A simple yet fun story that highlights how the 4-drive model of motivation can be used to help motivate employees

1. A Simple Story about the 4-Drive Modelof Employee Motivation Kurt Nelson ©2009 The Lantern Group

2. Meet our protagonist… We’ll call him “The Manager”

3. Meet our protagonist… Hi! We’ll call him “The Manager”

4. The Manager works for a Company

5. The Manager works for a Company We make stuff!

6. But there is a problem…

7. The workers aren’t motivated…

8. The workers aren’t motivated… Breaks over!

9. The workers aren’t motivated… #%$#*!

10. The Manager needs to figure out how to increase employee motivation

11. The Manager needs to figure out how to increase employee motivation But how?

12. He tried to get the workers excited!

13. He tried to get the workers excited! Let’s go!

14. He tried to get the workers excited! Get motivated!

15. He put motivational quotes up around the office

16. He tried to instill fear!

17. He tried to instill fear! Get moving or your fired!

18. He even tried to “entice” them Salary $$$

19. He even tried to “entice” them Big Bucks! I got the Big Bucks! Salary $$$

20. These “fixes” all worked for a while…

21. But none of them seemed to work for long

22. Ho Hum… But none of them seemed to work for long

23. Then one day The Manager read a book

24. Called Driven, by Lawrence and Nohria

25. And it helped him figure out…what he needed to do

26. And it helped him figure out…what he needed to do Eureeka!

27. He realized there are four main drives that impact employee motivation

28. Acquire, Bond,Challenge and Defend He realized there are four main drives that impact employee motivation

29. And that he needed to work on all four of these drives with his employees

30. And that he needed to work on all four of these drives with his employees As Lawrence and Nohria say, “every job must provide an opportunity to fulfill…all four drives.”

31. The drive to Acquire is about an employees need to acquire “stuff”

32. The drive to Acquire is about an employees need to acquire “stuff” [ like money, things, awards, prestige ] $$

33. They are motivated to Acquire this “stuff” $$

34. And they’ll work hard to get it $$

35. And they’ll work hard to get it… $$

36. And they’ll work hard to get it…and keep it $$

37. And they’ll work hard to get it…and keep it $$

38. And they’ll work hard to get it…and keep it Grrr!!!! $$

39. So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay) Bonus Check $$$

40. So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay) Utilize incentives to drive performance and create a culture of recognition and reward Bonus Check $$$

41. Bonus Check $$$ The Manager also knows that the Acquire drive is relative

42. Employees will always compare themselves to others… the drive is never fully satisfied Bonus Check $$$ The Manager also knows that the Acquire drive is relative

43. Bonus Check $$$ And you need to know what your employees think

44. Find out who your employees compare themselves too (this is not always obvious) and make sure that your pay and perks are comparable Bonus Check $$$ And you need to know what your employees think

45. And The Manager knows that the drive to Acquire is about more than just money Wendy is NUMBER !

46. And The Manager knows that the drive to Acquire is about more than just money The drive to Acquire is also about prestige and status Wendy is NUMBER !

47. And The Manager knows that the drive to Acquire is about more than just money Make sure you give credit and promote your employees achievements! Wendy is NUMBER !

48. But employees also have a drive to Bond

49. But employees also have a drive to Bond

50. But employees also have a drive to Bond [ form positive social relationships with co-workers ]

51. Bonding is an innate drive that helps employees feel part of a group

52. They will go out of their way to help people in their group

53. Do you need any help? They will go out of their way to help people in their group

54. These bonds will help to instill loyalty and engender positive emotions about the company

55. These bonds will help to instill loyalty and engender positive emotions about the company What a great place to work!

56. So The Manager now knows that he has to foster bonding and create opportunities for social interaction Beers on me!

57. So The Manager now knows that he has to foster bonding and create opportunities for social interaction Beers on me!

58. So The Manager now knows that he has to foster bonding and create opportunities for social interaction Beers on me!

59. Which leads to the employees identifying themselves as a team Beers on me!

60. Which leads to the employees identifying themselves as a team… Beers on me!

61. Which leads to the employees identifying themselves as a team…with more motivation Beers on me!

62. The Manager knows that teambuilding sessions are about more than fun…

63. Teambuilding should provide opportunities for greater bonding and trust building The Manager knows that teambuilding sessions are about more than fun…

64. And should create a shared experience that helps build a unique and positive culture The Manager knows that teambuilding sessions are about more than fun…

65. And that celebrations actually have a business impact

66. And that celebrations actually have a business impact Happy Birthday!

67. Of course there is the drive to be Challenged

68. Of course there is the drive to be Challenged [ be inspired to learn and grow – face and overcome challenges ]

69. Where regular employees can become…

70. Where regular employees can become… SUPER HEROES!

71. And by creating variety, stretch goals, new experiences, and opportunities to learn…

72. Companies create teams of super heroes!

73. Who come to work motivated and engaged!

74. Who come to work motivated and engaged!

75. Who come to work motivated and engaged!

76. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things

77. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things We are going for that

78. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things We are going for that

79. And structure the jobs and the processes so they don’t become routine and rote

80. And structure the jobs and the processes so they don’t become routine and rote I’m bored

81. But instead they challenge the individual

82. Set stretch goals, assign different types of projects, job sharing, have contests, expand duties… But instead they challenge the individual

83. Training classes, job shadowing, mentorships, strategic planning And provide new learning opportunities

84. The last element is the drive to Defend ACME

85. The last element is the drive to Defend [ defend the company and the ideals it stands for ] ACME

86. Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks ACME

87. Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks You talkin’ to me? ACME

88. Competitive action ACME comp

89. The Economy ACME

90. Rumors and negative talk Negative information and rumors ACME

91. The Manager knows that to activate the drive to Defend, employees must feel a connection to the company

92. And feel pride about what the company does and how it acts

93. This means that The Manager has to do and act the right way as well

94. This means that The Manager has to do and act the right way as well I need to be honest and courteous – being transparent about how and what the company is doing

95. This means that The Manager has to do and act the right way as well I need to highlight the good that we do and constantly focus on the big picture!

96. This means that The Manager has to do and act the right way as well And I need to stick up for my team and walk the walk…

97. So The Manager implemented these changes and low and behold….

98. So The Manager implemented these changes and low and behold….motivation improved

99. The Company prospered…

100. The Company prospered…

101. The Company prospered…

102. And The Manager got promoted!

103. And The Manager got promoted!

104. And The Manager got promoted!

105. And The Manager got promoted! Yeah!

106. To find out more about the 4-Drive Model Or contact us… Read this… www.lanterngroup.com 612-396-6392 ©2009 The Lantern Group – use permitted with acknowledgement

107. Bye! ©2009 The Lantern Group – use permitted with acknowledgement