Success Factor - Business mentor and life coach based in Christchurch, New Zealand
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Inertia to Motivation

  • Do you struggle between complete inertia to being really motivated?
  • And does this depend on what the task is and how you are feeling?
  • Do you struggle to be self-motivated or are you a great self-motivator?
  • Do you find it easy to motivate others but difficult to be self-motivated?

It’s interesting how we can all struggle with different things and usually these are related to the task or project we have in front of us, how we’re feeling, who or what it’s for and why we need to do it.

This combination of these can cause us to be between complete inertia to being totally motivated.

Recently I was at a group discussion where we were talking about this very subject and hearing how each of us were similar but different in that different things motivated us and different things de-motivated us creating lethargy, inactivity and apathy.

It’s one thing being able to motivate ourselves, however, when we have a team and we are unable to motivate others, how do we inspire then to be enthusiastic and what can we give them as an incentive to tackle the work in hand.

Let’s look at how we can motivate ourselves and others.

How to motivate ourselves

Step 1 – Go back to the beginning and remind yourself why you wanted to do the task in the first place

Step 2 – Break down the tasks into small manageable steps with times, dates and length of each activity

Step 3 – Incorporate rests and breaks from your tasks using alarms or reminders to do this as well as having set times away from the computer or task

Step 4 – Think positively, create a positive mindset that you will achieve this focusing on how it will look and feel once completed

How to motivate others

Step 1 – Remind the team of the big picture, leading them towards the benefits of how things will be once the job or project is complete

Step 2 – Delegate roles, give team members’ responsibilities that will empower them to have ownership not only of their role but of the team’s aim

Step 3 – Have trust in your team giving roles to each person based on their strengths and listen to their feedback and views to create and enforce collaboration

Step 4 – Build in slip or stretch goals so there is some flexibility between the actual deadline and the team’s deadline to alleviate pressure

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