Deon Barnard

The ‘Zeitgeist’ of doing business is rapidly changing in the world. Gone are the days when boards of directors could make autocratic decisions for their own gain at the expense of people or the environment. As people are waking up (finally) to the fact that life is precious,and to their own sense of self worth, and right to an opinion, businesses are starting to realize that they don’t exist for the benefit of their bosses, but for all the role players involved, which include lowly tea ladies and even the Earth itself. This paradigm shift is taking the focus off making money only and moving us to a more human, right-brained and caring approach to the way we do people – and it’s about time too!!

There are still a few dinosaurs out there in business who think that barking out three word commands to their employees is a valid communication technique. There are still a handful of emotional infants who are bewildered when an employee stands up to their bullying, and simply can’t imagine what gives this rebel the idea that they might be “equal” to their own high and mighty self. There are still an outpost of colonial rednecks in business who see people as a necessary inconvenience in the ultimate goal of raping the system and every resource available to further their personal ambitions of wealth and popularity. These are the people who don’t read articles like this one. These managers, and even a few intelligent and approachable types, see team building as a complete waste of time and money. “Why would I want to spend precious Rands or Dollars to take my staff away just to have fun? What good is a little temporary motivation? First show me the math that demonstrates how this will positively impact my bottom line! I don’t do games!!”

This is a very shortsighted and ill-informed view of things. If you’re left brained about the whole thing, here is some people math to help you along:

• People + Resources = Income Potential
• Positive People + Effective Resources = Greater Income Potential
• No Team Building + no Communication + no Motivation = Negative People
• Negative People = strikes, go slows, time wasting grievances and reduced Income Potential
• Team Building + Communication + Motivation = Positive People
• Positive People = Energy & Enthusiasm & Ownership = Greater Income Potential

The numbers seem quite clear to me – if you want to increase your income, get with the program, after all, it is 2010 and people actually matter these days!

So what is team building? Many people that have a negative view of the concept have developed this outlook on adventure team building events like river rafting or wall climbing. The problem with these events is that they often promote competition and being ‘better’ than everyone on your team, resulting in one or two ‘superpeople’ loving the event (because they ‘win’) while the losers feel left out and useless – and there ends up being more animosity back at work than there was before. Now don’t get me wrong – I’m one of those people who loves to compete and do crazy things and would personally enjoy such events – but not because they build teams – rather because they’re fun and a great stress relief for people like me. So let’s call these traditional ‘team building’ events… stress relief sessions. To build a team you need to inject the kind of dynamics that get people thinking, talking, playing and laughing together. Once you’ve achieved this you can move onto getting them to ‘work’ together. Here are some key ingredients for an event that actually builds teams:

1. Start by building the individual. Raise self esteem and self worth. I use three specific activities to achieve this: The Dream Walk, Personality Power and Wheel of Life depending on the time available. All of these are done in a conference room and require no physical prowess or competitiveness – instead they leave the delegates feeling uplifted, motivated and open to whatever else may be on the program.
2. Create opportunities that force people to share without interruption and listen without interrupting. For this I use a commercially available board game called ‘The Ungame’ and other activities like ‘Walk Talks’ and ‘Kneecap Sessions’.
3. Do right brained activities! We spend so much time in left brained environments that many of us have a shriveled nut for a right brain. Right brained activities are things that involve color, creativity, music, dance etc. My Hero Game activity has people sitting around assembling and painting figurines. At first people are tentative about such exercises but once they get started they don’t want to stop because they’re healing and growing and it feels great!
4. Do physical activities that don’t prevent the average person from getting involved in a meaningful way. My favorite team building game is team Frisbee which gets the team dynamic going and everyone can get involved. Team volleyball with an enormous lightweight plastic ball is also fun. There are hundreds of clever ways to get people playing together in a way that is not overly competitive, so stay away from having winners and losers – more especially individual losers – rather have 20 people on a team all ‘losing’ together.
5. Energy and Fun!!!! Don’t get an accountant to run your team building event – rather make sure your facilitator has an inspirational quality about them or you’re going to have a lot of rolling of eyes and huffing in frustration from your group. Also make sure the facilitator doesn’t come across as ‘cheesy’ or ‘cliché’ in the way they bring things across. Use variety to keep things alive.
6. Get people doing unexpected things together like making pizza in teams from raw ingredients or solving puzzles together.
7. Give people homework – a personal goal, or something they have to do as a team over the following days and weeks. This will ensure that the energy of the event continues to have positive effect in people’s lives once it is over.

Team building works. Regular team building works even better. But best of all is Team Building followed up by interested managers who care for, and communicate with, and motivate their people every day. Feel free to contact me for some ideas for your team building event.

