Building and Maintaining Motivation for a Better World
In addition to being an Epik Project volunteer in Ventura, California, I also have experience as a fire captain. For 24 of my 34-year career, I lead engine/truck companies, rescue teams, and station personnel. It was a wild and fulfilling time of my life and one recent afternoon while chatting with Epik founder, Tom Perez, we got on the topic of motivating teams and individuals. It seems my background as a fire captain stirred a fair assumption that I have some motivational skills and Tom asked me about the key to getting people on board with a mission and headed in the same direction. Tom is always looking for ways to affect positive change among his team, Epik Project volunteers, and masculine culture in general and his questions got me thinking.
Really, isn’t the role of a leader to steer others away from calamity? The calamity that Epik Project is steering men away from can be described as porn addiction, sex buying, and exploitative behavior. Calamities worthy of attention!
So how can we motivate Epik volunteers and men in general?
First, I want to share what I have learned about this unpredictable motivational process at this stage: If I hope to be joined in my pursuit, mission, or project, I better have a clear answer to the question every person will have the main question, “Why?”
The prophet Jeremiah’s life-giving words, “Where there is no vision, the people will perish.” It cannot be overstated that if a strong vision cannot be shared, then the mission has already failed.
Next, we want to revisit the age-old sociological question that continues to be answered differently by various camps, “Are people motivated extrinsically (externally) or intrinsically (internally)?”
In my experience, if a person has enough internal drive and initiative to show up, then there is a good chance that they will respond to, and act upon, efforts to motivate even bigger steps from them. The thing about intrinsic (internal) motivation is that, without an understanding of its lack or presence and where it is rooted in the individual(s), the prospect of any successful extrinsic motivation is a heavy lift.
Lastly, knowing our audience when conveying the ‘sell’ is key as well. Having a good idea of who the vision will resonate with is vital to avoid spinning our wheels from the onset. How do we do this? The assessment is best made by having some idea about the interests and talents/gifts our would-be help mates possess. Sharing my values with my team or student is most essential, as you can imagine, and possibly comes second in significance to the values we do not share.
Individuals vs Teams, Adults vs Children:
The perspective I’ve shared so far is from the one-on-one approach. But, let’s also assess how group dynamics such as peers seeking collective accountability, and assistance from various talent stores can be used to develop motivation.
“It is important to always see the processing of inevitable differences as an opportunity for personal growth.”
We have the makings of a strong, motivated team when consensus regarding the vision and its strategy comes easily. And of course, if agreement on these pillars does not exist, it is up to us as leaders to honestly validate other points of view, even if in doing so we disqualify our own. It is important to always see the processing of inevitable differences as an opportunity for personal growth.
Developments I expect to see within a good team are in the areas of camaraderie and pragmatism. The pragmatic element is the hope that things will get done more swiftly and creatively which enhances the aspect of camaraderie (simple togetherness and the enjoyment of belonging).
Also, I have formed and coached teams of all age groups for various things in the career and coaching chapters of my life and I have found the key difference between children and adults is the thickness of their skin.
Adults, while better at taking focused initiative, will come up with creative excuses to comfortably distance themselves from commitment, and woe to us when we advise them of the frustration that creates. More often than not these excuses can be an indicator that the person might quite soon exit. On the other hand, while motivating children might call for them to be redirected, children don’t get nearly as offended when they’re called to step up.
Pitfalls to Avoid
A surefire way to squelch any motivational presence as a leader is by hiding your weaknesses, presenting unbalanced demands within the team, not proving your own willingness to do what you have asked to be done, and lacking the ability to empathize with team members when they are feeling overwhelmed.
If you do spot pressure or personal discord developing, you want to know you can be trusted to delicately say, “Take a break, come back when you are more settled; and keep me in the loop about how I can help”.
Helpful Tips
Check-ins: Regardless of age or trustworthiness, periodic check-ins are important ensuring the original vision and “why” have not morphed.
Supervision: See, people drift in their approach to things unless there is unwavering supervision (securing the leader’s intent). “Supervision” implies the leader is available every step of the way, and If I am to motivate you I must promise I will be. But not breathing down necks (micro-managing), however, simply offering “indirect” supervision… trusting your judgment. Herein, you will produce positive results through the resulting empowerment. Not being there for our people in this way causes them to question if we indeed care for them, or the mission, or either; when that occurs, any motivation mustered up to this point is stifled.
Values: Values are paramount to motivating individuals to come and stay alongside the mission. Some of these values are equity, transparency, humility, integrity, and compassion.
Model grace and prioritize being understood and a strong(er) sense of belonging.-- the best motivators known to mankind. Belonging is what we all thrive on; the driving force God equips us with to cultivate community to keep things movin’ and groovin’.
What do you think of these factors for building and motivating individuals and team members to join a cause, change their habits, and be part of something bigger than themselves such as Epik Project?
