10 Goals and Practices for Leading Teams. No 5. Don’t motivate your team - create the conditions for them to motivate themselves

Introduction

The problem with trying to motivate your team is that it can lead to a belief that your job as a leader is to motivate others, and presumes they can’t motivate themselves.

It relates to locus of control - where control for your life’s outcomes originates. An external locus of control relies on luck, external stimuli, circumstance, conditions, etc. Conversely, people with an internal locus believe they have greater control over events in their lives and use their actions to influence outcomes.

Leaders typically have an internal locus of control. The irony is that, if you try to motivate your team this internal locus presumes the team needs your influence to get results - you therefore treat them as if they have an external locus of control.

If you treated the team as if they could motivate themselves, it doesn’t mean they can influence everything in their lives. Some things, as leader, you have greater influence over. This is the stuff to focus on. Getting rid of barriers in the way of the team creates the conditions for the team to motivate themselves to be successful.

The Goal

Create conditions where the team’s innate motivation is realised. 

The Practice

Create the conditions for the team to meet together - so that they can develop a sense of mutual commitment. Break barriers to the team communicating with stakeholders - so their purpose can be clearly understood and their impact recognised. Address obstacles preventing the team raising concerns with each other - so they can earn each other’s trust. Reduce restrictions to the team’s internal communication, so that they can create a sustainable method of operating together. 

Links to the other nine Goals and Practices for Leading Teams:

No 1. Be clearer on the team's purpose

No 2. Appreciate team dynamics - and use them to team better

No 3. Let's ditch SMART objectives and replace them with OKRs

No 4. Empathise with our stakeholders - more, with skill

No 5. Don't motivate your team - create the conditions for them to motivate themselves

No 6. Make performance a team game

No 7. Agree on how to disagree

No 8. Don't delegate, or empower - coach

No 9. Let the team engage with uncertainty

No 10. Learn to self-manage - together