Leaders complain that their people are not motivated to do what they want them to do. Most leaders do not deliberately create a climate where employees lack motivation and yet they may end up accidentally depriving employees of elements that create desire.

What motivates you?

As you reflect back on the time in your career in which you were the most energized, motivated and excited, think for a moment about what made it that way. As a contrast, you can also reflect on a time in your career when you were demotivated and see which of those elements were missing.

The motivating characteristics usually include:

• a sense of challenge in having to learn something new; you may have even doubted your ability to be successful and yet you persevered

• the freedom to make things happen

• encouragement that you could be successful

• support in the form of training, resources and coaching

What causes managers to remove these motivators?

Lack of awareness – Leaders may be unaware that they are withdrawing motivation by taking challenge away from employees.

Succumb to resistance – When challenging employees, many leaders experience some resistance. It is tempting to stop at this point when what is really needed is perseverance. After the initial moaning and groaning, employees will begin to enjoy the change and get more excited.

Personal resistance to change – The leader, similar to the employees, will need to overcome his or her own obstacles to creating change and creating more challenge. It may be tempting to put employees in the same job to make the leader’s job easier, instead of focusing on their development and growth.

Lack of skills – In order to become better coaches, leaders need to develop their skills in communication, coaching, motivation and leadership.

Employees resist these motivators out of fear

Employees are comfortable with the status quo. Even though their work life would be more exciting and motivating with challenge and change, they resist it. Why? Because they have a defensive mechanism driven by fear. They fear failure, and lack the self-confidence to succeed.

Many adults are inhibited by lessons they may have learned early in life. They may have lacked positive role models. They may have been told not to screw up, not to take reasonable risks and not to see failures and set backs as learning opportunities.

The manager may be tempted to not push the employee out of their comfort zone. This is a critical mistake. If the manager can push through this initial resistance and encourage the employee, eventually the excitement of the new challenge will catch fire.

Leadership Action Plan

1. Create challenge: Shake things up. Determine what would challenge each individual on the team. It could be setting a higher goal, changing job assignments, implementing job rotation, introducing a change, initiating a special project. Interestingly enough, this also provides a challenge to the manager as well.

2. Provide training, coaching, encouragement and support: Some employees will sink their teeth into the challenge immediately while others will need more encouragement. Have one-on-one coaching discussions to encourage people through their doubts. Provide training so employees can master the new skills.

3. Avoid complacency: It may be tempting to keep things the same, especially when they are running smoothly. The effective leader will recognize that keeping everyone doing exactly the same job for ever will ultimately lead to a decline in motivation and productivity.

4. Celebrate success: Recognize the achievement as employees master the new skills. The leader can also take pride in having greater flexibility.

5. Continue adding new challenges: It may be tempting as you reach a new plateau of performance, to rest again. Celebrate and then set a new challenge to continue the motivation.

The leaders in your organization need constant development to be at the top of their game. By investing in their leadership skills, you equip them to get the maximum performance from their people, generate profitability for the company and retain and grow the talents of everyone in the organization.

We are pleased to work along side organizations who recognize the importance of constantly developing their leaders.

Phone (866)700-9043, email info@uniquedevelopment.com

UTDI Course Catalogue PDF

UTDI Leadership Outline