I wrote an article about Motivation and one of the most famous theories about it; but now, I’d like to briefly explore three possible causes and their respective solutions to the lack of motivation
These 3 areas (goals, confidence and anxiety), are the most common causes of lack of motivation.
📍 If your goals are too many, or too ambitious, you can feel discouraged pretty soon;
📍 If you find yourself procrastinating and taking action is an issue, you might need a self-confidence boost;
📍 If anxiety is taking over and controlling yourself, your energy levels might be running low.
Remember that the best way to explore the causes and solve the problem is to address it quickly; if it is already affecting your productivity and performance, you can book your free consultation with me and discover how.
Leading with empathy makes the whole difference. In this article, we already discussed the meaning of empathy, the difference between cognitive, emotional and compassionate empathies and the role they each play in workplace dynamics, forming an essential part of any successful business.
Now, having acknowledged that empathy plays such a fundamental role that it might even define the course of the enterprise itself, it’s time to dig deeper, learn how to apply it and also, how to improve it.
A lot has been said already about its implementation, but the truth is that there is still a long way to go.
Most corporations still struggle to understand the real value of empathy which, ultimately, should be at the core of any company culture.
Why? Well, leading with empathy is not easy. Firstly, because it relates to ethics and secondly, because it works in favour of the company, bringing loyalty, productivity, and benefits.
Instead of beginning a real implementation project (like regular meetings and seminars to learn and discuss the topic and decide the best course of action, or getting a consultant in to facilitate the changes), employers are finding more and more employees resigning on a daily basis as a consequence of “false empathy”, or the pretence of an empathetic approach.
Not to mention the high cost of losing clients, which is another flagrant example of the lack of empathy in any business.
So, how does a company take the big step and begin a serious and long-lasting transformation?
The first step towards leading with empathy should be to acknowledge the lack of an empathetic culture and the second is to also acknowledge the need to create one at the heart of the company. Once these two primordial steps are completed, the company can move forward and begin the process.
Here are some ideas that can be implemented across a corporation by each and everyone in it. These strategies/new behaviours will change the face – and the heart – of your company:
• Pay close attention to your clients’ needs and requirements
• Improve timing and quality in the delivery of goods or services, according to your clients’ needs
• Make meaningful and long-lasting connections with key members in the organisation
• Be able to solve difficulties or help others with hindrances, in time
• Create bonds and connections that will form the basis for future loyalty
• Create (physical) space and time for those connections to flourish
• Open the doors to innovation based on trust and respect
But there is more: what else you can do to lead with empathy, right now?
Well, you can:
• Show gratitude: say thank you more often, appreciate the time and effort that others invest in you, your product and your service. Give credit for the things well done. Being grateful not only creates bonds but also shows respect and dignity
• Show you listen and care: practice active listening which can restore confidence and help build loyalty. A high percentage of employees, as well as customers, feel their opinion doesn’t matter. Make yourself available: create surveys, ask direct questions, handle 1-to-1 meetings, be sure that your customer service is providing the necessary assistance
• Share stories with a positive outlook, whenever you can but especially before beginning a meeting. Sharing creates a bond and helps to set an ambiance of collaboration, willingness, openness and receptiveness
• Listen to your co-workers and team members. Make some extra time to give others the opportunity to share. Make room, physically and emotionally, for the others’ experiences. Let people talk and listen to their stories.
And…there is even more you can do!
• Give constructive feedback. If you find yourself having to give negative feedback, walk the extra mile in the shoes of your employee and try to create a constructive atmosphere. With the right words, you will reinforce your employee’s confidence instead of making them feel demotivated. This will open the doors to change and improvement
• Pay real attention to your customers. If you understand their needs and learn to decode them, you will be able to point the company in the right direction, also giving it the chance to be open to creativity and innovation.
Interested in developing these skills, improving your career and contribute to an empathetic culture in your company?
