrinsically, find out why they do the work.
Extrinsic
This motivation comes from a reward the individual receives. It could be money, recognition, a promotion, or something else. At times it comes from the desire to avoid punishment. Often leaders who use this type of motivation resort to fear.
Of these two types of motivation, intrinsic is preferred. The challenge is this takes time. This requires understanding a few things about the people you lead.
Personality
Every individual is different, yet we are predictably different. In my program, The Four Pillars of Leadership, I briefly discuss the four personality styles; therefore, I won’t cover them here. What I will mention is we need to understand what an individual’s genetic personality is as well as their background.
I have worked with individuals who, by a behavioral assessment, would be predicted to communicate in one way. However, in reality, they behave very differently either because of their upbringing or the environment they are functioning in. The more we understand these nuances, the more effectively we can lead team members.
Passion
Every person has a button to push. That button gets them fired up. Each person is different, though. Some people are competitive. Some are excited about relationships. Some want to be part of a team working toward a greater purpose. Some want to have fun. As leaders, our job is to understand what excites our people. Why do they come to work? When we have clarity on that, we can align the organization’s why with their why and will improve performance.
Preferences
The Maxwell DISC Personality Indicator results I use with clients provide insight into an individual’s preferred work environment and how they like others to communicate with them. We can modify accordingly when we understand what individuals prefer in their work environment, their communication approach, and even a leader’s style. If the team members’ preferences do not align with the organization’s or team’s culture, then the leader needs to adjust accordingly.
The greatest performance comes from intrinsically motivated individuals. Influential leaders will take the time to understand their people and adjust their communication style, leadership approach, and even goal setting. These adjustments will help leaders connect interpersonally and align the whys to enhance motivation.
If you want to understand the communication style of those on your team, you can GO HERE to invest in a Maxwell DISC Personality Indicator for individuals on your team. Keep taking time to understand your teammates so you can connect and motivate them well. Lead Well.
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