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How to Effectively Overcome a Lack of Motivation

How to Effectively Overcome a Lack of Motivation

If you are not motivated from the outset, you won’t have the impetus to take the first step you need to accomplish what you want. If you don’t find a way to stay motivated until you reach your goal, you won’t have the energy you need to get there.

Getting motivated about what you want to do is always easy; but staying motivated afterwards is far more challenging. It is far simpler to get motivated than it is to stay motivated.

How easily do you go from motivation to apathy? Zig Ziglar said it perfectly when he said that motivation doesn’t last, just like bathing, which is why it is recommended daily.

Here are 4 common reasons why you lose motivation and what you can do about it

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1. It is too far out of reach

One of the most common reasons to start losing motivation is when the task starts to get more difficult than anticipated. Have you ever felt really motivated to begin with, but as time goes by your motivation quickly disappears as you realize how challenging it really is? If you don’t feel confident that you can do what you want to and your goal seems too far out of reach, you won’t feel very motivated to take action.

  • If you start to lose confidence and hesitation occurs, don’t give up. First ask yourself; “What is making this so difficult for me?” You want to identify what is causing you to feel this way and what would give you more confidence to continue. Write down whatever comes to mind. It could be that you lack some skill, self esteem, clarity, or time, etc
  • Once you have identified what is causing this, you can now come up with ways to overcome this and you will feel motivated to keep going forward. Instead of giving up on your goal, find a way to feel more confident about your abilities, create mini-goals to support your bigger goal and get motivated again. If you give up because it becomes to difficult, you will be giving up on a lot of things in your life.

2. Feeling trapped

Have you ever felt motivated about what you are doing but felt stuck to take action on it at the same time? If you feel stuck you will procrastinate and quickly start to lose motivation to keep going.

Whenever you want to do something new or take action on a goal, you need to have your feelings and actions aligned. When your feelings are not aligned with the action, nothing will flow and you will feel stuck.When you feel trapped, check in with yourself and identify whether it is the action or your feelings that are stopping you. What are your thoughts and true feelings towards this goal and the actions that you need to take to get there?

Let’s say you are a freelancer looking to take on more clients, this is your main objective. One of the strategies you chose is to send out your portfolio and pitch potential clients. You know this strategy has a high success rate so you have decided to include it in your plan.

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  • If your feelings and thoughts are not aligned, you would think this is a good step to take, but you might then feel stuck because you lack confidence in approaching potential clients and selling yourself. You will get stuck and lose motivation.
  • If your actions are not aligned, you would feel confident in your abilities to sell, but you don’t think this is the best action to take to reach your goal, you reluctantly chose it because you read it was a good thing to do. You will get stuck and lose motivation.

Identity what is keeping you stuck and change what needs to be. Get unstuck and you will get the motivation you need to push forward.

3. You cannot see the return on your investment

Just because something is good for you, it doesn’t mean that you will immediately be motivated by it, you need to have a high return on investment. You need to see a clear and motivating connection between the efforts you put in and what you get out.  A huge mistake is ‘assuming’ that you will be motivated by something and riding on a false sense that ‘this should be motivating’ when it simply isn’t.

You will start to lose motivation when you feel that you have to put in much more effort than you what you think you will get out in the end. There are two ways things you could do in this situation, either decide that it isn’t worth it or spot the reasons why this is something really awesome to do.

  • Intrinsic rewards are more motivating than extrinsic rewards so you can start by connecting your objectives to your values. When your objectives are aligned with your true values, you will find it easier to put the effort in and stay motivated.
  • Then, link as many benefits to what you want to do and bi-benefits, the benefits of those benefits. Find as many meaningful reasons why your intentions would be good for you as you can. Challenge yourself to come up with a list of at least 10 benefits to renew your motivation again.
  • Lastly, you could also get clear on what will happen if you don’t take action. You might find that you are more motivated to move away from what you don’t want than to move towards something you do want.

4.  Feeling disappointed

Ever felt like you were on a canoe rowing upstream, against the current? It is a constant struggle and it feels like you are just not making any progress not matter what. When there are so many struggles, obstacles and challenges ahead and you go from disappointment to disappointment, you lose motivation very quickly.

