Team Motivation, Ideas How To Motivate A Team

If you want to achieve a proper team motivation you have to motivate yourself first. No team will be motivated without the right leader with good motivation skills.

The members of a self-managed team work together to achieve a mission and vision based upon direction from a higher authority. The team establishes its mission, vision, objectives, and goals as a sub-set of those of the enterprise.

There may be little to no room for negotiation on what the overall goals are, but only the terms by which they are achieved. However, without the ability to shape mission, vision, objectives, and interim goals, the self-managed team can resort to becoming a group of individual contributors. A self-directed team is both self-managed and establishes its own direction almost exclusively. Leaders may emerge from both self-managed and self-directed teams.

For effective team motivation it is essential that teams operate within the context of the values, mission, and values of the enterprise, otherwise organizational silos can result.

A "leader-managed" team serves under an appointed leader who can be either power-centric or empowering. In either case, the relationship between the leader and team members is initially directive. The leader establishes the objectives and goals for the team. However an empowering leader has the intention of delegating to a self-managed, and subsequently a self-directed team over time, whereas a power-centric leader does not.

Both power-centric and empowering leaders should welcome team members, assess their readiness for tasks in terms of commitment and competence, assign tasks by balancing the competencies between individuals, and provide the necessary resources. Training programs may be required to prepare team members for tasks and advancement.

Power-centric leaders use rewards and punishments, and may micro manage. Micro managers may take credit for themselves, and prevent others from advancing. Empowering leaders build and maintain both motivation and momentum to gain results, from which others can advance over time.

Momentum is built by maintaining the ingredients for self motivation – positive attitude, ambition, confidence, commitment, and self assessment. Self assessment involves determining the aptitude, qualifications, ability, proficiency, and experience for tasks and future opportunities.

Momentum is maintained by identifying positive role models that team members can aspire to; overcoming obstacles, resolving conflict, giving feedback on a timely basis; and recognizing and rewarding accomplishments. Leaders cannot expect team members to duplicate success without reward and recognition. However, once momentum is built, it is easier to migrate from one task to the next.

Giving feedback is accomplished through guidance from mentoring and coaching. Mentoring addresses the personal and professional competencies of each team member – intra (self) and inter-personal skills, and functional knowledge and technical skills. Coaching addresses the enterpriship competencies that enable team members to assume entrepreneurial, leadership, and managerial roles with increased levels of responsibility in the future as they become empowered. In effect mentoring is about understanding what the rules are and why, and coaching is about how the rules are applied.

Whereas empowering leaders initially assess the readiness of team members for tasks, momentum is achieved by enabling team members to assess themselves, and make adjustments from mentoring and coaching accordingly.

As such, the relationship becomes supportive as the leader delegates to the team members, first as self-managed, and then later as self-directed. Empowered team members are also able to assume leadership roles elsewhere in the enterprise as they advance.

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Another term that I hear frequently when I ask about sales team motivation is challenge. The human species, as with most animals, has been given a survival mechanism called fight or flight syndrome. When presented with a challenge.

You are working with a team of good people but yet you are not achieving the results you are supposed to. Have you ever considered that your team has a lack of proper team motivation?

Motivation is a force, which drives and encourages a person to overcome conflicts and hurdles. It also refers to a set of forces that leads people to behave in a certain way. It is having the encouragement to do something that a person desires to do. It boosts the will power of the person and enables them attain both long term and short terms goals.

It is often seen that motivation helps a lot in boosting efficiency and increasing productivity. Lack of motivation leads to dissatisfaction, develops stress, makes a person short-tempered, and can result in depression. All these affect both the personal and professional life of the person. Teamwork is practically existent in all aspects of a person’s life, be it professional or personal.

To play a number of sports and games also requires a great deal of teamwork. A good leader is one who motivates and keeps his team focused on achieving pre-determined goals. Team motivation proves to be extremely significant in the success of any teams organized efforts.

Effective sales team motivation proves to be more difficult than individual motivation. This is because a leader motivating a team has to deal with a number of emotions. Each person in a team may require different levels of motivation. The capability of a good leader depends on his ability to motivate his team properly.

A good team leader understands all his team members’ needs and requirements. This understanding proves to be extremely important in motivating the team. Factors used for motivating a team may differ from one situation to another. An organizational team, achieving business targets may require different means of motivation compared to a sporting team planning to compete in a particular event. It is commonly seen that money, fame, and glory tend to be typical motivational factors.

In today’s competitive era, team motivation proves to be extremely important. Managers and leaders are required to possess adequate team motivation skills in order to achieve favorable results.

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Sales leaders say the same about motivation.

To be successful in sales, motivation must be present. Of course, motivation means different things to different people. For some sales leaders it means a lack of follow-up and follow-thru by a salesperson in the sales process. For others, it means not consistently prospecting. To some, it may mean a salesperson is not developing knowledge about the new products and services to sell.

There are a few points that I’ve found to be consistent about this concept of motivation.

Motivation is something:

• you desperately want in a sales candidate
• you wish all your salespeople had
• many salespeople do not have
• that significantly affects a salespersons performance if they don’t have it

Regardless of the meaning of the term motivation, it’s used a lot – typically when your salespeople don’t have it.

To become an effective sales manager, the big question is: "Why aren’t your salespeople motivated?

There are many reasons why salespeople aren’t motivated. This article is about just one of them. Here it is: Your salespeople may not be motivated because they don’t value what you’re offering. You may be surprised by this, but not all salespeople are driven to make money.

The importance of motivation: Not all salespeople are driven to make money. That does not mean that they don’t want it – it means they aren’t driven to perform in order to make it. That’s why so many fail – they want money, they just aren’t "motivated" to go and get it. Money doesn’t drive them, therefore, the commissions you’re offering don’t entice them to perform. As simple as that may sound, it’s true… and I’ve seen a lot of it.

