========================================Three Factors Of Leadership Motivation by Brent Filson
Leaders do nothing more important than get results. But you can't get results by yourself. You need others to help you do it. And best way to have other people get results is not by ordering them but motivating them. Yet many leaders fail to motivate people to achieve results because those leaders misconstrue concept and applications of motivation.
To understand motivation and apply it daily, let's understand its three critical factors. Know these factors and put them into action to greatly enhance your abilities to lead for results. 1. MOTIVATION IS PHYSICAL ACTION. "Motivation" has common roots with "motor," "momentum," "motion," "mobile," etc. — all words that denote movement, physical action. An essential feature of motivation is physical action. Motivation isn't about what people think or feel but what they physically do. When motivating people to get results, challenge them to take those actions that will realize those results.
I counsel leaders who must motivate individuals and teams to get results not to deliver presentations but "leadership talks." Presentations communicate information.. But when you want to motivate people, you must do more than simply communicate information. You must have them believe in you and take action to follow you. A key outcome of every leadership talk must be physical action, physical action that leads to results.
For instance, I worked with newly-appointed director of a large marketing department who wanted department to achieve sizable increases in results. However, employees were a demoralized bunch who had been clocking tons of overtime under her predecessor and were feeling angry that their efforts were not being recognized by senior management.
She could have tried to order them to get increased results. Many leaders do that. But order-leadership founders in today's highly competitive, rapidly changing markets. Organizations are far more competitive when their employees instead of being ordered to go from point A to point B want to go from point A to point B. So I suggested that she take a first step in getting employees to increase results by motivating those employees to want to increase results. They would "want to" when they began to believe in her leadership. And first step in enlisting that belief was for her to give a number of leadership talks to employees.
One of her first talks that she planned was to department employees in company's auditorium.
She told me, "I want them to know that I appreciate work they are doing and that I believe that they can get results I'm asking of them. I want them to feel good about themselves."
"Believing is not enough," I said. "Feeling good is not enough. Motivation must take place. Physical action must take place. Don't give talk until you know what precise action you are going to have happen."
She got idea of having CEO come into room after talk, shake each employee's hand, and tell each how much he appreciated their hard work — physical action. She didn't stop there. After CEO left, she challenged each employee to write down on a piece of paper three specific things that they needed from her to help them get increases in results and then hand those pieces of paper to her personally — physical action. Mind you, that leadership talk wasn't magic dust sprinkled on employees to instantly motivate them. (To turn department around so that it began achieving sizable increases in results, she had to give many leadership talks in weeks and months ahead.) But it was a beginning. Most importantly, it was right beginning.