Leading by Example Is a Strong Motivation
Motivation is having the desire to do things, to get things accomplished. There is a link between motivation and success. Those persons with clearly defined goals that motivate them, are much more likely to be successful at achieving them.
There are those people in high positions who bark out orders and expect them to get done. These same people probably haven’t been in the trenches, so to speak, for a long time. They are far removed from the daily tasks.
While ‘barking at people’, is not necessarily wrong, it may not be the best way to motivate people.[wdm_image_effects effect=”effectc3″ animation=”no_animation” shape=”no_shape” color=”#eecccc” social=”facebook google pinterest twitter” title=”Motivation” description=”Leading by Example Is a Strong Motivation” id=”12080″ show=”hover” counter=”1″ size=”thumbnail”/]Contrast that style, with someone who rolls up their sleeves and digs in. If you have a manager that contributes to the group but does so without getting in the way, this is one who is leading by example.
Teams usually respond much easier to this style of leadership. It’s a no-nonsense approach, and it shows the team that you care about getting things done.
Of course, if managers get too involved to the point where they are actually micromanaging everyone’s tasks, this can be just as bad as the manager that takes no involvement in the process. It’s okay for a manager to step in once-in-a-while when a team member is struggling, or there is a shortage of staff on the team. But when it gets to the point when the manager is meddling, it will cause problems for the team. The morale will take a hit.
When the manager does get the balance right, there can be a great harmony among the team members. But, it also removes any excuses that some of the members may try to use. It’s going to be difficult to get away with not doing something when a manager is ready and able to do it himself.
This can be good for the team, though, as they will be apt to get more work completed and on time.
It all depends on the talent of the team as well as the type of project that is being worked on.
If the team are veterans in their field, they probably won’t need much manager intervention. If the industry they are working with is complicated, like engineering, the manager may not even have the skills needed to be of help. In this case, the manager should offer ancillary support, like making sure the team has what it needs and buffering them from having to deal with outside forces.
A team will figure out its own dynamic over time and managers should let that happen as much as possible. Good managers will know how to gauge this and give the right kind of help at the right time.
The Power Of Motivation Video
Fear can be an effective catalyst for motivation. For example, if your boss tells you to get your project done on time or you will lose your job, you can be sure you’re going to do everything in your power to get that project done.
You may resent your boss for doing this, but you are probably going to do as they wish, unless you are looking to get demoted or fired.
Another situation where fear will motivate you is when something crucial breaks in your home. It could be the furnace giving out in the middle of winter. You are at a point where you have no choice but to call for expensive repairs. If you don’t, you’ll risk the pipes freezing and bursting, what to speak of being uncomfortable.
We all experience a certain amount of fear-based motivation. But, is it the best way to get people to do things?
In the case of the furnace breaking down, you’ll have no choice and have to chalk it up to being a part of life.
But in the case of your boss harping on to you, is there a better way for him or her to handle the situation?
Can you continually work in an environment based on that kind of fear?
It’s questionable whether motivation based on fear is sustainable. If you are an employee and there aren’t many jobs available as alternatives, you may feel like you have no choice but to comply.
But quite often, this style of negative working environment gets people more motivated to get out of the situation.
In other words, fear motivation tactics may work in the short-term, but eventually, employers may experience a high turnover when those employees recognize there are other choices.
The internet is a great equalizer in this regard, as more people can choose to freelance on their terms.
There’s an old saying about how you ‘catch more flies with honey.’
If managers would recognize they would get more loyalty out of people by offering incentives, rather than scare tactics to get their employees to do the work, maybe turnover wouldn’t be so high.
Unfortunately, these type of managers don’t learn this until it’s too late. And even then, will they make any changes?
Often, they make the justification that it’s the employee’s fault and they decided to leave.
Think about the impact you have if you are a manager trying to motivate your employees. If you have used fear as a motivator, is it something that has worked for you in the long-term? Or, did you simply create an environment where people couldn’t wait to get away?
Motivation: ‘Keeping Your Eye on the Prize’
Catchy statements can often be used to help people get motivated. This title is a common one that people use. Some may think it’s overused, but it does sum up concisely what is necessary to stay motivated.
Keep your eye on the prize!
Obviously, the prize is whatever goal or task you are looking to accomplish. But, to keep an eye on it, you first need to define it. You need a concrete plan that gives you step-by-step directions on what it will take to solve the problem you are trying to solve or goal you are trying to accomplish.
This isn’t as easy as it sounds.
Many people aren’t always familiar with what needs to get done in order to get them to their goals. If this is the case, try to find someone who has done what you are trying to do. If you can, set up an interview with them. Be sure to have a list of the right questions to ask ready before the interview.
Try to keep the questions focused on accomplishing your goal. Ask what kinds of road blocks the person had to overcome, and whether it took longer than anticipated.
Don’t be afraid to ask tough questions as your aim is to gather insights. If they happen to push back, then scale it back a bit.
Another possibility is finding a mentor or a coach who will help you set up your goals for you. Make sure this person is qualified in the field or area that you are working in. Coaches who are generalists may not be able to help you with specific situations that come up for you.
You want someone who has been through it before. Of course, this depends entirely on what you are trying to accomplish. If it is general in nature, you could choose the generalist.
You may also be able to find information online, and it can’t hurt to do a search – which hopefully you already have done. It’s called ‘being prudent’, but still, keep an open mind, but look at what you find with a grain of salt, and then ‘fact check’ as much as you can.
The only way to increase your motivation is with action, and then by ‘doing’, this leads to mastery and confidence.