Motivation via Personal Stake
Persuasion is often more effective than force.
We have discussed recognition, and how it is used to tame killer whales http://hunt-for-motivation.blogspot.com/2011/01/rrecognition-can-tame-killer-whale-why.html
Trust as a motivator http://hunt-for-motivation.blogspot.com/2011/01/people-respond-to-trust-by-upholding-it.html
Challenge as a motivator http://hunt-for-motivation.blogspot.com/2011/01/life-challenges-help-us-discover.html
Direction and Communication as a motivator http://hunt-for-motivation.blogspot.com/2011/01/efforts-and-courage-are-not-enough.html
Association as a motivator http://hunt-for-motivation.blogspot.com/2011/02/camaraderie.html
And Motivation via growth opportunity http://hunt-for-motivation.blogspot.com/2011/02/growth-1.html
Today lets talk about, how do Pleasure or Consequences drive our motivation. We as humans, run away from pain and try to move towards pleasure. Hence, we by nature, would get motivated to move away from pain towards pleasure, somebody has to make us visualize the pain or pleasure.
As humans, we have two ways to deal with one another. Reason or Force, every human interaction falls into one of those two categories. I personally don’t believe in motivation via threat or force, as this brings a sour flavor in the relationship. Although I know that at times you still have to motivate people via pain avoidance or threat. I believe in motivation via pleasure i.e. let people do, because they want to do it. Lets focus on persuasion and keep force as a last resort. Unluckily, force leads to injustices that leads to most of the ills in the society.
How to we make people do it because they want to do it. Two directions (a) Negotiate or (b) Coach.
Negotiations works best when people think win / win, focus is on the objective and not on a position or emotions. Some negotiation tactics being (a) Never become emotional or personal with other party. This makes us forget the objective, (b)Information is king in any negotiation so don’t underestimate the other party and enter will all the data at hand, (c) Think long term, think win / win and (d) Never give an ultimatum until you really mean it and once you give an ultimatum, be ready to walk out.
Coaching is a process that enables the individual achieve their full potential. It helps the individual find their “blind spot”, purposefully moving them out of their comfort zone and stretching oneself to new heights.
It is different from teaching or facilitating. In teaching/facilitating the instructor tells what is the right way of doing thing. However, in coaching, the coach only asks the questions to the coachee to help him find the direction themselves. In the end, coaching bears better results, because, people have more ownership to their ideas rather than somebody else’s ideas.
Now the question appears, how to go on about doing coaching. Lets follow the GROW model (Goal, Reality, Options and Will) of coaching http://www.mindtools.com/pages/article/newLDR_89.htm
§ Goal (Establishing a Goal) i.e.
oAgree on the topic of discussion with the coachee
o Agree on specific, measurable, realistic and time bound objectives that the coachee wants to achieve post this engagement.
§ Reality (Examining the current reality) i.e. asking the coachee to describe the current reality, this will help in knowing where they are. Coach should not assume the current situation, neither put words in coachee’s mouth, but should only be listening and asking questions so as the coachee can personally understand the reality. The question one can ask are
o What is happening now?
o How often does this happen?
o How does it impact your life?
o Is it a logical problem, emotional problem or a feeling issue?
o What have you tried to overcome this?
o What has worked?
o What has not worked?
§ Options (Exploring the Options) i.e. asking the coachee how does he/she moves forward, its time to explore what is possible, meaning all the possible options should be put on the table by the coachee (not the coach). As a coach your responsibility is to help your team member generate as many options as possible via probing on
o What can we do to change the situation?
o Are their any alternatives to this, any other alternative?
o Lets change your perspective, and consider yourself as a third person looking at this situation, what is he seeing, what options will he recommend you?
o How would your life change, once this problem is overcome?
o Have you seen anybody else with this issue, what did they do, can you do the same?
o What constraints are there?
o How can you weigh different options?
As a coach, one should not suggest options, but ask questions in leading the team member towards different options.
§ Will (Establishing the Will to improve) i.e. Most probable, by now, your coachee will have a good ideas on how to achieve their Goal. This is a major step forward, however, you need to establish a will (as a coach) to ensure that their plans materialize and they are motivated to change / improve / stretch. The questions that you can ask your team to generate that motivation are
o Which option will take you towards your goal the quickest?
o So what will you do now and when?
o What can stop you from moving forward?
o How will you overcome these obstacles?
I am always doing that which I cannot do, in order that I may learn how to do it. ~Pablo Picasso
Your comments will be appreciated, Please feel free to add...... and visit the full blog at http://hunt-for-motivation.blogspot.com/
Your comments will be appreciated, Please feel free to add...... and visit the full blog at http://hunt-for-motivation.blogspot.com/
No comments:
Post a Comment