Motivation generates success. Therefore we pay attention to motivation. If you are in a leadership role as a manager, chances are you are preoccupied with how to motivate others. We talk about motivation. We read about motivation. Most of us remember salient points about motivational theories. But are we motivated to do anything about it ? What can we do? Can we motivate others? The answer seems to be that we cannot motivate others, but we can create conditions for people to motivate themselves.
This practical guide explains six easy-to-use principles for motivating others and contains three tables with specific advice for LEADERS, TRAINERS, and EVERYONE ELSE.
MOTIVATION COMES FROM WITHIN
The most important thing to keep in mind about motivation is that we cannot motivate others. Motivation comes from within-people motivate themselves. The only thing a supervisor, a manager, or anybody else can do is to create the conditions for people to motivate themselves.
SIX PRINCIPLES FOR MOTIVATING OTHERS
WHAT CAN YOU DO AS A LEADER TO CREATE SITUATIONS THAT MOTIVATE?
- Positive thoughts motivate.
- Enjoyment motivates.
- Feeling important motivates.
- Success motivates.
- Personal benefits motivate.
- Clarity motivates.
There is nothing earth-shattering in our six principles of motivation. But how do you put them to work? This table suggests common-sense ways for leaders to use the six principles. What you do in your particular situation will depend on your creativity.
WHAT CAN YOU DO AS A TRAINER TO CREATE SITUATIONS THAT MOTIVATE?
Motivation plays a major role in the classroom. Motivated participants roll up their sleeves and enthusiastically undertake group work and individual exercises. Ultimately, they learn more. This table suggests ways to use the six principles of motivation in the classroom. You can adapt these ideas and add others for your particular situation.
WHAT CAN EVERYONE DO TO CREATE SITUATIONS THAT MOTIVATE?
If you are not in a formal leadership position there is still plenty you can do to heighten motivation among colleagues and fellow participants in a training session. In our increasingly participative workplace, opinions are sought. If you identify what motivates you personally and share your thoughts with an enlightened lead leader, committee chairperson, or supervisor, chances are they will respond positively. This table suggests ways.
Each of us has motivational hot spots. We need to keep this in mind while we try to create situations that motivate others. What motivates you or me may be different from what motivates someone else. Be careful. Don't force your motivation preferences on someone else. The safest way is to include all six motivational elements in your undertakings. That way you will connect with everyone's motivational hot spots.
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