Want to Unlock the power of your organization? Follow these 3 steps
Managers everywhere are struggling with the problem of motivation:
“How do I ensure that my team stays motivated and excited about their work?”
“How can I as the team leader make sure that this excitement translates into excellent work?”
Many people believe that the main goal of managers is to manage people and ensure they are producing good work. Yet, many people fail to realize the fact that most people who show up to work want to contribute. Few people need micromanaging to produce quality work.
In Drive: The Surprising Truth About What Motivates Us, Dr. Stephen H. Pink describe three key components of motivation.
I describe them as “AIM”: Autonomy, Impact, and Meaning.
Autonomy: The desire to set and achieve your own goals
Impact: The desire to make an impact and affect change
Mastery: The desire to become better and improve one’s competency at a certain task
Below is a super simple framework that will allow you to start receiving the results that you want from your team. Perhaps even better, it will allow you to begin aligning the needs of your team with the needs of the organization.
Step 1: Figure out what you want.
This seems like a no-brainer, but you’d be surprised to find how many people forget to take a step back and think.
What is the ultimate goal you’re trying to achieve with your project or organization? What effect will completing this project have on your organization, and the surrounding community?
Ideally, you want to aim for one or two main goals for your project. Be specific.
For example, a solid goal would be:
Increase the amount of recognition (Nonprofit A) receives in the community to gain more members.
Execute an event that raises $10,000 in donations.
Step 2: Figure out what you’re getting.
The next step is to figure out how your reality is different from your dream. This means assessing how much progress you’ve made so far. Some questions to ask yourself might be:
What next steps must be taken to reach this goal?
How long has it been since we’ve made any progress in taking those steps?
Why are we / are we not executing these steps?
During this phase, you should ask your team members these questions to gain different perspectives and better determine what actions is required to get your team back on track.
Maybe your team isn’t comfortable speaking up and voicing their opinions (signifying a problem with autonomy).
Maybe your team doesn’t see the value in this specific project (signifying a problem with impact).
Maybe your team doesn’t understand how this project and the work they’re contributing benefits them (signifying a problem with mastery).
Usually, any problems with motivation stem from any combination of these traits.
Step 3: Take AIM at your goal.
After you’ve isolated which component of motivation your team is lacking, you’ll be able to take action through one of two means.
Either you can change how you communicate this project to your team, or you can change the project itself.
If a team doesn’t seem to understand the project at hand, you have a communication issue. Changing how you talk to your team about this project will usually be enough to get your team back on track.
If you feel like your team lacks motivation, talk to SOURCE! We can work with you to diagnose your team’s problems, and help implement a solution that will put you back on track to reaching your goals.