One of my CEO executive coaching clients is working with his executive leadership team to create an intrinsic motivational environment. I am coaching him to become a better at appealing to employees’ intrinsic motivation and values, and helping leaders at all levels of the organization become more fully engaged.The CEO knows that for the organization to thrive depends on creating an organizational culture that nourishes innovation. Human Resources is partnering with me in supporting senior leaders to intrinsically motivate people by building authentic relationships. Our current executive coaching and leadership consulting work is also focused on helping leaders throughout the organization increase their ability to motivate team members by tapping into their purpose and values.
How do you move yourself — and your company — away from using carrot-and-stick incentives?
Three critical conditions for an intrinsic motivational environment:
1. Autonomy: Give people autonomy over what they’re doing and how they do it, including choosing their time, tasks, team and techniques.
2. Mastery: Give them an opportunity to master their work and make progress through deliberate practice.
3. Purpose: Make sure people have a sense of purpose in their work — preferably to something higher and beyond their job, salary and company.
Autonomy may seem daunting when it comes to practical implementations. Some companies, however, have already forged new and innovative work environments that are generating huge results — most notably, Best Buy’s ROWE (“results-oriented work environment”) program. With ROWE, employees have no schedules and are measured only by what they get done.
Google is famous for its “20-percent time” program, which allows engineers to spend 20 percent of their time on projects that interest them. Google Mail is one successful project that came out of the program.
The Australian tech company Atlassian implemented a similar program, with engineers given a full day each quarter to work on any software problem they choose — a ritual the company calls “FedEx” days. (Completed projects are delivered overnight.)
Are you working in a company or law firm where some leaders still seem to be motivating others with external reinforcements? Does your company or law firm provide leadership coaching and leadership development to help leaders develop better skills at motivating others? During difficult economic times, leaders at all levels need to motivate others to get work done.
One of the most powerful questions you can ask yourself is “Do I give people autonomy over what they’re doing and how they do it?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for leaders to be more innovative at motivating others.
Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i CPI 260 and Denison Culture Survey can help you create an organizational culture where the ability to motivate people based on values and purpose is a critical competency for leaders. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to email@example.com