Three Factors Of Leadership Motivation

Leaders do nothing more important than get results. But you can't get results by yourself. You need others to help you do it. And the best way to have other people get results is not by ordering them but motivating them. Yet many leaders fail to motivate people to achieve results because those leaders misconstrue the concept and applications of motivation.

To understand motivation and apply it daily, let's understand its three critical factors. Know these factors and put them into action to greatly enhance your abilities to lead for results.

1. MOTIVATION IS PHYSICAL ACTION. "Motivation" has common roots with "motor," "momentum," "motion," "mobile," etc. – all words that denote movement, physical action. An essential feature of motivation is physical action. Motivation isn't about what people think or feel but what they physically do. When motivating people to get results, challenge them to take those actions that will realize those results.

I counsel leaders who must motivate individuals and teams to get results not to deliver presentations but "leadership talks." Presentations communicate information .. But when you want to motivate people, you must do more than simply communicate information. You must have them believe in you and take action to follow you. A key outcome of every leadership talk must be physical action, physical action that leads to results.

For instance, I worked with the newly-appointed director of a large marketing department who wanted the department to achieve sizable increases in the results. However, the employees were a demoralized bunch who had been clocking tons of overtime under her predecessor and were feeling angry that their efforts were not being recognized by senior management.

She could have tried to order them to get the increased results. Many leaders do that. But order-leadership founders in today's highly competitive, rapidly changing markets. Organizations are far more competitive when their employees instead of being ordered to go from point A to point B want to go from point A to point B. So I suggested that she take a first step in getting the employees to increase results by motivating those employees to want to increase results. They would "want to" when they began to believe in her leadership. And the first step in enlisting that belief was for her to give a number of leadership talks to the employees.

One of her first talks that she planned was to the department employees in the company's auditorium.

She told me, "I want them to know that I appreciate the work they are doing and that I believe that they can get the results I'm asking of them. I want them to feel good about themselves."

"Believing is not enough," I said. "Feeling good is not enough. Motivation must take place. Physical action must take place. Don't give the talk until you know what precise action you are going to have happen."

She got the idea of ​​having the CEO come into the room after the talk, shake each employee's hand, and tell each how much he appreciated their hard work – physical action. She didn't stop there. After the CEO left, she challenged each employee to write down on a piece of paper three specific things that they needed from her to help them get the increases in results and then hand those pieces of paper to her personally – physical action.

Mind you, that leadership talk wasn't magic dust sprinkled on the employees to instantly motivate them. (To turn the department around so that it began achieving sizable increases in results, she had to give many leadership talks in the weeks and months ahead.) But it was a beginning. Most importantly, it was the right beginning.

2. MOTIVATION IS DRIVEN BY EMOTION. Emotion and motion come from the same Latin root meaning "to move". When you want to move people to take action, engage their emotions. An act of motivation is an act of emotion. In any strategic management endeavor, you must make sure that the people have a strong emotional commitment to realizing it.

When I explained this to the chief marketing officer of a worldwide services company, he said, "Now I know why we're not growing! We senior leaders developed our marketing strategy in a bunker! He showed me his" strategy "document. It was some 40 pages long, single-spaced. The points it made were logical, consistent, and comprehensive. It made perfect sense. That was the trouble. It made perfect, intellectual sense to the senior leaders. But it did not make experiential sense. to middle management who had to carry it out. They had about as much in-put into the strategy as the window washers at corporate headquarters. So they sabotaged it in many innovative ways. Only when the middle managers were motivated – were emotionally committed to carrying out the strategy – did that strategy have a real chance to succeed.

3. MOTIVATION IS NOT WHAT WE DO TO OTHERS. IT'S WHAT OTHERS DO TO THEMSELVES. The English language does not accurately depict the psychological truth of motivation. The truth is that we cannot motivate anybody to do anything. The people we want to motivate can only motivate themselves. The motivator and the motivatee are always the same person. We as leaders communicate, they motivate. So our "motivating" others to get results really entails our creating an environment in which they motivate themselves to get those results.

