Training Industry Magazine - Spring 2015 - (Page 55)
- KE N B LANCH ARD AND S COT T BLANCHAR D
Recent research into motivation has
indicated that we don't have the complete
story. Typical variations of the carrot and
the stick - money, incentives, fear or goal
pressure - either don't work very well or
don't have an enduring quality to achieve
Susan Fowler explores this topic in the
book, "Why Motivating People Doesn't
Work ... And What Does," revealing that we
must find a way to create motivation for
How you create motivation for yourself
and others can take two very different
paths. You can motivate yourself through
the use of suboptimal techniques, such
as guilt and shame on the imposed side,
or incentives and rewards on the external
side. Both of these approaches have
A better approach involves looking
for ways to connect a task or goal to
something deeper and more meaningful.
This requires some introspection, as each
person has a different set of values, beliefs
and personal drivers.
COMES FROM THE
People develop a "motivational outlook"
based on various factors, according to
Fowler. While there are some common
factors such as autonomy, relatedness and
competence, there are also more subtle
factors, such as self-regulation, personal
values, and mindfulness that come into
Ultimately, the more you understand what
is important to you and how you react to
different motivators, the better able you
are to understand how others might react.
Fowler identifies six potential motivational
outlooks a leader can have when faced
with a new task.
1. Disinterested: not motivated at all
2. External: motivated by the possibility
of a reward or increase in status
3. Imposed: motivated by avoiding the
punishment or loss of reputation that
4. Aligned: motivated because the task
or goal aligns with something you are
trying to achieve
5. Integrated: motivated because the
task has meaning and satisfies a higher
6. Inherent: it's something you like to do
The best leaders find meaning by aligning
their leadership decisions and actions to
develop values. They integrate their work
with a noble purpose and find inherent joy
in positively influencing people's lives and
contributing to society.
Here are six ways to strengthen your
* Encourage autonomy (perception of
* Deepen relatedness (quality of
relationships, meaning and purpose)
* Develop people's competence (sense of
growing and learning)
* Promote mindfulness (capacity to see
* Align with values (include personal
values, not just the organization's)
* Connect to a noble purpose (both
personal and the organization's)
WHY ARE YOU MOTIVATED TO LEAD?
Great leadership comes from the heart
- a servant leader's heart. But servant
leadership is impossible when leading
with a suboptimal motivational outlook.
You can make a difference as a leader. What
kind of difference do you want to make?
One of the most important questions we
ask a leader is, "Why are you motivated
to lead?" We ask this question because
leaders can find themselves in any of the
six categories when it comes to leading
others toward a common goal.
Scott Blanchard is a principal and executive vice
president of The Ken Blanchard Companies.
Ken Blanchard is the best-selling co-author of
"The One Minute Manager" and 60 other books
on leadership. Email Scott and Ken.
As Fowler points out - and as the six
motivational outlooks demonstrate -
people are always motivated. The question
is not if, but why.
T R A I N I N G I N DUSTR Y MA GAZ INE - SPRING20 1 5 I WWW.TRAIN INGINDU S T RY . C OM/ MAGAZ I NE
Table of Contents for the Digital Edition of Training Industry Magazine - Spring 2015
Soft Skills Make Up Vital Part of Corporate Training
Table of Contents
Guest Editor: Leadership: The Artichoke Effect
Focusing on Mindsets and Attitudes
The Importance of Soft Skills For Trainers
Social Simulators Bring Training to Life
The Power of Storytelling in Organizational Development
Leading Change with Resilience
Why Perspective Selling Makes Sense
Harnessing the Power of Teamwork
Collaborate to Innovate: Building an Innovation-Friendly Business Culture
Are You Using the Best Metrics to Evaluate Your Skills Training?
Influencing into the Future
Culture: The Enemy at the Gate of Innovation
Casebook: T-Mobile: Answering the Call for Leadership Development
Leadership is an Inside Job
Vendor Selection Tips for Corporate Sales Training
Checking Your Motivation to Lead
The Real ROI of Leadership Training: Soft Skills Lead to Hard Results
Training Industry Magazine - Spring 2015