Is Motivation Really the Problem?

Business Leaders are often looking for new and innovative ways to motivate their team members. In our recent Coaching Gold Podcast, Small Business Coach Erin Myers joined us for a discussion on motivation and how working with a coach can help leaders create environments that support employees in finding motivation and drive business success.

Understanding Motivation

Process over motivation.

The first point that Erin emphasized during the podcast is that motivating others is something that leaders spend too much time thinking about and not enough time doing. There is a myth that motivation is to be found before engaging in an activity. The reality is that the act of doing a task is motivation in itself. Psychology today explains that "motivation is the desire to act in service of a goal". Instead of trying to determine how you are going to get your employees excited about doing a task, leaders should focus on

1. Defining what needs to be accomplished.

2. Who is best capable of doing tasks?

3. What support is needed for successful task completion?

What needs to be accomplished?

One of the biggest derailers to motivation is a lack of clarity. Unclear tasks present four primary problems.

1. Unclear objectives and desired outcomes can make it challenging to pick the right employee to do the tasks. 

2. Lack of clarity on how you want tasks to be completed can be the cause of delays, overspends, and other inefficiencies.

3. Poorly defined goals can create anxiety for employees because they are unsure of your expectations.

4. Solutions can be over-engineered when the scope and key requirements are not defined.

Taking time to clarify objectives can help you pick the right person for the job, and ensure that that person understands what they are being asked to do.

Assign tasks based on Team Goals.

Once you have defined the business objective and desired outcome, it is time to determine who should be responsible for the task. With the Power6 Leader model, we teach leaders to use the ACES framework, which is a standard for assessing who should do the tasks based on the greater good of the team, communicating your expectations, empowering the employee to do the work, and supporting them along the way.

 When assessing who to assign tasks to, we encourage you to understand employees' strengths, competencies, and frustrations. The Working Genius Assessment can be a helpful tool as you strive to understand better what type of work your employees find motivating. Both Dorian and Erin use this tool to help leaders better understand their employees and how realigning roles and responsibilities can unlock greater productivity.

Employee motivation sours when employees spend more time working within their strengths. The increased motivation comes from their needs being fulfilled. Humans desire safety, community, recognition, and purpose. When you can design and assign work to employees that allows them to meet their financial objectives while also fulfilling other needs, you tap into the full potential of your employees.

Providing Support

After you have defined the objective and expected outcome and delegated the task to an employee, it is vital to remember to provide ongoing support to your employees. Support is going to look different based on the employee's experience and competency. Experienced employees may only need guidance and occasional check-ins. New employees may require training and ongoing counseling. Partnering with the employee to define the type and frequency of support they need can create trust, support effective communication, and improve the odds of the employees delivering on expectations.

How Coaching can help.

In 2022, the International Coaching Federation surveyed over 10,000 people and asked them about their primary reason for participating in coaching. 37% stated improving communication skills as the primary reason they sought coaching. Motivating employees comes down to communication first, because listening to employees, understanding their strengths, passions, skills, and experience is vital to putting them in a position where they are doing work that is intrinsically motivating for them. Second, your ability to effectively communicate what needs to be done, why it is essential, how you want it done, and by when can provide the extrinsic motivation employees need to support them in doing a task. Getting work done is all about combining an employee's internal motivation with your direction, support, and guidance (communication) to complete the task.

If you are interested in learning more about Erin Myers and her coaching program, you can find her on LinkedIn. To learn more about Your Path Coaching and Consulting, visit our website at www.yourpathexecutivesolutions.com or schedule a free consultation using this link.https://yourpathcoachingandconsulting.hbportal.co/schedule/635fe8e75275fb003103425c

Listen to Podcast on Spotify

Strategies for Finding Motivation When You Have ADHD

Understanding the ADHD Motivation Engine

Motivation often works differently in the ADHD brain compared to neurotypical brains. Many individuals with ADHD operate with what Dr. William Dodson calls an "interest-based nervous system." This means engagement and focus are primarily driven by genuine interest, novelty, challenge, urgency, or passion rather than by a task's perceived importance, potential long-term benefits, or external pressures from others. Tasks deemed dull or lacking immediate relevance can be incredibly difficult to initiate and sustain focus on, regardless of their objective importance.