For example: a commercial division leader almost faced a mutiny on his staff when in a planning session, he put next year goals, numbers much higher than the previous year, on the overhead. The staff all but had to be scrapped off the ceiling after they went ballistic. "We busted our tails to get these numbers last year. Now you want us to get much higher numbers? No way!"

He told me. "We can hit those numbers. I just have to get people motivated!"

I gave him my "motivator-and-motivatee-are-the-same-person!" pitch. I suggested that he create an environment in which they could motivate themselves. So he had them assess what activities got results and what did not. They discovered that they spent more than 60 percent of their time on work that had nothing to do with getting results. He then had them develop a plan to eliminate the unnecessary work. Put in charge of their own destiny, they got motivated! They developed a great plan and started to get great results.

Over the long run, your career success does not depend on what schools you went to and what degrees you have. That success depends instead on your ability to motivate individuals and teams to get results. Motivation is like a high voltage cable lying at your feet. Use it the wrong way, and you'll get a serious shock. But apply motivation the right way by understanding and using the three factors, plug the cable in, as it were, and it will serve you well in many powerful ways throughout your career.

2004 © The Filson Leadership Group, Inc. All rights reserved.

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How to Increase Motivation

Motivation is an important factor that plays a very important role in enhancing efficiency and boosting productivity. Motivation drives people to perform their best in all the activities carried out by them. Lack of motivation hampers productivity and damages growth prospects. Managers and leaders are required to increase employee and team morale. They may use various means or incentives to increase motivation. This differs from person to person and from situation to situation.

Attending personal development workshops can increase personal motivation. Seminars, training programs or vocational courses can help people boost their personal levels of motivation. People are also advised to read or listen to inspirational material. This plays an important role in increasing their personal level of motivation. Another significant way by which people can increase their personal motivation is by associating with positive people.

In order to achieve organizational goals and objectives, managers and team leaders are required to increase the morale of their employees and subordinates. They are advised to constantly stay in touch with their employees and improve modes of communication in order to facilitate adequate feedbacks. Appropriate allocation of authority and designation of responsibility also helps in increasing motivation level among employees. It is commonly seen that financial incentives and perquisites offered also prove to be the most effective motivational tools in the hands of employers. Recognizing talent and giving due praise when required also helps in boosting employee motivation.

A number of theories have been compiled keeping in mind human psychology. "Maslow's hierarchy of needs" and "McGregor's Theory X and Theory Y" are the most famous theories that have been developed. These theories have immensely helped in understanding human behavior. They have analyzed human wants, which has made it easier to develop new and improved means of motivating employees and individuals.

Analyzing human behavior and accordingly satisfying wants can help to increase the level of motivation in a person.

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Weight Loss – Finding Your Trigger To Boost Your Motivation to Lose Weight

If you are like many people, you may find you struggle to maintain optimal motivation levels from time to time. You go about your program and sometimes, you are sufficiently motivated and ready to work as hard as possible. Other times, the opposite occurs. You cannot get yourself to do what you know you need to. What gives? When this takes place, it is essential to identify your triggers.

Let us look further at this concept so you can find out how to use it and have sky-high motivation at all times.

What Are Triggers? Triggers are essentially anything that is going to make you strive to work as hard as possible to see a result.

For instance, it is the reason why you are looking to lose weight. Why you are hitting the gym each day. Why you are saying no to pizza when it is offered.

Your triggers dictate your ability to stick with your program and generally speaking, the stronger the trigger, the easier time you will have to maintain your motivation to continue.

Finding these strong triggers is essential for your success.

Finding Your Triggers. How do you go about finding your triggers? First, you must dig deep …

  1. Now, at the surface level, you may think the primary reason you want to lose weight is to look better. Moreover, that is great, but it is at a surface level. Go further.
  2. Why do you want to look better? What will looking better get you? Whom do you want to look better for? What happens if you don't look better?

Try answering these questions along with any others you may come up with that will help you better understand your triggers.

