{"id":689,"date":"2022-03-20T23:01:00","date_gmt":"2022-03-20T23:01:00","guid":{"rendered":"http:\/\/felicia.premierjones.com\/?p=689"},"modified":"2022-05-02T04:36:17","modified_gmt":"2022-05-02T04:36:17","slug":"secrets-to-motivating-and-enabling-teams-to-achieve-goals","status":"publish","type":"post","link":"https:\/\/premierjones.com\/felicia\/secrets-to-motivating-and-enabling-teams-to-achieve-goals\/","title":{"rendered":"Secrets to Motivating and Enabling Teams to Achieve Goals"},"content":{"rendered":"\t\t
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For many years, I struggled.\u00a0 My projects would start off strong.\u00a0 But, at some point, they would stall before the finish line.\u00a0 Some projects would never really get off the starting block while others would seem to take steps forward and then back.\u00a0\u00a0<\/p>

Then, one day, I began taking a different approach.\u00a0 And, every time since, my projects would make steady progress forward.\u00a0 Many years later, I had the opportunity to share this approach with an entire team of commercial business leaders who then took on the approach.\u00a0 Each and every one of them completed their initiatives successfully and on-time.\u00a0 In this article, I am going to pass this secret along to you.\u00a0<\/p>

In a nutshell, taking action to address the Dimensions of Complex Change will help you to achieve success anytime you are looking to accomplish something new – even in the most challenging situations.\u00a0 Refer to the figure below.\u00a0 In order for change to successfully occur, all six dimensions must be accounted for.\u00a0 If a dimension is missing, the team will experience one or more of the failure modes shown in purple.\u00a0 So, how does this work in practice?\u00a0 This article covers what types of actions to taken to meet these hurdles.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Dimensions of Complex Change<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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1. Case for Change<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Consider the case of a fictitious company that we call BeverageManufacturingCorp in Granville.\u00a0 This newly launched company sold mango flavored bottled soft drinks.\u00a0 Then, one day, the package designer suggested that they could supply the bottles in orange rather than the traditional clear plastic for no additional cost.\u00a0 Should BeverageManufacturingCorp make the change?\u00a0 Even though the new bottles were the same cost, the company decided to keep the bottles as they were?\u00a0 Why?\u00a0 Because the new bottles were unlikely to attract more business resulting in a weak case for change.<\/span><\/p>

Now, consider a time when you tried to motivate a team to get behind a change that the team could do but nothing happened.\u00a0 The lesson to learn here is that, there has to be a strong, clear, and compelling case for change.\u00a0 Not only this, it needs to be expressed in a language that is compelling to those who need to approve and to implement it.\u00a0 Otherwise, the team will not take action.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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2. Vision<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Returning to our fictitious manufacturing company, the company now has decided to enter the lemonade manufacturing business due to low drinking water sales.\u00a0 The site manager made sure that everyone knew what was at stake.\u00a0 They ordered equipment.\u00a0 And, they even assembled a team to help get things done.\u00a0 But, the work stagnated.\u00a0 The equipment sat unused as the team argued about the plans. What happened?\u00a0 The site leader had failed to explain his vision.<\/p>

This is an often overlooked step.\u00a0 It’s not enough to explain the reason why as in the case for change.\u00a0 And, moving on to detailed planning without a clear understanding of what needs to be accomplished is another pitfall.\u00a0 To avoid confusion, it is essential to provide a vision of the end goal.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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3. Skills<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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In the previous example, we considered a case where experts knew what to do when provided with a clear explanation of what you are looking to accomplish.\u00a0 But, what if this is not the case?<\/p>

Let’s say for example, BeverageManufacturingCorp knew how to package mango drinks but had no experience in mass producing lemonade.\u00a0 Given the stakes involved, the team is likely to be anxious and not step up to do work that they are unfamiliar with.\u00a0 How should this be addressed?<\/p>

In order to successfully make a change that is new to the company or its employees, careful consideration should be given to the knowledge and skills that are needed to complete the task.\u00a0 And measures, such as hiring, training, or recruiting qualified resources to help out, should be part of the change management process to successfully make a change.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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4. Incentives<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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In today’s business climate where everyone is busy, it is not hard to see that a lack of incentives may result in highly capable teams making very little progress.\u00a0 The question is, how do you incentivize people to work on your project instead of other things that they could be doing?\u00a0 One approach is to give monetary incentives.\u00a0 But, paying a salaried person to do their jobs is not likely to work out.\u00a0 You could potentially resort to threats and ultimatums, but this is far from an ideal way to motivate team members and colleagues.\u00a0<\/p>

