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Writer's pictureMichael Jesse

Motivating Your Team: Strategies for Leaders and Business Owners

Staying motivated and inspired is the lifeblood of progress and success.


Motivation fuels the drive to achieve goals, while inspiration breathes life into those goals with creativity and vision. Both are essential for a leader who aspires to create a positive impact.


But how do we cultivate motivation and tap into inspiration for ourselves and our teams?


Let’s dive into how these two forces shape the path to greatness and how you, as a leader, can harness them to unlock potential in yourself and those around you.


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It's all about being together

What is the Difference Between Motivation and Inspiration?


At first glance, motivation and inspiration might seem interchangeable, but they play distinct roles in our journey toward success.


Motivation is often described as a driving force that propels us into action. It can be extrinsic, where external factors like rewards, deadlines, or social recognition push us to achieve specific outcomes. For example, a leader might be motivated to reach quarterly targets because of a potential bonus or the desire to maintain a strong reputation. Motivation can also be intrinsic, where the drive comes from within, fueled by personal satisfaction, curiosity, or the joy of overcoming a challenge. This is when a person works on a project because they find it fulfilling or intellectually stimulating.


Inspiration, on the other hand, is a more profound and often more emotional experience. It is the moment when we feel a sudden clarity, a spark of creativity, or a deep connection to something greater than ourselves. Inspiration isn't about pushing ourselves to achieve; it’s about being drawn towards a vision or idea that resonates on a deeper level. It can come from witnessing acts of kindness, experiencing art, engaging with nature, or hearing stories of people who have overcome great odds. An inspired leader might envision a new way of doing things that could transform the industry or make a significant impact on society. This vision doesn’t just motivate action; it captivates and energizes others, inviting them to be part of something meaningful.


In essence, motivation is the practical engine that drives our day-to-day actions and decisions, whether spurred by internal desires or external rewards. Inspiration is the creative force that opens our minds to new possibilities, infusing our goals with passion and purpose and making us feel connected to a larger cause. By harnessing both, leaders can drive progress while also fostering a sense of fulfillment and excitement that makes work not just productive but also profoundly satisfying.


Different Types of Motives for Leaders and Individual Contributors


Motives vary significantly between leaders and individual contributors, shaped by their roles, responsibilities, and personal ambitions. Understanding these differences is key for a leader who wants to motivate their team effectively.


Leaders' Motives


Leaders often have a broader, long-term perspective, as their decisions affect not only their personal outcomes but also the entire team or organization. Their motives can be complex and are often driven by a sense of responsibility, purpose, and vision.


  1. Visionary Impact:

    Leaders are motivated by the desire to create a meaningful, lasting impact. They envision a better future for their organization, industry, or even society. This sense of purpose—creating change that aligns with their values and aspirations—drives them to innovate, take risks, and push boundaries.

  2. Responsibility and Accountability:

    Many leaders feel a strong sense of duty towards their teams and stakeholders. They are motivated by the desire to lead others to success, not just in achieving business goals but also in personal and professional growth. Leaders often measure their own success by the development of the people they lead.

  3. Personal Growth and Achievement:

    Ambitious leaders are also motivated by self-improvement. They seek out challenges that stretch their abilities and push them to new heights. They are constantly learning, whether it's through formal education, mentorship, or hands-on experience. For these leaders, the process of growing their own skills, leadership style, and emotional intelligence is highly motivating.

  4. Legacy and Influence:

    The desire to leave a lasting legacy is another key motive for leaders. They are driven by the thought of their leadership shaping the future, whether it's through the company culture they build, the strategies they implement, or the lives they influence.


Individual Contributors' Motives


Individual contributors—employees who are not in leadership positions but directly contribute to the success of a project or organization—have motives that are more immediate and often more personal. Understanding their needs allows leaders to tailor their approach in motivating them effectively.


  1. Achievement and Accomplishment:

    Many individual contributors are motivated by the desire to achieve specific goals. This might include completing a project, mastering a new skill, or meeting a performance metric. Clear, measurable goals give them a sense of progress and fulfillment.

