Major Work Issues, as Voted by You

The results of last week’s poll are very revealing. 38% of you voted low level motivation as the major pressing issue for you at work with unclear direction (21%) and a poor relationship with a colleague (24%) coming close behind. The second two probably contribute significantly to the first so let’s take a look at all three.





When we work with individuals or teams we help people to identify what is influencing this thinking and behaviour and how to create change in outlook. At this time of year motivation is often reviewed and observed but do you get to the root causes? Is it just ‘January Blues’ or 'Post Christmas Hangover’? Is it just that everyone feels a bit low because of the weather, short daylight hours etc? The danger is that you enter into a cycle of negativity supported and reinforced by colleagues, the newspaper and your own internal dialogue. We tend to look for supporting evidence that ‘things are not quite right’ and talk ourselves into feeling less motivated.



Step out of the spiral and ask some searching questions. Take ownership of your own motivation and resist the temptation to wait for inspiration and change. We use a coaching and training model that focuses on Awareness, Intention and Move to Action (AIM). The first stage is awareness and a deep understanding of an individual’s intrinsic values that impact on thoughts and behaviour. Use our online profiling tool to uncover your underlying patterns. You can start by exploring your natural traits and comparing them to your current role. Do they align with your role and those of the organisation you are working for? If not what are the differences? Do you have a clear purpose for performing your role? Have your values changed in any way since beginning the role? Then create an intention to change. Spend some time brainstorming what would really motivate you and match these actions to your profile. This may take a little while to complete but it is well worth doing. Once you know what your main drivers are you can begin to work with them and move to action and change your outlook.



Next let’s look at direction – it stands to reason that organisations, teams and individuals need to have clear direction in order to sustain motivation. In our experience we often come across organisations themselves who appear to have lost track of the very purpose of their existence. Even those where the senior management do have sight of the purpose they sometimes fail to convey this to the workforce in language that they can readily understand.



Successful organisations and teams -





Spend time clarifying their purpose and identifying their values to all employees and setting clear expectations.

Communicate values, purpose and a code of conduct to all stakeholders.

Live by and review their values and purpose regularly keeping them fresh and alive.

Include clear direction for all employees as one of their values.



If you feel you lack direction its time to take responsibility and act. Again take ownership of your own direction. As well as benefiting you it will help all those who work with you. Firstly clarify the purpose of your role: Where does it fit? Who does it impact? How could you do it better? What’s the next step for you? When is this likely to happen? Begin to ask questions of managers, team leaders and stakeholders. Gather information and build relationships by networking with colleagues in different parts of the organisation. With clarity of purpose, a clear understanding of your role and identification of the values that you have as an organisation and an individual, you can build yourself a direction.



What does this mean for your relationships? – Poor relationships are often the result of misunderstanding a variety of factors such as –



Differing values

Misinterpretation of communication styles

Focusing on negative beliefs about each other





Unfortunately once a relationship is deemed to be poor, then this belief is supported and reinforced by both parties focusing on the dysfunctional aspects rather than the positive ones. The impact can then be huge in creating misery and stress, not only in the working environment but at home as well as you report your woes to your well meaning and long suffering partner.



It’s probably time to put it right then! Here are some tips.



Make up your mind to respect your differences – everyone is different and that makes right and wrong hard to define.

Begin to look for the good in the person – focus only on what they do well and what values and beliefs they have that serve them well.



Find out more about their and your overriding values by completing the online profiler. Again awareness of your own patterns and programmes allied with an understanding that there is no right or wrong will help you to see the differences as relative strengths rather than clashes. (If you can get them to complete it too all the better).

If appropriate put aside some time to rebuild the relationship. Over coffee ask some questions such as – what are we trying to achieve between us? How do you see your role in this? I see mine as …..? What’s important to you about what we are trying to achieve? Can I help in any way? What could we do differently to get a different result? Acknowledge your different patterns and agree to check back with each other at regular intervals to make sure you stay on track.



Make sure you review your relationship with colleagues and ensure that you are creating a positive environment and promoting positive interactions.



If you would like to know more about building powerful and effective relationships read Brilliant NLP written by Quadrant 1 authors, David Molden and Pat Hutchinson, published by Pearson Education. Better still, do what many people in your position have done before you and join us on the Real Success programme.



If you have any questions about this or any of our coaching or development programmes please do give us a call on 0870 762 1300 or send us an email- info@quadrant1.com .