Author : Amy Potavin
If you are like most people, you immediately start spouting off
ideas about incentive programs, raises in compensation, or other
actions that YOU intend to take. Unfortunately, that approach is
ALL WRONG!Webster defines motivation as a "condition of being motivated by
a motivating force" which is further defined as a "stimulus,
influence, incentive or drive." Now, as definitions go; this is
not the best definition I have ever seen.But what this does illustrate is the simple fact that motivation
occurs when an individual is intrigued by an incentive or an
internal drive. Simply stated, motivation is a personal and
internalized state, unique to the individual. Only the employee
has control over what is motivating to him. All you can do as a
supervisor or manager is CREATE THE CONDITIONS that ALLOW THE
EMPLOYEE TO BE SELF-MOTIVATED.Now, if you are reading this article, you are closer to creating
a solution than you think. This is because you are already
genuinely and authentically interested in creating a better
environment for your employees. Understanding this key concept
of motivation is the first step to creating a motivating
environment. Now its time to really focus on a simple method to
increase employee involvement and therefore, increase employee
self-motivation.Firstly, know that your employees value your opinions, your
insights, and your time. They value the effort you take to work
with them to develop their skill sets and their careers. This
truth stems from a very basic reality of human nature. Everyone
develops a need for positive regard; positive attention and
consideration.Secondly, your employees value these actions because it enhances
their self-image. Coaching your employees and establishing clear
career paths is an easy way to fulfill this need.Fear not; coaching need not be a complex system of playbooks and constant practice. It can be as simple as having your employees
create a Personal Development Plan and meeting with them
quarterly to review their progress.Keep in mind that you should not create the plan FOR the
employee. Rather the employee must create their own plan. This
ensures the employee's buy-in (and reduces the amount of time
you must dedicate to coaching) and also ensures that the plan is
MEANINGFUL and IMPORTANT to the employee. The plan should be
specific with concrete objectives or goals, and should include
specific target completion dates.And, by meeting with the employee quarterly to review their
progress, you are holding the employee accountable for THEIR OWN
personal development. Because the employee created their own
Development Plan, the employee only ends up disappointing
themselves if they have made little or no progress.Congratulations! You have just CREATED THE CONDITIONS that ALLOW
your employees to BE SELF-MOTIVATED!Implementing this simple step, which you too can easily do, will
accomplish several things. Firstly, your employees will be more
motivated (and hopefully, your superiors will never again ask
you how you intend to motivate your employees!) Secondly, your
employees will develop better technical skills-and they will do
it faster.Now, put this into practice and see what develops.Authored by Amy M. Potavin, Professional Life and Management
Business Coach. Visit Amy at www.believe-network.comCopyright 2006 Amy M. Potavin
All rights reserved.Ms. Potavin is a talented manager with over 15 years of experience and an entrepreneurial spirit. She is now assisting managers and entrepreneurs to gain success through professional coaching, management consulting and engagements, e-learning, and on-site training. See her profile at http://www.linkedin.com/in/potavin06 and visit her website http://www.believe-network.com/.
Keyword : Keywords: coaching, employee motivation, leadership coaching, coaching and mentoring
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