MODULE 4

Motivation

Motivation is the process that initiates, guides, and maintains goal-oriented behaviors. It is
what causes you to act, whether it is getting a glass of water to reduce thirst or reading a book
to gain knowledge.

Motivation involves the biological, emotional, social, and cognitive forces that activate
behavior. In everyday usage, the term "motivation" is frequently used to describe why a person
does something. It is the driving force behind human actions.

Motivation doesn't just refer to the factors that activate behaviors; it also involves the factors
that direct and maintain these goal-directed actions (though such motives are rarely directly
observable). As a result, we often have to infer the reasons why people do the things that they
do based on observable behaviors.

Theories of Motivation

What exactly lies behind the motivations for why we act? Psychologists have proposed
different theories of motivation, including drive theory, instinct theory, and humanistic theory
(such as Maslow's hierarchy of needs). The reality is that there are many different forces that
guide and direct our motivations.

Motivation is a state-of-mind, filled with energy and enthusiasm, which drives a person to work
in a certain way to achieve desired goals. Motivation is a force which pushes a person to work
with high level of commitment and focus even if things are against him. Motivation translates
into a certain kind of human behaviour.

It is important to ensure that every team member in an organization is motivated. Various

psychologists have studied human behaviour and have formalized their findings in the form
various motivation theories. These motivation theories provide great understanding on how
people behave and what motivates them.

Motivation is a huge field of study. There are many theories of motivation. Some of the famous
motivation theories include the following:
Maslow’s hierarchy of needs

Abraham Maslow postulated that a person will be motivated when his needs are fulfilled. The
need starts from the lowest level basic needs and keeps moving up as a lower level need is
fulfilled. Below is the hierarchy of needs:

• Physiological: Physical survival necessities such as food, water, and shelter.

• Safety: Protection from threats, deprivation, and other dangers.
• Social (belongingness and love): The need for association, affiliation, friendship, and
so on.
• Self-esteem: The need for respect and recognition.
• Self-actualization: The opportunity for personal development, learning, and
fun/creative/challenging work. Self-actualization is the highest level need to which a
human being can aspire.

The leader will have to understand the specific need of every individual in the team and
accordingly work to help fulfil their needs.

Hertzberg’s two factor theory

Hertzberg classified the needs into two broad categories namely hygiene factors and motivating
factors
Hygiene factors are needed to make sure that an employee is not dissatisfied. Motivation factors
are needed for ensuring employee's satisfaction and employee’s motivation for higher
performance. Mere presence of hygiene factors does not guarantee motivation, and presence
of motivation factors in the absence of hygiene factors also does not work.

McClelland’s theory of needs

McClelland affirms that we all have three motivating drivers, and it does not depend on our
gender or age. One of these drives will be dominant in our behaviour. The dominant drive
depends on our life experiences.

The three motivators are:

• Achievement: a need to accomplish and demonstrate own competence People with a

high need for achievement prefer tasks that provide for personal responsibility and
results based on their own efforts. They also prefer quick acknowledgement of their
progress.
• Affiliation: a need for love, belonging and social acceptance People with a high need
for affiliation are motivated by being liked and accepted by others. They tend to
participate in social gatherings and may be uncomfortable with conflict.
 • Power: a need for control own work or the work of others People with a high need for
power desire situations in which they exercise power and influence over others. They
aspire for positions with status and authority and tend to be more concerned about their
level of influence than about effective work performance.

McGregor’s theory X and theory Y

Douglas McGregor formulated two distinct views of human being based on participation of
workers. The first is basically negative, labelled as Theory X, and the other is basically positive,
labelled as Theory Y. Both kinds of people exist. Based on their nature they need to be managed
accordingly.

• Theory X: The traditional view of the work force holds that workers are inherently
lazy, self-centred, and lacking ambition. Therefore, an appropriate management style
is strong, top-down control.
• Theory Y: This view postulates that workers are inherently motivated and eager to
accept responsibility. An appropriate management style is to focus on creating a
productive work environment coupled with positive rewards and reinforcement.

Alderfer’s ERG theory

Alderfer’s theory of motivation expands on the work of Maslow and takes the premise of need
categories a bit further. He observes that when lower needs are satisfied, they occupy less of
our attention, but the higher needs tend to become more important, the more we pursue them.

He also observed a phenomenon that he called the frustration-regression process where when
our higher needs are thwarted, we may regress to lower needs. This is especially important
when it comes to motivating employees.

When a sense of autonomy or the need for mastery is compromised, say because of the structure
of the work environment, the employee may focus more on the sense of security or relatedness
the job provides.

Conclusion

Motivation is the state of mind which pushes all human being to perform things with the highest
spirit and with positivity. The leader will have to ensure that every individual in the team and
the organization is motivated. The various motivation theories helps in understanding what will
motivate people.
Various Motives

Biological and Social Motives

Biological Motives
These are also known as physiological motives and very important for the survival. These are
natural and exist at the time of birth. These are activated due to imbalance in the body and
maintain state of equilibrium.

Characteristics
1. These motives of human and animals are the same.
2. These are to a large extent rooted in the physiological state of the body.
3. These are such needs which are absolutely necessary to be satisfied.
Example
The list of examples may include hunger, thirst, desire for sex, pain, etc.

