Focus on management
Institute of Management New Zealand
the link between motivation and New Zealand business. the most job satisfaction, David Rock’s research shows the primitive limbic area of the brain may sense this unfamiliar situation as a threat.
Rock suggests appealing to other areas of the brain to minimise the threat response. For example, use encouragement to increase their sense of status, e.g., “You have good ideas, so let’s explore these rather than focus on mine”. At the simplest level, expect a defensive response and appeal to your team member’s strengths.
Watch out for their words that say `yes’ while their body language says `no.’ Lead with a resourceful conversation with open and positive body language, sharing an open desire to develop a sense of shared understanding. When your team member feels understood, they feel safe to volunteer their own ideas.
If I had understood that my electrician team member didn’t like efficiency, I could have found out that he was driven by the status of achieving a high quality product. By this time he was already demotivated, which took time to re-build his trust. Eventually his efficiency improved, and his work gained publication from a global industry magazine as best practice with new technology. This experience influenced my approach in uncovering team motivation early; ask and listen.