Leading with Motivational Source
How do you know when you or your staff do or don’t need recognition? And what tactics should you use?
Think about something that’s important to you in your work.
How do you know when you’ve done a good job at that?
Did you answer something like: “I just know” or “I can feel it in here“; or did you do something like touch your chest, head or stomach to show where in your body you know how you’ve done? If so, chances are that you’re Internally Referenced.
On the other hand, if you answered something like: “The results show that…” or “People tell me…” or you pointed towards some facts or figures, then you are likely Externally Referenced.
When you’re leading other people and want to be able to motivate them, or just need to understand more about your own needs for recognition (or not), then Motivation Source can be a really helpful tool.
For example, if you have a colleague who is strongly Internally Referenced, telling them “You did a great job with X” may mean very little to them and may even seem false or trite. Much better to just ask them to apply their own standards – “How do you reckon you did with X?” and then be prepared to explore that if their internal perception doesn’t match yours.
In these days of very wide and flat organisational structures, where people rarely get to see their boss, I often find myself with clients who are Externally Referenced and are really struggling with a lack of feedback. If you’re leading others who are Externally Referenced they either need to know from you how they’re doing, or they’ll need some regular data to show them.
People who are strongly Internally Referenced and able to keep it in balance can seem very self-confident. Unless they are extremely inflexible and never take into account other people’s points of view – at the far end of that spectrum is sociopathy.
People who are strongly Externally Referenced and able to keep it in balance will seem highly compassionate. Unless they are unable to be flexible and can’t ever make decisions based solely on their own views – in which case they may become co-dependent.
If you can operate the right amount of choice and flexibility around being Internally Referenced or Externally Referenced in a particular situation, then you’re likely to have both self confidence and the ability to take into account the feelings and points of view of others. Which is not bad if you’re aiming at being a great leader!