This may look like yet another staged group photo taken on Zoom, but it’s actually a still taken from a recording of one of my leadership peer group’s meetings. So what spontaneous, unrehearsed thing put a smile their faces, you might wonder? 

Well, they’ve just been told by expert speaker, Carole Gaskill (Full Potential Group) that they are the most motivated and change-receptive group she has ever worked with in 23 years.

It’s particularly impressive that their motivation index score of 86/100 was achieved in 2020, in the midst of the Global pandemic.

Instead of panicking, my group of determined leaders was facing into the toughest professional challenges, and adapting admirably to the reality of the situation they each found their businesses in. 

Motivational Maps

They’re also looking cheerful because they have spent time with Carole, understanding why this is so on an individual level, having read their own Motivational Maps.

These map reports have helped build insight into their personal motivators, as well as giving them useful tips about how to keep themselves in an optimal place.

By taking care of themselves more effectively, they have found it much easier to motivate and support their teams.

“Why does this matter?” you might ask. It might sound a bit soft and fluffy, perhaps, to those who are a bit cynical of such profile reports. But I’d ask you to hold your judgement for minute and read on.

Firstly, motivation has a direct correlation with a business’s bottom line. Did you know that 67% of the world’s global workforce is disengaged, and that the cost of this situation in terms of lost productivity is $7Tn? This number makes current USA and UK debt to support us through COVID look comparatively small. Engaged teams at work are 50% more likely to outperform on their targets, and companies who take the time to unlock what actually does engage their employees on an individual level achieve 4.5 times more revenue growth.

I bet I’ve got more of your attention now

And before you say the only thing that motivates people is money, think again. Once you’ve rewarded people in line with what the job role demands, it actually comes down to three things, as outlined so well by Daniel Pink in this brilliant video: mastery, purpose and autonomy. 

The trouble is, many of us aren’t entirely clear about our personal or business ‘why’. If we are, then often we might not have found a very compelling way to articulate it. 

Imagine the impact if the person who’s not very motivated or energised is you, the leader. You know something’s amiss, like a deep misalignment.

You have all the skills to fulfil the role – you may even be very good at what you do and get acceptable or even good results. There is an added pressure that you and your family have come to enjoy the status and the lifestyle that your job brings.

But the truth is, it doesn’t really bring you much joy day-to-day. You tell yourself that’s just how it is – the price you have to pay for success – and you can’t imagine life any other way. I’ve coached leaders who are very successful, but who are deeply unhappy on a personal level.  Many settle for this, but I’d invite you to challenge this notion.

Where do you start?

It can seem overwhelming and unsettling, but the power of coaching and peer supports offers a secure place to unpick issues, explore ideas, find clarity and mutual support, from which comes personal and business growth.

Imagine the power of leading your business with your personal motivators understood and anchored. Every day, you’d know how to nurture them, to get the best out yourself and others.

The rippling effect of this insight would extend beyond your own wellbeing and professional performance to your relationships in and out of work, your family and your wider community. 

Rather than thinking that this is something you might look into one day, why no choose instead to make this Day One?

Book a call with me via Calendly.