Motivation (The Brian Tracy Success Library)

1. The X Factor: Unlocking Employee Potential Through Psychological Motivation

The self-concept is like the command center that sits at the core of personality and productivity.

Psychological factors drive performance. The X factor, or psychological factor, explains why some companies succeed while others fail. It's rooted in the self-concept, which consists of three components: self-ideal, self-image, and self-esteem.

• Self-ideal: What a person aspires to be
• Self-image: How a person thinks they are viewed by others
• Self-esteem: How much a person likes themselves

Managers can build a positive self-concept in employees through:

• Challenge: Giving employees jobs that make them stretch
• Freedom: Providing autonomy in work execution
• Control: Setting regular times for review and feedback
• Respect: Listening to and valuing employees' opinions
• Warmth: Showing genuine care for employees as individuals
• Success Experiences: Assigning achievable tasks and recognizing accomplishments
• Positive Expectations: Expressing confidence in employees' abilities

2. Hire for Attitude, Train for Skill: The SWAN Formula for Recruitment

Only past performance is an accurate predictor of future performance.

Careful selection is crucial. The SWAN formula, developed by executive recruiter John Swan, provides a framework for hiring the right people:

• S: Smart - Look for curious individuals who ask questions
• W: Work hard - Seek candidates with a history of dedication and long hours
• A: Ambitious - Choose those eager to learn and grow
• N: Nice - Prioritize likable individuals, especially for customer-facing roles

To improve hiring success:

• Think through the job requirements carefully
• Focus on specific, measurable results the new hire should achieve
• Look for demonstrated skills relevant to the job
• Use the Law of Three: Interview at least 3 candidates, 3 times each, in 3 different places
• Have candidates interviewed by at least 3 other team members
• Check at least 3 references, including those not listed on the resume

3. Start Strong: Overload New Employees with Challenging Work

People may complain about being "overworked," but when pressed, they will admit they would much rather be busy than bored.

Challenge drives engagement. Starting new employees with a heavy workload from day one sets a precedent for high performance and creates a sense of value and importance. This approach leads to:

• Increased motivation and focus
• Development of a strong work ethic
• Higher job satisfaction and engagement

Key strategies for a strong start:

• Provide a list of tasks and responsibilities from the first day
• Regularly express confidence in the new employee's abilities
• Offer hands-on training and support, either personally or through a "buddy system"
• Avoid the "sink or swim" approach, which can be demotivating and ineffective

4. Clear Expectations and Participative Management Drive Performance

In surveys and assessments that are updated annually at GreatPlacetoWork.com, one of the most powerful of all motivators is feeling "in the know."

Clarity and involvement boost productivity. Clear expectations and participative management are crucial for motivating employees and driving high performance.

Key elements of effective expectation-setting and participative management:

• Define excellent performance clearly for each job
• Communicate goals, measurements, and deadlines explicitly
• Involve employees in setting objectives and standards
• Encourage open discussion about work processes and improvements
• Keep employees informed about company activities and changes
• Foster a sense of ownership by soliciting and valuing employee input

Benefits of this approach:

• Increased employee commitment and loyalty
• Higher levels of creativity and problem-solving
• Improved job satisfaction and motivation
• Better overall performance and productivity

5. The Four Factors and Three Rs of Motivation: Creating a High-Performance Environment

What gets rewarded gets done.

Multiple factors influence motivation. The four factors of motivation (leadership style, reward system, organizational climate, and work structure) and the three Rs (rewards, recognition, and reinforcement) work together to create a high-performance environment.

Four factors of motivation:

1. Leadership style: Adapt to organizational goals and employee needs
2. Reward system: Align rewards with desired behaviors and outcomes
3. Organizational climate: Foster respect, trust, and positive interactions
4. Work structure: Match tasks to employee strengths and interests

Three Rs of motivation:

1. Rewards: Offer both tangible (e.g., bonuses) and intangible (e.g., growth opportunities) incentives
2. Recognition: Acknowledge exceptional performance publicly and privately
3. Reinforcement: Consistently praise and encourage desired behaviors

Implementing these factors and practices creates a motivating work environment that drives employee engagement and organizational success.

6. Continuous Learning and Quality Focus: Keys to Organizational Success

If you're not getting better, you're getting worse.

Learning and quality drive success. Continuous training and development, coupled with a relentless focus on quality, are essential for organizational growth and competitiveness.

Benefits of continuous learning:

• Increased employee value and contribution
• Enhanced job satisfaction and motivation
• Improved problem-solving and innovation
• Better adaptability to change

Strategies for promoting continuous learning:

• Develop individual training plans for each employee
• Allocate sufficient budget for training and development
• Encourage knowledge sharing within the organization
• Recognize and reward learning and skill improvement

Quality focus techniques:

• Implement the zero defects principle
• Form quality circles and teams to address improvement opportunities
• Use management by measurement to track and improve performance
• Encourage a culture of continuous improvement

7. Lead by Example: The Power of Mentorship and Role Modeling

Whatever you praise, approve, recognize, and reinforce is going to be repeated, and often over and over again.

Actions speak louder than words. Effective leaders serve as role models and mentors, demonstrating the behaviors and values they expect from their team.

Key aspects of leading by example:

• Consistently display the work ethic and attitude you desire from your team
• Remain calm and positive during challenging situations
• Take responsibility for mistakes and demonstrate problem-solving
• Show respect and consideration for all team members

Benefits of mentorship:

• Accelerated professional growth for mentees
• Increased loyalty and commitment to the organization
• Enhanced knowledge transfer within the company
• Improved succession planning and leadership development

Effective mentoring practices:

• Select mentees based on compatibility and potential
• Set clear expectations and boundaries for the mentoring relationship
• Provide regular, focused guidance in short sessions
• Encourage mentees to take action on advice and report back on progress

8. Effective Communication: Listen, Brainstorm, and Foster Friendship

Leaders are listeners.

Communication drives engagement. Effective communication, including active listening, brainstorming, and fostering friendships, is crucial for building trust, motivation, and high performance.

Key communication strategies:

1. Active listening:

   • Give full attention to the speaker
   • Use nonverbal cues to show engagement
   • Pause before responding
   • Ask clarifying questions
   • Paraphrase to confirm understanding

2. Brainstorming:

   • Use regularly to solve problems and generate ideas
   • Follow a structured process (e.g., define problem, set time limit, encourage quantity over quality)
   • Suspend judgment during idea generation
   • Evaluate ideas separately from generation

3. Fostering friendship:

   • Show genuine care for employees as individuals
   • Balance clarity of expectations with consideration for personal needs
   • Practice the three Cs: consideration, caring, and courtesy

Benefits of effective communication:

• Increased trust and openness
• Better problem-solving and decision-making
• Improved employee engagement and motivation
• Enhanced teamwork and collaboration

Last updated: August 30, 2024