Three Factors Of Leadership Motivation

Leaders do nothing more important than get results. But you can't get results by yourself. You need others to help you do it. And the best way to have other people get results is not by ordering them but motivating them. Yet many leaders fail to motivate people to achieve results because those leaders misconstrue the concept and applications of motivation.

To understand motivation and apply it daily, let's understand its three critical factors. Know these factors and put them into action to greatly enhance your abilities to lead for results.

1. MOTIVATION IS PHYSICAL ACTION. "Motivation" has common roots with "motor," "momentum," "motion," "mobile," etc. - all words that denote movement, physical action. An essential feature of motivation is physical action. Motivation isn't about what people think or feel but what they physically do. When motivating people to get results, challenge them to take those actions that will realize those results.

I counsel leaders who must motivate individuals and teams to get results not to deliver presentations but "leadership talks." Presentations communicate information.. But when you want to motivate people, you must do more than simply communicate information. You must have them believe in you and take action to follow you. A key outcome of every leadership talk must be physical action, physical action that leads to results.

For instance, I worked with the newly-appointed director of a large marketing department who wanted the department to achieve sizable increases in the results. However, the employees were a demoralized bunch who had been clocking tons of overtime under her predecessor and were feeling angry that their efforts were not being recognized by senior management.

She could have tried to order them to get the increased results. Many leaders do that. But order-leadership founders in today's highly competitive, rapidly changing markets. Organizations are far more competitive when their employees instead of being ordered to go from point A to point B want to go from point A to point B. So I suggested that she take a first step in getting the employees to increase results by motivating those employees to want to increase results. They would "want to" when they began to believe in her leadership. And the first step in enlisting that belief was for her to give a number of leadership talks to the employees.

One of her first talks that she planned was to the department employees in the company's auditorium.

She told me, "I want them to know that I appreciate the work they are doing and that I believe that they can get the results I'm asking of them. I want them to feel good about themselves."

"Believing is not enough," I said. "Feeling good is not enough. Motivation must take place. Physical action must take place. Don't give the talk until you know what precise action you are going to have happen."

She got the idea of having the CEO come into the room after the talk, shake each employee's hand, and tell each how much he appreciated their hard work - physical action. She didn't stop there. After the CEO left, she challenged each employee to write down on a piece of paper three specific things that they needed from her to help them get the increases in results and then hand those pieces of paper to her personally - physical action.

Mind you, that leadership talk wasn't magic dust sprinkled on the employees to instantly motivate them. (To turn the department around so that it began achieving sizable increases in results, she had to give many leadership talks in the weeks and months ahead.) But it was a beginning. Most importantly, it was the right beginning.

2. MOTIVATION IS DRIVEN BY EMOTION. Emotion and motion come from the same Latin root meaning "to move". When you want to move people to take action, engage their emotions. An act of motivation is an act of emotion. In any strategic management endeavor, you must make sure that the people have a strong emotional commitment to realizing it.

When I explained this to the chief marketing officer of a worldwide services company, he said, "Now I know why we're not growing! We senior leaders developed our marketing strategy in a bunker! He showed me his "strategy" document. It was some 40 pages long, single-spaced. The points it made were logical, consistent, and comprehensive. It made perfect sense. That was the trouble. It made perfect, intellectual sense to the senior leaders. But it did not make experiential sense to middle management who had to carry it out. They had about as much in-put into the strategy as the window washers at corporate headquarters. So they sabotaged it in many innovative ways. Only when the middle managers were motivated - were emotionally committed to carrying out the strategy - did that strategy have a real chance to succeed.

3. MOTIVATION IS NOT WHAT WE DO TO OTHERS. IT'S WHAT OTHERS DO TO THEMSELVES. The English language does not accurately depict the psychological truth of motivation. The truth is that we cannot motivate anybody to do anything. The people we want to motivate can only motivate themselves. The motivator and the motivatee are always the same person. We as leaders communicate, they motivate. So our "motivating" others to get results really entails our creating an environment in which they motivate themselves to get those results.

For example: a commercial division leader almost faced a mutiny on his staff when in a planning session, he put next year's goals, numbers much higher than the previous year's, on the overhead. The staff all but had to be scrapped off the ceiling after they went ballistic. "We busted our tails to get these numbers last year. Now you want us to get much higher numbers? No way!"

He told me. "We can hit those numbers. I just have to get people motivated!"

I gave him my "motivator-and-motivatee-are-the-same-person!" pitch. I suggested that he create an environment in which they could motivate themselves. So he had them assess what activities got results and what didn't. They discovered that they spent more than 60 percent of their time on work that had nothing to do with getting results. He then had them develop a plan to eliminate the unnecessary work. Put in charge of their own destiny, they got motivated! They developed a great plan and started to get great results.

