“In everyone’s life, at some time, our inner fire goes out. It is then burst into flame by an encounter with another human being. We should all be thankful for those people who rekindle the inner spirit.” Albert Schweitzer.
Following on from last week’s blog about how to make your team feel valued, this week I have been chatting to colleagues and friends about what it is that motivates people in the workplace and why a motivated team is important. Of course if your team feels valued it stands to reason that they are likely to feel more motivated but what else can you do?
Interestingly, although it is important and does motivate, money is not the primary motivator for most people. So what is?
Think back to time when you were not really motivated in the workplace. What was it about you, your environment, the task or activity and the people around you that led you to choose to feel unmotivated? Just jot down some notes about that before you read on.
1. Building on last week’s blog, praise, recognising peoples talents and skills and the contribution they have made is a very powerful way of motivating people
2. The personal touch is important – taking time to know each member of your team and what is important to them, spending time with team members and providing gifts – even small things like small treats to eat can have a big impact. Also as I mentioned in the previous blog post – creating opportunities for people to connect with each other as well as with you is important.
3. Helping team members to determine their own purpose in their role and finding out or helping them to work out how they want to learn and grow is a great way to motivate as well. Knowing where you are going and why and building and developing skills keeps people engaged and provides them with an opportunity to grow. It also creates a sense of certainty which we all need at some level in our workplace.
4. Finally it is important that team members experience variety in their role in some way. For positions that have repetitious duties you may need to think outside the square to help people have a range of experiences at work.
The questions below will assist you to apply this learning with yourself and your team
• Now look back at the notes you made about motivation. Take yourself back to that time now and imagine the tips above had been in place for you. What difference would that have made to you then?
• How can you use this information to increase your own motivation moving forward?
• How can you use this information to increase the motivation of your team?
• What impact will a consistently motivated team have on the outcomes you are aiming for?
“Leaders establish the vision for the future and set the strategy for getting there; they cause change. They motivate and inspire others to go in the right direction and they, along with everyone else, sacrifice to get there.” John Kotter
Strengths Finder Assessment and Feedback
Doing Strengths Finder coaching has enabled me to see how I can make the most of my natural abilities. The test itself outlined 5 particular strengths but it was the coaching that meant I now know how to actually utilise this information. It is going to help me a great deal when it comes to my academic life and in particular how I can study in the most effective way. The coaching helps access the key to knowing your strengths and Deb has helped me devise a plan of how I can move forward with these skills. Her work with me has been vital to the Strengths Finder process and I would absolutely recommend the coaching as vital to finding your strengths.
Family Harmony Workshop for Parents
The course gave a great framework to build a more harmonious family - I find it difficult to explain to my teens why I don't like their behaviour but with this toolkit I am able to articulate this easily and less emotionally, resulting in better communication and a less charged atmosphere. Thanks Deb for the lifeline
Team Building Facilitation and Coaching
As a new Manager to a newly formed team of eight staff, I engaged Deb to facilitate our first team planning day. The objective of the day was to identify a shared vision and to start a process of strategic planning for the next three years. The day was a great success and set the team up with greater clarity of purpose and a framework for future planning.
Deb demonstrated a great understanding of the team, its context and challenges. This was due to her careful and thorough planning and reflections prior to the day. Deb managed the varying levels of engagement among the team exceptionally well; she did this with the establishment of clear ground rules and a sense of trust and respect. Deb listened actively and regularly questioned for greater clarity before reflecting on the team’s contributions.
We ended the day with a clear vision that was shared and in which all members felt they had an investment. Deb followed up regularly after the session to check in on progress and to provide advice about next steps. We were extremely lucky to have been able to work with Deb at this important stage of the team’s development and I would not hesitate for a moment in engaging Deb again.
Angela Hehir, (Manager)
Business Leadership Coaching
Debra's help in getting me to focus on the strategic direction of my business and my work-life priorities has proven invaluable. She has the ability to ask simple questions to create greater clarity and focus in both work and personal goals. Debra is a great listener, follows up on her clients and creates a great support base for her clients through recommending network groups, courses and reading material. For those who want a leadership coach that goes that extra mile,
I highly recommend her.
Yvette Audet, Sport & Recreation Management Services
360 degree feedback and Mentoring
Debra provided feedback on my 360 leader/manger profile. I have taken this style of development tool on two prior occasions and found the feedback underwhelming. This time I found that Debra has an empathetic and approachable feedback style. Previously I have felt very much that I was being placed in a stereotypical box.
I liked Debra,s approach and understood more that the outcomes of the survey reflect a favored management leadership style and this could be flexible. Debra is able to draw out your thoughts on how you feel others perceive you rather than preaching which was a great attribute.
We talked about the outcomes and the way forward and I was left with a comfortable feeling that I could achieve my higher aims. Debra provided positive feedback and kept in contact after the initial interview. Her trouble in organizing some key topic papers and net links was commendable. I hope very much to take Debra up on some future mentoring and would highly recommend Debra’s leadership skill set to you.
Professor Tim Lyons, Newcastle
Concrete personal career goals
I have appreciated my coaching sessions this year more than I can say. Deb has challenged me at every turn which I have loved, making me work hard to find my own solutions during an extremely professionally challenging year. This has been extremely satisfying.
I also now have concrete personal career goals and a plan on how to get there – non existent when I started coaching and really not something I consciously thought I needed. As a consequence I feel more focused and motivated for the next year and beyond.
Finally I would have to say my coaching session with Deb have been an absolute lifeline for me this year, keeping me on track, helping me to grow and learn and ultimately make a monumental shift in my approach and style as a leader. I am very grateful for her time, patience, humor and professionalism – I am certainly am better leader thanks to coaching with Deb.
Bernadette Hollis, Sydney