Maslow wrote one of the most famous theories about motivation: the Hierarchy of Needs. However, this is just one of the multiple existent theories about motivation
The origin of motivation can be uncertain because it is the by-product of multiple combinations of variables. But we all know that motivation is fundamental. It is a key factor for continual improvement and growth.
Motivation at work is paramount and can determine our professional future, and in many ways, our daily life as well.
Motivation is a fire we all need to keep feeding!
How motivation leads to success is a question I get asked frequently, but to better understand the possible answers, we need to explore the different theories behind them a little.
The theory is typically depicted as a pyramid where, at the bottom, we find the fundamental, physiological needs (those that relate to survival) and then self-actualisation at the top, the needs that deal with personal growth and development.
Let’s take a look at the hierarchy in detail:
1. Physiological needs. Here we find the need for food, sleep and any activity that prevents distress at a physical level.
2. Safety needs. Here, Maslow talks about the need for safety in terms of protection and being free from danger.
3. Social needs. At this level we find the need for love, affection, friendship, and also, a sense of acceptance, community and belonging.
4. Self-image needs. Also known as self-esteem, includes self-respect, the feeling of achievement and being respected.
5. Self-actualisation needs. The last stop, the ultimate attainable goal. This includes the need to grow and develop as well as the need for personal fulfilment.
How is the theory viewed in today’s world?
Maslow’s theory has been deeply criticised mainly because he made it perfectly clear that each level of the “ladder” had to be climbed before passing to the next one.
Today’s view of this is slightly different, as levels are regarded as continuously overlapping each other and not as a strict hierarchy.
“Motivation theory is not synonymous with behavior theory. The motivations are only one class of determinants of behavior. While behavior is almost always motivated, it is also almost always biologically, culturally and situationally determined as well.” ― Abraham H. Maslow, A Theory of Human Motivation
Why is his theory of any relevance to us?
Because you can use it as a route map, to develop a style of entrepreneurship, management or leadership focused on the needs of your clients, teams, employees and stakeholders.
For example, if you’re an executive or a manager, you can use it in the workplace for:
🔸 Improving safety in the workplace 🔸 Promoting cooperation and teamwork 🔸 Giving credit and value 🔸 Providing space for career guidance and mentoring
If you are an entrepreneur, you might get ideas for producing products or services that have to do with some of the needs. For example:
🔸 Offering support and insurance, as in a refund or a 100% satisfaction guarantee policy 🔸 Creating bonds and the sense of belonging, as in social media communities
Also, if you want to appeal to the need for esteem, you can touch on any area related to lifestyle, vehicles, clubs, entrepreneurship, entertainment, beverages, etc.
And any charity, social responsibility or investment will be linked to the highest level of fulfilment: Self-Actualization.
“Self-actualized people…live more in the real world of nature than in the man-made mass of concepts, abstractions, expectations, beliefs and stereotypes that most people confuse with the world.” ― Abraham Maslow, Hierarchy of Needs: A Theory of Human Motivation
Public speaker and author Denise Brosseau, in her course “Becoming a Thought Leader”, mentions that Chip Conley updated Maslow’s hierarchy when he was writing his book about “building one hotel into the second-largest boutique hotel chain in the world”, so that the resultant framework was detailed enough to clearly show the principles behind his actions”
And in fact, in his book, Peak, Conley shows how to apply the “fulfilment principle” to a company, so the businesses can achieve their fullest potential.
Before closing, I’d like to suggest a very short exercise which has already been shared with my LinkedIn friends. It is about self-motivation, and I’d like to know the results if you give it a try.
It goes like this:
📌 write down (in capital letters) one goal you want to accomplish. Just one goal!
📌 below that, write down the reasons for wanting that. Think about Maslow’s pyramid and write down which of the mentioned needs this goal will fulfil
📌 now, write one thing that you can do TODAY to be closer to that goal. An achievable, realistic, very simple thing, you can do TODAY to be closer to that feeling of achievement
📌 commit to it
📌 at the end of the day, go back to your writing and reflect: did you do it? How does it feel?
Drop me a line and let me know.