Tag: Motivation


Whatever happened to the mindset of excellence, the desire to go above and beyond, to do something well because it is the right thing to do?

The answer is subjective, but still we wonder, “Why?”

Why is it allowed?
Why is it easier to go with the flow?
Why are we comfortable with the status quo?.

It is time leaders set a better example, to live consistent with their expectations of others, and to motivate followers by working beside them instead of lording over them.

Anything worth doing is worth doing right, and anything worth doing right is worthy of excellence.

Mentoring…part 4

The mentoring relationship is a mutual relationship designed to establish and achieve specific well-defined goals.

These goals are connected to developing the ability to know, think, and perform.

The ultimate purpose and design of mentoring is to create a relationship that nurtures learning.

A number of elements essential for a learning-centered mentoring program include: reciprocity, learning, relationship, partnership, collaboration, mutually defined goals, and development.

The design is to promote stronger relationships that motivate, inspire, and contribute to development and growth.

This relationship is collaborative and channeled to achieve a support system of success. The mutuality in mentoring increases the viability of the desired purpose in the relationship.

Ability, Motivation, Attitude

Lou Holtz once expressed, “Ability is what you’re capable of doing. Motivation determines what you do. Attitude determines how well you do it.”

Scripture indicates we all have abilities. God intends for us to grow His church by utilizing our abilities.

What motivates us when we examine the leadership situation today? Are we comfortable with leadership left to someone else?

The choice of attitude is critical. When our attitude is misguided, motivation suffers.

It is time to step up. If not, the future of the church may rest in the hands of those who are incapable, unmotivated, and misguided. Where will that leave the church?


What motivates you?

The New Testament provides several counter-cultural examples to help us learn the power of motivation.

The motive for being first or greatest in the kingdom is about being a servant of all.

The motive for receiving is based in presenting ourselves as a living sacrifice to the Lord.

The motive for being blessed is about giving to others rather than receiving.

The motive for not forsaking our assembling together is through exciting others to love and good works.

Do we motivate others toward desired interests? Do we set the example based on what motivates us in the same direction?

Committed Leaders

How committed are you? David McNally says, “Commitment is the enemy of resistance, for it is the serious promise to press on, to get up, no matter how many times you are knocked down.”

Are we committed enough to get up no matter how many times we get knocked down?

When we are committed we oppose resistance.
When we are committed we are motivated.
When we are committed we have dedication.
When we are committed we keep our focus.
When we are committed we will stop at nothing.

Nothing is more deserving of our commitment than the cause of Jesus.

Showing Up

At one time or another, we all feel a little less than our best. During these times our energy levels are lower and we are not on top of our game. We do not feel well and we are unmotivated to work

Jerry West once said, “You can’t get much done in life if you only work on the days when you feel good.”

How can we show up when we do not feel as good as other days?

Remember our purpose.
Put one foot in front of the other.
Focus on the goal.
Remain dedicated to finish.

Leadership motivates us to show up everyday!

Motivating the Unmotivated

What motivates you? We need to determine the motivating factors that enable us to reach our goals.

Leaders are also tasked with motivating people who often times appear to be unmotivated. How? Ask a few simple questions.

Do the people involved know they are supposed to do a specific task?
Do they know how to perform the actions required?
When was the last time they were reminded?
Are the reasons these actions are important clearly stated?
Are there clear guidelines of the consequences?
Are regular evaluations of progress in place?

Once these questions are answered, appealing to the self-interests of others can assist in the motivation needed.

Improving Our Leadership

Leaders know who they are and always seek improvement.

One of the most challenging areas in our leadership involves an honest self-examination. Seeking to improve ourselves in leadership is vital to success.

One of the ways to accomplish this improvement is through asking some difficult questions.

Do we really want to be a leader?
What is the motivation behind our desire to lead?
Are we willing to make the necessary sacrifices to lead effectively?
Will we commit to the task of continually developing our abilities to lead?

The answers provide a foundation to help us know who we are and our approach to improving our leadership.

Leading Personalities…Phlegmatic

Our final personality is the Phlegmatic. They are laid back, without a care in the world.

Phlegmatics tend to get more done in a day than anyone because they do not engage in the unnecessary.

When motivated, Phlegmatics are the best workers. They are steady, loyal, hard working, quiet, and rarely get riled.

They can be lazy when unattended or unmotivated. They are not self-starters. The prefer the path of least resistance.

When motivated, however, they turn these negatives into a positive by finding better and cheaper ways to do the job. Let’s help them find the right direction by leading and serving.

Leading Personalities…Choleric

Most scholars recognize four basic personalities: Choleric, Sanguine, Melancholy and Phlegmatic. We can have all the classic traits of one or be a healthy or annoying combination. Knowing someone’s basic personality traits helps us better understand how to lead.

Someone who is Choleric is motivated to get things done even if they have to do it themselves. They struggle with delegating and can be hard to deal with, thinking they can do it better.

If mixed with another type they can warm up and be the best worker. Do we know anyone like this? Are we leading by helping someone be better at what they do?

Think leadership!