Motivation Supplemental 2

Discovery, conversations, mentorship, and reading books are all important for understanding what motivates someone. The "Motivator" assessment tool from Fine Mojo can help identify motivators. Journaling and categorizing tasks into love, like, or dislike can also provide insight. Assessments like DISC and the book "Motivation" by Daniel Pink are helpful. Finding a mentor within the organization who has overcome similar challenges can also be beneficial. There are so many things you can do with discovery, conversations, getting people mentors, reading books. Someone recently mentioned to me the book by Daniel Pink and motivation and I always go back to understanding what motivates somebody. A lot of times people don't even know what motivates them. So there are two types of things where you can do discovery. Where they want to end up and the way they want to work. There's a great assessment tool out there called the motivator and it's from a site called fine mojo. It identifies 23 attributes and let me tell you a little bit of a mistake I've made with a past employee who's no longer at our company and we threw money at her and we were so happy with her and she was doing a great job and out of the 23 attributes number 23 was money. Ironically money is my number 17 motivator. My top motivator is innovation. My second is creativity. My third motivator is having fun and it was interesting because what I did is I let this employee down because I was rewarding her yet I wasn't really feeling her motivation in the way she likes to work. So that's also a great assessment tool. The third thing that I think you should do or people can do is to journal. If someone doesn't know their motivation have them journal what they're doing and then have them check off what they're doing and give them three choices to check off. Love, like, dislike and you really get an apparatus of self-awareness of what motivates someone. So what you do is you have a column that says task and the column heading above that is going to be love, like, dislike and so what they do is an inventory daily and they just check off the things they do and whether they loved it liked it or disliked it and you start to get a synopsis of what somebody is motivated by. So if somebody puts love by things that typically do have to do with statistics or analytics or data and it's 30% of their job and that's the part they love, you know, do you find them a job in data and analytics? Do you add more to that job and take some things off? That's up to you obviously as a leader. It's a great tool to supplement your direct coaching. So think about assessments. DISC is another good one. The Motivator is a good one. The book by Daniel Pink, Motivation, is a great one. Doing this workload or work inventory from task to whether they love, like, or dislike it and then create a repository of understanding of where that person is and where potentially they'd like to go. And I also think having a mentor. Somebody inside your organization, if you happen to know he or she who was stalled but did some things to explore, whether it be through coaching, mentoring, assessments, or what-have-you, using some of your internal coaching resources or corporate resources, that's a great thing to do is to connect people who are in a similar position and have them serve as mentors.