👋 Hello, I’m Carlos, and welcome to my newsletter, “The Holistic Leader.” Raw notes from an Agile Coach. Share your questions with me here, and in exchange, I'll provide practical, grounded, and clear advice.
Over the years, working in several industries, I have assisted numerous agile teams in enhancing their processes.
I have had the opportunity to work with both waterfall and agile frameworks, overseeing multiple cross-functional teams across different locations.
Throughout this journey, I have consistently felt the need to support my teams in new and innovative ways. Consequently, they often approach me with similar questions:
"Carlos, how can we motivate our employees?"
"How can we transform the organization's culture?"
"How can we shift the mindset of our managers?"
"How can we foster a sense of ownership and accountability among our teams?"
"How can we enhance teamwork and collaboration?"
"How can we cultivate trust between managers and teams?"
"How can we enhance the agility of our business?"
Above all, the overarching question remains:
"How motivate people"
And I ask them, have we asked people what motivates them?
So,
Let's jump in and talk a little bit about what motivation is and what management 3.0 proposes
Motivation is the driving force behind our actions and the key to achieving our goals.
There are two types of motivation: intrinsic and extrinsic.
Intrinsic motivation stems from within ourselves and is fueled by the sheer pleasure of engaging in an activity. The task itself becomes its own reward.
On the other hand, extrinsic motivation relies on external factors such as money, rewards, or punishments to drive behavior.
While money does play a role in motivation, it's important to note that it's not the sole determinant. In his book "Drive," Daniel Pink explains that workers should be paid enough so that money is not a primary concern.
Additionally, intrinsic motivators based on personal values and passions can be even more powerful than extrinsic rewards.
Pink identifies three key drivers of type of behavior:
Autonomy: The desire to have control and make decisions independently.
Mastery: The need for continuous improvement and the pursuit of excellence.
Purpose: The quest for meaning and understanding the impact of one's work.
As I reflect on these theories, I pondered how to simplify and apply them effectively within my work teams. Project delays, and decisions being made without team involvement, presents a complex challenge.
Management 3.0 and its concept of energizing people. One particular practice that I have applied with several teams "Moving Motivators", It aligns with the ten intrinsic motivators identified by Jurgen Appelo, known as CHAMPFROGS
By understanding and utilizing these motivators, I believe we can address the challenges we face and create a more motivated and engaged work environment.
The Moving Motivators exercise is a valuable tool for personal introspection. It involves arranging the factors that influence our professional and personal motivation from left to right, with the most influential factors on the left and the least influential factors on the right.
It's important to note that the elements on the right still hold some level of motivation for us, but they are outweighed by other elements that have a greater impact on our overall motivation.
The first thing I wanted to know is how the teams felt and I wanted to generate conversations about it, so this practice was ideal for it; It is perfect to create conversation spaces, active listening has been generated among the members, a lot of openness to the opinions that each one has commented, also to encourage negotiation during the exercise, in the end, our goal was to create commitments to improve motivation from each other and as a team.
In our team's Miro Board, we have utilized the following cards for the Moving Motivators exercise. This exercise has proven to be effective, especially since we are currently working remotely. Here's an explanation of each card:
Curiosity: The desire to learn, explore, and discover new things. It drives us to seek knowledge and embrace challenges.
Honor: The recognition and appreciation we receive for our work. It includes praise, respect, and acknowledgement from our colleagues and superiors.
Acceptance: Feeling included, valued, and accepted by our team members and within the organization. It fosters a sense of belonging and support.
Mastery: The opportunity to continuously improve our skills and expertise. It involves the ability to develop and grow professionally.
Power: Having influence, autonomy, and decision-making authority over our work. It allows us to shape our projects and contribute to meaningful outcomes.
Relatedness: Building strong connections and relationships with our colleagues. It encompasses collaboration, teamwork, and a sense of camaraderie.
Freedom: The flexibility to work independently, set our own schedules, and have control over how we accomplish our tasks.
Order: The need for structure, organization, and clarity in our work. It involves having clear expectations, defined processes, and a sense of stability.
Goal: Having a clear purpose and meaningful objectives that align with our values. It provides a sense of direction and a sense of fulfillment when we achieve our goals.
Status: The recognition and social standing that comes with our position or title within the organization. It can influence our motivation and how we perceive ourselves in the workplace.
By utilizing these cards, we can gain insights into our individual motivators and better understand how they contribute to our overall motivation and engagement in our remote work environment.
I would like to emphasize the valuable lessons learned from this dynamic, as it brings a remarkable boost of energy to the team. By uncovering and comprehending their motivators, the team realizes that true motivation stems from within each individual, serving as a catalyst for significant transformations.
One important realization is that there is no right or wrong order when organizing motivators. Each team member's interpretation holds its own validity, and it is crucial to respect and acknowledge individual perspectives. The process of sharing motivators fosters mutual understanding and encourages an atmosphere of openness within the team.
Ultimately, the key takeaway is the importance of respect for one another. Through this dynamic, teams discover that respecting and valuing each other's motivators is vital for a harmonious and productive collaboration. The session concludes with a renewed sense of unity and enthusiasm, empowering the team to embrace positive changes.
When we give our teams the opportunity to excel, we create an environment where they can showcase their skills and contribute their unique perspectives. By trusting them to deliver high-quality results, we show that we value their capabilities and expertise.
Furthermore, empowering our teams instills a sense of responsibility and accountability. When individuals have the freedom to make decisions, they become more invested in the outcomes and take ownership of their actions. This leads to a stronger sense of commitment and dedication to achieving the team's goals.
To empower our teams effectively, it's essential to provide the necessary support and resources. This includes clear communication, regular feedback, and access to training and development opportunities. By investing in their growth, we demonstrate our commitment to their success and create an environment that encourages continuous learning.
In summary, by empowering our teams, providing them with freedom, and fostering an environment that allows them to thrive, we enable them to reach their full potential and contribute their best to the organization's success.
"Team Motivator"
I hope the use of this practice will help you.
What motivates your work teams?
✍️ Quote of the Week
"Great leaders are willing to sacrifice their own personal interests for the good of the team."
-John Wooden
Making People Awesome
Carlos Garcia
Thanks for reading “The Holistic Leader”
A holistic leader, I like that term, I think has the main task of developing his team and holistically empowering each member to then develop the team, which in the end is the sum of all the members.
greetings friend