MOTIVATION
It is most like individuals encouraged to take a "Next Step" will need some help getting motivated. Getting started is usually the hardest part of taking the next step. Keeping on going when the novelty wears off is the second hardest part of taking a next step.
There are essentially two types of motivation:
The "next steps" campaign is a highly individual and may even be private. Most situations will involve both types of motivation. In our christian walk, because we enjoy being a christian, some of the next steps we do will be intrinsically motivating. Realistically though, people will probably take a next step because they want to achieve some future ministry position, or they feel that their christian walk is lacking and this need to make a change. Interestingly enough, God centred preaching will produce more intrinsic type motivation, people focused preaching will require more extrinsic motivation.
When we begin down the path of next steps, obstacles are likely to appear that will require us to do something that we don't inherently like – such as filing, speaking with someone with whom you are in conflict, keeping focused, and so on. It is during these undesirable times that people give up, so the church may want to find a way to motivate people to complete what they have set out to do.
Extrinsic motivation is based on rewards. You will notice on the Goal Setting Form that people are asked how they will reward themselves for each goal they set. (See LEADERSHIP THOUGHTS AND RESOURCES Word Document - "ahcc_goal_setting_form.docx"). This is using Extrinsic motivation.
However, the best form of motivation is intrinsic. To create intrinsic motivation, you need first need to understand what are you consider your needs, thus what is valuable and rewarding. By establishing the possability of realising a felt need, by changing your environment and perspective, you can find the intrinsic and extrinsic motivation to complete those undesirable tasks. So, rather than relying on other factors to make a task more rewarding, you make it more rewarding yourself.
Although differing in application, both the Alderfer's ERG Theory and Maslow's Hierarchy of Needs state that people have needs that need to be satisfied. Further information can be found on Needs Theory in the LEADERSHIP THOUGHTS AND RESOURCES "Article - Needs Theories". By determining what people need, you can determine what intrinsically motivates people.
In the context of AHCC encouraging people to take the "next steps", AHCC is encouraging people to be self motivated. This can be best achieved by encouraging use of intrinsic motivation, but also getting them to define extrinsic rewards. This is explained in the next paragraph.
There are two main strategies a person can use to motivate themselves:
Using a combination of both is often the most effective way to motivate yourself. So, you have to find further intrinsic and extrinsic motivation to get those undesirable tasks done. Here are some tactics that you can use motivate yourself:
In the context of the church - a person may be motivated to take a "next step" by working on the following aspects;
These 5 aspects are further discussed in the LEADERSHIP THOUGHTS AND RESOURCES section - ARTICLE "5 Aspects of Motivation."
Points 1 (Attitude) and 2 (Goal Setting) are covered in previous sections INCENTIVES, PATHWAYS and GOAL SETTING,
In churches, accountability, mentorship and coaching are usually accomplished in small groups. Many church programs use the power of 3 to motivate their people in areas of witnessing, prayer and accountability (such as men groups, those recovering from addictions etc)
An accountability and coaching program can be outworked through small groups, be virtual and conducted via social media.
I make a recommendation concerning setting up these groups in the IMPLEMENTATION section.
The final aspect of motivation, i.e. Rewards and Celebration is largely extrinsic. In the Goals Setting Form (see GOAL SETTING section) I suggest people set little rewards along the way for each task they complete.
However the church may want to further encourage rewards and celebrate people taking "next steps" by
I make a recommendations along these lines in the IMPLEMENTATION section.
There are essentially two types of motivation:
- Intrinsic motivation – This is when you are motivated by "internal" factors to meet your own personal needs. Most hobbies and leisure activities are based on intrinsic motivation. We do them because we enjoy them, not because we have to.
- Extrinsic motivation – This is when you are motivated by "external" factors that are given or controlled by others, for example, by salary or by praise. Our jobs are usually based on extrinsic motivation, although there will be some intrinsic motivation involved if you enjoy aspects of what you do.
The "next steps" campaign is a highly individual and may even be private. Most situations will involve both types of motivation. In our christian walk, because we enjoy being a christian, some of the next steps we do will be intrinsically motivating. Realistically though, people will probably take a next step because they want to achieve some future ministry position, or they feel that their christian walk is lacking and this need to make a change. Interestingly enough, God centred preaching will produce more intrinsic type motivation, people focused preaching will require more extrinsic motivation.
When we begin down the path of next steps, obstacles are likely to appear that will require us to do something that we don't inherently like – such as filing, speaking with someone with whom you are in conflict, keeping focused, and so on. It is during these undesirable times that people give up, so the church may want to find a way to motivate people to complete what they have set out to do.
Extrinsic motivation is based on rewards. You will notice on the Goal Setting Form that people are asked how they will reward themselves for each goal they set. (See LEADERSHIP THOUGHTS AND RESOURCES Word Document - "ahcc_goal_setting_form.docx"). This is using Extrinsic motivation.
