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Employee Motivation Training

Thinka’s ‘Lift Motivation’ Workshop

Motivation needs to come from both inside and outside for us to be truly connected to our work. Yet, most workplaces tend to focus only on external rewards. As leaders, we need to find out what makes team members tick and link them to meaningful projects, goals and stretch opportunities. Intrinsic motivation is the key to long-term career satisfaction.

What leaders will explore

  • Intrinsic versus extrinsic motivation
  • When to use reward and recognition
  • Motivating from the inside: deep conversations
  • The autonomy, mastery and purpose model
  • Working with ‘hard to motivate’ people

What leaders will apply

  • An understanding of what motivation is
  • Ability to reward and recognise effectively
  • Skills for motivation-related conversations
  • Ways to intrinsically motivate self and others
  • Techniques for addressing motivation levels
Workshop Purpose

To get the best results in a complex world of work, leaders need to motivate and empower their teams. Skills in motivating team members helps leaders engage in meaningful goal setting conversations and increase employee engagement. When teams are engaged, they are more likely to work harder, apply greater effort to problem solving, and learn new skills. The purpose of this workshop is to help leaders develop an empowering leadership style and refine skills to help the organisation build a motivated workforce.

Working with organisations in Melbourne, Sydney and across Australia, we know that organisations are working harder than ever to keep employees engaged. Here are some reasons why a motivated workforce is essential to modern workplaces:

  1. Rise of ‘human skills’: More and more, organisations are helping employees develop both technical skills and soft skills. Leaders are engaging in more goal setting conversations and working with team members on professional development. Skills in team motivation will help leaders inspire, coach and give feedback to team members to lift performance.
  2. Technology and rise of AI: Advancements in technology and the way we work will automate more manual work, changing job roles and what organisations consider valuable. Leaders with an empowering and enabling leadership style, will become increasingly desirable.
  3. Complex world of work: Living in a ‘VUCA’ (volatile, uncertain, complex and ambiguous) environment means that leaders will need to give confidence and assurance to their teams constantly. Leaders who can connect team members to a higher purpose and give meaning to their work will help them sustain motivation on the job.
  4. Role clarity: Because the lines are more blurred in modern workplaces, employees will continually need role clarity and tasks defined. Training in motivation and empowerment skills gives leaders techniques for helping team members engage in goal setting, so outcomes can be achieved.
  5. Mental health: 1 in 5 Australians are currently experiencing a mental health issue. Skills in lifting team motivation can help leaders work with the teams on constructive ways forward when issues arise. When organisations pay attention to staff motivation and employee engagement, it can influence mental health outcomes in positive ways.

Overall, skills in employee motivation can help leaders achieve greater all-round results with their team. With this ‘Lift Motivation’ workshop, coaching sessions, and support from peers, leaders can uplift their leadership style and build an action plan to empower their teams.

Workshop Benefits

With the help of this ‘Lift Motivation’ workshop, skills that leaders can put in place to uplift teams and enhance performance include:

  1. Communication: Leaders with a motivating leadership style are better able to open up conversations about behaviours with their direct reports and provide the right support and direction. Leaders who understand different personality types, can help people see both their strengths and self-defeating behaviours, so employees can remove blockers and barriers.
  2. Direction-setting: New situations, projects and ever-changing work environments call for confidence and direction from leaders. Leaders who are better equipped to support team members have a strong ability to instil certainty and calm in their direct reports. Leaders who can set direction make a big difference to the motivation levels and self-confidence of their direct reports. 
  3. Relationship management: Team leaders who can recognise and regulate their own emotions and maintain healthy relationships with others, build team confidence and solidarity. Leaders can improve this by conveying clear messages, engaging in positive body language and making eye contact. A focus on team building and healthy relationships is essential for both teams and individuals to build their own motivational plan. 
  4. Purpose: Leaders who can help their teams connect to an organisation’s, team’s or project’s purpose, help to set up a framework for motivation. When people understand their contribution to a broader, shared goal, it helps with focus and direction. Establishing a motivational climate starts with the ‘why’ and goal setting, so everyone is on the same page. 
  5. Professional development planning: Establishing intrinsic and extrinsic motivators is important to help each individual connect with their work. Using a theory of motivation, such as the ‘autonomy, mastery, purpose’ framework developed by Dan Pink, team leaders can help their direct reports understand what they can bring to work, and how the organisation can support them to achieve their goals.

By developing skills in empowerment and motivation, leaders can establish strong, dependable teams and manage people, projects and performance with greater ease.

Workshop FAQs

What is Employee Motivation Training?

Thinka’s ‘Lift Motivation’ workshop is specifically designed for leaders to empower their teams to achieve goals and outcomes. It provides learners with skills training and a personal toolbox to apply their learning and lead with greater confidence. Our experienced facilitators have worked with many Australian leaders on employee motivation and engagement and will share case studies and stories to help your leaders.

