Creating Excellence Within Teams By Developing Motivational Action Plans

18 Oct 2013 – Keoagile Khiba – Featured –



What comes to mind when most people hear or read about motivation?  Pictures or audio bytes from an individual they’ve come to recognise as a motivational speaker or guru?


Few people are aware motivation can be accurately identified, scientifically measured and properly managed to develop business teams whose members are aligned and optimally synchronised. When all members of a business team understand and know what the ‘hot buttons’ of each team member are, such a team is enabled to perform optimally and is best positioned to produce the desired results.

Why is important to identify, measure and manage motivation? And, can it be done?

Yes, it can be done. And once measured, motivation can be managed.

When motivation is identified, measured, and properly managed, it becomes easy to do several things, amongst which are:

  1. create motivational action plans for individuals – motivational action plans are derived from an individual’s top 3 motivators;
  2. develop syncronised teams that understand each team member’s top 3 motivators and how to derive maximum benefit from these;
  3. enhance individual performance because each team member would be operating from within their ‘zone’, that area where they feel much consciously competent;
  4. achieve the business team’s most wanted results because the incidence of ‘square pegs in a round hole’ would have been greatly diminish.


Motivation is identified and measured by using specific diagnostic tools like the Motivational MAPS Online Assessment which highlights an individual’s top three motivators and one least motivator.


By working through the resultant 10 page report, an individual’s motivational profile can be easily explained and understood. The 10 page report accurately highlights the motivators (hot buttons) that are dominant as well as areas where further coaching is needed. Over and above this, an individual is made aware of the balance within their motivational clusters.


When each business team member’s top three motivators are known, it becomes easy to pair individuals in the team, identify who can work best with who, know who can produce best results with who, and which two or more people should not be allowed to work together because there are areas of possible conflict.


What are the inherent benefits of developing motivational action plans derived teams?

  1. potential conflict is minimised;
  2. areas of possibilities are identified;
  3. teams are developed using individuals who complement and enhance one another;
  4. greater understanding and ‘flow’ is achieved;
  5. where there is flow, there is greater productivity and performance enhancement

In the past, team development was based on untested assumptions, but now specific metrics exist that can be used to develop teams based on the top three motivators and the least motivator of each business team member.

There are inherent benefits in designing motivational action plans for individuals and business teams. Great things happen when they exist!