You may find you want to look better to regain the self-confidence you lost as a teen when you started putting on the weight and by doing so, you may feel like you will approach life and your job differently, and if you do, it may mean career advancement.

Now you have a definite trigger. When you think of that piece of cake, think of this instead. If you want to be successful and reach your goal, your trigger will help you to say no to the slice of cake.

Using This Wisely. How can you use this wisely? What you need to know here is this exercise is not designed to make you feel bad about yourself. Instead, it is intended to help uncover the reason why you are working so hard towards your goal.

If you have not taken the time to uncover your trigger or triggers, that is your first mistake and what will cost you down the line. Your motivation will fail, and you will be back to square one.

Take some time and find your trigger. It is one of the best steps you can take to help achieve maximum success.

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Self-Motivation: How to Keep Yourself Motivated

Keeping one's self going is a difficult thing to do. There are a million distractions that occur every day and that can mean that we do not stay on track with what we should be doing. Self-motivation is something that does not come easy to a lot of people and that means that there are some steps that need to be taken before you can become motivated to the fullest extent. Of course there are some other matters that first need to be taken care of. If there are a lot of distractions that keep you from doing what you need to be doing then you need to make some changes. This is really the first step towards becoming self-motivated in any form.

To be self-motivated means that there is no outside force or person pushing you to become what you want. The whole concept of succeeding lies within yourself and that means that you will need to make the effort yourself to be who you want to be. The doing away with the distractions means that you need to be completely self-reliant. If you have many distractions then you will not be getting the things done that need to be so you are not being self-motivated in that sense. Take the effort to make sure that you are completely absorbed in what you are doing, especially when it comes to work. This will mean that everything else takes a back seat and you are working to the best of your ability.

If you are a person that needs a push to get going on something then you will need to devise a plan to become self-motivated. If you are one that requires the motivation then you will need to be sure to have something nearby that reminds you of what you need to be doing. For instance, a photograph depicting an event will be sure to move you along whenever you look at it. The same goes for a saying by a famous person that has succeeded in the way that you wish to succeed.

To be self-motivated is to be the one person that gets it done without having to be told to do so. Moving along through the ranks and being the one person that succeeds where others fail is above all the rest. Take the time to become self-motivated and you will be much happier with yourself to say the least.

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Student Motivation

Student motivation refers to a student's interest, desire, compulsion, and need to participate in and be successful in the learning process. It is generally accepted that student motivation plays a key role in academic learning.

Highly motivated students actively engage more in the learning process than less motivated students. Motivated students have a positive impact on learning. They take advantage of a given opportunity and show intense effort and concentration in the implementation of learning process. Also, they reveal positive emotions such as excitement, enthusiasm, interest, and optimism during learning.

On the other side, the less motivated were found to be less interested in participating in the learning process. Most of them were physically present in the class room but were mentally absent. They often failed to actively engage themselves in the learning tasks. Such students were more likely to stop learning. Less motivated students should be guided so as to develop a favorable attitude towards the learning process.

A teacher or an instructor has a significant role in guiding less motivated students. A technique called attribution retraining, which includes modeling, socialization, and practice exercises, is used to restructure less motivated students. Its aim is to help students to concentrate on the learning task without the fear of failure.

There are two types of student motivation such as extrinsic motivation and intrinsic motivation. Extrinsic motivation is defined as the motivation to engage in an activity in order to obtain rewards or to avoid punishments from an external source. Extrinsically motivated students undertake an activity for the sake of getting good grades or a teacher's approval. Extrinsic motivation is again divided into two such as social motivation and material motivation. Social motivations include approval of teachers, parents, and friends. Good grades, future education, or job security come under material motivations.

Intrinsic motivation refers to engaging in an activity for its own sake, for the pleasure and enjoyment it provides. To be more precise, a student who is intrinsically motivated carries out an action for the learning it permits. Compared to extrinsic motivation, intrinsic motivation is more desirable as it is the motivation to engage in the learning process for the enjoyment of learning without considering its consequences.

