Tag Archives: Motivation

Motivation vs. Inspiration

“Excellence endures and sustains. It goes beyond motivation into the realms of inspiration.” —Azim Premji

Webster’s definition of motivation is the process of motivating through force, stimulus, or influence. Inspiration is defined as the action or power of moving the intellect or emotions. The words motivate and inspire are often used interchangeably but, they have very different meanings. So, do you want to motivate your employees or so you want to inspire them?

       The external

I think of motivation as an external force. Picture the carrot or the whip in getting the behavior you want. When you motivate employees, you get them to perform purely to receive a reward or to avoid punishment.

              The internal

I think of inspiration as an internal force. Picture excitement, pride, and being part of something bigger that influences behavior. When you inspire your employees they perform because they are internally driven to make a meaningful contribution.

Why it Matters

Motivation can provide a great incentive for achieving short-term results. But, for the long-haul, do you want employees going through the motions purely to receive a reward or to avoid punishment? Or, would you like employees who are loyal to you, dedicated to doing a good job because they are proud of their contributions, and inspired to be part of something great? The fact is, both motivation and inspiration play an important role in leadership. Motivate employees to achieve short-term goals; inspire employees to reach far beyond your vision.

So, what are you going to do?

 

© 2017 Elizabeth Stincelli

 

Liz Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the Founder of Stincelli Advisors where she focuses on helping organizations change attitudes, change communication dynamics, improve collaboration and problem-solving, engage employees, and strengthen organizational culture. Liz holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Liz by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.

 

Developing Talent in Your Organization: Getting More from Your Employees by Giving M.O.R.E.

aditya ram21“We cannot create observers by saying ‘observe’, but by giving them the power and the means for this observation.” —Maria Montessori

By Elizabeth Stincelli, DM

 

Get More

While Maria Montessori was speaking about the education of children, her idea applies just as well to employees and how we develop the talent in our organizations. We want to hire the best and the brightest, we get really excited when we find them, and then they leave. Why? The only way to keep employees with great potential is to give them M.O.R.E.

Have you ever had the experience of pulling into your driveway after leaving the office and realizing that you drove the whole way home on auto pilot? Sometimes I have even found myself driving, going into auto pilot mode, and heading to the office when where I intended to go was Costco. This phenomenon makes me laugh at myself, but it also gets me thinking about engaging our minds in what we are doing when tasks become routine. What might we miss along the way? Will we end up at our intended destination?

So, what happens when our employees’ tasks become routine? If they are not challenged or engaged and their mind goes on auto pilot, what might they miss? What opportunities for improvement are we sacrificing? How long will employees with great potential stay with our organization if they aren’t challenged and offered opportunity?

As a leader, you must learn to recognize the talent in your employees and give them the stage to shine. When you dedicate time and resources to developing the talent in your organization, you turn ordinary employees into extraordinary employees. If you want to get more from your employees, you are going to have to give M.O.R.E.

Motivate

Lee Iacocca emphasized that we should, “Start with good people, lay out the rules, communicate with your employees, motivate them and reward them. If you do these things effectively, you can’t miss.” Your employees possess knowledge, skills, and experience that they want to share with your organization. When you encourage them to make the most of their talents and you invest in them, your employees will become motivated. You must recognize that each employee is unique; they possess different talents and are motivated in different ways. Show that you value their capabilities, help them further develop their talents, and motivate them based on their individual personalities.

Opportunity

Steven Spielberg believes, “The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.” You must learn to see the extraordinary potential in each employee and give them the opportunity to reach it. Give them the necessary skills and resources they need and then let them tackle challenges on their own and in their own way. Provide a safe place for them to try, fail, and learn from their mistakes. Give employees the opportunity to become the best versions of themselves; let them learn from one another, design how their own work gets done, and make decisions on their own. Create opportunities for your employees and then help them see that opportunity is available all around them.

