Motivational based coaching is a phenomenal process of finding the truth for every individual that is serious about transformation. The completeness of the exploration gives the coachee an opportunity to peep into every aspect of his or her life, reviewing and reconstructing behavior.
The coaching process includes a wide range of behavioral tools and techniques and several coaching approaches. In Motivational Based Coaching we concentrate on the 9 aspects that influences motivation.
Motivational Map produces a ten page report, ideal for developing an individual through coaching or mentoring.
Motivational Maps are used to improve business, team and individual performance
The Maps are a simple, yet insightful, tool into what drives our behaviors and attitudes, and what motivates and demotivates us.
Our clients find the Maps valuable tools for improving performance and with succession planning.
3 Tips to understand what motivates your staff
Keeping your staff motivated is more important than ever, if you are to maintain performance. Identifying what motivates your staff will save you time, money, and improve performance.
Tip 1. Identify what motivates your staff
Few would argue that people are primarily motivated by stability and safety. So why do people leave secure jobs and marriages?
It’s because their need for stability is weaker than their need for something else.
The 9 key motivators are stability, belonging, recognition,control, money, expertise, problem solving and creativity, freedom and lastly purpose.
Identify the top 3 motivators for your staff by observing and listening to them, or ask them. Better still, use a tool which identifies and measures their motivators.
Tip 2. What demotivates your staff?
People are demotivated when one or more of their top 3 motivators are not satisfied, and by their lowest motivator.
Imagine an employee motivated by freedom, expertise and stability. They will be demotivated by micro- management and time pressures, lack of information and training, change and fire-fighting.
If their lowest motivator is control, they will avoid authority and will not want to manage people and departments. Promoting them to these positions will demotivate them.
Tip 3. How to motivate your staff
Once you’ve identified the top 3 and lowest motivator it’s easy to increase motivation.
Start by considering their lowest motivator. Are you inadvertently demotivating them?
Then consider their top 3 motivators.
- If they want more stability, give them more information. If they want to belong, provide opportunities to work collaboratively. If they want recognition, look for opportunities to celebrate an achievement.
- If they want control, let them manage a budget or project. If they want money, identify performance targets linked to bonuses. If they value expertise, identify ways to increase their expertise.
- If they like problem solving, get them working on improvement projects. If they need freedom, identify targets, but don’t dictate how to achieve them. If they need purpose, help them identify the contribution they make.