In a recent blog I cautioned about the blending of celebration and motivation. And the importance of ensuring the separation of the two concepts.

However, it is also important to see that having a motivated team may result in celebration. 

So why the delicacy around blending the two concepts?

I suppose it comes in the form of manipulation. None of us like to be manipulated.

It is therefore valuable to separate celebration from motivation.  Perhaps you do. Or perhaps you haven’t even thought about it.

Blending Celebration and Motivation

Have you ever seen the blending of motivation with celebration that resulted in manipulation?

I have. The push back is extreme. The sense of team and individual resistance increases and trust is lowered. And it is hard to repair.

So beware the blend of Celebration and Motivation!


And now to motivation.

I recently ran my eye across a few articles written about motivation and celebration. And I was interested to read the tips regarding motivation.

Fundamentally, my experience with hundreds of teams indicates that increasing motivation commences with the leadership team focusing on individuals.

I have found that thinking through the following concepts can be useful:

  • individual or yeam environment
  • intrinsic or extrinsic reward
  • long-term or short-term task(s)
  • roles and/or responsibilities

When you consider motivation the above  concepts can assist in targeting your motivation process.

A recent experience

Recently, I assisted a team deliver on an outcome for a Government Minister. It was fascinating to watch the motivation of the group unfold. 

We teased out the concept of roles and responsibilities. It was important to establish that first. (So note that the above list isn’t sequential. It is responsive.) By having roles and responsibilities articulated the team could apply energy with focus.

The group needed to work as a team and sub-teams. This team concept was clearly communicated to the group so the endeavours were driven by a team ethos.

What was missing was time to understand how individuals in the team preferred to be rewarded.

When in a leadership role I believe it is vital to understand reward preferences. So, finally a tip.

If you are thinking about celebrating the end of another amazing year and hoping to motivate your team through celebrating with gifting, think about the individual. Yep that can be a bit of work!

Consider whether individuals are intrinsically or extrinsically orientated. And reward them in a manner that matches preference.


 Only ONE.

Know your staff. Are they intrinsic or extrinsic?