Motivate or Risk Losing Top Execs - Energizing Decision Makers - Brief Article

Workforce, Nov, 2001 by Amy Rottier

Everyone knows that top executives are expected to motivate people. What is less well known is what motivates top executives. Unless HR professionals find out, a company may not be able to keep its leaders, according to RHR International, a management psychology company.

A high-achiever's desire for success is usually a strong self-motivator. Still, there are times in a person's career when that passion ebbs or changes. To prevent them from leaving, companies are strongly urged to learn what inspires and energizes its top decision-makers, and how to create jobs that reflect their motivational style, RHR says.

The firm has broken down motivating factors for high-achievers into five primary categories: Money. Power. Achievement. Excitement. Legacy. Motivation is usually a cyclical process that changes with personal growth, RHR notes.

In the beginning of a career, for example, a top performer may strive for money. Once a satisfactory amount has been earned, recognition and prestige may be the new incentives. Discovering specifically what the drive is may be as simple as chatting informally with the exec about his or her dreams and desires.

RHR International has studied the following five motivators that are common among top executives:

* Money: When money is a primary motivation, there is a risk that one day there will be enough of it. People who work to get rich may be very difficult to motivate once they achieve the goal. It is often best to let people go when they cease being productive.

* Power: Those who are motivated primarily by power like being in charge of projects and the people working on them. Since power always seeks a higher level, these people are always willing to strive for more. The task here is to construct an environment with new levels of power that both challenge the exec and contribute to the welfare of the organization.

* Achievement: Some people are more motivated by the challenge of achieving something significant. The problem here is that when they do, they are often at a loss about what to do next. You must ensure that there is another challenge to tackle before the first one is finished.

* Excitement: The sheer excitement of things serves as the primary motivator for others. They love competition, intensity, even the exhaustion of working long and hard to solve a difficult problem. Keeping them engaged and highly motivated hinges on appreciating and rewarding them and ensuring that they are always involved in many projects.

* Legacy: Many high-achievers are motivated by the opportunity to make a mark in the world. They want a lasting legacy of their contributions. Like those who are motivated by achievement, they are driven to do something that others cannot do. Because of the long-term nature of their goal, they are among the most self-motivated.