Tag: Employee Engagement (Page 3 of 4)

More on the Drive to Challenge & Comprehend

Why we do the things we do

I was reading an the transcribed copy from a conversation between Ira Flatow and Dr. Paul Bloom on the NPR show Science Friday.  This show was titled, “Why we like the things we like” and I think it highlights some very interesting insights that we could all learn from.

The following excerpt is a great example of the Drive to Challenge and Comprehend.

FLATOW: Well, you led into a topic I wanted to ask you about, and that is the pleasure of just learning about things. It’s – you know, just knowing more. I mean, I find that extremely pleasurable, and I’m sure a lot of our listeners do, or else they wouldn’t be tuned to this program.

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3 Tips to Increase the Drive to Challenge & Comprehend

Challenge The 4-Drive Model of Employee Motivation’s 3rd drive is the Drive to Challenge and Comprehend.   The drive focuses on our innate desire to learn more about the world around us and to not be bored.

I like to call this the “4-year old drive.”

If you’ve ever tried to get a 4-year old dressed quickly, you know what I mean – they want to do it themselves.  It is the challenge of being able to button their shirt or put on their own shoes that they are striving for.  Or think about a 4-year old sitting at dinner with a group of adults who are talking (i.e., boring) and think of the trouble that they get themselves into trying to add some excitement (or learn something new).  For instance, my 4-year old was bored and decided to see what meatballs in a glass of milk would taste like…you see what I mean.

So here are three tips to help increase the C drive:

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Unmotivated and staying that way

Are there certain people who just can’t be motivated?  Are there Wally’s who render the motivation fairy powerless?  While I would like to believe that isn’t the case, I have to wonder…

Motivation is Personal

One of the core beliefs that I have is that motivation is very personal.  People are individuals with different motivational triggers and drives.  While there are basic underlying motivational drives (see 4-Drive Model), those drives impact each of us differently and create a unique motivational profile.

This implies that if one can understand that motivational profile of a person, one should be able to understand what to do to motivate them…right?

That is the implication…however I believe reality is a little different.

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The Story vs. The Analyst: How good communication gets ruined!

The largest part of our business is developing communications for sales incentive plans.  We create presentations, develop plan books, and design flash and other forms of communication. We got into this work by accident (one client many years ago asked us to create a “meeting in a box” for his IC plan – the rest, as they say, is history), but now we embrace it and have carved out a niche.  That niche is taking highly analytical and dry plan data and making it more interesting, more engaging, and more motivating for the sales representative.  Over the past 10 years we have done just this for thousands of plans and hundreds of thousands of participants.

We strive to tell a visual and emotive story with our work.  We work hard at capturing the vital information that is important to a sales person and making that information understandable and engaging.  I like to think we do a good job – when our clients allow us to.  You see, telling a story about incentive compensation and creating captivating visuals to convey that information isn’t easy.  It requires that we make choices about what information we share.  It means that we may have to simplify the message.  It may mean changing how we present and what types of communication that we use.  This, for some clients, is easier said than done.

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The Power of Communication – best “save the date” announcement ever

Ok, this is too funny. I think it is real, but even if it isn’t, it is good. Shows you the power of being creative, using different types of media, and having good production…this is what every incentive compensation plan communications needs but rarely gets. Think of the power of this video being about your compensation plan and being introduced to your sales force at your next National Meeting…WOW!  Motivation is about more than just the reward – it is about how we communicate, how we actively engage, how we convey the message and get people to not only notice, but care…and maybe even have a little bit of fun!

Sales Motivation using the 4-Drive Model

Salespeople who are engaged in their roles, who are motivated to succeed, and who’s goals are aligned with the organizational goals have been shown to have a significant impact on helping an organization succeed (Badovick, Hadaway, & Kaminski, 1992). Successful organizations understand this and try to keep their sales employees motivated and engaged through a variety of motivational methods – mostly involving extrinsic rewards.

While much has been much written about how extrinsic rewards may have a detrimental effect of on a sales person’s intrinsic motivation (Deci & Ryan, Kohn, or Pink – note: there is also a lot of research on how this extrinsic/intrinsic effect can be mitigated) there is little disagreement on the short-term impact that extrinsic rewards can have on a company’s performance . The short-term benefit of extrinsic rewards assures us that these rewards will be used in businesses no matter what Dan Pink has to say on the topic.   However, this does not mean that these types of programs can’t be improved.

Successful organizations and leaders of the future not only need to focus on the optimization of extrinsic reward programs but also on moving other levers within the organization that can drive sales motivation.  Using the Four-Drive Model of Employee Motivation (Lawrence and Nohria, 2002) provides a clear framework for how to do this.

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Micromanage – a short how to guide

Just too funny!  Great link to see a short video on how you too can become a great micro-manager…

http://www.dailymotion.com/video/x9btr8_how-to-micromanage-like-a-real-ass_school

The Laws of Motivation

Richard Denny has a great slideshare on what he sees as the Laws of Motivation…some interesting stuff here and I agree with most of it.  Take a look.

http://www.slideshare.net/abhishekshah/laws-of-motivation

However I do have some comments on these “Laws”…

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3 tips to increase the Drive to Bond & Belong

The 4-Drive Model of Employee Motivation’s second drive is the drive to Bond & Belong.  The drive is defined by our innate desire to form “close, positive relationships” with people around us.  The image of the lone wolf going it alone or the inventor holed up in his workshop are atypical – most people want to bond with others and feel they belong to a group.  Here are three tips to increase the B Drive: 

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The 4-Drives and Motivation at Oak Ridge Hotel & Conference Center

A few weeks ago Susan and I spent the day interviewing 11 employees at Oak Ridge Hotel & Conference Center  in Chaska, MN (see Oak Ridge Part 1 here).  We had observed that Oak Ridge had “gotten the formula right on employee motivation” and wanted to probe more to find out how.  From our original findings, we highlighted five things that stood out: 1) leadership counts, 2) It is not about the money, 3) It is about the team, 4) Genuine recognition rejuvenates and 5) It is all about appreciating people.  I’m taking a different approach this time, looking at it from the 4-Drive Model and seeing how each of the drives showed up in the 11 interviews.

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