Why should my organisation offer Employee Motivation Training?

Being part of this ‘Lift Motivation’ workshop can help team leaders become more confident in their leadership style and engage in better team building. It can also help participants to break through barriers, so they can see what kinds of motivators will best suit their teams. The workshop experience is designed to help leaders learn from each other and see how they might support each other to grow a motivational leadership style.

Who can attend Employee Motivation Training?

Thinka’s ‘Lift Motivation’ workshop is designed for leaders. The skills we focus on are strongly linked to a theory of motivation and contemporary psychological approaches on team empowerment. However, training sessions can be easily customised for leaders and teams to do together, or for team member and middle to upper management audiences as well.

Is Employee Motivation Training only available in person?

We deliver a lot of in-person workshops onsite, across Melbourne and Sydney, but Employee Motivation Training can be delivered as online training as well; depending on the organisation’s requirements. It is typically made up of strategies, discussions and a series of activities to support on the job application.

The training program can be complemented with coaching sessions with a Thinka coach. Coaching plays an important role in challenging old behaviours and building fresh confidence and capability in each of the learners. Organisations might also opt for a blended program that makes use of eLearning and other forms of media as well.

Workshop Case Study

Leadership Development Program with Noel Allen Group

 

1. What was the objective?

Noel Allen Group is a conglomerate of well-known pharmacies based in South Australia. The Head Office of Noel Allen Group engaged Thinka to design a course outline that focussed on the support of leaders in Head Office to empower others through clarity, compassion and clear direction. The core skills of the program included motivation and inclusion, accountability and drive, and conflict resolution strategies. These skills needed to be embedded authentically throughout the day-to-day operations at their head office.

2. How did we do it?

Thinka created a program of six 2-hour workshops, to be delivered as an online course via Zoom, once a month over six months. This course addressed key areas of concern, supporting by specific integration tools that would help to embed the learning on the job. These integration tools included ‘meeting packs’ that addressed the skills in each of the 6 workshops, so leaders could discuss ways to embed this learning and share their leadership development achievements with their peers.

3. How was it integrated and what were the results?

This training course, working in tandem with the integration tools, created an authentic learning experience where leaders learned, discussed and then practised their skills and new leadership concepts. Based on the feedback, learners emphasised appreciation for the way the tools were unpacked before being applied, as this created confidence in using these tools in their roles. Participants also valued the group conversations between leaders and real-world examples throughout the workshops.

I really like the format of the session. A highlight was hearing that motivation is different for everyone and as leaders we need to be flexible.

Lift Motivation participant, Altogether Group

Workshop Outline

Delivery Options

In Person Workshop

Virtual Workshop

See Demo

Key Outcomes

1. Leaders who can identify what drives their team members.

2. Leaders who can use extrinsic motivators in the right way.

3. Leaders who can tap into what intrinsically motivates people.

4. Leaders who can link people’s motivators to projects and tasks.

5. Leaders who can link motivation to performance development.

Target Audience

Leaders

Learning Approach

Experiential and application based learning

Workshops to pair me with:

Celebrate Recognition

It’s about creating a recognition culture that doesn’t have ‘strings attached’.

Empower with Team Recognition

Generate Influence

It’s about galvanising others toward action and one goal.

Influencing Skills Training

Q

Our in-person workshops maximise opportunities for robust conversation, experiential activities and intensive group work. This is no ‘death by PowerPoint’ experience – our facilitators are skilled in presenting and leading immersive experiences that get the most out of people. Supported by multimedia, attractive takeaway pages and practical strategies for using back on the job – our in-person workshops build a formidable bridge between exploration and application. We have a 10 person minimum for an in person workshop.

Q
Our virtual workshops breathe fresh life into the online experience with their almost ‘radio show’ feel. Our expert facilitators use a combination of multimedia, questioning techniques and break out activities to target micro-skills – with a focus on application. Supported by an online platform hosting custom-built workshop materials, participants can be assured of a lively, dynamic session that has a distinct bias to action. We have a 6 person minimum for a virtual workshop.
Q
Q
This audience includes ‘middle management’ leaders who support team members in capability building. The skills are geared toward increasing leadership effectiveness and driving performance in team members in modern work contexts. These skills are flexible and built to grow with individuals as they evolve in their leadership journeys.
Q

Thinka believes that every learner needs to walk away being able to do something differently once they’ve engaged in a learning solution. The real power is in every individual applying their learning. Our behaviour-based methods, supported by the latest research, are key to making the steps for change relevant and realistic.

Thinka supports with methods like storytelling, experiential activities or rich questioning, but ultimately, we know the integration between solution and real world is the most crucial part of the learning experience. That is why we look for ways to ‘build a bridge’ between the solution we provide and what happens back out on the job.

Whether it’s an application template, a set of strategies, some tips or a ‘how to’ model – we work hard to provide every learner with not just information but the tools they need to make a real difference.