Managers have the difficult task of promoting the company’s agenda while at the same time caring for the personal needs of their staff. They have to get the most productivity out of employees, for the company to earn more profits, and yet at the same time see that staff are treated fairly and are personally fulfilled at work. The ‘company’ as an entity has no emotional capacity or people skills – it exists for the purpose of making profits – or at least that’s how it’s been for a hundred years; however, more and more in recent times there is a move toward a new philosophy where people, communities and Earth itself are all equally important shareholders in the company, and the board of directors are not a pantheon of Gods anymore. The old-school manipulative techniques of “you’re fired” and “don’t challenge me – I pay your salary” don’t fly anymore; in fact you’re likely to get hauled over the coals at the CCMA (Commission for Conciliation, Mediation and Arbitration) for even thinking about being so stupid. In short, the world is evolving and so must managers, supervisors, team leaders, directors and bosses. We need to understand how to get the best out of our people before we’re going to get the best out of our company. We need to start paying attention and caring.

Motivating employees is not the job of the “HR guy” or the external therapist; it’s not even the job of the manager or team leader – it’s everyone’s job. As we all start applying motivational principles at work, the motivational water table is raised and everyone benefits. Here are some tips for raising the motivational level at your workplace:

1. Have a regular “Barrel” session.

This is something I picked up from my ministry days, although few churches ever used it effectively. Imagine a wooden barrel made of staves and held together by metal bands. Imagine that some staves are short and others long, i.e. the top of the barrel is irregular. Now imagine pouring water into that barrel. If you continue to keep pouring water, after a while the water will overflow – at the shortest stave. No matter how much you keep pouring, the water level in the Barrel will never be higher than the shortest stave. Imagine the staves are critical success factors for your business and the water is the success (profits included). Have a weekly Barrel session with your team to “score” each stave of your business and then focus on improving the shortest stave – in this way you will raise the success level of your business. Let everyone get involved in the process, from the lowly receptionist to the uber-exec. Motivation starts by making people feel they’re included. PS: If you’re not sure where to start with this let me come and facilitate your first session.

2. Colorize your environment.

Nobody wants to work in a sterile, grey institution. Bring some life into the place with plants, paintings (not those sickening ‘motivational’ posters) and interesting furniture. Also, do a survey on what your employees think about their uniforms! Some corporate attire is worse than Afrikaans school uniforms. Get someone in who understands fashion and give your staff options for looking reasonable and professional at the same time. Funk up your corporate logo too.

3. Get rid of dumb incentive schemes

Incentive schemes that have your employees working twice as hard for an extra R100 at the end of the month will cause enormous dissatisfaction. Don’t link your performance management systems to financial incentives because all you’ll get in your performance interviews is everyone lying about how they’ve performed. Nobody is going to tell you what’s going wrong if they think it will impact their salary. Implement a performance management system that focuses on self development and the achieving of personal dreams, with an emphasis on coaching, and watch employee attitudes improve!

4. Communicate!

Talk to your people. Start the day with a focus session and deal with concerns as they arise. Deal with difficult situations one-on-one. If you have expectations then communicate them – only Stone Age managers think “they should know how to do that, it’s just common sense”.

5. Administrate your motivational plan properly

Many businesses administrate the more technical HR elements like salary, leave, employment records etc; but they don’t keep track of the stuff that really counts like your employees’ dreams and personal development. Managers should know where their people are ‘at’ and during regular coaching sessions should be monitoring the personal progress of each employee in their care. Keep secure records for this and please abide by the prevailing personal information security laws and standards.

6. Put the right people in the right places

Many people seem rebellious and contrary at work simply because they’re doing something that doesn’t fulfill them or suit their personality style. It is critical to get a sense of your employees’ GHAPE (gifts, heartbeat, abilities, personality and experience). In this way you will be able to assess whether you have a noisy extrovert dying behind piles of data capturing or a shy perfectionist trying in vain to motivate your sales force. PS: I can help you with this too!

I would love to hear stories of your motivational journey at work. What’s working for you? What’s de-motivating your staff? The more feedback I get the more useful I can be in my upcoming articles.

The power that drives any successful group, team or effort is motivation. I call it the “M” factor. I’ve seen, over and over again, skilled and professional teams of people fail at their tasks because of a lack of motivation. All the other factors may be in place: financial know-how; academic qualifications; physical capacity; resources; a worthy cause… but when the most important factor is missing (motivation), it all fizzles out into frustration and failure.

In this article I want to introduce the “M” factor by describing what motivation is and what motivation is not. This will be the first in the “M” factor series and the articles that follow will be practical guides as to how to introduce the “M” factor into different types of groups and circumstances. So let’s start with:

Understanding your motivational generator

There are many academic theories on what human motivation is and how it works. Two popular theories are Maslow’s Hierarchy of needs and Hertzberg’s Motivation-Hygiene theory. I particularly enjoy Hertzberg’s theory because it separates the factors that simply prevent dissatisfaction from those that truly motivate with long term effect. We’ll look at some of these when we discuss what motivation is not. I see motivation as a combination of faith and hope. It is that invisible voice that speaks to our depression and fear and says, “get up; get going; you’ll be OK; you can do this; this is going to be great!” Without this we are defenseless, we are overcome by anxiety and the instinct to give up, hide or run away. When we are motivated we have energy, strength and endurance. When motivated, men can overcome: adverse conditions; unpleasant bosses; impossible tasks; ill-health; and even great personal loss or trauma. Imagine if you will that motivation is a generator in your soul. For most people this generator’s power switch is off by default. For others, intermittent access to the correct kind of fuel has the generator powering on and off throughout the day, not unlike a typical hotel in Lagos. For a few people the generator is on all the time and they know just where to find the fuel to keep it going. The fuel is the “M” factor!