In my experience, I have found 3 ways to incentivize teammates to work on specific projects.\u00a0\u00a0<\/p>

  1. The first incentive is that a successful completion of the project benefits them in some way.\u00a0 This incentive could be a project who’s outcome furthers their agenda.\u00a0 Or it could be that the project has a fantastic business case and would reflect well for those on the team to have been involved in.\u00a0\u00a0<\/li>
  2. A second incentive is visibility.\u00a0 If senior leaders will be present and involved, for example, it is likely that team members will recognize this project as a priority and strive to make progress before the next big meeting.<\/li>
  3. A third incentive is that the request is very easy and straightforward to do or the leader is known to have a solid plan that will end well.\u00a0 Most of us don’t mind spending time here and there doing work that’s not a big deal.\u00a0 And most of us don’t mind being part of something bigger and likely to be successful.<\/li><\/ol>

    By tapping into intrinsic and extrinsic motivations, you will be much more likely to speed up a traditionally slow process into one what moves forward with a greater sense of urgency.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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    5. Resources<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Similar to the above, it is not uncommon for one of the first requests to be “We need more resources.” when tasked with a new project.\u00a0 And, if you team members feel overwhelmed by work that is already on their plate, they may feel frustrated by the demands on their time.\u00a0 So, how do you obtain the resources needed for your project?\u00a0 Practically speaking, companies tend not to staff up for each initiative.\u00a0 Instead, the responsibilities are distributed to make the increase in workload manageable, the scope of the project is minimized and focused, and work that can be standardized or outsourced are removed from the project.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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    6. Action Plan<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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    Consider a time when you make a New Year’s resolution to lose weight.  Did you accomplish this goal?  In this case, your case for change might have been being healthier.  You had a vision of the skinnier you.  You may have even signed up for a gym membership.  But, if you’re like most, you will stop your healthy new habits within a month.  And, by the next New Year, you will be ready to begin again.  So, what causes false starts?  A common cause of starting-stopping-starting again is the lack of an action plan.  If you began the new year with a detailed action plan consisting of what exercises you would do, what diet you would eat, and when to go buy what groceries, for example, you have better odds of success than someone who has a resolution but not a plan.  <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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    Summary<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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    In summary, taking action to address the Dimensions of Complex Change will help you to achieve success – even in the most challenging situations.\u00a0 In order for change to successfully occur, all six dimensions must be accounted for.\u00a0 Involving the team in helping to address these considerations upfront will help team members (and senior leaders alike) ensure that the right steps are being taken to assure the team’s success.<\/p>

    The concepts in this article are backed by tools and methods for implementation.\u00a0 If you are interested in implementing the Dimensions of Complex Change within your organization, please reach out to Felicia Littlejohn for a discovery conversation.<\/i><\/b><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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    About the Author<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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    [simple-author-box]<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

    Motivate teams to achieve what many feel are impossible. Help to enable and empower teams to overcome barriers to growth and change by following the steps outlined in this article.<\/p>\n","protected":false},"author":1,"featured_media":719,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[28,54],"tags":[27,26],"class_list":["post-689","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-training-posts","category-leadership-training-posts","tag-commercial-business-leaders","tag-training"],"_links":{"self":[{"href":"https:\/\/premierjones.com\/felicia\/wp-json\/wp\/v2\/posts\/689","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/premierjones.com\/felicia\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/premierjones.com\/felicia\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/premierjones.com\/felicia\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/premierjones.com\/felicia\/wp-json\/wp\/v2\/comments?post=689"}],"version-history":[{"count":0,"href":"https:\/\/premierjones.com\/felicia\/wp-json\/wp\/v2\/posts\/689\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/premierjones.com\/felicia\/wp-json\/wp\/v2\/media\/719"}],"wp:attachment":[{"href":"https:\/\/premierjones.com\/felicia\/wp-json\/wp\/v2\/media?parent=689"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/premierjones.com\/felicia\/wp-json\/wp\/v2\/categories?post=689"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/premierjones.com\/felicia\/wp-json\/wp\/v2\/tags?post=689"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}