Quick Summary
A leader's ability to motivate employees through inevitable change greatly impacts the performance and engagement of their team as well as the overall success of the change.
In Part 1, we explored the importance of practicing emotional intelligence (EQ) while managing change. In Part 2, we delve into how motivation can help us lead through change.
Motivation & Why It Matters
Motivation serves as a catalyst for action.
As leaders, our ability to inspire and sustain motivation within our teams is crucial for navigating change effectively and achieving organizational goals.
In Drive: The Surprising Truth About What Motivates Us, Daniel Pink underscores how purpose-driven work enhances intrinsic motivation, noting,
The most deeply motivated people—not to mention those who are most productive and satisfied—hitch their desires to a cause larger than themselves. - Pink
Leaders must clearly communicate the vision behind the change, inspiring a sense of purpose among team members.
Motivating our teams helps keep everyone focused, engaged and working toward common goals.
In addition to creating a sense of purpose, leaders can provide opportunities for employees to exercise autonomy.
By enabling employees to make decisions aligned with their strengths and interests, leaders foster greater engagement and job satisfaction.
Motivation boosts morale and leads to higher levels of productivity and retention.
Whitney Johnson's Drive Your Team: The Power of Positive Reinforcement further emphasizes the pivotal role that motivation plays.
Motivation is the engine that drives exceptional performance. By understanding what truly motivates your team members, you can unlock their full potential and achieve extraordinary results together. - Johnson
Similar to Pink, Johnson emphasizes the role of purpose-driven leadership in igniting intrinsic motivation among team members.
As leaders, we must provide the support and encouragement needed to sustain motivation over time.
Looking at this from the perspective of how individuals motivate themselves, Jeff Haden emphasizes in The Motivation Myth: How High Achievers Really Set Themselves Up to Win that motivation is not just a fleeting feeling or an external force that strikes randomly.
Instead, he asserts that motivation is a result of consistent action and adherence to a process.
Small wins help you make progress, and progress, in turn, feeds motivation. Small wins fuel transformative changes by leveraging tiny advantages into patterns that convince people that bigger achievements are within reach. - Haden
Celebrating even the smallest achievements can provide a sense of progress and accomplishment, fueling motivation and commitment.
By breaking down larger goals into manageable tasks and acknowledging each step forward, leaders can inspire their teams to stay engaged, focused and motivated to achieve success, especially during periods of change.
How to Apply It
Navigating change can be daunting. As a leader, your role in motivating your team through these transitions is critical for their success and yours.
Here are five ways to motivate your team as you lead through change:
Communicate Openly: Keep your team informed about the reasons behind the change, the expected outcomes and how it will affect them personally. Recognize what motivates each individual on your team and identify potential benefits that are meaningful to them.
Set Clear Goals: Establish clear, achievable goals that align with the company's and team's objectives to help your team stay focused and give them a sense of purpose.
Encourage Autonomy: Give your team members the freedom to make decisions and take ownership of their work, empowering them to feel more invested and motivated.
Foster Collaboration: Encourage teamwork and mutual support among team members, creating a sense of camaraderie and shared purpose in achieving the change together.
Recognize Achievements: Celebrate milestones and successes along the way, no matter how small, to maintain morale and motivation.
Bottom Line
Leaders who motivate their teams through times of change foster greater resilience and engagement, while achieving organizational goals.
The key to successful leadership today is influence, not authority. — Ken Blanchard
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