Page 90 - FLL Virtual Binder 2018

Although Maslow’s theory is referred to as a hierarchy, it is important to recognize that the motivation value of the unmet needs is fluid and dynamic depending on the individual and the situation.
Intrinsic and Extrinsic Motivation
1. Intrinsicmotivation–theseareinternallydrivenandarebasedonthe individual’s own values of what is important and meaningful to me? e.g., personal achievement goals, sense of belonging, etc.
2. Extrinsicmotivation–theseareexternallydrivenandareusuallygiven by another person e.g., annual bonus, reward for meeting target, praise, promotion, etc.
As Maslow’s Hierarchy illustrates, people are motivated by unmet needs and those needs are different for different people at different times. The key to successful coaching is to understand the relationship between the individual’s intrinsic and extrinsic motivations to help you successfully meet those needs. For example, if an individual is satisfied with their compensation and is looking for growth opportunities, offering experiences where he/she can build skills and/or develop into new roles may be more motivating than offering financial incentives.
Every good coach has experienced the "magic" in coaching: the inspired moment when seemingly out of nowhere, your gut tells you to ask the question that doesn't seem relevant – only to have it be the question that transforms your team member’s attitude, approach, and/or point of view; that after listening to a series of seemingly unrelated conversations, you notice a pattern of thought or behaviour that had remained hidden before.
Coaching Interactions
Coaching interactions can occur at any time and any place. They can be structured (formal) or spontaneous (informal). Whether your coaching session is formal or informal, it is important to remember never to coach a team member in front of a customer or another team member.
Coaching as Standard Work
Front Line Leadership Module: Dealing with Differences
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