Increasing Team and Individual Motivation with the Motivation DIagnostic
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This document discusses increasing motivation through using a motivation diagnostic. It begins by defining motivation and citing statistics about employee engagement. It then covers intrinsic and extrinsic motivation and how rewards can decrease intrinsic motivation. The motivation diagnostic is introduced as a self-assessment of factors like time, team, task and technique. Ideas are provided for improving motivation, such as ensuring autonomy and flow state. The document concludes by discussing using the diagnostic for self-reflection and team discussions to improve motivating factors.
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Increasing Team and Individual Motivation with the Motivation DIagnostic
- 1. Increasing Team and Individual Motivation with the Motivation Diagnostic Suzanne Morrison
- 3. • What is motivation? • Intrinsic and Extrinsic motivation factors • Motivation Diagnostic - Self Assessment • The motivation diagnostic team retrospective • How can we improve our motivation and the motivation of our teams? What to Expect
- 4. My Inspiration for this session • The ups and downs of my own motivation • Books • Discussions with colleagues & teams • Experimentation
- 5. What is Motivation? A driving force or forces responsible for the initiation, persistence, direction, and vigour of goal-directed behaviour. - Oxford Reference The feeling of wanting to do something, especially something that involves hard work and effort - Oxford Learner’s dictionary
- 7. Source - Gallup • 60% of people are emotionally detached at work • 19% are miserable State of the Global Workplace Survey 2022 (Gallup) ”The majority of the global workforce is not engaged: They sleepwalk through their day, uninspired and lacking motivation. They are thinking about lunch or their next break and have essentially "checked out.” - Gallup
- 8. Intrinsic motivation is internally driven. You are motivated because you want to do something for the interest, sense of achievement, pure enjoyment, fun or satisfaction Extrinsic motivation is externally driven. You do something because you are motivated by external factors such as a reward, praise, promotion, pay rise or result.
- 9. The Candle Problem “Rewards by their very nature narrow our focus. That’s helpful when there is a clear path to a solution, but terrible for challenges like the candle problem. The reward narrowed people’s focus and blinkered the wider view” – Dan Pink
- 10. The Drawing Experiment “When money is used as a reward for some activity the subjects lose intrinsic interest for the activity. Rewards can deliver a short term boost, just as a jolt of caffeine can keep you cranking for a few more hours. But the effect wears off and worse can reduce a person’s longer term motivation to continue the project” – Edward Deci
- 15. Time Team Task Technique The 4 T’s - You may want to think about the 4 T’s of Autonomy - Time, Team, Task, Technique Autonomy It’s Personal – The level of autonomy we are comfortable with differs from person to person
- 20. The task is not too easy and not to hard You are focused Your goal is clear Flow State • You are completely immersed in the activity • You flow effortlessly from one though to another • Time flies • Leads to increased enjoyment, happiness, and motivation You are interested in the task Flow Pre-Requisites
- 30. Self Reflection • What insights did you have from going through the diagnostic? • Which factors are most motivating for you? • Are there any factors that don’t really matter to you? • What is the strongest motivator for you right now? • What motivator(s) would you like to improve the most? • Was anything missing?
- 31. Table Discussion • What insights did you have from going through the diagnostic? • Which factors are most motivating for you? • Are there any factors that don’t really matter to you? • What is the strongest motivator for you right now? • What motivator(s) would you like to improve the most? • Was anything missing?
- 32. Which 3 Factors would you most like to improve? Are you in full control of these? If not, do you have influence over these?
- 34. How can we improve these Motivation Factors?
- 35. 1-2-4-ALL
- 41. Ideas for Increasing Team Motivation Collecting regular customer and stakeholder feedback Blocking out team focus time slots to encourage flow Team learning sessions to understand what each person wants to learn and develop Management 3.0 Kudos cards to encourage regular appreciation Creating a product goal and sprint goals, then regularly reviewing team progress towards them Ensuring the team has a clear team purpose Encouraging commitment and accountability in the team standups Giving the team problems to solve rather than solutions
- 42. Further Reading Management 3.0 Website Drive The Puzzle of Motivation Managing for Happiness Liberating Structures Finding Flow SLIDES -
Editor's Notes
- There are dozens of definitions of motivation – here are a couple that resonated with me…
- https://www.gallup.com/workplace/356045/q12-question-summary.aspx Q01. I know what is expected of me at work. Q02. I have the materials and equipment I need to do my work right. Q03. At work, I have the opportunity to do what I do best every day. Q04. In the last seven days, I have received recognition or praise for doing good work. Q05. My supervisor, or someone at work, seems to care about me as a person. Q06. There is someone at work who encourages my development. Q07. At work, my opinions seem to count. Q08. The mission or purpose of my company makes me feel my job is important.
- TIMING GUIDE – 2 mins Explain the difference Most people are motivated by both factors Intrinsic tends to be more powerful and longer lasting When external factors are at a certain baseline e.g. pay and we don’t feel that we are in an unfair situation, the intrinsic motivators become much more important to us
- Candle Problem – groups of people are asked to attach the cancel to the wall so that the wax doesn’t drip on the table. Some people try to use the tacks to stick the candle to the wall, others try to melt some wax and use that to stick it to the wall. The solution can be seen in the second picture. In an experiment groups of people were asked to complete this task, with some being offered monetary incentives for being the fastest. The groups being offered incentives took an average of 3 and a half times longer. Pre-Schoolers Drawing Experiment – found a group of kids who liked to draw in their spare time and conducted some research to understand the effects of rewards on an activity that the kids enjoyed. Kids were divided into 3 groups – 1) Expected reward of a certificate and ribbon, 2) Unexpected reward of certificate and ribbon and 3) no reward. After 2 weeks the kids in the no reward and the unexpected reward group drew just as much whereas those in the expected reward group had lost interest. The reward had turned their play into work
- Pre-Schoolers Drawing Experiment – found a group of kids who liked to draw in their spare time and conducted some research to understand the effects of rewards on an activity that the kids enjoyed. Kids were divided into 3 groups – 1) Expected reward of a certificate and ribbon, 2) Unexpected reward of certificate and ribbon and 3) no reward. After 2 weeks the kids in the no reward and the unexpected reward group drew just as much whereas those in the expected reward group had lost interest. The reward had turned their play into work
- TIMING GUIDELINE = Overview of the 3 Why this has been useful for me Some things are missing though
- TIMING GUIDELINE = Overview of the 3 Why this has been useful for me Some things are missing though
- In positive psychology, a flow state, also known colloquially as being in the zone, is the mental state in which a person performing some activity is fully immersed in a feeling of energized focus, full involvement, and enjoyment in the process of the activity. Wikipedia https://www.verywellmind.com/what-is-flow-2794768
- 3 minutes in a pair
- 4 minutes
- ALL / Table Groups 5 minutes