Teams365 #2838 - Remote Pathways Podcast in Focus – The CLAIMS Model to Motivation

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.