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Understanding Motivation through Maslow's Hierarchy of Needs

In 1943, American psychologist Abraham Maslow published a paper called A Theory of Human Motivation. In this paper, Maslow contended that human beings are motivated to fulfill basic needs and once those needs are met, they seek to satisfy successfully higher needs in a set of progressive hierarchies. It was previously believed that humans were only motivated to seek physiological needs such as warmth, shelter, food, water and sex, or in other words, the "animal needs" of the person. Maslow, however, contended that mere physiological needs were not enough to motivate a person completely as a conscious individual. Maslow contended that an individual's biological and safety needs represented only the basic underlying level of needs and that there were additional needs that the individual was motivated to pursue during the course of their lives. This was described by Maslow as the Hierarchy of Needs, also known as Maslow's Hierarchy.

The Maslow's Hierarchy of Needs

The theory behind Maslow's Hierarchy of Needs is that there are five motivating layers of progressive needs that drive human behavior. Biological needs, such as the need for food and water, are at the bottom, because as we know, if we don't drink water, we will die. But once we meet all those biological needs, then it no longer becomes a driving force in our lives, and we rise up to a new layer of needs which we are motivated towards. Imagine a pyramid with five different layers. For the sake of this article, let's reference the bottom layer as layer # 1 and the top of the pyramid as layer # 5.

Layer # 1 – Physiological Needs

Physiological needs consist of the basic nutrients needed to support the biological existence of that individual as an organism. These include the need for oxygen, food and water, elimination of bodily waste, sleep, and body temperature. Arguably, the need for sex is also a physiological need in this category. Physiological needs represent the foundation of the hierarchy from which all other layers are built upon. Anytime when one of these physiological needs are threatened, all other needs will be inconsequential and the physiological needs will take priority.

Layer # 2 – Safety Needs

The second layer of the hierarchy is the need for safety and security. In order for this need to be fulfilled, a person needs to experience a sense of security in their lives and to live without fear. In the caveman days, this usually meant having a nice secure cave-dwelling that would protect him and his clan from the harsh environment, as well as other predatory animals and human enemies. Safety and security needs can include physical safety from violence, security of employment, financial security, security of good health and security of family.

Layer # 3 – Love & Belonging Needs

Belonging needs require that the person feel that they belong to a particular group, association, club, or team and that they are loved and shown affection by persons of their choosing. People have a need to be accepted and to belong in the groups that they associate with. These can be work groups, family groups, clubs, religious groups and even gangs. All people have a need to feel loved both sexually and non-sexually by other people and to be genuinely accepted by them. When these social needs are not met, people are susceptible to loneliness and depression as a result.

Layer # 4 – (Status) Esteem Needs

Esteem or status needs is having a need to be respected by others and to have respect for themselves. In order to gain recognition for themselves and to be respected by other people, included ourselves, we pursue activities, hobbies, and professional careers which give us a sense of self-value and also becomes an avenue to compare ourselves with others. Confidence, competence, and achievement fall under esteem needs. Lower-level esteem needs are fame, respect, and glory, but these are dependent upon other people to achieve and therefore are considered inferior to self-esteem, which is dependent only on the individual.

Layer # 5 – Self-Actualization

Self-actualization is realizing the potential of being the best that you can be in life. Self-actualizing people have a more efficient perception of reality. They have a superior ability to reason efficiently and logically. The self-actualizing person accepts themselves and the world that they live in as they are. They are able to enjoy themselves without regret, shame or apology, and do not have any unnecessary inhibitions. They are also spontaneous and motivated towards continual growth. They are promoted to a higher sense of duty. They are also able to be alone without being lonely. They are responsible for themselves and their their own behavior. The self-actualizing person has a fresh perspective and appreciation of all people as being basically good in life. Culture or stereotype associations with people do not taint them. They are also able to experience powerful feelings of unlimited horizons. They are able to see that they are both helpless and small in the world and also more powerful than anything physical on this world. The self-actualizing person develops an affection with the good, the bad and the ugly. The truth is clear to the self-actualizing person where others cannot see it.

© Copyright 2006 by Tristan Loo.

