Emotional motivation
A question for you: Are you more motivated to perform higher quality work and more of it when you are feeling good and upbeat, or feeling down?
I would suspect that most if not all, would respond with, When I’m feeling good.
I call this the feel-good, free-flow effect.
And as it is for us, so for the people we lead.
If we seek to help people feel good about themselves and their contribution continually, they are more likely to perform their work at a higher level and do more of it. It increases the chances of them wanting to develop their skills and progress further. They will feel the freedom to innovate and creatively problem-solve. They will be nicer to work with, collaborate with colleagues more effectively, and are more likely to stay around for the longer term—The grass is greenest here so why would I leave?—I hear them say.
Emotional motivation. It simply comes from helping people feel good about themselves.
Ray
For a broader and deeper dive into this topic, read: The Progress Principle. Using small wins to ignite joy, engagement, and creativity at work. By Teresa Amabile and Steven Kramer.
I’d love to know if you liked this piece by your click on the heart. And always feel free to comment as I value the additional perspectives you provide.
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