From: Ken Annandale
From1: ken@show.co.za
Category: Missions & Business
Remote Name: 196.2.45.139
Date: 8/25/00
Time: 10:27:58 AM
Motivational strategy - “If the brave do not lead, the timid will not follow. Be brave!”
Deafening roars, rhythmic adulating and intense concentration, heard, seen and savoured around the globe. Support at its zenith. Exhilarating seas of flags and faces, replaced by anxious vigilance etched into the patriotic camouflage of the devoted. Finally, emotions peak. The faithful hug, kiss and salute each other. Their team has won again! They know the elation of triumph, the thrill of victory devoting weeks in search of that electrifying exhilaration. From numbing stadium seats to precarious bar stools, they scrutinise, analyse and sympathise. Chiefs and coaches tally, examine and strategise, creating new tactics, systems and plans. Not content with a single win, they produce revised procedures and modus operandi. And all that in the name of sport! Captains of commerce and industry do likewise. Precious hours are spent in the "bosberaad", the boardroom or the bar. Talking business. Articulating success. Composing mission statements, policies and procedures. Creating grandiose visions and communicating the urgency amongst themselves. Forming teams, appointing leaders, and setting targets. A sense of satisfaction prevails. We have done our job! Now the team must produce the winning results. But …Without any of the World Cup support! No keen supporter programme, vacillating team spirit, a lacklustre team identity, minimal training, and no buy-in by the players! Mirroring the sporting industry we have much to learn and apply. The old adage "the customer is No 1" is bandied about in a subtly ominous manner, suggesting that customers control the organisation, staff the tills, man the phones, call the shots! Propounding that no one is more important than the customer. But are they? Coaches and sports psychologists appreciate the value of supporter involvement. They recognise the effect crowds have on team performance. But they are not ruled by it! They focus their attention on building legendary teams and players. Rehearsing winning strategies, rewarding promising players. Month in and month out, year in and year out. Sticking to the game plan no matter what! They spell out the rules, call for total dedication and communicate, communicate and communicate. Never satisfied, they train and train some more. They sit up late at night re-running the previous days play, seeking out mutual weaknesses. Out of chaos they create confidence. To get your team to demonstrate the same commitment you have to treat them as No. 1. You have to create a winning motivational strategy or game plan. You have to provide truly dynamic leadership or you will never create triumphant organisations or maintain market leadership. Players look to their leaders. They want to be part of the dominant team. They intuitively know the rules, but they need uncompromising leadership, effective coaching and above all the leaders belief in their potential. In other words they want to buy-in. But you have to sell it! The three infallible motivators are respect, recognition and reward. In that order! We know that without them, most people only do enough to stop getting fired. They are the basic building blocks of your long-term motivational strategy, promoted as you would a product, service or brand. It needs to be implemented and nurtured to produce perpetual peak performance in your players It needs you. This strategy is not a human resources function, that is too impersonal! Nor is it merely a sales management obligation, that is often too target orientated. It is not a P R activity, that is frequently too glitsy! It is a combination. A well-devised collaboration with the sole purpose of fashioning legendary teams with heroes and champions. Founded on strong inspirational leadership, an individual development programme, an effective communication forum, a consistent disciplinary process and a dynamic incentive scheme. If after all that, the team member does not shape, play ball or take responsibility, then it's time to encourage them to retire or resign! Many celebrated players have had drab performances prior to greatness. They merely recognised the benefits of "leave to achieve!" The word motivation shares the same root with other related words. For instance the "MOTI" of MOTIvation is also found in the word MOTIve. Having a reason, purpose or objective. If your team have one, they will be more inclined to tackle life or the tasks at hand with greater enthusiasm. So get them to write their own mission statement and vision! Furthermore, it is found in the word eMOTIon. If they feel good, they are energised and ready to get down to business. Conversely, if they feel lousy they produce disappointing results. So find ways to make them feel like champions. Sincere respect and recognition will do it. Then there is the word MOTIon. This is application, activation and progress. Simply put, it's your job to get them onto the field full of energy and drive. The four letters occur again in the word proMOTIon, "to encourage the progress or existence of, to raise to a higher rank, status, position, etc". As their performance is a reflection on your leadership abilities, you must become an ardent supporter of your own team, wear the colours through thick and thin and be prepared to stand or fall with them. Earn their respect, be above reproach and provide vigorous leadership. For in a world of insincerity genuine recognition stimulates performance like nothing else! The more you give .... the more they give in return!
Ken Annandale
Contact me on: Tel + 27 11 486 2152 Fax +27 11 486 2408 Mobile 27 83 261 6727 Email ken@show.co.za or visit www.show.co.za
Should you wish to reproduce or distribute this article, please acknowledge the source and copyright as follows © Ken Annandale 2000.
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