Motivational Strategies Modules

When we think of “diversity,” we often focus on differences in gender, ethnicity, and religion.  Diversity, however, also exists in communication, thinking, and decision-making styles.  Unrecognized diversity can undermine communication effectiveness. 

What motivates one person may not be the same thing that motivates someone else.  Individual motivational strategies may cause conflicts within organizations when people assume that everyone else thinks just like they do.  The following modules teach how to recognize the uniqueness of each individual's strategies, and how to dissolve unproductive communication barriers.  

Each of the following motivational strategies can be discovered by simple, specifically designed questions.  There is no need for any complex profile to be scored and evaluated.   

In the workshop environment, each strategy takes approximately 45 minutes to uncover and apply 

Change Pattern Strategy 

Determine why some people thrive on change and others dread it.  This module is a must for professionals who deal with change on a daily basis. 

Source of Motivation Strategy 

Some people need constant feedback on how they are performing in their job — others resent outside opinions. Understanding these motivational patterns, is the foundation for giving and receiving feedback.  (This strategy is included in the training module on Tailoring Individual Feedback.) 

Options & Procedures Strategy 

Some people enjoy working on several projects at once.  Others prefer completing one project before moving on to a new one.  Often these work styles clash because neither person has the knowledge of what motivates the other to action.  Often times they will label the other with less than flattering phrases.  But, the good news is that they can learn to work together.  This module will show you how. 

I Tell/You Listen Strategy 

Internal consultants often listen to what a client wants and then deliver their own “best solution.”  Then they wonder why the client is dissatisfied with the final product.  By being aware of this strategy, the consultant can focus their efforts on what is important to the client vs. what they think the client needs.  (This strategy is included in the module on Precise Questioning.) 

Goal vs. Issues Pattern Strategy 

Some people have a goal-oriented focus and are driven to producing final results.  Problem solvers, on the other hand, focus on what doesn't work and direct all their energy toward fixing that in the process of working toward a goal.  The two work styles are perceived to be incompatible.  The participant in this session can learn how to inspire these two styles to respect their differences and work together.