Relationships

Joyce Meyer tells us, “We can improve our relationships with others by leaps and bounds if we become encouragers instead of critics.” Build relationships with your employees based on mutual trust and respect. Invest your time and resources into bringing out the best in others; become their coach and loudest cheerleader. Build a strong sense of community where employees feel a sense of belonging and a vested interest in the success of the organization. Communicate openly and share information often so employees know where they stand as individuals, where the team stands, and where the organization stands. When employees know that you care and are looking out for their best interest, you will build strong relationships that foster trust and loyalty.

Empower

Tom Ridge explained, “You have to enable and empower people to make decisions independent of you. As I’ve learned, each person on a team is an extension of your leadership; if they feel empowered by you they will magnify your power to lead.” Engage employees in contributing to problem identification and solving conversations. Encourage them to make decisions and to share their knowledge and experience with others. Give them the tools they need and then empower them to make decisions and take control of their own work.

Give M.O.R.E.

Everyone benefits when employees develop their talents; productivity increases, quality improves, and morale strengthens. When you invest in your employees and provide them with opportunity you will be amazed how your culture, morale, and outcomes improve.

Your investment in the development of your employees is proof that you value them as individuals, that you recognize the contribution they make to the organization, and that you are excited about their potential. As your employees grow, so will the capabilities and success of the organization, and so will you as a leader.

Help employees reach their full potential; retain valuable talent, and improve the adaptability of the organization by giving your employees M.O.R.E.

 

© 2015 Elizabeth Stincelli

 

Elizabeth Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Elizabeth holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Elizabeth by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.

 

Why is a Compelling Vision so Important?

file5521282558467

“Don’t underestimate the power of your vision to change the world. Whether that world is your office, your community, an industry, or a global movement, you need to have a core belief that what you contribute can fundamentally change the paradigm or way of thinking about problems.” —Leroy Hood

By Elizabeth Stincelli, DM

 

Vision

Your vision provides you with a description of the future that fulfills a deep hope within you. It clarifies where you want to go on an individual, team, and organizational level. Defining your vision helps you determine what skills, knowledge, tools, technologies, and abilities you will need to get from here to there. Having a compelling vision is not negotiable; it impacts the motivation, energy, and inspiration of yourself, your team, and your organization. As a leader, why should you promote a compelling vision in your organization and how can you do it?

Motivation

Les Brown believes, “Wanting something is not enough. You must hunger for it. Your motivation must be absolutely compelling in order to overcome the obstacles that will invariably come your way.” When employees’ lack a clear vision of where they are going, they often feel unmotivated and uncommitted; they feel their time and talent are going to waste. This is the perfect recipe for everyone to start working on their own agenda, and that is the perfect storm for your organization to fail to achieve the vision you have set. In order to keep everyone motivated, you must create a compelling, shared vision of the future where everyone wins.

Energy

Oprah Winfrey feels that, “Passion is energy. Feel the power that comes from focusing on what excites you.” When your employees have a clear and compelling vision, it unleashes the energy within them that will move them towards that vision. Help them to see what winning will look like and then link your vision to that picture. Tap into shared attitude, core values, and beliefs for the energy to keep moving forward and doing whatever it take to achieve your vision.

Inspiration

Ella Fitzgerald said, “Just don’t give up trying to do what you really want to do. Where there is love and inspiration, I don’t think you can go wrong.” When the vision for your organization fits into the values, ideas, and activities that inspire your employees they will be more committed, more productive, and more loyal. Inspire your employees by making your vision come alive for them; show them how important the role they play is in the big picture. Help them to envision how the future looks for them and inspire them with a deep sense of purpose. Reassure them that they are part of something meaningful, something greater than themselves.

Develop a Compelling Vision

If you don’t know where you are going, how will know what you need to get there? A compelling vision is important on an individual level and becomes even more essential as it spreads to teams, communities, and organizations. It is important for you, as a leader, to develop a vision so compelling that your employees can see, and even feel the opportunity that the future holds. Use your vision to motivate, energize, and inspire employees to work with you toward building that future.

 

 

 

© 2015 Elizabeth Stincelli

 

Elizabeth Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Elizabeth holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Elizabeth by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.