Let’s discuss this fuel for a minute. Maslow says that if you’re hungry you will be motivated by food (on the bottom, physiological layer of his pyramid). Your need to survive is the fuel that motivates you to get up and do something about it. This kind of fuel is not long lasting though, and the moment you eat something you are no longer motivated in the same way to do what you have to do to survive… until you get hungry enough again. The higher you go up Maslow’s pyramid the longer-lasting the fuel for motivation. At the top of his pyramid is the self actualization segment which involves things like: vitality; self-sufficiency; meaningfulness; creativity and authenticity. You will notice that these factors have nothing to do with money, possessions, fast cars or fancy clothes. What people are looking for (in all the wrong places) is to achieve a sense of being happy and at peace with themselves. If Maslow is correct then achieving this goal may require first working with the fuel to be found in the lower segments of the pyramid like: a sense of being safe; feeling loved; sexual fulfillment; feeling important; recognition; and a sense of achievement – again, notice that I’m not talking about money and possessions here. When you understand how to access this fuel for your own generator and to use it to refill the generators of others you will be mastering the art of motivation.

What motivation is NOT

Motivation is not keeping people happy and submissive so that they refrain from grumbling or disagreeing with you – this is easy to do through trinkets, discipline, fear and manipulation, which are very short term motivators and in the long term have the opposite effect. They are also not giving people things they ought to have already for the purpose of coercing them into action – these are what Hertzberg calls ‘hygiene factors’ or ‘factors which may prevent dissatisfaction’. I see too many managers and leaders trying to motivate their staff or teams using hygiene factors instead of true motivation. Here are some hygiene factors that do not motivate, but may cause dissatisfaction if not present:

• Salary
• Bonuses
• Good working conditions (lighting, heating etc)
• Policy and procedures
• Resources to accomplish the job
• Relationship with boss
• Supervision

These factors are not fuel for the motivational generator. I might say to you, “Joe, if you meet all your targets today I’ll increase your salary”. This may ‘motivate’ you to achieve some short term goals, but how long will that motivation last? Until you’ve spent your increase and the novelty wears off! After that you may ask yourself, “Why should I do anything for this company? They never pay me enough, even when I meet all the targets”. Your well meaning financial incentive may end up having precisely the opposite effect. Effectively you’re using jumper cables to kick start someone else’s generator, but the moment you remove your cables, their generator, which is running on empty, splutters to a grinding halt.

Many people use negative motivators to try and achieve a positive result. I see this everywhere, but particularly with parents and their children. “If my child is scared of me she’ll do what she’s supposed to do”. “The more I beat my child the more ‘motivated’ he’ll be to obey next time”. “The louder I scream the more my child listens to me!” So dear parent… how’s that working out for you? You’re just creating rebellious children, and if it hasn’t started manifesting outwardly yet, believe me it’s happening on the inside and one day you’re going to regret the monster you’ve created.

So what IS motivation?

First, it’s important to understand that motivation is personal and different for every individual. Our generators are not all the same model or size and they don’t all require the same fuel to run. Our individual capacity for motivation is influenced by many factors. In some ways Maslow is correct in that a hungry person will probably not be as motivated for philosophical conversation as someone who has everything they need. So it is critical to understand needs – your own, as well as those you want to motivate. However, having said that, my experience has led me to believe that everyone can be motivated by self fulfillment, even the hungry, if they understand what that self fulfillment looks like and get a taste of what it feels like.

The secret to motivation is tapping into the dream – the dream of the individual. Every person’s dream is unique, and although it is possible to get people motivated for a dream that is not their own, it is more powerful and beneficial to link your motivational efforts to each person’s own dream. The reason so few people are self motivated is because so many of them have no idea what their dream is. Many have never even considered the concept; they simply live their lives according to the expectations of the rich or powerful around them. They have become victims of circumstance and don’t know what to do about it. I have asked many people to describe their dream for me only to get answers like: “I want to be happy” or “I want lots of money” or “I want to get out of this job”. When I ask: “what will make you happy?” or “what will you do with your money?” or “what do you want to do instead of this job?” I get blank expressions. This is the hunger speaking; the loneliness; the lack that Maslow identifies at the bottom of his pyramid.

In my exercise “the Dream Walk”, I help people uncover their personal dream for their future. They literally draw the dream on a piece of paper and then we discuss what needs to change for them to achieve that dream and what will potentially prevent them from achieving it. When we understand people’s dreams we understand what they’re ‘about’ and we have clues about what will really motivate them. That means that to be ‘motivational’ you have to genuinely care about people and their needs and their lives; and to motivate yourself you have to start by understanding your own dream and what it’s going to take to get you there.

In the other “M” Factor articles I will specifically deal with motivating yourself, your kids, your colleagues, your friends and how to be motivational as a trainer, coach or speaker.

Watch this space!