I have been pondering on a rare but interesting phenomenon, that of the naturally talented or skilled individual for whom their gift of being ‘good at what they do’ is a bit of burden. Weird right? But it does happen – which underlines the fact that we tend to focus on the acquisition of skills and technical ability over drive and motivation. So a person can be have a natural gift or aptitude but still lack the drive (energy) and motivation (focused desire) to be successful.
Once you realise that motivation is a key component for career survival and success, then you can start to work on your own ‘silent partner’ and get your head around what motivates you at work and in your career.
But first, a bit about the ‘Performance Triangle’:
- Direction is set by the team or business strategy, or you may like to think about that plan you set for yourself in the New Year (yipes, whatever happened to that!), however direction cannot of itself, deliver team or individual success.
- Skills that you acquire through learning and experience in order for you and your team to deliver on the strategy through your job roles, however skills alone cannot deliver team or individual success.
- Motivation drives individual and team performance, encapsulating individuals’ self-esteem, expectations and personality make-up.
Motivation also brings strategy to life through the operationalisation of plans and the input of ideas and innovation – without it you can have the best laid plans but still a poorly engaged team!
Your level of engagement and motivation can make or break your operational performance and ultimately your career success. Here’s a nifty formula where identifying, measuring and increasing how you satisfy your key motivators will improve your organisational effectiveness:
Skills x Motivation = Performance %
- So if you score a ballpark 7 out of 10 on your level of professional skill and 5.5 out of 10 on your overall motivation, you arrive at a Performance score of 38.5%. Pretty dire!
- If somehow you could increase your level of motivation to match your skills score, you’d jump to 64%… still some way to go though.
- So now imagine you could increase both your skills levels and your motivational drive to 8.5 out of 10, you’d then reach a much improved and sustainable performance score of 72.25%.
Why is this so important? Basically it’s because if you fail not to recognise those sneaky little motivators that drive your unconscious and conscious desires, you are likely to sabotage your own and others’ performance.
SO… the question is, are you sufficiently interested in your ‘silent (or maybe not so silent) partner’ to find out more about what really motivates you and what might be switching you off right now? If yes, then find somewhere quiet, put your feet up and have a look at the following 9 human motivators, based on 3 well-established theories:
- Schein who invented the term ‘corporate culture’ and who identified five possible career anchor constructs.
- Ichazo who designed the traditional Enneagram in the 1960’s (based on the philosophies from mystical Judaism, Christianity, Islam, Taoism, Buddhism, and ancient Greece), and
- Maslow, the American psychologist best known for creating his hierarchy, a theory of human self-actualization.
Have a go and if the results give you food for thought and you’d like to test them out for real, then give me a call or email me to see how Motivational Map technology could help you right now.
I’m all for satisfying my ‘silent partner’, in fact my own continuing professional development (CPD) is now based on how any investment in a new course or programme helps my top motivators ‘sing’.
So how about your silent partner, what will you do to join in the Success-Chorus?! Have fun finding out, in the meantime here’s a fabulous video on Motivation which might surprise some of you who still think ‘money is the key to human motivation’. Think again!