Career

There is a saying that “Chocolates should be the reward, not the motivation. If they are the motivation, then you just get fat!”

In business, and in team environments, this simple philosophy has proven over and over again to be the foundation of success. The opposite may provide short term benefits, but ultimately leads to failure.

It is critical for leaders to understand the difference between reward and motivation and recognise that it is not the same for everyone.

Over many years I have witnessed a shift in what motivates people at similar ages and what they value as reward. For differing generations, the motivation also varies. As a business grows, the opportunities for people within that business also change. This leads to the organisation attracting different people, who are motivated by different things. Small firms tend to attract people that value responsibility, intimacy, autonomy and flexibility. Larger firms tend to attract team players that are comfortable with structure, defined roles and who value job security.

Previously, young professionals were motivated by setting a career path and committing totally to the ultimate outcome. In more recent times, young professionals have a broader outlook towards their career and a greater focus on balancing life inside and outside of work.

Reward for young people has also changed. While financial recompense and career progression will always be important, today it is critical that young people feel valued and acknowledged in ways other than just by money.

As a professional’s career develops, the motivation also changes. Early in a career there is a focus on gaining recognition, building reputation, learning and developing skills. Later in one’s career, the focus shifts to working with likeminded people, tenure and work environment.

Understanding these differences, and being able to respond as the motivation changes within people over time and from generation to generation is not easy. Rewarding them appropriately based on these differences also adds to the complexity. Doing all of this within a growing business can become quite a challenge to get right. For businesses that rely heavily on people, success is based on maintaining an environment that satisfies all.

While it is easy to generalise in an attempt to articulate thoughts and concepts, it is wrong to assume there is strong demarcation between groups, or that within groups characteristics are common to all.

The key ingredient in creating the right environment is to treat people individually, with a full understanding of what motivates them and the best way to reward them. Achieve this, and not only will everyone get some chocolate, but it will taste a whole lot sweeter!

While there is plenty of literature around the characteristics of varying generations, all of which is relatively sound in its general assessment, my experience is that by treating people individually without bias or assumption, you maximise the opportunity of rewarding them appropriately. Understanding how to motivate them is no different. Individualise the approach, and the reward will be there for all to share.

In a professional environment, career development is fundamental to motivation and reward. There are constants, irrespective of generation and stage. These include the desire to be successful and the sense of progression. What does change is the measures of success and the definition of progress.

There will always be expert analysis, opinions and dialogue regarding leadership. What characterises it, can we teach it, how do we assess one’s competency…the list goes on and on.  To all of these questions, one should ask, “Is it really that complicated and are we looking and thinking too deeply?”

As with most engineering and life problems, the best solutions are often the obvious ones. So, what defines a good leader? Is it skills or qualities? I believe leadership qualities and leadership skills are fundamentally different, and there are sound reasons for this.

What defines a good leader? Is it skills or qualities?

In my opinion, leadership qualities are less tangible but inherently more obvious and easier to identify in someone, whereas skills are easier to define but quite often harder to assess. Qualities are generally common between individual leaders whilst their skills can vary enormously. It is this variation in skillset that defines the type of leader, not whether one is or isn’t.

A great deal of the literature written regarding leadership centres around identifying, assessing and evaluating the skills required. However, this focus can often lead to over-complication and more importantly, distraction from the most important issue i.e. the person’s qualities as a leader. In relation to someone being a true leader, I believe the qualities are mandatory, the skills are optional.

Within any organisation, true leaders will always stand out. What is even more profound is that their qualities can usually be easily identified at a relatively young age, early in their career. These qualities strengthen with time and they mature and evolve at a rate commensurate with the opportunities provided.

A critical component of any successful business is the development of them. Too often, I believe, companies assess individuals with leadership aspirations based on skills rather than qualities. Even more concerning is those with a strong skillset may be granted the privilege of leadership over those who have the inherent qualities.

Too often, I believe, companies assess individuals with leadership aspirations based on skills rather than qualities.

For me the approach is simple. Identify those within the organisation who show strong leadership qualities and then build their skills to make them more effective. Many would argue this approach carries risk, based on it primarily being an intuitive decision rather than analytical. I would argue not, due to these leadership qualities being generally easy to identify. In other words, choose the standout individuals with natural talent. Make the obvious decision and don’t over-complicate it.

Once the “easy” decision is made, then the hard work begins. Allow individuals exposure to situations that will develop their skills, whilst providing them with mentoring and guidance. Most importantly, and because of their own unique skillset, allow them to be their own type of leader.