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Daily tips, tools and blog posts for leaders and their teams. Daily posts since January 2014. The Teams365 blog is brought to you by Jennifer Britton, founder of Potentials Realized, and author of Effective Group Coaching and From One to Many: Best Practices for Team and Group Coaching.

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Teams365 #3160: The CLAIMS Model to Motivationâ„¢

8/30/2022

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Today I wanted to dive into the CLAIMS Model to Motivation, which gets us thinking more specifically about WHAT motivates us and how each one of us is a little different in our motivational factors. Lets’ take a look at this model to motivation I first introduced in Reconnecting Workspaces and the 90-Day Guide. 

As you think about these factors to motivation, what are your levers? Here is the CLAIMS Model to Motivation:

C—Community. We want to be part of a bigger whole. Some call this belonging. In this work, it’s about relationship development, communication, and strong team culture.

L—Learning. Ongoing learning is critical for success within the remote workspace, particularly as teams today are fluid and ever changing. What are the different ways you want to learn? To contribute?

A—Autonomy. Remote work is not short on autonomy. When clarity exists, remote workers can focus in on what’s important.

I—Impact. What’s the impact you want to make? As remote workers, we often measure our impact through our output (what results we get). Don’t forget that it can also be measured through the influence we have over others, and how we build a sense of community and team.

M—Money. Monetarily, what’s important?

S—Status. What is our role? Learn more about status and think about how it fits in the remote space.
 
What are the elements that motivate you? What’s important to note? Consider both the internal and external motivating factors

Excerpt: 90-DAY GUIDE FOR SUCCESS, Jennifer Britton (© 2021,  Day 19 , page 145. All Rights Reserved.

Enjoy the conversation,
Jennifer
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk - Virtual, Remote and Hybrid Checklist
​
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my book, Reconnecting Workspaces, at Amazon
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Teams365 #3159: 90-Day Guide for Success – Day 19 Motivation

8/29/2022

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Today we are diving into the topic of motivation. With September just around the corner, it’s often seen as the time of the “second start of the year”.

I wanted to dive today into Day 19 of the 90-Day Guide for Success, my 2021 book which is a guide for onboarding and reboarding in today’s evolving workspace.

Here’s what I wrote:

WHAT?
What elements are going to keep you moving forward with your work? Motivation has several Components —internal and external factors. Ultimately motivation is about:
• What’s going to get you out of bed in the morning?
• What’s going to keep you moving?
• What gets you excited about your work?

Self-motivation can be critical for remote workers, given that we are working in isolation and many issues get magnified.

What inspires you? What helps you go “above and beyond”? When do you know it’s time to stop?

Motivation is an even more important topic for the remote and hybrid workspace, compared to an in-person environment. Our own internal motivation is often our oxygen. It’s what helps us move forward, as well as arrests us. What would you say your motivational factors are?

We often talk about the Big Five in motivation. They are remembered by the acronym OCEAN (openness, conscientiousness, extraversion, agreeableness, and neuroticism).

Other motivational frameworks include Daniel Pink’s framework of being motivated by Autonomy,  Mastery, and Purpose. What things motivate you as a remote professional?

Did You Know?
What makes you feel like you belong or don’t belong?
• Sense of purpose
• Sense of mission
• Sense of connection to others
• Clarity about your work—what you need to do, how you need to do it
• How your work impacts others
• What contribution you are making to others
• How you are learning and growing—as a remote worker, professional, and human being

SO WHAT?
Two layers of motivation around remote and hybrid work include our Why and the How:

Motivation of why we want to work remote. There are many “drivers” or reasons why people want to work remote, including:
• Flexibility, ability to juggle multiple projects or clients
• Wanting to avoid the commute

Take time to identify what your Why factors are. Why do you love remote work? What motivates you in the remote space? Make a list of motivators, as well as de-motivators such as loneliness, less visibility, etc.
​
Motivation for how to do work. Knowing the latter helps us when our well runs dry and we need to find ways to get ourselves out of a slump. According to the approaches identified in a 2017 study by Grenny and Maxfield of more than 1,100 remote workers, the following elements were found to provide more support for remote workers. This included:
• More frequent 1-1 time
• Explicit expectations
• More face-to-face or voice-to-voice time
• Prioritizing relationships
• Being available
​
Motivation and goals. Motivation is a key issue for remote workers. It also links back to the topic of SMARTE Goals we explored in Day 8. In my writing, I talk about the importance of creating SMARTE Goals; in addition to SMART goals, we want to make sure our goals are exciting (the “-E” part). If they are not exciting, it’s unlikely that we are going to follow through and work on them.
What can we do to make sure our goals are exciting?
• Go to the big picture—a year from now, how can this help move your career forward?
• Think about how it will help you learn, grow, change.
• Consider what is important in terms of the bigger picture, our legacy or our impact.

Red flags around motivation. Note when these things are happening. They may be a signal that something is afoot:
• Procrastination
• Lack of focus
• Missing deadlines
• Not getting all the details/requirements around a project
• Withdrawal and changes to your schedule

Motivational issues are critical to address and/or discuss with your leader and/or mentor. It is important to do so as early as possible, given the self-directed nature of the remote worker’s world.

WHAT’S YOUR LEGACY?

Excerpt: 90-DAY GUIDE FOR SUCCESS, Jennifer Britton (© 2021,  Day 19 , page 145. All Rights Reserved.

Enjoy the reflection!
Jennifer
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk - Virtual, Remote and Hybrid Checklist
​
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my book, Reconnecting Workspaces, at Amazon
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Teams365 #2838 - Remote Pathways Podcast in Focus – The CLAIMS Model to Motivation

10/7/2021

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A few weeks ago, we released Episode 45 at the Remote Pathways podcast. I shared a model for remote work motivation which I have evolved over the years with my work with remote teams, and hybrid organizations. I call it the CLAIMS model to motivation.

