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Have you ever experienced a situation in which a valued member of staff has been given new and exciting responsibilities only to find that they lose interest and drive? This is unexpected and appears to be counter intuitive, but it happens far too regularly. It can be a symptom of not knowing what Motivators are important to your staff.
The 9 Motivators described in my previous article, “Using a Map to Find Your Way”, explain how an individual’s motivational profile is comprised. The higher in the profile, the more significant the motivator is to that person. But what can managers do when they identify 2 motivations that are apparently in conflict with one another?
Because the 9 motivators appear in every Motivational Map it is inevitable that for some people conflicts may arise. This is a point for discussion with the individual concerned and not necessarily an indication that their motivation is low; it could be that two conflicting motivators are both being satisfied and the individual concerned has resolved his or her internal differences already.
For example, it is quite possible that the Spirit Motivator appears close to the Director Motivator in the profile for an effective and successful manager. To remove the jargon, this means that someone who is motivated by freedom can also be motivated by responsibility for others. This could lead to a potential conflict if the two drivers are present in a situation that makes them mutually exclusive. As a leader you must ask...
“does responsibility inhibit freedom for this person?” and “does a desire for freedom inhibit this person’s willingness to take on more responsibility?”
The answers to these questions may reveal ways of working that you have not previously considered.
Consider a new project that requires management of resources. This type of project will motivate someone with a strong Director Motivator in their profile. They will thrive on knowing that they are influencing the work being done.
Consider giving responsibility for the implementation of this project to a capable manager who has a strong Spirit Motivator in their profile along with a strong Director Motivator.
If this manager has been used to working flexibly, making decisions only for themselves and thus having their Spirit Motivator satisfied, the new constraints associated with the additional responsibilities for others, will need to be resolved against the consequence of his or her freedom being restricted.
When a Motivational Map identifies such a potential conflict in a member of your team what action can you take?
In the example used above, it is possible that the satisfaction of the Director (responsibility) Motivator can be achieved in a way that allows the manager in question to develop further freedoms and thus satisfy the Spirit Motivator at the same time. Hey Presto, the conflict disappears. By communicating with the manager in words that resonate with his or her motivational profile the leader is understood and the manager feels more involved in the process.
Without the knowledge gained from a Motivational Map, it would be impossible to identify how to achieve this. With this knowledge, the leader demonstrates his or her skills to the full.
As a leader, your skills will be enhanced by the knowledge you gain from reading the Motivational Maps of your team. The actions you take as a result of this will enable you to match the right person to the right task and to know in advance where any potential problems may arise. Implementing necessary change and running effective and enthusiastic teams will be much easier, developing your resources and allowing you to shine.
A Motivational Map could be the key you need
Heads for Business provide a framework in which comprehensive business advice can be delivered in a way that is clear and easy to implement. To request your free Motivational Map, simply get in touch by email or call 0114 294 5356 to discuss your next steps.