Yesterday we looked at Motivation, which has an impact on our productivity, satisfaction and even priorities during the day. What motivates each of us is likely to be different, and when we are part of a team, or are a leader, understanding what motivates each person is a key part of success.
Today I wanted to take us into the heart of a model I created around motivation which I share with others called the CLAIMS model to motivation™. These six categories help us identify and discern what gets us going, which can be valuable when we are looking at prioritization, engagement and satisfaction in the workplace.
Here’s what I’ve shared in past post #3160 here at the Teams365 blog - https://www.potentialsrealized.com/teams-365-blog/teams365-3160-the-claims-model-to-motivationtm
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.
Today I wanted to take us into the heart of a model I created around motivation which I share with others called the CLAIMS model to motivation™. These six categories help us identify and discern what gets us going, which can be valuable when we are looking at prioritization, engagement and satisfaction in the workplace.
Here’s what I’ve shared in past post #3160 here at the Teams365 blog - https://www.potentialsrealized.com/teams-365-blog/teams365-3160-the-claims-model-to-motivationtm
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.
Jennifer Britton, MES, ACTC – PCC, CHRL, CPT
CEO, Head Coach and Author
Potentials Realized | Group Coaching Essentials
Leadership | Teamwork | Coaching
Contact: 1-416-996-8326
Email: [email protected]
Instagram:@ReconnectingWorkspaces @CoachingBusinessBuilder
Pick up a copy of Reconnecting Workspaces: Pathways to Thrive in the Virtual, Remote and Hybrid World at Amazon – https://bit.ly/reconnectingworkspaces.
Check out my latest TEDx talk – Coaching Teams Through Chaos at https://www.ted.com/talks/jennifer_britton_coaching_teams_through_chaos
Set up a call with myself or my team to learn more about how we can support you through our award-winning ICF CCE approved Coach Training programs – https://calendly.com/potentials-realized/group-coaching-essentials
CEO, Head Coach and Author
Potentials Realized | Group Coaching Essentials
Leadership | Teamwork | Coaching
Contact: 1-416-996-8326
Email: [email protected]
Instagram:@ReconnectingWorkspaces @CoachingBusinessBuilder
Pick up a copy of Reconnecting Workspaces: Pathways to Thrive in the Virtual, Remote and Hybrid World at Amazon – https://bit.ly/reconnectingworkspaces.
Check out my latest TEDx talk – Coaching Teams Through Chaos at https://www.ted.com/talks/jennifer_britton_coaching_teams_through_chaos
Set up a call with myself or my team to learn more about how we can support you through our award-winning ICF CCE approved Coach Training programs – https://calendly.com/potentials-realized/group-coaching-essentials
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