What Motivates Us at Work?
One of my executive coaching clients is working on increasing his ability to inspire his executive leadership team to become at motivating company employees. I am coaching him to become a better at appealing to peoples’ intrinsic motivation and values, and helping employees throughout the organization become more fully engaged.
The CEO of her company knows that for the organization to thrive depends on all company leaders to be competent at motivating others. Human Resources is partnering with me in supporting senior leaders to motivate others by building authentic relationships. Our current executive coaching and leadership consulting work is also focused on helping leaders at all levels increase their ability to motivate team members by tapping into their intrinsic motivation.
Seven Deadly Flaws
In Drive: The Surprising Truth About What Motivates Us, former U.S. Department of Labor aide Daniel H. Pink says businesses are out of sync with what scientists have been telling us over the last 50 years. The hackneyed carrot-and-stick approach, now dubbed “Motivation 2.0,” encourages poor leadership practices, including Pink’s “seven deadly flaws”:
1. Extinguishing motivation
2. Diminishing performance
3. Crushing creativity
4. Crowding out good behavior
5. Encouraging cheating, shortcuts and unethical behavior
6. Becoming addictive or obsessive
7. Fostering short-term thinking
In fact, Pink holds Motivation 2.0 partly responsible for the economic chaos of 2008. Mortgage brokers, for instance, were so hungry for commissions that they made questionable loans, which helped bring the nation’s banking system to its knees.
Are you working in a company or law firm where some leaders still seem to be motivating others with a carrot–and-stick approach? Does your company or law firm provide leadership coaching and leadership development to help leaders develop better skills at motivating others?
During hard 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 “Am I good at motivating others by appealing to their deeply held values and intrinsic motivation?”
Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for leaders to be better 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 core values is a 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