Motivation

There are several theories of motivation, but I can identify the most with the Expectancy Theory. The expectancy theory states that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. Our motivation directs our effort and determines our performance which leads to our desired outcome.

During my leadership team's meeting, we all stated that we wanted to get a good grade on our observational review and to do so we needed to perform quality work punctually. So, our motivation is to get a good grade, our effort/performance is based on our interviews, observations, and punctuality. If we perform these tasks then we will get our desired outcome.

Now What?
Motivate people to do something by showing them something desirable, indicating how straightforward it is to get it, and then supporting their self-belief that they can get there.

Good People then Action

Jim Collins shared in his book Good to Great his flywheel of transformations from good to great. His theory of First Who...then What, really stuck with me. I feel that normally people concern themselves with what they want to accomplish and then get a team together. I agree that who you're working with to accomplish whatever goal you have is the most important. As people always say, you are who you hang out with. Even though working toward transforming a company isn't exactly hanging out, the principle is the same. You want people who share your vision, have a strong work ethic, and are critical thinkers. No matter how fool proof your vision is, if you don't have the right people working with you, the result will not be the best it can be. The trouble is finding the right people, but there are ways to find and keep good people. The leader can also take good people and help them develop into great people to work with.

Nancy Barry is a perfect example of someone who learned the hard way, first who...then what. She is an American banking executive who has said that during her rise there was at least 10%
people who fought aganist her and she regrets not firing them.

Now what?
Company heads/leaders need to focus on getting the right people into their company/organization by spending more time interviewing and even creating mock problems that they'd have to work through with their fellow team members. Team members are the deciding factor on the result of the transformation, so picking the team members should take a great deal of time and effort.