Stop using the carrot within your organization, by truly understanding what moves each people
Actualizado: 20 de nov de 2020
How to grow and cultivate an empowered system, Vol VI.
How to mix extrinsic motivations and intrinsic ones to truly have a motivating system or plan and actions to have it with Moving Motivators practice of Management 3.0?
For ages (and still happens) companies only motivate their employees by extrinsic motivation, such as rewards, bonuses, discounts, diplomas, etc.
Of course, there are different ways to motivate others, but, each individual is unique, and their motivation as well. And we are going to categorize them on Extrinsic and Intrinsic Motivations.
What does Intrinsic motivation mean? It means that you’re motivated to do something (anything) because the “reward” you will receive for that, is internal, it’s personal.
Can give you a positive emotional return. And there are a lot of reasons for that because it’s fun, or it’s something that makes you proud, gives personal satisfaction, etc.
So, what is extrinsic motivation then? It’s the way to do something because the reward or achievement gained is external to your person, money, a raise, a new grade, likes, etc
So, what can motivate someone, can demotivate others, encouraging them to look, or search for other things.
It does not matter if one of them is “bad” and the other “good”, you should have a positive balance between them. How? Understanding what motivates each person.
For example, run a marathon, probably some people run because they want the merchandising, the medal at the end, have a photo of them running at that place, reach first, etc. All of those are extrinsic motivators. On the other hand, if you run because it’s your first marathon because it has more distance than a previous one because it’s meant to pass an unfortunate event that happened before because it feels good for you to do that, then, we área talking of intrinsic motivation, they are good and depends on you, not on others.
So, a marathon can motivate extrinsically some people to attend, and intrinsically to others. There is no good or bad because each of them chooses the reasons to run.
As part of an IT and Software Development company, that has a presence in more than 15 countries around the world, each one of us wants different things, each one of us is interested in different topics, likes different things, or pursues different goals.
On the team where I applied this practice, we are 6 people from different areas (Recruiting, Talent Development / Career, Robotic / Business Analyst, Culture Hacking, and Technology), and, as being different, unique individual, each of us has different motivations. I thought to use this practice to identify, share, and know about what motivates each of us. And what motivates us as a team altogether. That will help us to identify actions, changes, and bring some transparency about what moves each of us, allowing more conversations after that.
How can you identify what each person is motivated to? One of the things you can do is to apply Moving Motivators practices of Management 3.0 which shows extrinsic and intrinsic motivations within the model: https://management30.com/practice/moving-motivators/.
The correct motivation can lead to improving persistence, engagement, more effective learning, better performance, and reduced attrition.
Management 3.0 proposes the CHAMPFROGS model of motivators.
What is CHAMPFROGS?
Curiosity: I have plenty of things to investigate and to think about
Honor: I feel proud that my personal values are reflected in how I work.
Acceptance: The people around me approve of what I do and who I am.
Mastery: My work challenges my competence but it is still within my abilities.
Power: There’s enough room for me to influence what happens around me.
Freedom: I am independent of others with my work and my responsibilities.
Relatedness: I have good social contacts with the people in my work.
Order: There are enough rules and policies for a stable environment.
Goal: My purpose in life is reflected in the work that I do.
Status: My position is good, and recognized by the people who work with me.
What can you do with this beautiful frog? A LOT! And the impact is even more important.
In my case what I did was:
What you are going to read is a proposal, not a ruleset, or steps to follow, those were the steps that I did with some teams, so you can adapt it on your own with whatever fits better.
Since all of us were remote (thanks to COVID), I used a Miro board. But you can use whatever you want to replicate this digital or physical. And the timebox we are going to have. (I used a lot with people I’m Mentoring, to understand their long-term motivation)
Then I set each Row with the CHAMPFROGS cards (you can have them aligned, or one over the other so the people interact with each other)
Then, each one reads the cards, and sort them from the most important motivator (near his photo) to the less important motivator.
After everyone finishes to sort his own motivators, take some time to share why it is essential to you, the top 3, and the last ones. Why that order? And what means to you those motivators?
When everyone finishes sharing, we have the motivators aligned, so we are going to take some time to think about if the past 2 or 3 weeks have been affected in a positive or negative way. If the motivator has been affected in a positive way, then move it over the line, if it has been affected negatively move it under the line.
After that, take some time to write down the top 3, what needs to happen (or continue happening) to be influenced in a positive way.
With this, a lot of opportunities appear, you can discuss as a team space to think how to improve, how to act, new things to do, that can motivate each other, and also, to understand why probably something does not motivate the whole team at the same time.
Also, you can take it internally, to think about it, why have some motivators being influenced in a positive or negative way? Is the work environment fulfilling you? Are you pursuing your motivations? Is there space to do, change, anything?
As a Facilitator I learned the relevance of know about, and each member to know about, their motivations, instead of taking it by certain, or apply something generalistic and add it into action plans that will benefit the teams and the people for sure.
My next experiment with this practice will be, as a Facilitator, that for each aspect, I would encourage the team to think of intrinsic and extrinsic actions that will impact better than just add things to your team that nobody is interested in.
I recommend you to take this practice, and implement it within your team, or at least on your own and identify if you are being motivated by your organization, your surroundings. Also will boost your understanding of what actions can you do, to improve your current situation and be m.
If you want to apply these practices or think about how you can mix them (with other Management 3.0 or with any other activities) just let me know and we can figure it out.
I share with you the steps I applied, and the activities individually but are so powerful and potent individually, that can be empowered by mixing them with others, of course, by knowing what is the goal, objective or what you want to bring into a visible aspect by acting.
See you next time, on the next How to grow an empowered system volume.