One of my executive coaching clients is working on increasing his ability to inspire his executive leadership team to become better at motivating company employees. I am coaching him to become a better at appealing to peoples’ intrinsic motivation and values, and helping leaders at all levels of the organization become more fully engaged.
The CEO of his company knows that for the organization to thrive depends on all company leaders to be highly skilled at motivating others. Human Resources is partnering with me in supporting senior leaders to motivate others by building authentic relationships. Our current executive coaching and leadership consulting work is also focused on helping leaders throughout the organization increase their ability to motivate team members by tapping into their intrinsic motivation.
Freud, Skinner & Maslow
The 20th century saw the birth of psychology and study of the human psyche. Sigmund Freud proposed that all humans were driven to seek pleasure and avoid pain. In the 1930s, behavioral psychologist B.F. Skinner created a large body of experimental research to show the effects of positive reinforcement on augmenting certain behaviors and extinguishing others.
In the 1950s, psychologist Abraham Maslow questioned the idea that human behavior was purely rat- or pigeon-like. He launched the field of humanistic psychology, proposing that once survival needs were met, people sought to achieve self-mastery and actualization.
In the 1960s, MIT management professor Douglas McGregor imported Maslow’s ideas to the business world. He proposed that humans had higher drives that weren’t contingent on rewards and punishments. If managers could tap into these inner motivations and grant employees greater autonomy and respect, workers would unleash greater performance.
While McGregor’s writing influenced some organizations, there were only modest improvements —mostly more flexible dress codes, working conditions and empowerment programs.
Despite these psychological insights, businesses entered the 21st century using outdated and ineffective motivational strategies.
Are you working in a company or law firm where some leaders still seem to be motivating others with external reinforcements? Does your company or law firm provide leadership coaching and leadership development to help leaders develop better skills at motivating others? During tough economic times, leaders at all levels need to motivate others to get work done.
One of the most powerful questions you can ask yourself is “Am I good at motivating others by appealing to their core values and intrinsic motivation?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for leaders to be better at motivating others.
Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i CPI 260 and Denison Culture Survey can help you create an organizational culture where the ability to motivate people based on core values and intrinsic motivation is a core competency for leaders. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.
I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to mbrusman@workingresources.com.
