Leadership EQ: Motivation


[vimeo id = 123447970] It’s probably not a surprise that motivation is a key factor to effective leadership. Of course, there are many different kinds of motivation, but broadly speaking, there are external motivations and internal motivations. Common external motivations are a large salary or status. However, the trademark of effective leaders is a strong internal motivation for achievement.

Daniel Goleman, who coined the term “emotional intelligence,” shares about the power of internal motivation in Harvard Business Review.

Particularly he discusses a few characteristics of leaders with strong internal motivation. I’ll share them with you along with some of my own thoughts.

First of all, they have a passion for the work itself. You’ve probably heard the proverb: “Love will always outwork duty.” Well, motivated employees will always achieve more than employees who simply work to get paid. A motivated person is continually seeking to do things better. They are excited about discovering innovative approaches to work, and they derive immense pleasure in overcoming creative challenges and take pride in a job well done.

Secondly, they enjoy competing against themselves. Because motivated people have a passion for achievement, they are forever raising the bar. This requires some method of measurement. Whether it be profits in a company, the number of times someone referenced an article, or how many customers they provided services to, motivated people will have some standard of achievement that they grade themselves by. In short, they like to “keep score” on themselves.

Third, they remain optimistic in the midst of disaster. This really is a combination of self-regulation and motivation. Acknowledging failure without panicking requires self-control, but the big difference with motivated people is their perspective. A motivated person looks at a failure and is excited about achieving something even greater. Their perspective is that the lower the valley; the greater the climb. It’s an opportunity achieve something more.

Lastly, they possess a strong commitment to their organization. Motivated people enjoy their work, and they often have a strong loyalty to the organization that provides that work. This connection helps other leaders in retaining valuable and productive employees even when they can’t pay those employees as much as a competing company. On the other hand, if management fosters a discouraging environment or won’t provide work for a motivated individual, that person will channel their efforts somewhere else or simply find a different job. We must always strive to cultivate an environment where people are encouraged to develop their passion for their work.

Thanks for checking out my blog.  I trust these ideas will help empower as a leader. Please feel free to share your thoughts or comments below. Thanks again and have a great day!