There is a significant difference in the ADHD brain's dopamine pathways when compared to neurotypical individuals, which play a crucial role in reward, motivation, and attention regulation. Research suggests that key aspects of the dopamine reward system may be underactive in ADHD brains. Interactivity in the dopamine reward system can lead to difficulty deriving satisfaction from ordinary activities and a stronger craving for stimuli that provide a more significant or immediate dopamine release. This phenomenon sometimes conceptualized as Reward Deficiency Syndrome (RDS), means that brains with ADHD often require more substantial, immediate, or personally relevant incentives to get and stay motivated, especially for tasks that aren't intrinsically interesting. Stimulation-seeking behaviors can sometimes be understood as the brain's attempt to regulate itself and achieve an optimal level of arousal for optimal functioning.

Why Reward Systems Can Help

Well-designed reward systems can effectively bridge this motivational gap. By providing more immediate, tangible, and personally meaningful positive consequences for completing tasks (especially non-preferred ones), rewards can supply the dopamine boost and salient feedback that the ADHD brain responds well to. They essentially act as a form of behavioral activation, leveraging the brain's unique reward pathways to provide the external "pull" needed to overcome inertia and engage with necessary but less stimulating activities.

Creating an Effective Reward System for Adults

The key to an effective reward system lies in personalization and immediacy. What motivates one person might not motivate another, and delayed rewards quickly lose their impact on the ADHD brain.

1. Identify Target Behaviors/Tasks: Be specific about the task or habit needing reinforcement. Focus on the positive behavior desired (e.g., "Complete expense report by Friday," "Exercise for 30 minutes"). Choose tasks that are consistently difficult to start or complete due to low interest.

2. Choose Personally Meaningful Rewards: The reward must be something genuinely desired and motivating to the individual. Brainstorm possibilities:

3. Experiences: An hour of uninterrupted hobby time, watching a desired movie, a weekend outing, listening to a new album.

4. Tangible Items: A small purchase related to an interest, a favorite snack (use food rewards cautiously and mindfully ), a new book or game.

5. Privileges: Guilt-free relaxation time, extra screen time for a preferred activity, ordering takeout instead of cooking.

6. Sensory Rewards: Lighting a favorite candle, using a luxurious bath bomb, spending time in nature.

7. Self-Care: A massage, a long bath, dedicated time for meditation or journaling.

8. Token System: Earning points or tokens for completed tasks that can be saved up for a larger, desired reward. This approach can be particularly practical for larger goals.

9. Ensure Immediacy: The reward should follow the completion of the target behavior as closely as possible, especially when establishing a new habit or tackling a challenging task. The ADHD brain often exhibits "delay aversion," meaning immediate reinforcement is far more powerful than delayed gratification.

10. Maintain Proportionality: The size or value of the reward should generally align with the amount of effort the task requires. Small rewards for small tasks, larger rewards for bigger accomplishments.

11. Keep it Novel: To combat boredom and maintain motivational power, vary the rewards over time. What was exciting last month might feel stale now.

12. Reward Effort, Not Just Perfection: Especially for challenging tasks where success isn't guaranteed, acknowledge and reward the effort put in. This encourages persistence.

13. Ensure Sustainability: Choose rewards that are feasible to provide consistently without causing undue financial strain or logistical problems.

14. Visualize Progress: Use a habit tracker (from Tip 5), a simple chart, or a token jar to make progress toward the reward visible. This visual feedback can be motivating in its own right.

15. Practice Self-Reinforcement: In addition to external rewards, cultivate the habit of self-praise. Acknowledge effort and celebrate small wins internally.

Potential Pitfalls to Avoid

• Unsustainable Rewards: Choosing rewards that are too expensive or difficult to deliver consistently.

• Unhealthy Rewards: Relying heavily on rewards that undermine well-being (e.g., excessive junk food, skipping sleep).

• Over-Reliance: Using rewards for everything can diminish intrinsic motivation. Reserve them for tasks that genuinely require an external boost. The long-term aim should involve finding ways to connect tasks to personal values or find inherent interest, alongside developing self-management skills.

Reward System Resources:

• ADDitude - ADHD Brain Stimulation, Dopamine, and Reward: https://www.additudemag.com/brain-stimulation-and-adhd-cravings-dependency-and-regulation/

• ADDitude - Secrets of the ADHD Brain (Interest-Based Nervous System): https://www.additudemag.com/secrets-of-the-adhd-brain/

• Joon App Blog - Reward System Tips (Child-focused, but adaptable): https://www.joonapp.io/post/reward-system-for-adhd-child

• CHADD - Considerations for Using Rewards with ADHD: https://chadd.org/for-educators/how-rewards-and-punishment-work-for-children-with-adhd/

• American SPCC - Benefits, Token Systems, Immediacy:

  https://americanspcc.org/unlocking-success-reward-systems-for-children-with-adhd/

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If ADHD is hindering your productivity, working with an executive coach can help you develop the habits, routines, and skills necessary to focus and follow through more consistently. If you are interested in learning more, schedule a discovery call. We can discuss how we can help you better manage your ADHD.