Over the long run, your career success does not depend on what schools you went to and what degrees you have. That success depends instead on your ability to motivate individuals and teams to get results. Motivation is like a high voltage cable lying at your feet. Use it the wrong way, and you'll get a serious shock. But apply motivation the right way by understanding and using the three factors, plug the cable in, as it were, and it will serve you well in many powerful ways throughout your career.

2004 © The Filson Leadership Group, Inc. All rights reserved.

=====================================================

PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required: mail to: brent@actionleadership.com

The author of 23 books, Brent Filson's recent books are, THE LEADERSHIP TALK: THE GREATEST LEADERSHIP TOOL and 101 WAYS TO GIVE GREAT LEADERSHIP TALKS. He is founder and president of The Filson Leadership Group, Inc. ? and has worked with thousands of leaders worldwide during the past 20 years helping them achieve sizable increases in hard, measured results. Sign up for his free leadership ezine and get a free guide, "49 Ways To Turn Action Into Results," at http://www.actionleadership.com

---

What Does Exceptional Business Success Require of Us?

To excel in business we need conscious command of all... Read More

Leadership For Deep Results: Without Them Are You Wasting Your Leadership And Your Life? (Part One)

I've challenged all leaders I have worked with during the... Read More

The Three Factors of Leadership Motivation

Leaders do nothing more important than get results. But you... Read More

8 Questions to Ask if You Want to be a Better Leader

Those that have successfully made the transition from manager to... Read More

Leadership In The Zone!

"You do not merely want to be considered just the... Read More

Mr. Shoaffs Simple Strategies to Success

(Excerpted from the Jim Rohn Sampler single CD)My first mentor,... Read More

7 Excellent Ways To Improve Your Leadership Skills!

Did you know that there are 7 really effective yet... Read More

The Three Faces of Leadership

This article was published in the Nov. 2003 edition of... Read More

The Four Laws Of Leadership (Part Two)

In Part One, I described the laws of motivation. In... Read More

Leadership Is Action?Not Position!

People respond to good leadership! Period! It is in all... Read More

Lessons In Leadership: What Not To Do... From A Canoe!

When it comes to fishing, my husband takes the lead.... Read More

You Make The Difference

What do you think makes your company successful? Your newest... Read More

Managing Monsters in Meetings - Part 6, Deadlocked Discussions

Although a meeting is a vehicle for resolving differences, it... Read More

It Begins Like This

Jonathan was drunk multiple times before ever completing elementary school;... Read More

The Seven Mistakes to Avoid when Organising Your Student Leadership Program

How do you measure the success of a training or... Read More

In Leadership, Good Enough Is Pretty Bad

The first time I meet a leader to decide if... Read More

The Leadership Vacuum

In today's fast moving, ever changing, and highly competitive world... Read More

Leadership Training: The Bit They Didn?t Tell You About Changing!

A willingness to change first is one of the major... Read More

Communication Skills & Leadership - Organizational Communications Processes in Leadership Activity

"Sooth 't were a pleasant life to lead, With nothing... Read More

Abraham Lincoln Is Still Alive

Abraham Lincoln Is Still Alive President Jimmy Carter tells in... Read More

Stepping Into Leadership and Being The Source Of Your Success

Why is it that we often wait until we have... Read More

Dont Be a Complainer

Complaining. There's room for legitimate complaining, but if you let... Read More

The Defining Moment: The Straw That Stirs The Drink Of Motivational Leadership (Part Two)

In Part One, I described the importance of establishing deep,... Read More

Be the Samurai Sword

Relationships are constantly facing crisis. Everywhere we look people are... Read More

Leadership - L.P.B It!

"Dissatisfaction and discouragement are not caused by the absence of... Read More

Make The Elephant Jump -- Leading With A Kind Heart

Leadership is not about getting people to do what they... Read More

Teen View of Leadership From Around the World

It has been stated that the world of tomorrow will... Read More

Who Needs Heroes?

When we were talking the other day we started to... Read More

The Seven Army Values - Theyre Not Just For The Military

The Army defines seven values that soldiers should strive to... Read More

How To Get To Know A Disabled Person

When you first meet someone who is blind, deaf, or... Read More

Five Surprisingly Hip Politicial Ideas From Plato

Don't you love politics?Me, neither. But I do like thinking... Read More

The Ten Commandments of Leadership

A poem hangs on the wall at Mother Theresa's orphanage... Read More

Leading In The Face Of Disaster

The date was Saturday, April 11, 1970, the time 13:13... Read More