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Motivational Myths By Charles Milander You Need To Bust

Effectively motivating people is a complicated and nuanced process. It requires perseverance and understanding. It’s almost impossible to motivate people if your plan relies on misconceptions and fallacies.

 Charles Milander is a life coach , Certified from  the International Coaching Federation. You can listen to his spotify podcasts. In addition being a life coach, he also an artist, Amazon bestselling author, speaker, pastor , entrepreneur, life and business strategist.

Here are five myths that motivate, and where to focus instead.

Myth 1 – People are motivated by the same things

The truth: Every person has a unique motivational profile

Companies around the globe believed that perks such as ping pong tables and well-stocked larders were the key to motivating their employees. The notion that everyone is motivated by the same things is not only false but also counterproductive. Truth is more complicated and also more beautiful. A person’s motivational profile can be compared to a fingerprint. Although there are a finite number of factors that motivate people, there are almost endless combinations that can be used to determine the relative importance of these factors to a person. How can we find out? It was measured. We measured it. Effective motivation requires understanding the individual motivational needs of each person.

Myth 2 – It is the job of HR (or line managers) to motivate employees

The truth: C-suite, HR, and line managers all play a part in motivating workplaces

You need to build trust with your team to motivate them as a manager. This will enable them to share their motivations and what they find motivating and demotivating. It is important to accept different approaches. While some team members may be able to thrive on Autonomy with clear targets, instructions, and rules, others may prefer Security. Your responsibility as an HR professional is systemic. You should provide managers within your organization with cutting-edge research-based tools, training, and processes that allow them to motivate people more effectively. Recognizing the importance of culture and motivation should be a priority at the C-level and providing HR with the resources necessary to make meaningful progress should also be a top priority.

Myth 3 – Employees are principally motivated by rewards and punishments

The truth: Most employees are motivated by

Rewards and punishments are the keys to motivating employees in traditional management methods such as carrot and stick. These can include extra vacations, bonuses, and incentives. On the other hand, criticism, disciplinary actions, and dismissal could be included. These can all be combined under the Extrinsic Motivation umbrella. Intrinsic Motivation is the opposite. It’s the set of values and preferences that motivate a person internally and make a task more meaningful. Most companies have been focusing on motivation for a long time. However, decades of psychological research have shown that this approach is less effective than one might think and can hurt performance. However, intrinsic motivation is strongly associated with increased engagement, better performance, and overall happiness. To learn more about the difference between intrinsic motivation and extrinsic motivation, see this primer or this academic study. Download our White Paper on the subject. The short version is that leaders must stop focusing so heavily on extrinsic motivators. They need to start focusing on understanding the intrinsic motivators of their employees if they are to inspire and retain the best talent.

Myth #4: Highly motivated people are easier to manage

Reality: High motivation can also come with high requirements

What does it mean to be motivated as an employee? Milander means that employees’ must have Motivators can be fulfilled at work. In other words, they have a place where they can pursue and participate in the activities that make work meaningful. The more specific one is about their motivations, the more they will have. You may be asking how you can determine a person’s motivational needs. This leads us to Myth #5…

Myth 5 – Motivation and culture fit cannot be measured

The truth: Assessments can measure motivation, culture, and fit

Understanding what motivates people was difficult until recently. It took many 1-on-1 meetings, hours of observation, and on-the-job assessments, as well as a lot of trial-and-error over weeks, months, and years to get a good sense of what makes people tick. With Charles you can speed forward through the lengthy process and get to the good stuff. Our motivation Assessment draws on years’ worth of psychological research and a bit of AI to create a unique report that instantly makes people’s hidden drives and values visible. This allows managers to better understand each individual and their needs.  Managers can see in real-time where there are motivational gaps between team members. This allows them to tailor their management approach to meet the individual’s needs, and create a common language that enhances communication.

Charles Milander creates charts to visualize company culture and culture fit. This includes both the core values and the outliers. This allows you to easily screen for people with a similar profile as your team or to identify people who bring something to the table.

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