One of my CEO executive coaching clients shared with me the data from a recent company engagement survey, which indicated that far too many employees weren’t engaged with the mission and vision of the company. Employees had too many priorities, and they couldn’t focus their energies.
The CEO wanted to inspire and motivate his workforce. We engaged in a pretty fierce coaching conversation about how to help his leaders develop a more growth-oriented mindset. They needed to learn how to tap into people’s intrinsic motivation.
Many business leaders have lost sight of what motivates people at work. In fact, some companies haven’t updated their incentive practices in years, which means they’re probably struggling to create and sustain high-performing teams.
Companies continue to ignore the obvious: Offering incentives and rewards is less effective than tapping into truly meaningful intrinsic motivation. Leaders operate on old assumptions about motivation despite a wealth of well-documented scientific evidence.
The old “carrot-and-stick” mentality actually inhibits employees from seeking creative solutions, partly because they focus on attaining rewards instead of solving problems. Review the most notorious business failures, and you’ll find that company leaders focused on rewarding short-term results at the expense of sustaining success.
Effective motivation requires you to offer opportunities that satisfy three basic human needs:
This approach is far from new. Social scientists have grasped what motivates people for more than 60 years. But managers continue to use the carrot/stick model with incentive programs. Regardless of gender, race, culture or generation, the reality is clear: Are you satisfying your people’s psychological needs?
I’m reading Why Motivating People Doesn’t Work…and What Does: The New Science of Leading, Energizing, and Engaging by consultant Susan Fowler. The book serves as a good reminder that managers must periodically review their motivational techniques to recapture their leadership mojo.
Remember: People are already motivated. You can provide a culture that encourages higher levels. Don’t succumb to organizational systems that favor driving over thriving. It doesn’t have to be that way.
You can develop the qualities of motivational leadership by working with a professional coach. The investment is well worth the reward: your ability to influence the future, your career and your personal-development capabilities.
Are you working in a company where executive coaches provide leadership development to help leaders put motivational leadership into action? Does your organization provide executive coaching for leaders who need to be more conscious, and tap into the intrinsic motivation of followers? Inspiring leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.
One of the most powerful questions you can ask yourself is “Am I a motivational leader who inspires individuals and organizations to achieve their highest potential, flourish at work, experience elevating energy and achieve levels of effectiveness difficult to attain otherwise?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders develop a motivated workforce.