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VERITAS ET MISERICORDIA

DEVELOPING MANAGERIAL SKILLS AND


ORGANIZATION: MOTIVATING MY TEAM
HOW TO MOTIVATE YOUR TEAM

 So how does this relate to you motivating your


team? Regularly in my work, I’m asked, “What
can I do to motivate my team?” Well, you
can’t, but you can inspire them to self-
motivate. How?
CONNECT WITH THEIR CORE VALUES
 By identifying what’s important to them and
what their core values are, your people will
have a better understanding of how to
motivate themselves in their role because
they’re better able to connect what they’re
doing to their internal self. When something —
a project, specific task, conversation,
whatever —aligns with one’s core values, this
acts as a catalyst for further motivation.
PROVIDE CLARITY ON EVERYONE’S
EXPECTATIONS
 As the leader, it’s important to not get caught up with
“everyone should be able to do everything” thoughts.
Rather, approach projects with the mindset of how to
utilize each person’s skills, along with their values, so
your team can meet deadlines while providing quality
work and results. From there, it’s about assigning
specific tasks and offering clarity and support
accordingly. One question you should ask your team
as you begin a new project is, “What would motivate
you to focus on the end goal of this project?” This
helps you get clear on what values your individual
team members need met to find their self-motivation
within the project.
SUPPORT THEM TO SELF-MANAGE
 By understanding the individuals on your team,
you’re better equipped to support them in their
own self-management, recognizing what they’ll
need along the way to stay motivated on specific
projects and individual responsibilities. By
offering support rather than telling them to get
motivated, you add humanity back into your
projects because you consider the person behind
the work and what it will take for the person to
complete the work rather than just the work
itself.
CHAT WITH THEM REGULARLY TO ANSWER ANY
QUESTIONS OR CONCERNS THEY HAVE
 Get to know your people, both one-on-one and as a group.
Encourage your team to communicate so you are the one listening
and they are asking questions, not vice versa.
 Conversations should center on what inspires individuals,
particularly as it relates to their roles. In having these dialogues, you
encourage more creativity within your team, removing limitations
around what one can and cannot do. This will help them come
together as a team as they get to understand each other’s
motivators along with seeing what each person is good at.
 A side benefit from getting to know everyone’s individual motivators
and values together is that healthy teams can then inspire each
other to find their self-motivation and hold each other accountable.
No longer will you be the sole individual trying to motivate a group of
people. Now, you’ll be a leader who creates an environment
that empowers your team and inspires them to do the same for
each other.
ACCIDENTALLY DE-MOTIVATING YOUR TEAM
 What’s interesting is that research shows that if you increase
the reward for something a person already enjoys doing, it
lessens their desire or motivation. This may seem the opposite
of what you’d expect, but it’s important to know so you don’t
accidentally de-motivate an already motivated individual. So, if
someone on your team naturally enjoys a specific task because
they are internally rewarded by a sense of self-accomplishment,
giving them an external reward may demotivate them.
 Therefore, it’s important to communicate with your people and
learn what their individual motivators and core values are. We
are all unique individuals, and this is one of those times where
we need to acknowledge that.
 Ultimately, the question isn’t about how to motivate your
team — because you can’t. The question is what you need to do
to inspire your team to self-motivate. Getting to know them is a
great place to start.