A message from Sandy. We know that motivation can rise and fall depending on a myriad of factors. Let’s take a look at some of them:

1. Purpose.  If you were asked to describe the characteristics of your most successful and rewarding team experience, what would be at the top of your list?  Clear purpose, focus, or perhaps mission. It would also have to be a purpose or mission that aligns with our own personal wants and needs. So one strategy with a lethargic team might be to stop the process, re-visit the teams purpose or mission and see if everyone is in  alignment.
2. Challenge.  Many people will say their most rewarding team experiences resulted from some sort of challenge. You may have heard stories of  mediocre groups that respond to a challenge with heroic success. The challenge itself was the motivator. In our offices how often are we presented with stimulating challenges?  If the answer is, not often enough, how do you provide your team with interesting challenges at more frequent intervals? An additional criteria for a challenge is the level of difficulty. If the challenge is to difficult, perhaps perceived impossible, then the team members may give up before they start.  The same result may occur if the team perceives the challenge is to easy. Little energy is required to accomplish something so easily obtained. So periodic stimulation in the form of a worthy challenge can be another method of motivation.
3. Camaraderie. The most successful groups over the long haul tend to address both technical needs and human needs. They are  competent in the work they perform and highly functional in their interpersonal relationships. The group is well- balanced.  Successful teams have camaraderie, meaning fellowship and loyalty. The people on these teams genuinely like each other and work hard to develop and maintain their relationships. They seem to understand that it is a lot easier to support each other when you have a good relationship. The fallout from this kind of relationship building is open and direct communication, frequent praising of each other’s contributions, and mutual support.

The question for tomorrow is, this all sounds well and good for team members who like each other, but what if they don’t?