In the morning, I love to sit in my cozy living room armchair and read. With a steaming cup of green tea in my hand, I start the new day with a book in my hand.
I get to the last chapter, "The power of motivation", and think: "Great! Perfect preparation for my presentation at the ZVO Days in Leipzig on 13.9.2024!".
But the very first paragraph is quite something and suddenly jolts me out of my (normally) relaxed morning routine. What? That can't be right!
Jürgen Höller, the number one motivational coach, once said: "I can't motivate anyone!"
In his book "Break your limits. Achieve more than ever before!" he describes a situation during a TV show. My curiosity was piqued and I was wide awake.
He went on to say: "Everyone can only motivate themselves. The only thing I can do is show people the strategies for success ... but everyone has to implement the strategies themselves."
Good.
Slow exhalation on my part.
I recently wrote about success strategies in my article in the June issue:
Arnold Schwarzenegger describes his seven simple rules for a better life in his book "Be Useful. Seven Tools for Life". His most important rule is to have a clear vision.
For Jürgen Höller, too, the most important success strategy is to have a crystal-clear, big goal in mind.
So if motivation is the key to each individual's success, how does a manager manage to motivate the team?
Because:
Motivation not only serves to overcome challenges, but is also a powerful enabler of excellence and productivity.
Let's take a brief look at three key benefits that successful motivation can offer you as a manager and for your team:
- Productivity increases
- Staff turnover costs decrease
- Innovation is driven forward
And what happens if you as a manager do not motivate your team members sufficiently?
A lack of motivation leads to reduced productivity, increased turnover and ultimately a decline in company performance.
A team that is not motivated will not achieve its set goals. But even worse: a demotivated team can set off a downward spiral that drags the entire company down with it.
Did you know that?
Unfortunately, only 15% of managers in Germany are familiar with motivation criteria. This is a frightening statistic and shows how important motivational training is in management.
Motivation is not a luxury, but a must for the success of any company.
So what are the motivation criteria for motivating teams? To bind employees to the company? To increase productivity and drive innovation?
How do successful managers manage to motivate their teams?
It is important to ask researchers and psychologists about this. Because they know what people want. And what they absolutely don't want.
Driving force #01 - away from ...
First and foremost, people avoid too much pain and pressure. Alongside anxiety, these are a rather acute, pressing feeling. So if the pressure actually becomes great enough, behavior will change.
Here's an example:
My cousin was a smoker from a young age, a heavy smoker. Depending on the time pressure at work, 1-2 packs were not uncommon. Thinking about quitting? Never. All well-intentioned advice was mildly ridiculed and dismissed.
But then came the painful and unexpected bombshell. During a routine check-up, his doctor diagnosed early-stage lung cancer. He immediately went under the knife. Half his lung was gone in no time at all.
He stopped smoking from one day to the next. Without ever touching a cigarette again. Smoking still holds a great fascination for him. BUT the fear of dying, the pain of it, is overpowering and has brought about a comprehensive change in behavior.
Driving force #02 - towards ...
People have powerful needs that want to be satisfied:
- Survival - enjoyment of life - prolongation of life
- The pleasure of delicious food and drink
- Sexual relationships
- Pleasant living conditions
- Being superior and being able to keep up with others
- Care and protection of loved ones
- Social acceptance
Joy and pleasure in life, fun and love in life are goals that we are very happy to move towards.
Let's stick with my example:
My cousin has developed an almost invincible will to survive, so much so that he remains steadfast despite the tempting smoulder in front of his nose. His family is so important to him that he fights to prolong his life and has one goal in mind: to lead a healthy and enjoyable life for as long as possible.
Managers should be aware of these two powerful drivers of motivation in order to lead their employees individually. It takes knowledge of human nature and a sure instinct to find the balance between the two poles. On the one hand, to build up sufficient pressure and, on the other, to have a worthwhile goal in mind, combined with enjoyment and fun at work.
Motivation can be learned. And it delivers far better and more satisfying results for all sides than destructive, unreflected leadership behavior.
