Cloisters Level 1 863 Hay Street, Perth WA 6000 | 08 9218 9059
Copyright © 2018 ATI-Mirage. All rights reserved.
Empowering others to become OAR-some!
Posted by Kathi Rogers | Learning & Development Consultant on 14 March 2019
Teams are powerful entities in business. You may have heard many strategies for team empowerment, yet even the best teams can lose motivation from time to time. So in this busy world of business how can we motivate our teams to be the best they can be, while creating a culture that helps them to thrive?
Motivation is best driven from an intrinsic viewpoint. What does that mean….? Well, telling someone what you need them to do will allow them to complete the task, yet won’t always get them connected to the task in a meaningful way. Working with meaning, or purpose, is what motivates people. There are 3 easy steps you can take to drive intrinsic motivation… let us explain them.
Ownership – Allow teams to take ownership of a task, making it theirs. This means allowing them to create their own style to complete it, rather than following a set of rules, or procedures given to them. Provide the team with your task boundaries, like completion dates, budgets, resources etc.. Then allow them to take the lead from there. This takes the task away from being a generic request, and personalises it with their intrinsic value.
Accountability – If a task gets derailed, changes, or hits a road block, give your team the ability to figure their own way to fix it. For example, a supplier might not have products in stock which will affect the deadline of the task. Allow the teams to seek alternative suppliers, or negotiate timeframes with other stakeholders. Allowing teams to be accountable for the task and managing it all the way through will motivate them to seek the best outcome.
Responsibility – Where ownership and accountability exist, responsibility naturally follows. Demotivation is usually due to a lack of responsivity for a task. If a team knows there is nothing to lose if a task fails, the motivation to get it completed, to the best of their ability, isn’t there. This doesn’t mean if a task fails we have to penalise a team. What it does mean is if a task succeeds the team gains something from the success. This could a sense of pride they helped the business to succeed or could be a letter of commendation from the senior management team, or increased sales which provides a bonus or a celebratory team lunch. Allowing a team to be responsible for a task and giving them the insight as to what impact the task success has for your business is a huge motivational tool.
Making these 3 steps part of your teams every day work creates a culture which allows everyone to thrive. All teams have the ability to be OAR-some and these 3 simple steps can help you to make that happen every day, in a culture of motivation.
Did you like this post? Join us for the next Managing People and Performance workshop.