Is your organization underperforming? Are your Executives no longer committed? Have your Directors stop giving 100%?

If you answered yes to any of these questions, consider asking yourself, why. WHY is my organization underperforming, WHY are my executives no longer committed, and WHY have my Directors stop giving 100%?

The answer is simple, your organization lacks motivation, and they are not inspired by their leader, you.  Motivating your senior leaders sounds like a simple task. You offer some encouraging words, you give a few bonuses, and voila, performance increases. We wish it were that simple.

The reality is, people are motivated based on extrinsic or intrinsic rewards.

Extrinsic rewards, such as, cash bonuses, promotions, and time off are motivators; however, the desired effects are short lived. You see, an employee’s motivation to over perform diminishes shortly after the reward is given.

On the other hand, intrinsic rewards, like self-fulfillment and personal satisfaction have lasting impacts. Individuals are willing to perform tasks, more often than not, if the task produces happiness. For example, people who read 2-3 books per month often do so because, they enjoy reading. The act of reading creates a sense of fulfillment for the reader. The reader finds value in the task, thus fueling their desire to read more.

Intrinsic rewards are important to us all. It’s a reward in itself. It inspires and motivates us to do things we love. It builds cohesive organizations. It increases productivity.

Extrinsic or intrinsic rewards can co-exist. However, if you are seeking lasting results, to build a cohesive organization, and for ways to increase productivity, lean more towards intrinsic versus extrinsic rewards.

I encourage you to take the following measures if you are struggling to MOTIVATE those you lead:

1. Create a collaborative environment. Encourage leaders to have group discussions when solving organizational challenges. This promotes inclusiveness and improves efficiency.  

2. Promote giving candid feedback. Candid feedback builds trust and fosters creativity amongst professionals. This also makes organizational leaders feel, they are an active part of the decision-making process. 

3. Share your vision. Communicate where and how you see the organization achieving its goals. Your vision also helps leaders understand how and why their contributions matter.

4. Recognize others. The word thank you goes a long way. It shows you value and appreciate individual’s efforts. Thank you also encourages other leaders to do more.

5. Lead by example. Organizational leaders love seeing a boss who’s willing to roll up his or her sleeves to accomplish a task. This communicates, the boss is prepared to physically contribute, when, and if required.

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