- March 20, 2018
- Posted by: hpiadmin
- Category: Power Ideas
Remember the little train that could? I think I can, I think I can, I think I can! We all admire self-confident people. We see them as winners, as someone who is in control of their actions. We also admire those who are motivated to achieve. When a person is motivated, they don’t need prompts to get things done. Motivation and Confidence go hand in hand. Let’s read on as Senior Strategic Partner, Charles Parnell helps us to learn more about these two critical factors for personal and organizational success.
There continues to be a credible discourse in the workplace regarding motivation and confidence. They both are related to the same outcome – success. Motivation is the amount of or level of desire to accomplish a specified outcome. Confidence is the perception of one’s abilities to succeed in the fulfillment of the specified outcome. Even though both are directed at a future outcome, confidence is generated from past experiences and motivation is generated from the anticipation of a future result.
When we think of effective managers and leaders, we think of them having the following skills: interpersonal, decision-making, planning, problem-solving, communicating, behaving with a specific purpose in mind, having confidence and a significant level of motivation. Confidence can be developed principally by previous well-defined goal achievement that is driven by self-esteem. People who achieve well-defined goals develop the confidence to confront new situations. Learning from failures can assist in developing confidence for future tasks. This is particularly true if they work in a supportive environment.
Here are some confidence inhibitors:
* Predetermined Attitudes – can determine how you approach a task
* Guilt Feelings – create a sense of unworthiness
* Fear of Failure – prevents risk-taking – which could develop confidence
There is tangible evidence that motivated people achieve results and success. In the workplace, motivation by incentive promises a reward, usually tangible, in exchange for some specific behavior or action. Some examples are promotions, bonuses, stock options and profit sharing. Some examples of intangible awards are recognition, sense of security and prestige. Research indicates employees are motivated by interesting work, exciting work, challenging work and work that provides intrinsic satisfaction. Employers cannot directly motivate their employees, but they can indirectly motivate them by creating an environment that fosters motivation. Fundamentally, employees have to ask themselves – “what’s in it for me to be motivated to achieve organizational goals?”. The answer will be personal and organizational success.