  2. Recognition and Validation:

    For individual contributors, external validation plays a big role in motivation. Receiving recognition for a job well done—whether it's praise from a manager, an award, or even a simple thank you—can significantly boost their motivation. Recognition helps employees feel valued and appreciated, reinforcing their commitment to the organization.

  3. Autonomy and Control:

    People are highly motivated when they have a sense of control over their work. The opportunity to make decisions, take ownership of projects, and have autonomy in how they approach tasks gives individual contributors a sense of empowerment. This increases their motivation by making them feel trusted and responsible for their outcomes.

  4. Learning and Development:

    Many individuals are driven by a desire to learn and grow. They want to develop new skills, take on new responsibilities, and progress in their careers. A leader who provides opportunities for personal and professional development—through training programs, mentorship, or stretch assignments—can significantly enhance motivation by aligning individual growth with organizational success.

  5. Work-Life Balance and Well-Being:

    For some individual contributors, motivation is closely tied to maintaining a healthy balance between work and personal life. Flexibility, supportive work environments, and policies that prioritize well-being are strong motivators. If individuals feel that their work respects their personal time and values, they are more likely to stay motivated and engaged.


How These Motives Differ


Leaders are motivated by broader, strategic considerations such as vision, responsibility, and legacy, which drive long-term thinking and a higher level of accountability.


Individual contributors, on the other hand, are typically motivated by more immediate, tactical considerations like achieving goals, receiving recognition, autonomy in their work, and opportunities for learning and development.


By recognizing these differences, leaders can adjust their leadership style to meet the specific needs of their team members.


For example, while individual contributors may be motivated by short-term goals and praise, leaders may be inspired by long-term strategic impact.


Both types of motivation are essential for creating a balanced, high-performing team.


Practical Insights


To effectively motivate and inspire your team, consider the following actionable steps that you can start implementing right away:


  • Reflect on Your Leadership Example:

    Ask yourself, “Am I living the values I want to see in my team?” Make a conscious effort to lead with authenticity, enthusiasm, and resilience.

    What to do next: Identify one behavior or value you want to demonstrate more clearly to your team and actively incorporate it into your daily interactions.


  • Clarify and Communicate Your Vision:

    Ensure that your team understands the "why" behind their work. A clear and compelling vision helps people see how their efforts contribute to the bigger picture.

    What to do next: Schedule a team meeting where you re-align everyone around the organization’s purpose, goals, and how individual roles fit into the larger mission.


  • Empower Your Team with Ownership:

    Giving your team more autonomy and decision-making power increases their sense of ownership, which fuels both motivation and inspiration.

    What to do next: Identify tasks or projects where you can offer your team more independence. Start delegating responsibility, not just tasks, to build their confidence and creativity.


  • Foster a Supportive and Inclusive Culture:

    Create an environment where every team member feels valued, respected, and encouraged to contribute their unique perspectives.

    What to do next: Begin with a team-wide brainstorming session where everyone’s input is welcomed. Make inclusivity a core part of your leadership strategy moving forward.


  • Celebrate Successes—Both Big and Small:

    Recognizing individual and team achievements fuels further motivation. It validates the hard work and shows your appreciation for their contributions.

    What to do next: Establish a weekly or monthly ritual to recognize and celebrate the successes of team members, whether it’s through verbal praise, awards, or other forms of acknowledgment.


  • Provide Opportunities for Growth:

    Inspire continuous learning and personal development by offering training, mentorship, and growth opportunities that help team members advance their skills.

    What to do next: Identify learning opportunities such as courses, conferences, or internal workshops that align with both team and individual goals. Schedule time to discuss development plans with your team.


  • Encourage Initiative and Innovation:

    Inspiration thrives when people are given the space to be creative and take risks. Encourage your team to bring new ideas forward and give them the freedom to explore innovative approaches.

    What to do next: Hold regular innovation sessions where team members are encouraged to share new ideas. Reward experimentation, even if it doesn’t always lead to immediate success.


By taking these practical steps, you can foster a motivated and inspired team that is not only productive but also deeply engaged and invested in your collective success. Leadership is about cultivating an environment where people feel empowered, valued, and inspired to reach their full potential.


Pick one of these areas to focus on this week. Start small but take intentional steps. Keep your team involved in the process, and over time, you'll notice a shift in energy and commitment toward your shared goals.

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