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Motivating for Excellence


There isn’t a day that goes by that Robert and I and our executives aren’t talking about the staffand how to help motivate them. Our staff think “we are talking about them” and we are. We are talking how to help them see the potential that we already know exists.  All of our decisions are based on the pursuit of excellence. Sometimes I have to say, with all of our efforts we miss the mark.

Whether you are a business owner, manage a team, run your household (or all of the above), we are all in charge of motivation. Do we truly understand how our actions affect the results of those around us?

This is going to be a “Motivation for Excellence” workshop. My goal is help you to understand your role and responsibility for motivating yourself and the people you lead. First, by getting you thinking and problem solving on how to motivate for excellence. Second, I will give you methods for boosting motivation.

Here are a few questions to get started –

Do you believe the people you’re leading are a reflection of you?
Do you praise them for good behavior? Things that are recognized are worth repeating
Or, do you only recognize them when they need correcting? The same applies here, things that are recognized are worth repeating. (Meaning, they will repeat what gives them attention)

Do you instruct them to display motivational actions for others, then contradict yourself with a boring meeting, providing little to no motivational influence?If they gave the same type of meetings or one on one’s you gave, what would be the results?

People literally are a product of their environment. The people they spend the majority of their time with is who they will emulate. Leaders have to be detailed, organized, creative, hard-working, AND motivating. This may not be the part that comes natural to you but you are in a position where you have to do it all.

Your Responsibility –

Before you were in a role as a mentor, all you have to be concerned with is self-motivation and your own goals. Now, you are in a coach-like position, where giving others encouragement and guidance is your new responsibility.

Find your motivation – You can’t teach what you don’t have
1. Figure out what part of your business you are good at and what really motivates you. Bear in mind, what originally motivated you may not be what motivates you today.  

Ask yourself… What motivates me? Write it down. Might it be…



Helping Others

Money (for what?)



2. Discover your team’s motivation.

It is important to find out what motivates each of the people you are leading. This can be tricky because they may not even know themselves. Figure out what they like to do.

This could be one way in which they are motivated. If there is a certain part of their job that they always go to first. The thing that they avoid or procrastinate to do is normally the thing the like the least. This is really important because if the thing that motivates them they never get to do – they will not be motivated.

Another area that can be telling is finding out their love language.

The Five Love Languages is a great book to help you to communicate in other people’s language not just your own.

  • They are:
  • Positive Affirmation
  • Acts of Service
  • Quality Time
  • Physical Touch
  • Gifts
    Typically people speak to you in their love language, so if someone is always giving you gifts to show their appreciation, it is more than likely that is their love language. If you reciprocate by doing something for them (Acts of Service), it may not have the impact you want because it’s not their love language. This could kill motivation because their needs aren’t being met.


It is important to know what else might be motivation killers. Here are some examples…

  • Lack of teamwork
  • Only correcting and never complimenting
  • Not reaching one’s goals
  • Negativity – half empty mentality rather than half full
  • Not caring


  1. Find a shared vision – talk about it
    Great leaders have a vision. It is important that you talk about the vision for your company (or department) and them. Everyone wants to have worthwhile work and no matter what position they carry, we want them to understand their importance. My favorite saying to exemplify this is-No involvement, No commitment

If your team is not involved in some part of the vision, they probably won’t share in it.

Another tool to help motivate is -TRUE Congratulations

T -imely
R -esponsive
U -nconditional
E -nthusiastic

A true congratulations has two Guidelines-
1. It should be…Spontaneous, individual, specific, and Unique
Not…programmed, blanket, general, traditional

Anytime you praise, congratulate, or compliment someone, it needs to be genuine.

2. Remember to cheer the progress, not just the results – at a football game fans don’t just sit quietly as the ball is moved down the field waiting for the touchdown before cheering. Any progress that it made towards the goal is applauded.

We have to be convinced that coaching, which is defined as –  teaching and practice focused on taking action, with celebration when things go well and supportive redirection when things go wrong, while all the time creating excitement and challenge for those being coached will produce better results.  

Motivation is all about attitude, energy, balance, and connecting with others.

Live, Love, Dance, and Enjoy!

-Christy Melgoza

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