Motivation

Principles for People Development

adapted fr John C. Maxwell's Developing the Leader within you

"My success in developing others will depend on how well I accomplish each of the following:

- Value of people. This is an issue of my attitude.
- Commitment to people. This is an issue of my time.
- Integrity with people. This is an issue of my character.
- Standard for people. This is an issue of my vision.
- Influence over people. This is an issue of my leadership.

Fr my own experience and through observation of other leaders who excel in this vital area, I have discovered that there are three areas in which successful people-developers are different from those who are not successful in developing others.

Successful people-developers:

1. Make the right assumptions about people;

2. Ask the right questions about people; and

3. Give the right assistance to people.

Successful People Developers... Make the right assumptions about people

Motivating others has always been relatively easy for me. For years I was asked, "John, how do you motivate people?" My pat answers were things like, "Stay enthusiastic"; "encourage others"; "lead the way"; "believe in people." I would watch others follow my advice and be successful for a short time, only to fall back into the old habit patterns and the resulting low morale.

Observing this downward cycle, I would ask myself why the people who took my advice couldn't continually motivate others. Then one day it hit me! I was giving them the fruit of my motivational gifts, but not the root. They were writing down my outward answers without the benefit of my inward assumptions about people. My assumptions about others are what allow me to continually motivate and develop them. In fact, a leader having the right assumptions about people is the key factor in their continual development.

An assumption is an opinion that something is true. My assumptions about people largely determine how I treat them. Why? What I assume about people is what I look for. What I look for is what I find. What I find influences my response. Therefore negative assumptions about others will stimulate negative leadership of them. Positive assumptions abt others will stimulate positive leadership of them. Here are several such assumptipns about people that I have found to be extremely valuable.

ASSUMPTION: EVERYONE WANTS TO FEEL WORTHWHILE.

The most successful teachers, writers, managers, politicians, philosophers, and leaders, and leaders who deal with people instinctively know this simple fact: Every person in the world is hungry. Yes, every person in this world is hungry for something, be it recognition, companionship, understanding, love -- the list is endless. One thing I kalways find on a list of peopel's needs is the desire to feel worthwhile. People want to feel important! Donald Laird says to always help people increase their own self-esteem. Develop your skills in making other people feel important. There is hardly a higher compliment you can pay an individual than to help that person be useful and find satisfaction and significance. I believe that!

My travel schedule is heavy, and often I stop in the terminal in San Diego to get my shoes shined. Melvin, the man who shines my shoes, has become a friend. As we talk I always try to bring two things into the conversation. I enquire about the Little League tea he coaches, because that is the love of his life. And then I tell him, and anyone else who might have been listening, that Melvin can polish shoes better than anyone I've ever known.

~ To be continued ~