Posted on Aug 20, 2020
How can I motivate my troop to take initiative in a program he leads that he doesn't seem interested in?
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My troop has a lot of potential. He is smart and a good kid. He will do what he is told but if he doesn't really care about the purpose of something he doesn't apply that potential. I don't know how to motivate him more. I have explained why the program is important and the effects of if it isn't taken care of, I have told him why I want him to utilize his potential so I can get him recognized, I have tried to have him find things that motivate him and focus on those with this program but still get a bland response. Any ideas? SSG Roger Ayscue SFC James J. Palmer IV aka "JP4" TSgt Joe C. SGM (Join to see) LTC Stephen Conway COL Lee Flemming
Posted 5 y ago
Responses: 25
Interesting question - 1) don't use recognition or a reward for going along - that's not going to produce a real motivation to want to succeed in the program. Navy Seals don't do what they do for the extra pay - something deeper drives their motivation - a feeling. 2) There are two main reason some one becomes disconnected or unmotivated - they are either over challenged or under challenged - pushed to hard and they burn out - under and they become bored - ask questions in regards to where they are at in regards to being challenged. 3) People are engaged and motivated by why we do things more than what we do. So its critical that they clearly understand the "why". This as well needs to resonate with the individual - this creates the real motivation - the feeling.
There may be more going on but to to me it sounds like the the goal of the program doesn't resonate. Maybe its to easy for this individual so you may need to move the goal post.
There may be more going on but to to me it sounds like the the goal of the program doesn't resonate. Maybe its to easy for this individual so you may need to move the goal post.
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TSgt Melissa Post
Great response. Thank you. I agree I don't think necessarily this one gets motivated by rewards. When I asked what motivates him he says "not getting in trouble" well great. But don't you take pride in owning a program or anything?? lol I don't think he is over challenged. And I did explain to him the why behind the what. I think there may be something personal going on with him at the moment. Hopefully it will all pan out and then he can jump on the bandwagon. I appreciate this well thought out reply.
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What is his age and rank? I was horrible when a young soldier and had some issues as a butter bar. Some people take more time. You have a harder time as a leader today as some of the things I needed back in the early 90s you cannot do today. I had an E5 make me cry at 19 and you do that today and you could be in a world of hurt. I needed it and he is one of the leaders I will always remember.
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This reminds me of an old saw I heard: It is easier to work with the untrained but motivated individual, than it is the trained but unmotivated one.
If you have provided opportunities for this person to find areas of interest and apply them to their part in this program, yet they have no enthusiasm to put forth more than minimal effort, there are a couple of concerns here.
Are they burned out? Is this a manifestation of some deeper concern that the individual is dealing with?
If this is an about face of how they normally are, what other issues could be causing them to be different? What can you do or who can you refer them to to assist in overcoming, remediating or eliminating the problem that has captured that focus and energy they used to have?
This is the time for you to demonstrate more than just being a supervisor, and becoming a leader, by helping them find ways to overcome the personal or internal problems that are preventing them from utilizing the potential you see.
If you have provided opportunities for this person to find areas of interest and apply them to their part in this program, yet they have no enthusiasm to put forth more than minimal effort, there are a couple of concerns here.
Are they burned out? Is this a manifestation of some deeper concern that the individual is dealing with?
If this is an about face of how they normally are, what other issues could be causing them to be different? What can you do or who can you refer them to to assist in overcoming, remediating or eliminating the problem that has captured that focus and energy they used to have?
This is the time for you to demonstrate more than just being a supervisor, and becoming a leader, by helping them find ways to overcome the personal or internal problems that are preventing them from utilizing the potential you see.
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TSgt Melissa Post
Thank you sir. Yes, he and i talk on many occasions about his life and stressors. He told me he was having a bad day but didn't want to talk about it. I said "ok but you know, I'm here to talk about it with right?" and he said "yeah" so whatever it is will eventually come to the surface, hopefully while I am around and then we can work it out and get him on track.
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Empathize. Let him know you understand but the school will pay off later on.
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TSgt Melissa Post I would ask him what his plans and goals are for his military service and beyond. He is 23 so he should have plans and goals in mind. He may need to be reminded that most things in life require dedication and commitment.
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TSgt Melissa Post
Right now his plans are up in the air. He did have a set plan or idea, that his actions did not match which we discussed. But then something entirely out of his control threw a wrench in everything so now we are just trying to handle that before making any really deep plans. Regardless of the plans he makes, if this issue that derailed everything doesn't resolve itself, he won't be able to pursue those goals.
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TSgt Melissa Post Melissa, this will likely not be the answer that you would expect from me if I were sitting in your living room. HOWEVER, I took a couple days to think about this. I think I have a perspective on this.