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Self-Motivation – Surprises Are Part of Our Lives


Self-Motivation is a very important activity in our day to day life as we don't know what surprise will come and at what time.

We have to motivate ourselves to ensure that the surprise is being handled appropriately and WE SHOULD NEVER GIVE UP. Even though the surprises are common to everyone lives and every one motivate them to handle their surprises and take it forward.

We have to motivate ourselves to ensure that the surprise is being handled efficiently and functionally. We attempt through our article, to share ancient ideas and techniques to walk you through this journey of life surprises.

Hence, we have to understand that some of the important surprises & techniques to self-motivate in handling the surprises.


1) Financial Surprises: Generally, the companies or individuals will have a budget, unfortunately, the days may not go with the same budget planning. There may be a surprise in increase or decrease of the budget. This in turn, disturbs the financials. For projects in a company, the financial surprises can be corrected through appropriate contracts & claims management and for individuals it can be corrected through self-motivation techniques.

2) Health Surprises: Health issues may come up at any time which we cannot anticipate. We always should maintain discipline in our food habits, do daily exercises and drink appropriate water, which may avoid the health surprises.


Any surprise or any issue can be corrected through self-motivation techniques as mentioned below:

1) Firstly, we should analyze in depth about the surprise or the issue. We have to make a note point on WHAT, HOW & WHY. By answering these simple three words we can understand the reason for the surprise or the issue.

a. WHAT: What happened?

b. HOW: How it happened? How it went wrong.

c. WHY: Why this happened? What are the corrections?

2) Secondly, doing meditation and thinking on the solution for the surprise or the issue. In this way, we can get the solution and go forward.

3) Once we answer the What, How & Why, and for corrections, we should do meditation by taking a deep breath and concentrating on the breath and thinking on the corrections.

4) We have to continue the meditation till we find out the solution. Depending on the surprise, sometimes, we will find the solution in 2 – 3 times and sometimes it may take days.

5) We should NEVER GIVE UP and we should continue the meditation till we get the solution and certainly we will get the solution through meditation for any issue / surprise / problem.

6) After having a solution, we have to make a clear roadmap for solving the surprise or issue with a contingency plan.

7) Finally, we should always follow another 3-word principle, Plan, Check and Act, this 3-word principle can ensure to resolve the surprise or issue.


1) Generally, we face several problems in our day to day activities and we get panic or scared on an occurrence of such problems.

2) If we follow the techniques as mentioned above without getting panic or getting scared, we can easily resolve such problems by finding solutions and we can go forward in our lives and achieve success.

3) This article is to support the reader in addressing their problems / issues / surprises in an appropriate manner without getting panic or getting scared.

4) We request you to share this article after going through as this may help your friends to overcome their problems / issues / surprises.

5) All views or opinions or statements given in this Article are personal, which are in our knowledge / information and do not signify any professional advice.

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Employee Motivation Management – Part I: The Turnover Phenomenon of Pay

In the 16 years of management experience I have obtained, I continually have heard that employee turnover is due to pay and benefits. Turnover essentially becomes an accepted industry phenomenon where efforts to improve employee retention become stagnant. After all, if the only turnover cause you perceive to have is 'pay' while financial and budgetary constraints mandate pay is unable to be changed, why should one even try to address a problem to which you have no control?

Some of you reading this know that pay has been discovered and identified as a minimal cause of turnover (typically <10%). Instead, leading observational research has identified development, leadership and management individuals as the leading causing of turnover.

It is from this point that I seek to encourage you to take a second look at the turnover you experience in your workplace and teams. In doing so, I'll be covering motivation factors, costs of turnover, external position compression and the reality of current research associated with turnover causes.

Motivation factors

First, it is most important to first understand the motivation factors among employees and how those factors interact. Outlined below are motivation (intrinsic) factors and hygiene (extrinsic factors). It is important to note that 'pay' is an extrinsic factor. Extrinsic factors are those where the absence of extrinsic factors contributes to dissatisfaction, though the presences of such factors do not necessarily result in increased job satisfaction. One could thus argue, if satisfactory pay is not in place, the absence will 'contribute to dissatisfaction'.