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Imagine turning the canoe around and letting it flow downstream instead. You can do this by changing the way you are looking at the situation. Feeling let down is not a nice feeling, no one wants to feel let down. Is it possible that there is a message in the ‘let downs’, they are neither good nor bad? Often we keep attracting the same experience until we learn how to manage it in a different better way.

Sometimes you just need to keep hearing the ‘no’s to get to the right yeses’ or sometimes you need see the gift in the situation instead of reacting blindly and only seeing what you want to. These could also be the exact challenges you need to overcome to grow and support you when you reach your goal in the end. If you feel disappointed it is because of the way you see the situation, is it possible there is a better way to look at it? If there is, you will no longer feel a lack of motivation in anyway.

 

If you want to effectively overcome your lack of motivation, identify why it went and then, take massive action to seek out that motivation again – it is always there, you only need to take that extra step to find it and bring it back.

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To your success!

More by this author

Kirstin O´Donovan

Certified Life and Productivity Coach, Founder and CEO of TopResultsCoaching

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Last Updated on September 17, 2019

How to Delegate Work Effectively (Step-By-Step Guide)

How to Delegate Work Effectively (Step-By-Step Guide)

All managers and leaders must master the art of delegation. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Knowing how to delegate is also essential for an effective leadership.

To learn how to delegate is to build a cohesive and effective team who can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your wellbeing at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

In this guide, you will discover what delegation really entails, how it benefits your team, and how to delegate work effectively.

The Importance of Delegation

An effective leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis. Effective delegation also promotes productivity within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.[1]

When you are willing to delegate, you are promoting an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and efficient leader who respects their skills and needs.

Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and in doing so, maximizing productivity and profit.[2]

Here’s an example of bad delegation:

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    Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.[3]

    The Fear of Delegating Tasks

    Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:[5]

    • They may resent the idea that someone else may get the credit for a project.
    • They may be willing to delegate in principle but are afraid their team won’t be able to handle an increased degree of responsibility.
    • They may suspect that their staff is already overworked, and feel reluctant to increase their burden.
    • They may suspect that it’s simpler and quicker just to do a task themselves.
    • They dislike the idea of letting go of tasks they enjoy doing.
    • They fear that if they delegate responsibility, their own manager will conclude that they can’t handle their workload.

    Delegation vs Allocation

    Most people think that delegation and allocation are synonymous, but there is an important distinction to be made between the two.[6]

    When you allocate a task, you are merely instructing a subordinate to carry out a specific action. You tell them what to do, and they do it–it’s that simple. On the other hand, delegation involves transferring some of your own work to another person. They do not just receive a set of instructions. Rather, they are placed in a role that requires that they make decisions and are held accountable for outcomes.[7]

    How to Delegate Work Effectively (A Step-By-Step Guide)

    So what’s the best way to delegate work so you can fight the fear of delegation, build an efficient team and work faster? Here’s a step-by-step guide:

    1. Know When to Delegate

    By understanding how much control you need to maintain over a situation, you can determine the best strategy for empowering workers. There are 7 levels of delegation that offer workers different degrees of responsibility.

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    This brief video explains these levels and offers examples of when it’s appropriate to use each one:

    Delegation occurs along a spectrum. The lowest level of delegation happens when you tell other people what to do. It offers little opportunity for employees to try new approaches. The most empowering form of delegation occurs when you are able to give up most of your control over the project to the employee.

    Knowing how to delegate work helps you understand how to connect people with tasks that make the best use of their talents. When done properly, it ensures that you will get the best end-result.[8]

    When you’re deciding how to delegate work, ask the following questions:

    • Do you have to be in charge of this task, or can someone else pull it off?
    • Does this require your attention to be successful?
    • Will this work help an employee develop their skills?
    • Do you have time to teach someone how to do this job?
    • Do you expect tasks of this nature to recur in the future?

    2. Identify the Best Person for the Job

    You have to pass the torch to the right team member for delegation to work. Your goal is to create a situation in which you, your company, and the employee have a positive experience.

