What motivates you does not motivate me; Moving Motivators helps you discover the intrinsic motivations of your people.

If you do not motivate them, at least do not discourage them

What is Moving Motivators?

They are tools used to identify the aspects which are more motivated in the work teams or your collaborators and therefore work to achieve better performance, keeping happiness as a priority.

What are Moving Motivators useful for?

Creativity and talent do not flow by obligation. They are free, and their natural space is the inspiration. A manager 3.0 is responsible for getting rid of all the impediments that discourage the knowledge worker and prevent them from finding in their environment the inspiration they need, with their co-workers and with their boss, moving motivators can give you a lot of information to know which aspects motivate your collaborators more.

What do you need to do this exercise?

• Print the letters that you can find here on the https://management30.com/practice/moving-motivators/ or acquire them online in the store https://management30.com/shop/moving-motivators-cards/ 
• A pleasant space and spacious tables.
• Optional: chocolates or a snack, I do it like that ;)
• 45 to 60 minutes of the participant time.

How did I experience? 

I never had the opportunity that either my bosses or the company who took the time to evaluate what motivates us in our work, instead I experimented and went through extrinsic motivation practices, this kind of practice in environments where work and the raw material is knowledge, creativity and inventiveness may have a harmful effect on the employee because they are forced to achieve something that is of interest to a third party and may be something that they do not share, do not like or do not see value in it.

Neither does it mean that this form of motivating is negative (through the figure of compensation for objectives), in the end it is a tool that must be used in the appropriate contexts.

From my experience I have done it in the following way in coaching exercises.

Case 1

1. Prepare the scenario regarding the way you will use the technique, this is the  key, it is good to give an explanation or mini-teaching about the motivations, a couple of slides about the 10 intrinsic desires, some examples narrated by the facilitator, between others, this is to prepare the context so that you can exploit the dynamics.
2. There is no exact rule on how you should distribute the deck of cards, in this case there were several people and each one of them was given a set of cards. 
3. Prepare the question and give it to the team. How do you nurture your most important motivations with the current relationship of your students and team of teachers? Give a 5 minute time box.
4. Ask each one to share how they established that order of motivations, share and converse for 5 more minutes.
5. Now request that they individually order the cards, placing on the LEFT (what they give more importance to) and on the RIGHT (what they give LESS importance to)

Then change the type of question, one that will affect those involved, and make an impact on their motivations. “In this case the question is associated with the phenomenon of the flight and high migration of young people from the university”, how does this affect them? Ask them to move the cards as an equalizer UP (for a positive change), DOWN (for a negative change) OR DO NOT MOVE (if the change does not affect that motivation)

Here the evidence of the changes.

Again, each participant shares to know which rose, which fell or which remained intact and then enter a space of reflection that can be done by using open questions that invite exploration and discovery or it can be accompanied by another technique. I do not know if these techniques have already been applied or was written by another practitioner or published as stories, but it is also valid if you invent your own mojito in the facilitation of techniques. In this case I support improvisation cards asking this group of friendly teachers who will take one of the cards and shared their advice about what we can do to help minimize the impact of the flight of young people in Venezuela, without a doubt there were very good stories at the time accompanied by proposals and ideas that will be put into practice in the university to influence the social phenomenon in relation to the flight of talent that Venezuela faces.

Case 2

Discovering what motivates my coworkers to know them more, as new members of the company.

I repeated the steps described above, in this case my intention to use it was because there was a conflicting situation with two members of the team. The question I asked was what does it represent to you the possible departure of the other person from the company. How does it influence your motivation?

What I learned? 

Especially in the second case where I took consideration as a member of the team to discover alternatives to rescue the other member that showed their possible withdrawal from the organization,  I established a mediation between the parties, or make a Feedback Wraps!! I did not have the perfect means, but what I knew was that I had to get to work and take action to improve the environment and relationships of our team.

"If you cannot motivate your collaborators, you do not have to worry: that is an individual responsibility. But in no way can you incur the managerial crime of discouraging them”

"Nothing more powerful, nothing more productive than a talented employee at ease with his work, identified with the purpose of the company, with clear motives and surrounded by other equally inspired and dedicated colleagues."

More details about Moving Motivators 

• La sorprendente verdad sobre qué nos motiva
• What motivates you?
• Drive: The Surprising Truth About What Motivates Us 
• No más jefes ¡Por Favor!