Motivation Supplemental

Supplemental coaching can be approached from two angles: helping someone who is unsure of their motivations and goals, and supporting someone who knows where they want to go. For the first case, provide resources like books and assessments, engage with the L&D and HR departments, and encourage journaling to identify preferences. For the second case, find mentors with similar aspirations, arrange peer-to-peer coaching sessions, and facilitate group coaching where individuals share their progress and experiences. This approach can be effective even without the presence of a leader. Now, when it comes to supplemental coaching, we'll look at this from two different angles. Let's look at it from an angle of someone who doesn't know what motivates them. They don't know where they want to go. They might seem a little bit lost. One of the worst things that we can do as leaders is ask questions, find that out, and then do nothing. We were better off never asking because that sometimes can become criteria against the leader, whether fair or unfair. Number two, we're going to look at this from an angle of where somebody wants to go. Let's go back to the first one. If somebody doesn't know where they want to go, do something about it. Get them a book. I think Daniel Pink has got a great book, Motivation. Have them do some assessments. Engage with your L&D department. Engage with your HR department. Find out if you have some career planning tools. Again, the whiteboard coaching would be excellent. Number two, mentoring is awesome. If somebody doesn't know, set them up on four informational mentoring sessions where they interview people based on different job types and ask them, what is the job about? And then after the four, which one kind of resonated with you the most? And that might trigger some different thought for them. The other thing that you can do is to have somebody who doesn't know is everyday journal the things that they did that they loved, liked, and disliked. And that will also create a pattern of understanding of who that person is. Now with the person who knows where they want to go, you can use the same attributes. Find that mentor. Have them maybe with somebody who has the same aspirations, maybe the same destination or type of destination. Set up some peer-to-peer coaching where they can get together every two weeks and talk about their progress. And then third, when somebody knows where they want to go, I love to create scenarios where you can use group coaching. You don't have to be present. But have people get together in a group coaching session and the framework is this. Every two weeks, come in sharing two things that you did to pursue your passion, pursue your goals, illustrate the actions that you took, what you're learning about yourself, where you want to go, what's working, what's been challenging, and you get peers talking in the group setting. Here's the cool thing. A leader doesn't have to be present. And when you do that, it really fuels things in the right direction.