Why Personal Motivations Matter
There is a famous quote that says, "Remember, you are unique, just like everyone else." Everyone is indeed unique with a their own genetics, upbringing and life experiences that have shaped who they are and what they have become.
Yet for some reason, when all of these unique people walk into the door at work, they are supposed to conform and be like everyone else. It's as if all the uniqueness is checked at the door and I am now an "employee."
Kind of depressing, isn't it?
When I talk to individuals at different clients, I hear a lot of the great ideas they have but they are unwilling to share them. They say the work environment is not receptive to new ideas or concepts that challenge the status quo. Sure, the leadership team talks a good game but these employees have seen first hand theirs or others ideas shot down in flames at many management meetings.
Sometimes they even get the title of "trouble maker," just for challenging things and sharing new ideas and thoughts that may threaten management or even higher. You may try it once but never again! What a shame!
Why do so many people give up sharing their unique ideas so quickly?
Here's where the personal motivations kick in. It called job preservation and security. Many people have very unique situations in their personal lives that shape what they do at work. Severe hardships, family illnesses and sending multiple kids through college are examples that may create financial and emotional strains. They need their job, even if they don't like it or don't feel challenged or appreciated. They simply need it to survive and there aren't any other good options. I have heard employees at least 50 times over my career say, "I'm not sharing that! I have bills to pay and mouths to feed." Again, what a shame!
If this is the case and the company culture does not reward new ideas or challenging the status quo, these individuals will keep their ideas to themselves in the name of job security. The end result is an organizational void of new thoughts and ideas. This leads to being less competitive and can ultimately lead to an organization's demise.
Organizations do not spend near enough time, if any at all, understanding the uniqueness of its people and the uniqueness of their personal motivations. If they did and then created a safe environment where new ideas and challenging the status quo actually created more job security, the amount of creativity and innovation would be astounding!
The organizations that understand this, embrace it and then create safe environments to foster creativity and innovation will have an enormous competitive advantage, regardless of the industry.
How do you think personal motivations affect organizational performance? I'd love to hear from you. You can also check out my website at www.derrickstrand.com or email me at dstrand@derrickstrand.com for general information or to sign up for my monthly newsletter. Also, connect with me at the following social media links:
Yet for some reason, when all of these unique people walk into the door at work, they are supposed to conform and be like everyone else. It's as if all the uniqueness is checked at the door and I am now an "employee."
Kind of depressing, isn't it?
When I talk to individuals at different clients, I hear a lot of the great ideas they have but they are unwilling to share them. They say the work environment is not receptive to new ideas or concepts that challenge the status quo. Sure, the leadership team talks a good game but these employees have seen first hand theirs or others ideas shot down in flames at many management meetings.
Sometimes they even get the title of "trouble maker," just for challenging things and sharing new ideas and thoughts that may threaten management or even higher. You may try it once but never again! What a shame!
Why do so many people give up sharing their unique ideas so quickly?
Here's where the personal motivations kick in. It called job preservation and security. Many people have very unique situations in their personal lives that shape what they do at work. Severe hardships, family illnesses and sending multiple kids through college are examples that may create financial and emotional strains. They need their job, even if they don't like it or don't feel challenged or appreciated. They simply need it to survive and there aren't any other good options. I have heard employees at least 50 times over my career say, "I'm not sharing that! I have bills to pay and mouths to feed." Again, what a shame!
If this is the case and the company culture does not reward new ideas or challenging the status quo, these individuals will keep their ideas to themselves in the name of job security. The end result is an organizational void of new thoughts and ideas. This leads to being less competitive and can ultimately lead to an organization's demise.
Organizations do not spend near enough time, if any at all, understanding the uniqueness of its people and the uniqueness of their personal motivations. If they did and then created a safe environment where new ideas and challenging the status quo actually created more job security, the amount of creativity and innovation would be astounding!
The organizations that understand this, embrace it and then create safe environments to foster creativity and innovation will have an enormous competitive advantage, regardless of the industry.
How do you think personal motivations affect organizational performance? I'd love to hear from you. You can also check out my website at www.derrickstrand.com or email me at dstrand@derrickstrand.com for general information or to sign up for my monthly newsletter. Also, connect with me at the following social media links:
Posted by Derrick Strand at 9/28/2010 8:16 AM 
Categories: Leadership, Organization, People, Innovation, Culture, Management
Tags: Employee Rewards Performance Management Employee Motivations
Categories: Leadership, Organization, People, Innovation, Culture, Management
Tags: Employee Rewards Performance Management Employee Motivations
So what are some safe environments to share these ideas other than hiring DSE to conduct a session!
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We have had many great ideas come from our team because we encourage and in turn- implement those ideas when they are presented. If everyone had the same ideas- what a boring world this would be.
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Great insight, great article, and thanks for sharing it.
How to subscribe on your blog ???
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