Can you change it? Can you train someone to be driven to make money? In a word -no.

The reason is that these are core values. Values, also known as drivers or motivators cannot be changed unless a significant emotional event causes the change in their life. Think about it – some people know every sports statistic for the last 25 years. They can cite RBI’s, number of passing yards, or the free throw percentages for star athletes.

Why, they like sports, are motivated to attend sports functions and invest time doing so. Others however, couldn’t tell you the first thing about any sport or particular athlete. But they could tell you all about art.

People gravitate towards those things that satisfy their values. That’s why so many people don’t like their jobs or fail to perform. They take a job without realizing their own values or the incentives built into the job.

If you have salespeople who aren’t "motivated", identifying their core values is a place to start, preferably using a proven sales assessment tool like the Sales Champion Battery from Resolution Systems – remember, if your salespeople don’t truly WANT to sell, at an intrinsic, personal level, then they will never reach the level of a true sales professional.

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Although many it would be great to just hire self motivated people who don’t need any help from you to take action and make sales, you need to realize that sales is a tough job and that there are people who can really become great at it with some encouragement. Being in sales can either pay you very well or can make you go broke. The better you are at sales, the more money you will make.

How to motivate a sales team? Well, the main reason that most people don’t like sales is because of having to deal with rejection. No one likes to be rejected but if you’re in sales, that’s all part of the game. The more rejections you get, the closer to a sale you will be. Now just because you expect your sales people or yourself to go out there and make those sales call like a machine, it doesn’t mean motivation should be neglected.

If you are a sales person, take the time to read and listen to motivation material. By doing this, you will constantly be feeding your mind with positive and encouraging thoughts that will help you get through those days where everyone prospect seems to be in a bad mood.

For sales managers, providing your team with motivation is critical. Just look in the world of sports. Those athletes are the best in the world at what they do yet when they are losing and feeling discouraged, a simple pep talk from their coach can fire them up to the point to turn the game around.

This same thing can be used on your sales people to help them see more of themselves instead of beating themselves up mentality for not making as many sales.

Motivation is important because it causes people to take action. Without action, nothing happens. The key to achieve any goal is to take action. The more action you take, the closer to your goals you will be.

In order to continually take action, you will need to come up with ways to motivate yourself to do what you need to do everyday in order to reach those goals. So whether you need to motivate yourself or your team, motivation plays an extremely important role in building success.

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I received a call from a Sales Director recently who told me that his Sales Managers fail to hold their salespeople accountable.

He said: "My Sales Managers are too soft on their salespeople 95% of the time and too hard on them 5% of the time." He went on to explain that when attempting to hold their salespeople accountable, the Sales Managers "soft sell" the conversation.

They don’t firmly communicate the facts about the salespersons actions or the reality of the pending consequences. On the other hand, when the Sales Manager lets the poor performance go on too long, they allow their emotions to build up, eventually exploding and then losing control in front of the salesperson. Neither scenario is effective.

Fear has a nasty way of controlling even the most well intentioned Sales Managers. Although many may not want to admit it, fear of not being liked, rejection, or being talked about behind their backs by their sales team is a fate worth avoiding at all costs.

The importance of team motivation. How does a Sales Manager effectively hold salespeople accountable? Here are five things you can do to aid you in having difficult conversations focused on accountability.

Clearly Define Expectations - You cannot hold someone accountable unless they know and understand the expectations by which they will be measured. Defining expectations means the salesperson knows what it means to be successful or not.

When they know what’s expected of them, then you simply point to the expectations as the standard when they fail. This way, you remove the emotion from the situation and can stick to the facts. This removes the fear of "attacking" someone. Instead, it measures their performance against a pre-set standard.

Focus on the Issue - You may be fearful of coming across as too harsh or overbearing. Here’s an easy tips: Be easy on the person but firm on the issue.

Don’t allow yourself to get caught up in an emotionally charged situation or feel you must defend your position. Just stick to the issue – failure to meet quota, lack of prospecting effort, poorly qualified pipeline, insufficient follow-up, etc. Don’t be afraid of what they might say – just focus on their activities and how you can help them redirect their actions toward more productive means.

Connect Behaviors with Outcomes - Sometimes, the salesperson may not know that they are engaged in unproductive activities. Help the salesperson see the "effect" of their actions. Good behaviors drive positive results, and bad behaviors drive negative results.

Your salespeople need their sales coach to open their perceptions to the impact their actions make on their performance as well as the teams. For example, If they continually fail to qualify buyers, then help them connect that to why they have low closing ratios and unproductive sales calls.

Control Personal Neediness - As a Sales Manager, you must control your impulse to be liked. Stay conscious and "mentally present". You must have that conversation with yourself that keeps you focused on speaking truth, staying in control and managing your emotions. Don’t let negative thoughts permeate your mind and erode your responsibility to maintain performance within your sales team. Remember, you control your mind – not the other way around.

Do Your Job - In the end, it’s your job responsibility to meet a sales quota. If your salespeople are not meeting their individual quotas, it’s ultimately your fault – whether it was a bad hire, ineffective training, or poor management. The buck stops with you. If you inherited a poor performer, then you have to exercise your authority to either attempt to fix the situation through development or terminate them. Again, either way, it’s your job.

Salespeople must be held accountable for their results. This is a fact of Sales Management. Ideally, you’d like for them to do it themselves… absolving you of that unenviable responsibility.

In a perfect world, that would be an option. However, that’s not reality. What helps is hiring good salespeople with good products and services to sell. Also, managing and leading them well is an asset.

In the end, how you handle that difficult conversation is entirely up to you. Hopefully, you’ll see that you can do it and can garner even more respect when you do it well.

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