Despite your encouragements, and your assurances that he has the potential, your trooper still is not motivated to do something that is good for his career and you know he has the potential to knock out of the park.
If I got this right, then here is my answer. I have learned that many people avoid what is good for them, because they are afraid of failure. Your trooper may not believe that he can accomplish this. Fear of failure or a person doubting his ability to succeed (Not always the same thing) can override any other feeling.
For Example, an Infantryman may know that to progress in his field, he needs to attend Ranger School, but he knows he does not know how to swim well enough to pass the Ranger swim test. His fear of failure in that test overrides his knowledge that attending the school is recommended for career progression.
So, I really think that the motivating factor here, as well as the Mentor Moment is his self-confidence rather than his motivation. Figure out a way to build his self-confidence and I think the motivation will follow. That is the best I can do without more information.
Tell your folks and the girls from the wedding that Roger says "Hey...The'll know what you mean."
SGM (Join to see)
Despite your encouragements, and your assurances that he has the potential, your trooper still is not motivated to do something that is good for his career and you know he has the potential to knock out of the park.
If I got this right, then here is my answer. I have learned that many people avoid what is good for them, because they are afraid of failure. Your trooper may not believe that he can accomplish this. Fear of failure or a person doubting his ability to succeed (Not always the same thing) can override any other feeling.
For Example, an Infantryman may know that to progress in his field, he needs to attend Ranger School, but he knows he does not know how to swim well enough to pass the Ranger swim test. His fear of failure in that test overrides his knowledge that attending the school is recommended for career progression.
So, I really think that the motivating factor here, as well as the Mentor Moment is his self-confidence rather than his motivation. Figure out a way to build his self-confidence and I think the motivation will follow. That is the best I can do without more information.
Tell your folks and the girls from the wedding that Roger says "Hey...The'll know what you mean."
SGM (Join to see)
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TSgt Melissa Post
Thanks brother. We will see how this weekend time off has affected his perspective. I think there is a more underlying situation. He got the caring and understanding side of me. Now if they young man doesn’t adjust his attitude then we get to have that special heart to heart. I will definitely tell the girls hey for you.
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SSG Roger Ayscue
TSgt Melissa Post - Well, I have never seen that side of you but I guess that he would be that "Special Kind of Stupid" to incur your wrath
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Not everyone shares the same interests. A program that you adore and think is amazing may be a banal waste of time to him. Instead of trying to force him into a box, why not explore where his interests lie and find things he can do that relate to those interests?
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TSgt Melissa Post
I completely agree. In my comment reply to someone else one here I know it said that it meant something to me it wasn’t in that I adored it or that it was my favorite thing to do I just meant that in my former profession it was something that was heavily impressed upon on because of the effect it had on the job. I told him I understand that it can be a little difficult to see how this affect our current job but it does and have him some examples. And like I also mentioned to someone else, I didn’t assign this to him. This came from higher up. If we chose to only give our airmen things they found an interest in, then they would be doing barely anything at work and that’s not acceptable. You have to find something in the task you are given that you can pride in and if you can’t then you just have to do it regardless because it’s not illegal, immoral, or unlawful. It just really sucks lol.
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SGT Post, what I found when dealing with substandard performers or those that were not necessarily motivated was to give them a duty and responsibility. Tell them they own the program whatever it is and that you will hold them accountable and responsible for the success or failure. This process never failed me. You have to find out what makes the individual tick. Some like recognition. Other prefer time off, a pat on the back, promotion, etc. When you know what makes them tick you know what motivates them. Sometimes corrective training motivates substandard performers. Example make them write an essay on substandard performance. Have them give a class. have them redo something that was not done to standard. Share the hardship with them and let them know you care.Just my 2 cents.
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TSgt Melissa Post
You are right sometimes just laying it out there of if it fails this is on you as are the consequences is just what they need. Thank you.
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If it's a program he doesn't believe in, doesn't care about, or just plain disagrees with, then motivation isn't going to happen aside from appealing to his professionalism to complete an assigned task the best he can. You'll have to find a way to make it matter to him on a personal level to get him to care about its success.
Is it a program he chose to lead or one that was assigned to him "to get him recognized" if he did it well?
Is it a program he chose to lead or one that was assigned to him "to get him recognized" if he did it well?
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TSgt Melissa Post
It was a program that we have that just needs to be done. Something for his level of experience.
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TSgt Melissa Post I am big on getting to understand what motivates people which means learning what inspires them, what fears they are dealing with, etc.. Part of this is understanding what their goals are (even if they aren't related to their current position) or if they even have goals.
