How interested are you in your team members? Do you ask personal questions and follow through? Or do you focus more on business results? Do you think you really inspire your team? These are extremely relevant questions to ask yourself. Of all employees who resign from their jobs, 34% do so because their manager does not give them adequate attention and is not sufficiently inspiring.
Manager Mark deeply cares about his team. He has a good sense of how everyone is doing, asks personal questions, and takes immediate action to ensure his team functions smoothly. He has learned that his team needs this. He also makes a conscious effort tell stories about how he dealt with certain problems when he was younger. Furthermore, he tries to include them in a common vision. Mark believes this will motivate and inspire his team.
How does everyone stay engaged and motivated?
What do his team members find really interesting? And how can he best convey this so that everyone remains engaged and motivated? Mark looks at the world from his own point of view. He treats his team the way he would like to be treated. And he thinks he can inspire the team the way he likes to be inspired. But does this work for everyone?
Everyone responds differently
While describing his vision in scents and colours and attempting to include his team in his story, Mark notices that Bas begins wiggling his foot a bit and becoming impatient. Eva occasionally checks her watch, while Lisa hangs on his every word. How can Mark interest and inspire everyone on his team? How does he get them to take the desired actions to achieve the team’s goals?
Drives explain thinking patterns
Drives can provide a lot of clarity. Everyone works in a different way. Drives can explain how someone processes information and what they do with it. Management Drives provides insights into how people interpret information for themselves. We have developed a model that offers insights into people’s thought patterns. This model is based on research among hundreds of thousands of employees at home and abroad.
It shows how someone views the world from their own perspective. The thought patterns are explained by drives that we present in an MD profile. We distinguish six drives that are unique to each person, both in strength and in rank
Drives predict behaviour
Drives are predictors of behaviour. Anyone can exhibit any type of behaviour when they are motivated in a way that triggers their dominant drives. Insight into Bas’s drives can explain why the story does not reach him, while the story completely fits Lisa. So, Mark’s current way of involving everyone is not working. But what does work?
Turn potential into performance
As a manager, you can use the knowledge of drives to adapt your leadership approach and style of communication to involve everyone. Each person works best when they are motivated by their dominant drives. This is the intrinsic motivation. This intrinsic motivation leads to performing tasks in a natural way. By paying attention to what drives your team members, you learn to understand them better and you create a better connection between you as a manager and your team. You are literally investing time and energy. This shows that you are involved and that you care about your team. The Management Drives tool helps you to be a leader who inspires your team on a personal level. This helps you convert the potential of the individual, the team, and even the organisation into performance.
Get to understand your drives
Complete the mini-survey and find out what drives you. This simplified profile gives you insight into your two biggest drives, shows your biggest pitfalls and the behaviour that can irritate you. How do your drives match those of your team?
Complete the mini-survey here and immediately receive your results!
Numbers resignation: https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/the-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools