Dec 042008
Do you want “your people” to be motivated, or do you want to control them? I suspect many people (managers, teachers, parents) get these confused from time to time. I know I do! Of course most people say “motivated” but is that what they put in action?
Control means they do what you want.
Motivated means they do what they want.
Are these two mutually exclusive? Take it personally for a moment: If you think someone is trying to control you, how does that affect your motivation?
I suspect that I want to control people when I feel out of control myself. When I am fully confident, powerful, and charged up, I accept – even appreciate – the tension of real motivation.
Joshua Freedman
Part of the Six Seconds' founding team, Josh is one of the world leading experts on emotions, change, and performance. One of a handful of people with proven experience creating organizational performance through EQ, Freedman leads a world-wide network of EQ change agents. (sd)
I think what we all want is to have all the relevant interests aligned so that meeting my individual needs, meeting the needs of other individuals, and meeting the needs of the organization that brings us together are all accomplished by the same actions. I call the attainment of this kind of alignment leadership. This is distinct from management, which is by definition focused on meeting the needs of the organization.
I wrote an essay on this view on my site:
http://www.teach-kids-attitude-1st.com/leadership.html
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Enjoy,
Don Berg
Site: http://www.teach-kids-attitude-1st.com
Blog: blog.Attitutor.com
Being an effective leader requires both actions to exceed the standards and expectations of the company, the employee and self.
The true character of leadership is knowing the difference between these behaviors and the timing of applying them to obtain the desired effect without notice of those your leading.
I don’t like leadership.
Too often motivating others to do what they haven’t been thinking of doing in the beginning seems to me like a smarter way of controlling them.
I don’t like leaders: they magically lead different people to the same goal…
I don’t like charisma: when people don’t have their own opinions charismatic person quickly fills them up with his/her own opinions.
It is difficult not to be led but just to go. And I know that it is not as effective…
Always my own,
Tanya
Such interseting blogs to read and think about! I agree with Don that what we are looking for is for everyone to win. This will take time for all to truthfully and thoughtfully reflect on what they are needing, understand where the others are coming from and then move forward with the beginning of the “problem solving” on what is best and how to get there. While this truly takes a long time, it also builds trust and buy in. Once the direction (or steps to take) is agreed upon – all then move forward quicker and easier.
I also love Tanya’s response! It is difficult not to be led if there is a great sales person in front.
The hope would be that that terrific sales person in front truly cares about the people he is leading, thus creates a safe environment where all can truly speak up and in the end the direction taken is a good decision for all – based on everyone’s input.
…And for those times when the person up front has to lead and those who are to follow don’t agree with the direction, then both the leader and the follower need to question if they want to be on the same team.
Sheri
It is interesting reading and digesting the thoughts of Berg and Tanya. Let me also add my voice. As a health services manager in a third world country, I have come to the conclusion that to address or surmount the health challenges we face, we need motivated health workers and collaborators. One of the true hallmarks of leadership is having a motivated workforce. Even in the military these days the issue of control seems anachronistic. I work in a country where some posts in the Public Service are still having terms like “Control” in their designation. For example we have posts like Chief Control Officer for a senior Administrative Officer, Control and Senior/Chief Control Registered Nurse for Nurse Managers of different levels. Some of the occupants of the posts go about their jobs with a “control” mentality. People do not like to be controlled. They like to be led. One of the hallmarks of true leadership is how well the workforce you lead/manage is motivated. I would venture to suggest that we move from the control mentality to the motivation mentality. Let people be motivated so that they can do what they want to achieve their goals and the goals of their organization. Alignment is needed.
I love reading these different perspectives and considering the implications. It leads me to wonder: What are the stakes?
In Ebong’s case, the “stakes” are life and death. If there is not true leadership, there is not change. Without change more people die. That’s a pretty serious responsibility.
Of course even in a typical business setting where profit is the benchmark, the company is also made of people living their lives. I was talking with a client-friend yesterday about being faced now with reducing his workforce by 20-30% – which is deeply painful for a leader who has strong bonds of trust and even love with people.
And then I wonder more generally: We are a world on the brink – the brink of greatness and the brink of devastation. What will it take to move whole nations, whole continents, a whole world toward a sustainable future? Can we really stay with “control” paradigm and the resulting power struggle that saps the human spirit and drives people to selfishness?
I’m struggling with this whole thing. What is a leader? Control. Motivation. To your point Joshua, it’s all very draining. Just trying to figure it out in my own organization, and corner of the world, is overwhelming even on the clearest of days. It’s great that there are so many different perspectives – what would be even greater is that we trust one another to the point that we can actually take action. There is much discussion, much dialogue, much journeying – and yet it feels like, ultimately, people remain concerned about their individual opportunities, wealth, growth – me included. I think there is something to be said for agreed upon stucture and action for the good of all and trust that the greater good is of most consequence. Like I said, I am struggling. Hmmmm.
I don’t like and I try not to use the words motivation or control anymore. the words that are more meaningful to me are influence and engagement. Without thought leaders the human species probably wouldn’t be on this planet. I believe that leaders have two main roles; to open minds and open hearts to alternative views. We cannot create new solutions to old problems without new levels of consciousness.
I have no problem with a leader of an organization trying to influence and engage his employees in a vision and mission that they believe is mutually beneficial. I have the right to disagree and and to leave.
With that being said there is, unfortunately, evidence that humans don’t make rational decisions even in their best interest. And without controls there be would chaos. that is why we need to put in controls in our financial, health and other systems. Without pollution controls we’d all be choking at this moment. If we don’t control the use of water the World Bank predicts that 2/3 of the world’s population will be water deprived by 2020!
It is complicated and words and language will be important in our ability to build consensus on critical life sustaining issues. it would be far better for humans to be motivated to conserve resources but if they can’t be we need controls.
This came across my desk today–
High Performance Leadership: From Control to Empowerment
I like that term, empowerment, although I wonder if they really mean to empower folks to find their true vocations?
Motivation is a form of control, They are not two mutually exclusive subjective experiences. What is controlling, trying to see your point of view and motivation is getting the best out of your team. If the manager can clearly state the objective and take up a facilitator role, then he is controlling at the same time motivating the team to come out with best solution.
Controlling someone through policies is a tacky way of handling things,which people with lesser skills adopt. everyone knows policies, no one wants to cross them. It is how much support you provide to your team members when there are in unchartered territory that that defines you as a leader.
Thanks Sreerama – interesting point about policies as tacky. Often I see organizations create policies instead of dealing with issues. I remember one client had an issue with the way an employee was dressing, and rather than discussing it directly they were developing new policies about dress code…
If you want to be led you will end up being controlled. If you want to lead, you will be in control and motivated.