Know what really motivates Know what really motivates you.you.

Heidi Grant HalvorsonHeidi Grant HalvorsonE. Tory HigginsE. Tory Higgins

Presented By-Payal PatelCMBA2-1318Cardiff Metropolitan University

In what kind of situation are you most In what kind of situation are you most effective? What factors strengthen – or effective? What factors strengthen – or

undermine your motivation?undermine your motivation?One size-fits-all principles donOne size-fits-all principles don’’t work…personality matters!t work…personality matters!

Personality can be identified by Myers Briggs Type Indicator but Personality can be identified by Myers Briggs Type Indicator but the problem with this and many other assessment tools is that the problem with this and many other assessment tools is that they actually donthey actually don’’t predict performance.t predict performance.

Fortunately there is a way of grouping people which DOES Fortunately there is a way of grouping people which DOES predict personality attributes on the basis of performance:predict personality attributes on the basis of performance:

Signs to look for yourself or your Signs to look for yourself or your colleagues:colleagues:

Studies resultsStudies results

PROMOTION FOCUSED PREVENTION FOCUSED

CopywritersInventors

ConsultantsMusician

DYNAMIC INDUSTRIES

AdministratorsBookkeepersAccountantsTechnicians

STABLE INDUSTRIES

Once you know your focus, you can choose:Once you know your focus, you can choose: Role modelsRole models Frame goals Frame goals Seek or give feedback Seek or give feedback Provide incentivesProvide incentives(for you or your team’s motivation)(for you or your team’s motivation)

Motivational fit enhances and sustains both the eagerness of the Motivational fit enhances and sustains both the eagerness of the promotion-minded and the vigilance of the prevention-minded, promotion-minded and the vigilance of the prevention-minded, making work seem more valuable and thus boosting both making work seem more valuable and thus boosting both performance and enjoyment.performance and enjoyment.

When the motivational strategies we use donWhen the motivational strategies we use don’’t align with our t align with our dominant focus, we are less likely to achieve our goals.dominant focus, we are less likely to achieve our goals.

Creating Motivational FitCreating Motivational Fit

CHOOSING ROLE MODELSCHOOSING ROLE MODELSAs an individual, you naturally pay attention to the kind of As an individual, you naturally pay attention to the kind of story that resonates most with you. story that resonates most with you.

AccordingAccording to research, promotion-minded employees thrive to research, promotion-minded employees thrive under transformational leaders, who support creative under transformational leaders, who support creative solutions, have a long term vision, and look for ways to shake solutions, have a long term vision, and look for ways to shake things up.things up.

The prevention focused are at their best under transactional The prevention focused are at their best under transactional leaders, who emphasize rules and standards, protect the leaders, who emphasize rules and standards, protect the status quo, tend towards micromanagement, discourage status quo, tend towards micromanagement, discourage errors, and focus on effectively reaching more-immediate errors, and focus on effectively reaching more-immediate goals.goals.

When employees and bosses are mismatched, enjoyment of When employees and bosses are mismatched, enjoyment of and commitment to work declines. and commitment to work declines.

When Personalities DonWhen Personalities Don’’t Match t Match -Research on 12500 organizations, across 21 countries by ANDREW & NADA KAKABADSE

Framing the GoalFraming the GoalWhen you are trying to keep yourself or someone else When you are trying to keep yourself or someone else motivated, remember that promotion-focused people need to motivated, remember that promotion-focused people need to think about what they are doing in terms of positives(what they think about what they are doing in terms of positives(what they aspire to, how best to accomplish the task) and prevention-aspire to, how best to accomplish the task) and prevention-focused people should instead think about negatives(potential focused people should instead think about negatives(potential mistakes, obstacles to avoid).mistakes, obstacles to avoid).

Promotion-focused people tend to increase their efforts when a Promotion-focused people tend to increase their efforts when a supervisor offers them praise for excellent work.supervisor offers them praise for excellent work.

Prevention-focused people are more responsive to criticism Prevention-focused people are more responsive to criticism and the looming possibility of failure.and the looming possibility of failure.

As a manager, you should always give honest feedback, you As a manager, you should always give honest feedback, you might want to adjust to maximize motivation.might want to adjust to maximize motivation.

Don’Don’t be overly effusive with the t be overly effusive with the prevention-focused or overly critical with prevention-focused or overly critical with the promotion-focusedthe promotion-focused..

Seeking or Giving FeedbackSeeking or Giving Feedback((Goals are set in a way that creates motivational fitGoals are set in a way that creates motivational fit))

MOST PEOPLE HAVE A DOMINANT FOCUS, BUT SOME SEEM TO WEAR BOTH HATS EQUALLY OFTEN!

You must remember that no one can wear both hats at the same time.Hybrids will adopt one focus or the other, often as a function of which motivation is best suited to the task at hand-so let that be your guide.

Create fit for for tasks involving safety or accuracy by using prevention feedback and incentives, but use the promotion variety for tasks involving creativity or advancement.

Promotion-Prevention HybridsPromotion-Prevention Hybrids

MERCIMERCI