Everyone defines success in a different way; some might look only at titles, while others focus more on responsibilities and the amount of influence wielded.
Tampa, FL (PRWEB) May 22, 2013
“Keeping up with the Jones’” seems to be a concept that’s falling by the wayside, as noted in a recent Financial Post article that focused on the need for people to create careers that meet their personal needs for satisfaction and success. This notion is seconded by FPMG, a Florida performance management firm, which has released advice about understanding needs and motivators as a key to career success.
“Everyone defines success in a different way; some might look only at titles, while others focus more on responsibilities and the amount of influence wielded,” said Denise Federer, Ph.D., FPMG’s founder. “What we have in common with everyone—from bosses to interns—is that our ability to be successful will be buoyed if we understand our needs and motivators.”
FPMG notes that David McClelland, a pioneer in motivational theory, developed an “acquired needs theory” proposing that people’s specific needs are acquired over time and shaped by their life experiences. He identified three areas of need that directly affect motivation and effectiveness:
- Need for Achievement. Those who are driven by achievement have a strong desire to excel; they seek to accomplish challenging goals, advance up the corporate ladder and be recognized for their work. The factors that affect achievement-seekers include wanting:
o Approval from experts
o To make money
o To succeed on their own
o Respect from colleagues
o To compete and win
- Need for Power. Those who are driven by power are interested in being effective and feeling influential—making an impact anywhere they can. These people seek to be involved in decision-making (or be the ultimate decider) and leave their mark on their organizations.
- Need for Affiliation. Those who are driven by affiliation might be considered “connectors”; they want to develop and maintain friendly relationships. These people are typically good team players and client contacts. They also seek to be well regarded.
FPMG realizes that everyone has different amounts of all these needs, and it can be an invaluable exercise to determine specific levels using a 1-10 ranking scale. To take things a step further, it’s important to think about the behaviors that support each need, i.e.:
- Achievement-seekers may be motivated to excel to attain a specific status, e.g., the Million Dollar Sales Group.
- Power-seekers may try to “take over” meetings by controlling the conversation.
- Affiliation-seekers may connect with clients on a very personal level.
“Enhancing what people know about themselves provides the opportunity to be more powerful, be less of a victim, and have more choices,” Federer said. “Once people understand their needs and how they’re motivated by them, they can leverage that knowledge to help meet their goals. By gaining a deeper understanding of themselves and harnessing it, they become more purposeful, more satisfied in their work, and more successful—based on their own definition of success.”
FPMG is a Florida performance management consultancy dedicated to guiding successful people to be their best. Based in Tampa, we help you uncover the non-financial issues that impact the bottom line. FPMG offers consulting for family business problems, financial advisors legacy advising, leadership development, and more.