However, the best form of motivation is intrinsic. To create intrinsic motivation, you need first need to understand what are you consider your needs, thus what is valuable and rewarding. By establishing the possability of realising a felt need, by changing your environment and perspective, you can find the intrinsic and extrinsic motivation to complete those undesirable tasks. So, rather than relying on other factors to make a task more rewarding, you make it more rewarding yourself.
Although differing in application, both the Alderfer's ERG Theory and Maslow's Hierarchy of Needs state that people have needs that need to be satisfied. Further information can be found on Needs Theory in the LEADERSHIP THOUGHTS AND RESOURCES "Article - Needs Theories". By determining what people need, you can determine what intrinsically motivates people.
In the context of AHCC encouraging people to take the "next steps", AHCC is encouraging people to be self motivated. This can be best achieved by encouraging use of intrinsic motivation, but also getting them to define extrinsic rewards. This is explained in the next paragraph.
There are two main strategies a person can use to motivate themselves:
- You make the task more intrinsically interesting and satisfying.
- You provide your own extrinsic rewards.
Using a combination of both is often the most effective way to motivate yourself. So, you have to find further intrinsic and extrinsic motivation to get those undesirable tasks done. Here are some tactics that you can use motivate yourself:
In the context of the church - a person may be motivated to take a "next step" by working on the following aspects;
- Attitude
- Goal Setting
- Accountability
- Mentors and Coaches
- Rewards and Celebration
These 5 aspects are further discussed in the LEADERSHIP THOUGHTS AND RESOURCES section - ARTICLE "5 Aspects of Motivation."
Points 1 (Attitude) and 2 (Goal Setting) are covered in previous sections INCENTIVES, PATHWAYS and GOAL SETTING,
In churches, accountability, mentorship and coaching are usually accomplished in small groups. Many church programs use the power of 3 to motivate their people in areas of witnessing, prayer and accountability (such as men groups, those recovering from addictions etc)
An accountability and coaching program can be outworked through small groups, be virtual and conducted via social media.
I make a recommendation concerning setting up these groups in the IMPLEMENTATION section.
The final aspect of motivation, i.e. Rewards and Celebration is largely extrinsic. In the Goals Setting Form (see GOAL SETTING section) I suggest people set little rewards along the way for each task they complete.
However the church may want to further encourage rewards and celebrate people taking "next steps" by
- Having a form of celebration such as a lunch or party
- Constantly having little stories, DVDs, interviews, announcements of accomplishments due to the "next steps" campaign.
- Giving of prizes such as books, paying for tuition at bible college, buying dinner for a couple working on their marriage etc..
I make a recommendations along these lines in the IMPLEMENTATION section.
CONCLUSION
To encourage people to keep going with their next steps, theory would suggest to provide both intrinsic and extrinsic motivation. As the church is not measuring peoples next steps, motivation is highly individual and non tangible. The church can encourage personal motivation by placing more emphasis on intrinsic motivation.
The church may further offer motivation in the 'next steps' campaign by setting up and encouraging accountability/mentors, corporate celebrations and/or praise and congratulatory rewards.
The church may further offer motivation in the 'next steps' campaign by setting up and encouraging accountability/mentors, corporate celebrations and/or praise and congratulatory rewards.
DZ PERSONAL COMMENTS
It is the area of motivation that I believe there is a major derivation between the christian world view and the secular business world view.
When studying Motivation in a MBA course, I was so very troubled with how worldly, manipulative and selfish modern business motivation techniques are. I would even caution in the above theory and application. For example, MASLOW hierarchy of needs states that people’s greatest need is self-actualization. So public praise and recognition is a way to motivate people. Done without wisdom, this is a system appealing and promoting self rather than death to self. Long term, this may even lead to churches placing value in peoples gifts and charisma over character. My challenge to leadership, is what really should be the motivation for a Christian? The VIDEO CLIP - GODS RESOLUTIONS in the LEADERSHIP THOUGHTS AND RESOURCES section is a good thought provoker in this regard.
I discuss this further in the THEOLOGICAL THOUGHTS section under NOTE 3.
When studying Motivation in a MBA course, I was so very troubled with how worldly, manipulative and selfish modern business motivation techniques are. I would even caution in the above theory and application. For example, MASLOW hierarchy of needs states that people’s greatest need is self-actualization. So public praise and recognition is a way to motivate people. Done without wisdom, this is a system appealing and promoting self rather than death to self. Long term, this may even lead to churches placing value in peoples gifts and charisma over character. My challenge to leadership, is what really should be the motivation for a Christian? The VIDEO CLIP - GODS RESOLUTIONS in the LEADERSHIP THOUGHTS AND RESOURCES section is a good thought provoker in this regard.
I discuss this further in the THEOLOGICAL THOUGHTS section under NOTE 3.