Coaching the Agile Executive Team – Fifth in a Series
The Five Flawless Steps to Building a Strong Executive Leadership Team
Step 3: Discover, Support, and Integrate Member’s Personal Motivation (Beyond a Paycheck)
After alignment on a shared singularity (see last post), the next big lever I would lean against to build the executive team is self-interest. And when I say self-interest, I mean self-interest beyond a paycheck. First, we’ll explore three reasons why self-interest is such a huge lever for team building. Then we’ll look at how to apply this lever.
High Performance is Voluntary
Forget the team dynamic for a moment and consider individual motivation and performance. Consider a fact that would make the world of work a much better place — if it were at the top of anyone’s list of principles who is seeking high performance from others:
Individuals do things best when we do them for our own reasons.
If I do something only because you are paying me, I do it well-enough to get paid, and not much better. If I do something because you are threatening me, I do it well enough to avoid the threat, and no better. But if I do it for my own reasons, I do it to my satisfaction.