Motivation is closely correlated to employee productivity and retention. In large part, it’s up to your leaders to spark this high level of sustained energy and peak performance in people.
In this course, leaders learn how to proactively create an environment in which people are highly motivated to perform. Participants learn the three factors that affect the motivation of employees—focused work, interpersonal support, and individual value. As a result of this course, they will be able to determine which factor(s) is “low,” and emerge with both a plan of specific actions and the skills needed to build group and individual motivation.
Do you face any of these issues?
- Is your organization suffering from low productivity and morale?
- Do your leaders provide what people most value in the workplace, so they are motivated to perform?
- Are your leaders equipped to recognize motivational issues and address the challenges that come with them?
- Can your leaders distinguish motivation issues from performance and training problems?
- Create an environment that allows individuals and work groups to achieve their full potential.
- Spark high levels of sustained energy in individuals and work groups.
- Improve work group results by helping people sustain their motivation.
Primary Competency DEVELOPED
Secondary Competencies DEVELOPED
- Building Trust
- Leading Through Vision and Values
- Leveraging Diversity
- Motivation Defined: Learners share a time when they were highly motivated at work—why they were motivated and actions they took that reflected their motivation. A debrief ties the actions to organizational strategies. Learners discuss how to distinguish motivation issues from performance and training problems. The facilitator introduces the definition of “motivating others” and leads a discussion of three approaches—instilling fear, offering incentives, and sparking high energy (the focus
of the course). The motivation model shows the three factors that lead to sustained energy—focused work, interpersonal support, and individual value. Learners identify
a real motivation challenge they will examine near the end of the course.
- Diagnosing and Building the Motivational Environment: The facilitator leads learners through a sample Motivating Others Action Planner, and introduces best practices for addressing the three motivation factors. In groups, learners choose best practices and plan actions to address the motivation issue in the video.
- Diagnosing and Sparking Individual Motivators: The facilitator introduces the challenges of addressing motivation factors with respect to individuals, including preferences and perceptions. Continuing the case study, learners watch a video
of three challenging situations focused on individuals. Working in groups, they complete the planner and use best practices to determine specific actions to boost the person’s motivation.
- Next Steps: Referring to their own motivation challenges identified earlier, learners analyze the causes of the motivation problems. Working with a partner, they choose best practices and note specific actions for addressing the challenges.
The facilitator leads a debrief, and—if necessary—the group brainstorms approaches to unresolved challenges. Key learning points are summarized.
Video Segment Summaries
- A customer-service-center leader seeks help from an HR consultant on motivating the team to improve customer satisfaction ratings.
- A customer-service-center leader meets with an HR consultant to discuss a motivational problem related to teamwork and collaboration. (Optional)
- Segments show three scenarios related to low motivation in individuals.
Informal leaders and frontline leaders through mid-level managers.