Tagged: How Do You Motivate Others?
July 26, 2018 at 8:58 am #2317JeffAltmanCoachKeymaster
This is a question that can be asked of anyone at a manager level or above.
The question I want to cover for today is, “How do you motivate others?”
You know, there’s two parts . . . actually three parts of my answer. The first part is to relay a story from a friend of mine who went to Harvard Business School. They were asked much the same question, the variation on it being, “How do you deal with a problem employee?”
it’s really a motivation question and the correct answer in the class was you take them aside. You talk with them. You talk with them about the importance of the place that they hold, how their work responsibilities affect others. “We really need you.” You know, it was a nice sincere answer. Like the typical answers that people receive.
This is from a website. I went looking to see what the typical answer was and this is really it. You treat people kindly; you give them responsibility. You become a good listener for them. You set goals for them. Get to know them and keep everyone in the know.
(Gagging sound) No, it’s a stupid answer. Now, the answer in the Harvard Business School class that I thought was hysterical is not going to be the one I’m going to suggest. I’m going to give you the joke to it.
So, the correct answer was, you take them aside to talk with them, try and get them to do the right thing. And there was the son of an Asian industrialist in the class and as my friend told me years ago, he said, “Are you kidding me? Are you kidding me? What you do is you take that person in the middle of the room and you fire them! You make sure everyone sees it. You humiliate them. You treat them badly. You know, no one will ever pull that kind of crap again.
Yeah, that is one way of approaching it. But I think there’s a different one between this nice, soft, gentle kind of thing and this hard-nosed, “you fire them” approach. The way I would answer the question is, “if I have to deal with motivation, we’ve hired the wrong people, because motivation requires that I make people do something that they really don’t want to do. So,,, what I’d rather do is help people feel inspiration. I want to help them become excited about every day of their lives and what they do. Yes, some of those techniques are the same. I want them to understand the importance of what they do. I want them to feel appreciated, but fundamentally, I want to have a selection process where I’m not dragging people to do what we hired them to do. I didn’t want to hire someone’s depressed individual. I don’t want to hire someone with ‘down energy.’ I want to bring people in who are encouraging, who can be encouraged, can be inspired and they do it because it’s an internal drive within them. So when I interview I try to assess for that internal drive, situations where they’ve faced difficult challenges and overcome them.
“I’m curious about whether they participated in sports or some competitive activity where they really had a summon up some strength in order to achieve because, to me, these are qualities that are reflected in inspired behavior. So that’s that’s the way I would approach the question.”
- You must be logged in to reply to this topic.