Finding a way to relate his current responsibilities to his goals can be powerful. If he has no goals, maybe talking about what he wants out of life is another thing. If there are stressors causing depression, advice mental health services (they are not for the weak but for the warriors wanting to overcome their own mental challenges).
Some people just lack motivation. In that case, a mid-year EPR review could come in handy where you emphasize how anything less than "excellence in all you do" will get you less than a 5.
Do what you can, but ultimately it is up to them. Of course if unit safety, morale, or something serious is a consequence of this you should report it to whoever assigned his duties and reassign the responsibility if necessary. Remember to maintain a paper trail even if it is just notes of when you have conversations and the general outcome.
Good luck!
Finding a way to relate his current responsibilities to his goals can be powerful. If he has no goals, maybe talking about what he wants out of life is another thing. If there are stressors causing depression, advice mental health services (they are not for the weak but for the warriors wanting to overcome their own mental challenges).
Some people just lack motivation. In that case, a mid-year EPR review could come in handy where you emphasize how anything less than "excellence in all you do" will get you less than a 5.
Do what you can, but ultimately it is up to them. Of course if unit safety, morale, or something serious is a consequence of this you should report it to whoever assigned his duties and reassign the responsibility if necessary. Remember to maintain a paper trail even if it is just notes of when you have conversations and the general outcome.
Good luck!
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Suspended Profile
If he wants to give the minimum, then give him the minimum. If it's not his thing put him on something else. If you continue to get minimum effort from him, Clearly that is the type of person he is, so just give him the minimum (evals, responsible, respect) the problems not you, it's a minimum standard environment the services are starting to embace. I showed up in uniform so medals and promotions for everyone. It's this nonsense that has become a cancer in our society. "But Sgt, I made a 180 on my APFT, that is passing, why can't I get promoted"
You cannot motivate someone else by yourself. Internal motivation is the most effective. You can, however, create an environment that will get better results. Start off by listening to the individual to understand what he is interested in. Understanding this is the starting point for figuring out where to go next. To further understand, avoid closed ended questions which would require nothing more than a yes or no. Open ended questions allow him to expound sufficiently to understand more deeply where he is coming from. Determine how his goals match up with and would benefit by this program. Once that is understood, buy in is much easier. Oftentimes a person is apparently non-enthusiastic because he doesn't know where to start. Guide him to the starting point rather than simply telling him how to begin. If it is his idea, he will be much more invested in the program's success and work harder to assure it. In the early stages, his lack of confidence requires more support. Offer to help him in any way you can. Make sure you continue to show interest in the program and how he is doing with it. Your ongoing interest in the project/program reinforces its importance and his value in presenting it
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SPC Cassandra Davis
TSgt Melissa Post I'm an introvert... But when it's time to really get something done... I burst into action. When I was working for the VA I participated in the Mentorship program and the first thing my mentor did was help me develop my interpersonal skills and we read and did classes with a book called Discovering your strength. That book changed my life. Before going through the mentorship program a lot of people would say I had a lot of potential and I was so smart.... People would also come to me for suggestions or help with major things.... And I would ask them to repeat it or I would restate it .... And either fire off from what I already know or do some research and come back like a fire ball. Give those a try.
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Give him a different program he'll be interested in. And let's face it, unless the end result of not executing the program is physical or mental harm, death, destruction of property, or fraud, then the program isn't actually that important.
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TSgt Melissa Post
Unfortunately, that is not my call. He was appointed by our senior leadership. But even if it was I don't think that I would necessarily do that. You can't just not do something because you find it boring or difficult. Those are the things that make us grow and become better in our field. Knowledge is power and such. The program not being executed wouldn't cause all those things listed but it is required for us to have this program in AFIs.
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TSgt (Join to see)
TSgt Melissa Post - it may not be your call, but it's not necessarily not your call either. Just because it's been assigned doesn't mean you can't push back on your troop's behalf. I have gotten troops released from AD's assigned by MAJCOM commanders, it's not that difficult as long as you can have a professional, honest conversation.
Also, in our field, you're 100% correct. But is the AD in your field? For example, I am a 1N2. But UTM sure as Hell isn't in my field, so I can and will tell leadership that I have serious reservations about taking it. Knowledge is not power if it exists only to further knowledge itself.
Also, if that program is in fact what you say it is, do what I do and file an AF Form 847 to have the program and/or AFI changed or eliminated.
Also, in our field, you're 100% correct. But is the AD in your field? For example, I am a 1N2. But UTM sure as Hell isn't in my field, so I can and will tell leadership that I have serious reservations about taking it. Knowledge is not power if it exists only to further knowledge itself.
Also, if that program is in fact what you say it is, do what I do and file an AF Form 847 to have the program and/or AFI changed or eliminated.
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