Listen into Episode #45 of the Remote Pathways podcast here (  ) now
The CLAIMS model ™ of hybrid work motivation stands for :

Community
Learning
Autonomy
Impact
Monetary
Status
 
Each of these are different drivers, or priorities for what gets us, and keeps us, motivated. Let’s look at each one in turn:
  • C - Community – Human beings are social creatures, and community is a significant driver of motivation. Many of us want to be part of a bigger whole. This is particularly important when we work remotely. Many motivational models call this belonging or affiliation. Community is at the heart of any group coaching process. It’s how we connect in between calls, and the sense of connection we have with others. In remote work, as it relates to community it is about relationship development, communication and developing a strong team or group culture. 
  • L - Learning – Ongoing learning is critical for success within the remote workspace, particularly as contexts today are fluid and ever changing. What are the different elements of learning you are creating? What are the different ways clients want to learn? Contribute? 
  • A - Autonomy – Remote work is not short on autonomy. Autonomy means having the independence to do our work in a way, time and structure set by us. It’s reliant on high trust and giving people the choice and flexibility to get things done. It’s also reliant on clear communication, systems, practices, goals, roles and other elements which are core for high performance. When clarity exists, remote workers can focus in on what’s important. What are you doing to foster autonomy in your groups? 
  • I - Impact – What’s the impact you want to make? As a remote worker our impact is often measured through our output (what results we get). Don’t’ forget that it can also be measured through the influence we have over others and how we build a sense of community and team. 
  • M - Monetary – For some money and other benefits may be a significant driver. How are you supporting people in this area? What has happened to the compensation piece and perks since moving to remote work? 
  • S - Status – What is our role? What is our position? Are we seen as the go-to person around problem solving? Are we acknowledged for what we bring to the team? Learn more about status and think about how this fits into work in the remote space.  
 
What are the elements which are important for you to explore? 
 
What gets you excited every day? What gets you out of bed?
I hope that you will take some time to consider what gets you motivated. You may also want to explore this in light of the Hybrid Work Style Quiz which you can find at: https://bitly.com/hybridworkquiz. Take 2 minutes to complete the quiz and find out what style you are!

Enjoy!
Jennifer
 
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
https://www.ted.com/talks/jennifer_britton_virtual_remote_and_hybrid_checklist_aug_2021
 
​Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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Teams365 #2749 - Weekly Journaling Prompt 159- Motivate Me

7/10/2021

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Welcome back to another weekly journaling prompt. This week’s prompt is  Motivate Me.

Take some time today to consider what motivates you.
  • What are the things that get you springing out of bed every day?
  • What helps to get you focused and moving?
  • Where do you see some other possibilities?
  • What colors call to you?

Enjoy this week’s journaling prompt!

Enjoy your reflection!
Jennifer
 
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326

​Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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Teams365 #2748 - 3 Questions About Motivating Your Team

7/9/2021

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This week’s Friday Flashback heads back to Teams365 #736 from 2016 – Motivation and Your Team. Motivation is a critical factor to consider in the hybrid space. What’s important to stimulate conversation around?

At a team level it can be important to explore the following areas:

What motivates each individual team member? Team members can be motivated by both internal and external factors. For some team members it may be pay that really gets them going, while others may be motivated by doing a good job. Spending time getting to know your team and what makes them perform at their best is a key part of stellar team leadership.

What does each team member find important? Our values shape what we deem as important. Whether our values are security or adventure, these are the things that become our drivers and what we often seek out. Each team will also have its own set of values. As team leaders it can be important to have dialogue around values at two levels: the individual level and the team level. See how value alignment works with motivation for each team member.

What are levels of trust and connection like on the team? Team motivation is often tied at a much deeper level to the amount of trust in a team and how connected people feel. We often look to the surface level of the question, what motivates each team member, without asking ourselves about the status of trust on the team. If trust levels are low, or if toxic behaviors are present, it’s unlikely that team members are going to be motivated to bring their best to work
each and every day.

Excerpt: Reconnecting Workspaces, Jennifer Britton, 2021

You can find the original post at Teams365 #736- https://www.potentialsrealized.com/teams-365-blog/teams365-736-motivation-and-your-team

​Enjoy your weekend!
Jennifer
 
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326

​Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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Teams365 #2747 - Team Spirit – 6 Questions Around Motivation

7/8/2021

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One of the central tenets of this chapter is all about motivation, so this week’s Thursday Team Building Questions zoom into Chapter 2’s 6 Questions around Motivation. You can find them at page 35:

  1. What should the team know about you and what is unique about your context?
  2. What support do you need from me? (Explore time of day, type of support)
  3. What connection with other team members would benefit you?
  4. Where does your work overlap with others? What do you need from them in order to be successful? How does your work feed into overall team success?
  5. How would you like to stay connected and share your results?
  6. What are the current priorities for you this week? month? quarter? Year?

(Excerpt: Reconnecting Workspaces, page 35, Copyright 2021 Jennifer Britton)

Enjoy your conversation!
Jennifer
 
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326

​Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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    Author


    Jennifer Britton - Known for her writing and work in the areas of remote and virtual teamwork, leadership, team and group coaching, Jenn is the founder of Potentials Realized, and a former team leader with global organizations including the UN. She is passionate about helping teams and organizations to do their best work. Potentials Realized is a performance improvement company providing training, coaching and facilitation services. We specialize in support to virtual teams, remote work, and virtual facilitation, in addition to our award-winning coaching  and program design services.

    Visit our on-demand courses for team leaders and team members here.

    All blog posts are Copyright 2014-2022.  Jennifer Britton, All Rights Reserved.


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