    Think about team members’ skills, willingness to learn, and their working styles and interests. They’ll be able to carry out the work more effectively if they’re capable, coachable, and interested. When possible, give an employee a chance to play to their strengths.

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    Inexperienced workers may need more guidance than seasoned veterans. If you don’t have the time to set the newer employee up for success, it’s not fair to delegate to them.

    You also have to consider how busy your employees are. The last thing you want to do is overwhelm someone by giving them too many responsibilities.

    3. Tell and Sell to Get the Member Buy-In

    After you’ve found the perfect person for the job, you still have to get them to take on the new responsibility. Let them know why you chose them for the job. [9] When you show others that you support their growth, it builds a culture of trust. Employees who see delegated tasks as opportunities are more likely to be invested in the outcome.

    When you’re working with newer employees, express your willingness to provide ongoing support and feedback. For seasoned employees, take their thoughts and experiences into account.

    4. Be Clear and Specific About the Work

    It’s critical to explain to employees why the project is necessary, what you expect of them, and when it’s due.[10] If they know what you expect, they’ll be more likely to deliver.

    By setting clear expectations, you help them plan how to carry out the task. Set up project milestones so that you can check progress without micromanaging. If your employee has trouble meeting a milestone, they still have time to course correct before the final product is due.

    This type of accountability is commonly used in universities. If students only know the due date and basic requirements for completing major research papers, they might put off the work until the eleventh hour. Many programs require students to meet with advisers weekly to get guidance, address structure, and work out kinks in their methods in advance of deadlines. These measures set students up to succeed while giving them the space to produce great work.

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    5. Support Your Employees

    To see the best possible outcomes of delegating, your subordinates need resources and support from you. Connect them with training and materials to develop skillsets they don’t already have.[11] It may take more time up front to make resources available, but you’ll save time by having the work done correctly. For recurring tasks, this training pays off repeatedly.

    Sometimes employees need a help to see what they’re doing well and how they can improve. Giving and receiving feedback is an essential part of delegation. This is also a good way to monitor the delegated tasks as a leader. While you can keep track of the progress of the tasks, you are not micro-managing the employees.

    Throughout the project, periodically ask your employees if they need support or clarification. Make it clear that you trust them to do the work, and you want to create a space for them to ask questions and offer feedback. This feedback will help you refine the way you delegate work.

    6. Show Your Appreciation

    During periodic check-ins, recognize any wins that you’ve seen on the project so far. Acknowledge that your employees are making progress toward the objective. The Progress Principle lays out how important it is to celebrate small wins to keep employees motivated.[12] Workers will be more effective and dedicated if they know that you notice their efforts.

    Recognizing employees when they do well helps them understand the quality of work you expect. It makes them more likely to want to work with you again on future projects.

    Bottom Line

    Now that you know exactly what delegation means and the techniques to delegate work efficiently, you are in a great position to streamline your tasks and drive productivity in your team.

    To delegate is to grant autonomy and authority to someone else, thus lightening your own workload and building a well-rounded, well-utilized team.

    Delegation might seem complicated or scary, but it gets much easier with time. Start small by delegating a couple of decisions to members of your team over the next week or two.

    More About Delegation

    Featured photo credit: Freepik via freepik.com

    Reference

    [1] BOS Staffing: 5 Benefits Of Delegation – Empower Your Team
    [2] Brian Tracy International: How to Delegate The Right Tasks To The Right People: Effective Management Skills For Leadership Success
    [3] MindTools: Successful Delegation: Using The Power Of Other People’s Help
    [4] Fast Company: The Three Most Common Fears About Delegation: Debunked
    [5] Leadership Skills Training: Delegation
    [6] Abhinav Jain: Delegation of work vs Allocation of work
    [7] Anthony Donovan: Management Training: Delegating Effectively
    [8] Management 3.0: Practice: Delegation Board
    [9] Focus: The Creativity and Productivity Blog: A Guide to Delegating Tasks Effectively
    [10] Inc.: 6 Ways to Delegate More Effectively
    [11] The Muse: The 10 Rules of Successful Delegation
    [12] Teresa Amabile and Steven Kramer: The Progress Principle

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