Manager Coaching Skills: Assessing Level Of Motivation

It is challenging for change to occur without motivation. As you set your goals for coaching a team member, think about their level of motivation as they come into the coaching relationship. Are they motivated? Demotivated? What is their level of self-confidence in their skills and ability to perform? Determining this will inform your coaching strategy, as well as your initial expectations  for the success of the coaching.

Motivation is often an inside job. However, you can still provide incentives that are intended to motivate. To develop the incentives, look back on your experience with the team member and what you think will motivate them. Engage the team member around the subject of motivation by including them in setting up the goals and approach for your coaching relationship and asking them directly what motivates or demotivates them.

Examples of motivating approaches that are a win-win for you and your team member include: training or another type of skill and confidence development, praise for work well done (past or present), bonuses for results and expressing your confidence in their ability to meet the goals of your coaching.

Without assessing motivation, there’s a chance that the coaching will stall before you start. Recognizing the importance of motivation provides a significant advantage to you and your team member.

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Motivation Is An Inside Job

Motivating yourself and your team is a huge part of managing. Often, organizations offer uniform rewards, incentives or money as motivators for a job well done. That works some of the time. But the key factor here is that sustained motivation comes from within.

How does that affect your role as a manager? One thing it does is to cause you to look at your and your team’s intrinsic motivations. What motivates you? Do you know what motivates your team members?

It is worth the effort to find ways to motivate each team member individually and to know what drives your and their performance. There is no reason for organizations to look at incentives as “one size fits all”. Motivation is an inside job and the best and most productive organizations know this.

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