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The World-Class Leader

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Manager’s need all the help they can get these days.

We’ve all had them, the leaders that pulls out every tactic to try to keep the teams motivated. Bonuses, speeches, incentives, you name it.

The one thing I’ve noticed in my over 16 years of leadership is that this hardly works in the long term. Trying to motivate your team through external factors is a common approach, it has been for a long time, but it misses the mark.

So today I want to share with you the one secret that has completely changed my approach to leadership and motivation.

Unfortunately most leaders don’t do this because they have been led by other leaders who weren’t taught this either and the cycle runs it course.

I’m going to teach you how to break it.

Why traditional motivation doesn't work

True motivation comes from within and is based on each individual's intrinsic motivation. And as leaders, your role is to connect your team to their intrinsic motivation.

This quote by Home Rice says it perfectly, “You can motivate by fear, and you can motivate by reward. But both of those methods are only temporary. The only lasting thing is self-motivation.”

The “Self-determination theory” coined by Ryan & Deci identified that intrinsic motivation is essential to satisfy our 3 basic psychological:

• Competence: Feeling confident and effective in what we're doing

• Autonomy: Feeling in control of our own lives and destiny

• Relatedness: Feeling connected to others

Sure, there was a time that extrinsic motivation worked, but as we lean into a more balanced work culture, our practices must follow.

When your team is connected to their intrinsic motivation, they will feel less burnt-out, more creative, and more resilient for what is to come to name a few.

Framework for connecting to intrinsic motivation

Here is a simple framework for motivating your team by connecting them to their intrinsic motivation:

1. Connect to the bigger picture: Help your team understand how their work contributes to the company's larger mission and vision.

2. Provide opportunities for growth: Offer opportunities for your team to learn new skills and take on new challenges.

3. Encourage autonomy: Give your team the freedom to make decisions and take ownership of their work.

4. Recognize and award their achievements: Celebrate your team's successes and recognize their hard work.

There are a lot of ways to motivate your teams intrinsically. Here’s some examples to get you started:

• Offer opportunities for volunteering programs

• Allowing time to pick up a new skill

• Collaborating with a new colleague on a challenging project

• Providing work time to work on passion projects

• Appointing team members to lead team-building exercises

Why it works

Rather than trying to group your team into a whole, when you focus on an individualistic approach, your are choosing to invest in that person and cater your leadership to their needs.

People support what they create, naturally. So when you give people a say in what’s being being built, chances are they will support it too.

Especially if you’re supporting them.

One Last Thought

So the next time you think about motivating your team, take a step back and think about what they really need.

Another pep talk? Maybe a raise? Or maybe just some acknowledgement that you actually care and follow through by supporting them in that.

Remember this simple framework and I promise you will be on the way to motivating your team in no time.

Thanks for reading, I hope this helped.

Until next time, Pierre Inspires

WAYS I CAN HELP YOU WHEN YOU’RE READY

If you didn’t hear, my book “21 Ways to Effective Leadership” is now available for order! I know this book will help many of you on your leadership journey.So many people have taken the opportunity to grab this book and take the step into WORLD-CLASS leadership.It’s your turn! ORDER HERE👉 Let’s be friends on social — Check out my links!👉 Got a question? Send me an email, ask me anything!

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How To Motivate Your Team (And Keeping Them Motivated)