Don't Wait for Motivation

“[Self] Motivation may be the single greatest cause of inactivity & procrastination in society.” - Influence Digest, Sept 2017
Successful people are distinguished from unsuccessful people not by consistent self-motivation, but by sustained self-discipline over time. I love this quote because on the surface it seems so counterintuitive, but consider:
Self motivation
is about feeling.
- Pushes you to work, but only when you feel like it.
- People procrastinate until the next inspiration hits.
- The resulting inconsistent progress destroys motivation.
- It’s a downward spiral.
No matter how motivated you are, every role comes with undesirable tasks, and every person has “bad days” sometimes. Of course, progress is easier (and more fun) when people and teams are motivated, but you cannot rely on motivation alone to get the job done.
Self-discipline is the ability to pursue what you think is right, despite temptations to abandon it.
Self discipline
is about behavior.
- Feelings are made irrelevant to the task at hand.
- Successful people do not always feel motivated, but they stick to their long term plan, day after day, regardless of how they feel.
- For example, successful athletes don’t practice only when they feel like it. They stick to a plan and improve their fitness and skill little by little.
The take-away lesson: Don’t wait for motivation
- make it a point to make (at least a little) progress toward your top priorities each and every day (it adds up!).
Need help making, or sticking to, a plan? Get in touch - CAEDENCE is now accepting applicants for openings in our Leadership Development Coaching program for 2024.
Over the years we’ve been exposed to Six Sigma, Juran, Deming PDCA, 8D, Dale Carnegie, A3, Shainin, and more. Each technique works pretty well, and has been demonstrated many times in a wide variety of industries and circumstances. At the core they are all essentially the same!
Each approach relies on an underlying logical flow that goes like this: [a] make sure the problem is clearly defined; [b] be open to all sources of information; [c] vet the information for relevance and accuracy; [d] use the process of elimination to narrow down all possible causes to the most likely few; [e] prove which of the suspects is really the cause of the issue; [f] generate a number of potential solutions; [g] evaluate the effectiveness, feasibility and risk of the potential solutions; [h] implement the winning solution(s); and [i] take steps to make sure your solution(s) don’t unravel in the future.
The differences between the paradigms resides in supplementary steps and toolkits. For example, 8D contains the important “In
Your primary role as a manager is to ensure your team’s success. Internalize this. Make sure your team members know this. Build an environment of trust and collaboration. A direct report of mine would frequently leave me out of the loop as problems escalated, preferring instead to “work harder”. It was clear that he felt uncomfortable delivering bad news to me (his boss) when things were not going according to plan. Let me tell you the rest of the story.
