If you feel that your efforts to motivate employees are falling short, you are not alone. Senior consulting partner for the Ken Blanchard Companies, Susan Fowler, reveals that motivating people doesn’t work because they are already motivated in Why Motivating People Doesn’t Work … and What Does. Fowler helps leaders understand what they can do to go beyond traditional styles of motivation to help people not only be more productive and engaged but to bring a sense of purpose to their work. This book is now available as a Soundview Executive Book Summary.
“You can use all your power attempting to motivate people, but it won’t work if you want them to experience an optimal motivational outlook. Shifting to an optimal motivational outlook is something people can do only for themselves,” writes Fowler. She presents a tested model and course of action that will help leaders guide their employees toward the type of motivation that will increase productivity and engagement. Her Optimal Motivation process shows leaders how to help people meet their needs for autonomy, relatedness and competence for long-lasting motivation. Of the three, relatedness is about our need to feel like we are contributing to something greater than ourselves. This is important for leaders to help their employees feel like all their work matters to the organization as a whole.
Fowler concludes her profound thoughts on motivation by re-thinking five beliefs, which she states erode workplace motivation. These eroding beliefs include: It’s Not Personal; It’s Just Business, The Purpose of Business Is to Make Money, Leaders Are in a Position of Power, The Only Thing That Really Matters Is Results, and If You Cannot Measure It, It Doesn’t Matter. As a leader, you can activate optimal motivation for yourself to become a role model for others in your organization with the insights in Why Motivating People Doesn’t Work … and What Does.