Every person on your team will have a different motivational style. Many leaders think that motivation is a one size fits all type of style. But each person is motivated by their specific flavor. Some people are motivated by external goals and tangible results while others are more internally motivated by feelings, emotion, purpose, and significance. Neither person is right or wrong, it is just their unique motivational style. Some people are motivated by stability, predictability, and security. Others are motivated by multitasking, risk taking, and high-pressure environments. Again, neither is right or wrong. It is just their unique motivational style.

Leaders have to know who they are dealing with to get their team motivated. If a leader pushes a stability type person to be driven by risk taking and high-pressure work environments, that person is going to become highly unmotivated. However, if they motivate that person with tasks and systems which are more predictable and create a low-pressure environment, the person will thrive with motivation. The key is to know what type of person you are dealing with. A leader must study their team to become aware of all the unique motivational styles they are working around. When a leader comes to know their team’s needs, they are one step closer to figuring out how to spur them on.

The common mistake most leaders make is to try to motivate others by using the same means that motivate themselves. Just because you, as the leader, are motivated a certain way does not mean that others will be motivated in the same way. If a leader tries to motivate others based on their own style, they will alienate the other motivational styles people have. That leader will become frustrated, thinking that their team is being lazy, when, in reality, the leader is failing to understand the needs of the individual.

Study your team and be aware of what motivates your people. Make notes, file ideas, and reflect on each individual to get the best from them. I once knew a leader who kept a file for each one of his employees. In that file, he would write down notes and spend time studying that person’s motivations so that he was able to truly know how to utilize each person to their fullest potential. He was very successful at it. And it was well worth the time and energy it took to be in tune with his team.