At a facilitation day/offsite I did for a local school eons ago I listened as a well-loved principal outlined all of the fabulous things that would eventuate when the planned changes were put into effect. People would be happier, smarter, more likely to make friends at work, the students would learn quicker and more easily, and it would be just fabulous!
About half the audience, all of the high school’s teachers, were SO on board with these changes (new labs, streamed classes, extra electives). Half of them were convinced she was selling them “Mom and apple pie” without any foundation. What about all the problems, they asked?
The half who loved the Principal’s speech were move towards motivators. They want to know what glorious effects any change will have for them, and that will bring them onboard fast.
But half the world does not respond to this. They want to know what problems they’ll avoid when the change is done: fewer children in detention, fewer parents complaining, no more garbage in the art rooms, all those kinds of things. They want to know what will not get worse. These are the move away from motivated. They get out of bed so they won’t be late (whereas the move towards motivated get out of bed because it makes the day better). Both people end up in the same place, but one is motivated by “pain” (move away from) and one is motivated by “pleasure” (move towards).
Whichever is your preference will be the one you choose…. and if you’re introducing change or explaining changes, remember that you need to attend to both ends of the spectrum. Move away froms need a burning platform. Move towards need a nirvana. They will both come along for the ride if you keep them both informed, and care for their SCARF.
I can help you design change communications, training and workshops to motivate all of your team, not just the percentage who motivate themselves the way you do. Talk to me.
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