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Mastering Team Motivation: A Guide for New Managers

As you move from individual contributor to managerial role, your success often hinges on your ability to motivate a team effectively. The secret to achieving outstanding results lies in understanding the nuances of team motivation and harnessing strategies that drive a tribe mentality, collaborative action, and, ultimately, success.

Understanding the Psychology of Motivation

Motivation is the cornerstone of high-performing teams. Psychologically, individuals are driven by a complex interplay of intrinsic and extrinsic factors that influence their engagement, morale, and commitment. At the core, employees seek purpose, recognition, and growth opportunities.

Proven Best Practices

1. Ask your employees about their long-term goals.

2. Use assessments to better understand their personalities.

3. Pay attention to their behavior and identify trends.

Setting Clear Goals and Expectations

One of the fundamental pillars of team motivation is establishing clear goals and expectations. Providing a roadmap for success empowers team members to align their efforts toward a common objective. By breaking down larger goals into manageable tasks and milestones, individuals can track progress and experience a sense of accomplishment.

Proven Best Practices

1. Communicate your vision for how work should be done.

2. Request a brief back of the employee's understanding of the vision.

3. Request their commitment to meet expectations.

Cultivating a Positive Work Environment

The environment in which a team operates plays a significant role in shaping motivation levels. A positive work culture built on trust, collaboration, and open communication fosters a sense of belonging and encourages team members to give their best. Recognizing and celebrating achievements, no matter how

small, boosts morale, and maintains motivation.

Proven Best Practices

1. Establish a cadence for individual and group meetings.

2. Listen to the needs and concerns of employees.

3. Fix issues that can be fixed and explain why addressing some issues is not in the company's best interest.

Encouraging Growth and Development

Investing in team members' growth and development is a powerful motivator. Providing opportunities for learning, upskilling, and career advancement demonstrates a commitment to their professional journey. Encouraging autonomy and creativity allows individuals to take ownership of their work, fostering a sense of pride and motivation.

Proven Best Practices

1. Assess strengths and growth opportunities for employees.

2. Develop an individual development plan for each employee.

3. Establish a cadence for reviewing plans and helping employees hold themselves accountable for reaching development goals.

Embracing Diversity and Inclusion

Diversity in teams brings a wealth of perspectives, experiences, and ideas. Embracing differences and cultivating an inclusive environment where every voice is valued creates a sense of belonging and unity among team members. Recognizing individual strengths and contributions enhances motivation and drives innovation within the team.

Proven Best Practices

1. Provide bias awareness training.

2. Track hiring and promotion decisions to identify biases.

3. Reward mentorship and collaboration.

Leveraging Recognition and Rewards

Acknowledgment and rewards are potent tools in motivating teams. Recognizing individual and collective achievements instills a sense of pride and accomplishment. Whether through verbal praise, bonuses, or incentives, acknowledging hard work and dedication reinforces the value of each team member's contributions.

Proven Best Practices

1. Solicit employee and team recommendations for rewards.

2. Make recognition a routine.

3. Learn how employees prefer to be recognized and honor their wishes.

Nurturing Effective Communication

Communication is key to fostering motivation within a team. Clear, transparent communication ensures team members are aligned on goals, responsibilities, and expectations. Encouraging feedback, actively listening to concerns, and maintaining an open dialogue create a sense of trust and collaboration essential for a motivated team.

Proven Best Practices

1. Establish a time period for open questioning of current and future policies and practices.

2. Communicate when decisions are made and when there is a need for support and alignment with strategy.

3. Create opportunities for employees to provide feedback and suggest improvements once they have sufficient knowledge to help improve business operations.
   

Conclusion

In conclusion, mastering team motivation is a multifaceted endeavor that requires a deep understanding of human psychology, effective leadership, and a commitment to cultivating a positive work environment. By prioritizing clear goals, fostering growth and development, embracing diversity, and recognizing achievements, you can create a culture of motivation that propels your teams toward success. Remember, motivated teams are unstoppable forces capable of achieving greatness together. Leveraging the 21 best practices shared here will put you on your way to having a stronger and more productive team. Start with one or two, then layer in more as you master new management skills.

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As an executive coach, I assist business owners, executives, and middle managers in clarifying their professional goals, developing skills, and growing their capabilities so they can reach their full potential.

Whether you want to lead more effectively, acquire a new role, or earn a promotion, I am here to help you accelerate your growth and achieve more.

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Email: dcunion@yourpathexecutivesolutions.com