Next, what is associated with 'pay' among your team? This is the key to developing equilibrium within your workforce. If the workforce is largely extrinsically motivated, they are likely also motivated by status, job security, peer relationships and supervisor relationships. By improving the presence of extrinsic motivation factors, a balance among extrinsically motivated employees begins to take shape. Subtle alterations to the presence of relationships, evaluating job status equality / inequality and communications of job security can improve the 'presence' of factors that do not necessarily lead to satisfaction, but reduce dissatisfaction through factoral presence.

Now, what about a blended motivation? Or what about a workforce that is intrinsically motivated though pay is actually a key motivation factor? Again, it is important to understand the dynamics of your workforce. However, if a team is intrinsically motivated and de-motivated by pay, exploration of extrinsic off-setting factors (status, relationships, etc.) to improve presence may place a balance in the motivational dynamics. Further, intrinsic factors are those that, when present, have a positive satisfaction influence among employees. If a leader can increase the presence and quality of intrinsic factors, a counterbalance against extrinsic factors naturally begins to take shape. Remember, 'pay' is one of an endless list of turnover causes and a bottom factor among the top 10 most recognized factors.

All of this being said – the approach of motivation is based in two approaches: (1) what motivates your team, and (2) what factoral presence does the environment possess? Every workforce, micro-culture and demographic drives variation.

In the next article I will explore the costs and compression associated with turnover related to pay motivation factors.

Motivation and Intrinsic Motivation Factors

– Achievement

– Task completion, early completion


– Benefits of performance, monetary or non-monetary

– The Work Itself

– Essence of work performed contributing, and contributable to contentment

– Responsibility

– Autonomy to perform a task, individual terms in making a decision as to how work is carried out

– Advancement

– Increased responsibility, status and financial benefits

– Growth

– Opportunity to learn new skills

Hygiene and Extrinsic Motivation Factors

– Company Policies

– Transparency of policies easy to understand and follow

– Supervision

– Supervisor style and approach (ie, participative, democratic, etc.)

– Relationship with Supervisor

– Superior influence, trust and consistency

– Relationship with Peers

– Peer influence and connection

– Working Conditions

– Working environment, surroundings, quality of equipment, working hours and physical environment (health and comfort)

– Salary

– Earnings and the influence of monetary form against one's effort


– Respect socially driven by career, role and / or position

– Security

– The degree to which the organization is able to offer consistent careers for employees

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Define Motivation

Motivation can be defined in a number of ways. Generally, it is defined as a driving force that initiates and directs behavior. In other words, motivation is a kind of internal energy which drives a person to do something in order to achieve something. It is a temporal or dynamic state within a person which is not concerned with his / her personality. There are different types of motivation such as achievement motivation, affiliation motivation, competence motivation, power motivation, and attitude motivation.

Motivation is based on three specific aspects such as the arousal of behavior, the direction of behavior, and persistence of behavior. Arousal of behavior involves what activates human behavior and direction of behavior is concerned with what directs behavior towards a specific goal. Persistence of behavior is concerned with how the behavior is sustained.

Various studies have been conducted to understand the different motives that drive a person to success. Motives are categorized into three: homeostatic motives, nonhomeostatic motives, and learned or social motives. Almost all the motives belong to one or more of these three groups.

Motives such as thirst, hunger, respiration, and excretion are included in homeostatic motives. Nonhomeostatic motives include required activities such as seeking shelter and curiosity about the environment. Curiosity, a desire for novelty, power, achievement, social affiliation, and approval are considered as learned motives or social motives.

Motivation is essential to be successful in any endeavor you undertake. It can be positive or negative, subtle or obvious, tangible or intangible. It is very important in workplaces as it plays a key role in the effective performance of employees. In industry, managers play a significant role in employee motivation. They use different motivation techniques to improve productivity, thus promoting cooperation between employees and employers.

Learning is somewhat interrelated to motivation. In education, instructors also use motivation techniques in order to motivate the students to learn. It is essential to increase student motivation as it can make a student more competent. Also, motivation encourages self confidence and problem-solving skills.

