It is possibly stating the obvious to suggest that different things motivate different people.
For example, there is a widespread perception that money or some other form of material reward is the prime motivator for many people in terms of giving 100% effort rather than something less.
It sometimes surprises people to know that numerous studies have shown that this belief is significantly mistaken. In fact, some of the most motivated people around who are always willing to go that little bit extra are not those who will necessarily receive any sort of material benefit from doing so.
You only have to consider the example of charity workers and the phenomenal hours and effort they put in, often for no monetary reward whatsoever, to see the truth of that statement.
In fact, as many indigenous leadership programmes seek to show, the strongest and most compelling motivation often comes from inside the person. To put it another way, bundles of cash and morale-boosting speeches often aren’t quite as effective as some may think.
What is usually important in getting people to stretch themselves that bit further and to start to fulfil their full potential is to get their comprehension of a set of objectives and their emotional commitment to the importance of achieving them. In the case of most people, once they understand why something is being done and emotionally commit to its validity, then their self-motivation will be far stronger than anything possible as a result of financial incentives.
This inevitably says something about the importance of effective communication at leadership level. If a leader is unable to clearly encapsulate and articulate why something needs to be done and what is needed of an individual to help achieve it, then they are unlikely to ever get the best out of the people they are working with.
That’s why many leadership development programs place great emphasis on inter-personal skills and associated communication.
For example, there is a widespread perception that money or some other form of material reward is the prime motivator for many people in terms of giving 100% effort rather than something less.
You only have to consider the example of charity workers and the phenomenal hours and effort they put in, often for no monetary reward whatsoever, to see the truth of that statement.
In fact, as many indigenous leadership programmes seek to show, the strongest and most compelling motivation often comes from inside the person. To put it another way, bundles of cash and morale-boosting speeches often aren’t quite as effective as some may think.
What is usually important in getting people to stretch themselves that bit further and to start to fulfil their full potential is to get their comprehension of a set of objectives and their emotional commitment to the importance of achieving them. In the case of most people, once they understand why something is being done and emotionally commit to its validity, then their self-motivation will be far stronger than anything possible as a result of financial incentives.
This inevitably says something about the importance of effective communication at leadership level. If a leader is unable to clearly encapsulate and articulate why something needs to be done and what is needed of an individual to help achieve it, then they are unlikely to ever get the best out of the people they are working with.
That’s why many leadership development programs place great emphasis on inter-personal skills and associated communication.
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