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Do You Play to Win—or to Not Lose?
The Right Motivational Story
Different personality types are inspired and motivated by different types of stories.
The promotion-focused ones find inspirational leaders stories to be engaging and effective, whereas the prevention-focused individuals are impressed with cautionary tales of someone who didn’t follow the path.
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Our Own Personal Motivation
A whole lot of ingredients go into the cauldron of motivation, and each one of us has different personality attributes, requiring a specific and tailored approach. The Myers-Briggs Personality Type Indicator tool identifies one’s personality type by providing indications like:
- One’s degree of introversion or extroversion.
- Usage of feelings or thinking while making decisions.
Promotion And Prevention Work Personalities
- In a professional setting, the promotion-focused people are optimistic, speed-oriented, great brainstormers, plan for best-case scenarios and are also open to new opportunities. The people rely on positive feedback and can be dejected when things are not right. They like to think out-of-the-box and dive into work such as musicians, copywriters, inventors and consultants.
- Prevention-focused people are slow and steady, provide accuracy, and have tried and tested ways of doing things. The people are uncomfortable with short deadlines, praise, and feel worried or anxious when things aren’t going smoothly. Being risk-aversive, they do great in administrative work, bookkeeping, accounting, manufacturing and risk-management work. Any job requiring accuracy and attention to detail would fit these personality types.
Motivational Fit
It enhances and sustains the value of the individual. When managers' motivational strategies do not align with the dominant focus of one employee (prevention or promotion), then it is less likely the individual will achieve one’s goal.
The Right Motivational Story
Different personality types are inspired and motivated by different types of stories.
The promotion-focused ones find inspirational leaders stories to be engaging and effective, whereas the prevention-focused individuals are impressed with cautionary tales of someone who didn’t follow the path.
The Right Mentor
The right mentors and bosses play a significant role in the motivation of the individual.
When there is a mismatch between the employee and the boss, the work commitment and enjoyment declines.
Goal Framing
The right language, especially in framing a goal has a big impact on the performance of an employee.
- The prevention-focused employee gets motivated by a different kind of language, which emphasizes on the inconvenience and the pitfalls of their assignments.
- The promotion-focused employees get motivated by language that is inspiring and makes the work enjoyable and tantalizing.
Feedback: Giving And Receiving
Promotion-focused employees like to receive feedback in which the manager is acknowledging and praising their excellent efforts. Prevention-focused employees respond well to criticism and the looming possibility of failure and try harder to achieve the goal when they are made to feel insecure.
It is a sound strategy not to be overly positive with the prevention-focused, or overly critical with the promotion-focused.
Incentives
Rewards and incentives vary according to personality type.
- The fear-based strategies that instil insecurity in the employees (The Stick) work well with the prevention-based employee.
- 'Carrot' based strategies that are rewarding success, work best with the promotion-based employees.
SIMILAR ARTICLES & IDEAS:
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Key Ideas
Have Self-Compassion
Self-compassion is being willing to look at your mistakes or failures with kindness and understanding—without harsh criticism or defensiveness.
Most of us believe that we need to be har...
Remember the "Big Picture"
Thinking Big Picture about the work you do can be very energizing in the face of stress and challenges because you are linking one particular, often small action to a greater meaning or purpose.
Something that may not seem important or valuable on its own gets cast in a whole new light.
Rely on Routines
Every time you make a decision, you create a state of mental tension that is, in fact, stressful.
The solution is to reduce the number of decisions you need to make by using routines. If there's something you need to do every day, do it at the same time every day. Have a routine for preparing for your day in the morning, and packing up to go home at night. Simple routines can dramatically reduce your experience of stress.
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What Are the Pros of Incentives?
- Having a good salary and benefits package is great, but having extra incentives for a job well done makes workers feel appreciated. That decreases turnover and increases profits.
What Are the Cons of Incentives?
- Create conflict: those who don’t receive incentives may be jealous of those who do regardless of merit. Those who receive incentives might also be upset if they worked harder than others to get the same reward.
- The focus of work becomes competitive instead of being focused on quality and people will only work as much as it takes to earn the incentive.
- It eliminates productivity for everyone except top performers who are more benefited by incentives.
- Incentives can become quite costly as they need to continue to rise on a scale of cost in order to remain effective.
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Mindsets in leaders
Mindsets drive what leaders do and why they do it.
Two different leaders might face the same situation but respond to it very differently. One leader might see the case as threatenin...
Growth and Fixed Mindsets
A growth mindset is a belief that anyone can change their talents, abilities, and intelligence. Those with a growth mindset:
- take on challenges
- take advantage of feedback
- use the most effective problem-solving strategies
- provide developmental feedback
- is persistent in accomplishing goals
Conversely, those with a fixed mindset believe that talents, abilities and intelligence can't be improved.
Learning and Performance Mindsets
Leaders with a learning mindset are motivated to increase their competence and master something new.
A performance mindset desires to gain favorable judgments about competence and avoid negative judgements.
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