Richard Lavoie’s new book, “The Motivation Breakthrough,” was written for educators but provides interesting insight and tools for those in business.
The standard methods of motivation include competition, rewards and punishment. The old notion of competition, that everyone is focused on winning to be in first place, is outdated. Rewards don’t motivate some people. Punishment, or the threat of it, works as a motivator for some and serves as a challenge others.
As Lavoie points out, motivational strategies must be different because people are different. One size does not fit all.
Praise is overused and seen as the “mother of all motivators.” Because of this, people have become cynical about receiving praise because it has been given by insincere people throughout most of their lives. Interestingly enough, there are still plenty of individuals who have no other way to motivate and so they perpetuate the problem.
Using praise works for those who are motivated by status, recognition or affiliation. It doesn’t work for those that seek prizes, power, are autonomous, or seeking to establish and build relationships.
Power, as a motivator, is not for everyone. Those that seek power tend to be more aggressive than others, and strive for autonomy. How to you motivate someone seeking power? Provide them with choices. When these individuals get to choose, they become more motivated because they can make decisions.
Aligned with power is the motivational tool of projects. Inquisitive individuals and those seeking independence are stimulated when challenged with a project. Those motivated by recognition or relationships are not. Projects take people out of their comfort zone, allowing them to interact and work with others. These individuals like to learn and be rewarded for the opportunity.
Work is by nature a social activity, and many individuals are people-oriented. It is possible to motivate some by placing them with others where positive relationships can be formed. Joseph Wambaugh’s best-selling book, “Hollywood Station,” describes several examples where The Oracle (the lead sergeant) changes squad car personnel assignments to keep his police officers motivated.
Prizes hold appeal to those who are driven by status, recognition, affiliation or power. The problem with using this as a motivator is that the prizes may be given after such a long period of time that participation might wane because of it. Providing intermittent prizes that are not announced will keep people focused on the bigger prize.
Prestige is critical for everyone. People not only want to be recognized and important. They want to be seen, heard and respected. For those individuals that need to be autonomous, for those that are aggressive, for those that are power driven, getting recognition is critical.
Praise, power, projects, people, prizes and prestige all work. The question is what will work best for the individuals you are trying to lead?
