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Section 9 – Working in Teams
Supporters
make up the largest portion of the population. They are good listeners who
avoid conflict. Their communications often include pros and cons so they do not
offend people. They do not challenge people or ideas in writing. Supporters are
uncomfortable when you ask them to make a snap decision.
Analyzers
respond best to facts, figures, charts, and graphs. They communicate less in
words and more with numbers or graphics. Like controllers, they get straight to the point
in their communications.
Recognizing different communication styles and adjusting your style to effectively
reach your team mates is one way to improve your performance on the team. Another
is determining what motivates each person – what makes them tick?
Motivation is a personal thing. Some people are motivated by money, a job title,
power, or fame. Knowing what motivates and inspires each team member is essential
to a high functioning team. Receiving recognition at an awards luncheon may excite
some team members, but may actually
un
motivate an introvert that avoids from
public praise. Some people may aspire to a corner office, while others just want a
higher paycheck. Figuring out what motivates each team member and individualizing
the ways you express recognition and appreciation, demonstrates awareness and
commitment to their needs.
Motivation can be intrinsic or extrinsic. Intrinsic motivation comes from within. It is the
feeling of satisfaction from a job well done. It is the personal reward that results from
participating in something worthwhile. Extrinsic motivation occurs when a person
engages in an activity for the sake of a reward. That reward could be financial or some
other type of recognition.
While it is unlikely that anybody would turn down financial compensation for serving on
a team, sometimes offering money as an incentive is not an option. In those
circumstances, what can you do to motivate your team to achieve the mission and
goals?
According to research from Gallup, employees that receive regular recognition and
praise are more engaged, produce at higher efficiency levels, and stay longer with the
company than those that just receive additional monetary compensation. As we
have mentioned, different people respond differently to motivators, so utilize a
combination of techniques to keep your team engaged and performing effectively.
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