Top 3 Myths of Motivating Others – Do you talk too much?

12 Jul
by Bridget DiCello

People motivate themselves.  However, there are things that leaders can do to facilitate the process.  But first, let’s examine a few common myths.

People get motivated by an energetic, enthusiast leader. Some people do, and some just find that level of energy annoying or downright exhausting.  (If you do, you’re probably an introvert who would find great information in reading The Introvert Advantage, a great book recommended by a friend years ago.)  This energetic leader may get others excited about what they are doing, but rarely will this excitement alone result in the person displaying lasting motivation.  And, it can be very difficult for a leader to maintain that enthusiasm level, when they are expected to be the fuel for everyone’s fire all the time.

People get motivated by fear of repercussions. I read once that people would much rather experience all kinds of terrible repercussions than go through the painful process of changing their behaviors.  And over and over I see that is true.  If it’s easy to change their behaviors just enough to not get fired, people may do that, but never will they be motivated by their fear to do any more than the minimum.

People get motivated by hearing how important it is to get things done. It’s true that people are motivated when they are excited about the expected results, ambitious goals and the vision and mission of the organization.  However, the motivation does not necessarily appear because they heard about the expected results or vision/mission.  Very few people will become motivated for longer than a brief time when they hear something.

Most people will agree that those who are motivated do things.  Dictionary.com defines motivating others as “to stimulate toward action.”  There is a long distance between hearing something and doing it.

Therefore, in order to get others motivated, you need to find a way to get them TO TALK and TO DO.  And ensure they experience success, however small, as a result.

To Talk and To Do:

1.  Stop Talking. If you want to get a message across, speak some and then stop.  Ask questions and have a conversation which includes getting the other person talking.  Talking about the importance of the project/task, the possible methods for getting it done, the obstacles they see, the fears they have and the first steps they will take.

2.  Make First Steps Happen. In order to get started, some people need to be “forced” to take the first step, possibly because of fear of the unknown or perfectionist tendencies which lead to procrastination.  Laziness is often a misnomer.  As their manager, you might have to determine the first step with them, decide on a deadline and hold them to it.  When they experience success, their motivation level will increase.

What successes have you experienced in motivating others?  What challenges do you face?  Do you talk too much in your efforts to motivate others?  Are you effective at holding others accountable?

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