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Proven Strategies That Decrease Distraction and Increase Self-Motivation


We live in a busy world with so many distractions, making it easier for us to get sidelined and lose track of what is important to us. We lose sight of what we want and what we should be doing . If there are a lot of distractions that keep you from doing what you need to be doing, then you need to make some changes.


Remez Sasson, founder and owner of Success Consciousness: Mental Tools for a Great Life, says the following about motivation:

"Motivation is the inner power that pushes you toward taking action toward achievement. Motivation is powered by desire and ambition; if these two principles are absent then motivation is absent too. You may want something or feel that you want to achieve a certain goal; However if the desire and ambition are not strong enough, you lack the push, the initiative, and the willingness to take the necessary action, your chances of success are limited because your motivation is weak. When there is motivation, there is initiative, direction , courage, energy, and the persistence to follow your goals. "


Being motivated means that you are aligned with your goals and values ​​so that you are clear on what is important to you and why it is important to you. This helps in maintaining discipline and focus. In order to do this successfully, take the time to determine those values ​​and prioritize the ones that are most important to you.

Keeping yourself motivated means that you have a clear vision of how you and your life will be different once you achieve your goals. More importantly, you use the visualization to generate the powerful feelings associated with successfully achieving the goal. Developing this important skill will allow you to see yourself implementing those important action steps that you need to take in order to achieve your goal.

Rehearsing, preparation, breaking things down into smaller more manageable steps; becoming more organized, determining what is urgent and non-urgent, and what will become urgent if not addressed, will go a long way towards reducing distraction and embracing the hard work that is needed to get you where you want to go. Using the power of visualization with any one of these steps will keep you focused and enhance your self-motivation.

Keeping yourself motivated requires a high level of self-discipline, self-honesty and self-monitoring to deal with the distractions that can get in your way. In monitoring your thoughts, actions and behaviors you accept the fact that you alone are accountable and responsible for the outcome of your success.

Motivated people are able to do what needs to be done, without influence from other situations or people. They do not give up when challenged, as they are able to rely on their own strength, reason and resilience. Although you can certainly benefit from encouragement and support, at the end of the day your achievement of success will come down to your inner abilities. To be self-motivated means that there is no outside force or person pushing you to become what you want to. The locus of control is within you and not based on others.


Take the effort to make sure that you are completely absorbed and laser-focused in what you are doing by following these important principles:

  • Take care of your distractions – pay attention to what trips you up and gets in the way of you achieving success
  • Take the time to find ways to quiet the mind; slowing down and listening to the voice within goes a long way to helping you to know what is important
  • Mirror and copy role models. The fact is that success leaves clues and guidelines for you to follow. Implement and do what successful people do.


Here are a few tips to aid you in staying motivated:

1. Fill your mind with positive information, visual aids, pictures, words of encouragement and quotes; read, listen and view information that feeds your mind and helps you to stay focused on what you want to achieve.

2. Surround yourself with positive people and protect your vibrational energy. Stay away from energy vampires – those negative people who pull you down, drain your energy and deflate your spirit.

3. Pay attention to your self-talk. Ensure that your inner dialogue is positive, supportive, encouraging and stays connected to your wise mind

4. Cultivate laughter and play in your life. What you do with your down-time (scheduling down-time) is just as important as what you do when you are working towards your goals.

5. Hire a Coach or connect to a Mentor – someone who has achieved what you aspire to who can show you the steps to get what you want and where you want to go, as well as hold you accountable.

The whole concept of self-motivation and success lies within you. There is no external force and power that can MAKE you stay motivated. Motivation comes from within you and no one else. We all lose our ability to concentrate and focus from time to time; address those motivational slumps and eliminate the things that distract and take away your focus by making your self-motivation a priority. When your self-motivation is a priority you enhance your overall state of mental health and general sense of wellbeing. You become more self-sufficient and self-reliant, both of which go a long way to boost your confidence and enhance your self-esteem.

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