Social Motives
These are called social motives because of their being learned in social groups, especially, in
family as children grow up and because. They usually involve other people.
Psychologists and social psychologists have given them various names as follows.
1. Acquired or learned motives.
2. Complex motives.
3. Secondary motives.
Why Secondary Motives?
They are called secondary motives because they are not primary in nature their need for
satisfaction is not absolutely necessary.

Explanation of Social Motives

These are the complex motives states or needs, that are the offspring of many human actions
in fact these motives can give us some insight into an individual’s social behavior. What sort
of social motives activate an individual depend on an individual social experience which is
unique to himself and depends on his way of receiving things, his personality make up, his
learning capacity, his intelligence, opportunities and weaknesses.

Example
The example of social motives is shyness.
Intrinsic and extrinsic motivation

Using motivation to achieve goals and complete tasks will be most impactful when you can
identify the type that works best for you. Most types of motivation fall into one of these
categories:

Intrinsic motivation

Intrinsic motivation is internal. For example, you might use intrinsic motivation when you feel
inspired to complete a task because it aligns with your personal core values. If you volunteer
for a community food bank because you derive motivation from helping others, you are likely
well-motivated by intrinsic factors.

Extrinsic motivation

When you are motivated to act by external factors, such as compensation or praise, you are
experiencing extrinsic motivation. Extrinsic motivation drives you to achieve things for
rewards such as a promotion, raise, bonus, awards, and the need to maintain your livelihood,
among others.

Types of motivation

Here are eight types of intrinsic and extrinsic motivation along with ways you can apply them
in your work life:

Incentive motivation

Incentive motivation is when you are motivated to perform a task because of the potential
reward. People who are incentive-motivated typically do not focus on the process of achieving
a goal so long as they get the reward. You can use incentive motivation to boost your career
progression and earning ability. If you want a raise, thinking of the higher standard of living
you can acquire with the extra pay can energize you to meet your production or sales quotas.

Example: You strive to get a promotion because of the higher authority and larger paycheck
that come with the new role, rather than the increased responsibility and job satisfaction
attached to the position.

Achievement motivation

This motivation entails performing tasks to achieve specific objectives. With achievement
motivation, you likely care more about committing yourself to a vision and accomplishing an
objective than attaining awards.
Example: You could be a scientist whose organization works to create a vaccine that could
cure a deadly virus. For you, the fulfillment is in creating a life-saving product rather than the
potential commercial value of the discovery. An achievement-motivated individual can also be
a person who spends a lot of time to develop a new production process because they want to
improve productivity and reduce waste rather than selling the patent for the invention.

Power motivation

When you spend hundreds of hours to build your own business or become an expert in your
field, you are trying to gain control over your livelihood. If you strive to control your life and
that of others, your motivation is likely power. You enjoy actions that will make you the sole
determinant of what happens to your money, food, health, relationships and more.

Power motivation can be a positive way of developing your career, but it can also lead to
challenges. Making a conscious effort to secure your source of income and adopt healthy eating
habits is a noble cause. However, it is important to respect people’s opinions about their own
lives, food choices, religion, knowledge and other personal choices.

Example: You would like to advance to a more senior, managerial position in your company
so you can be in charge of a team. To make yourself more eligible for a promotion, you
complete a management training course and apply for an open position in your company.

Fear motivation

The fear of negative consequences can drive you to avoid an unpleasant experience such as
termination of employment, demotion, lawsuits, stagnation in a role and more. While fear
motivation is not necessarily healthy or sustainable, it can be a somewhat effective motivator
in the short-term.

Example: The potential loss of livelihood from missing sales quotas can urge you to learn new
methods of winning clients and polish your cold calling skills.

Affiliation motivation

Also known as "social motivation," this motivation encourages social interaction among
people. A person who is driven by affiliation gets motivated by the spirit of cooperation and
by others accepting their desirable attitudes. This need can motive you to be an active member
of social groups.

The sense of belonging and contribution to the common good can drive you to become a better
person, leading to more fulfillment and happiness. If financial rewards are not available, this is
great for increasing your dedication to career goals.
Example: If you are a professional, you can derive motivation from the recognition colleagues
and superiors give you for your contributions to the success of the organization.

Competence motivation

Competence motivation pushes people to become highly proficient at what they do, allowing
them to become subject matter specialists in critical aspects of their jobs. Such professionals
include neurosurgeons, aeronautics engineers and other specialists who use their problem-
solving skills to respond to unique problems. For this set of people, their motivation comes
from being able to use their competence where it will make the biggest difference.

Example: A heart surgeon decides to undergo specialized training to perform an advanced

operating procedure.

Attitude motivation

This is the motivation that drives an individual to change other people’s perceptions or
thoughts. Attitude motivated people seek to enhance their interactions with other people by
improving social engagements. It focuses on making people around you feel better about you
and themselves.

Example: You volunteer to lead a campaign in the office that aims to change employee
perception towards a proposed change that may affect roles and job content. It can also
manifest in the form of helping your team members achieve their highest potential or success.

Expectancy motivation

This psychological theory posits that individuals are motivated by the expectation of a desired
result of certain efforts. It measures the degree to which the reward of a particular action
motivates you to pursue the achievement of that goal based on your belief you can receive the
reward. The focus of this motivation is that you should select activities in which you are certain
of achieving the desired results.

Example: A star tennis player tries out for the Olympics because their skill level leads them to
expect they will win a gold medal.

How to use motivation

Since there are many types of motivation, you may find that more than one applies to you. The
best way to keep your motivation levels high is to combine motivational types and use them to
propel yourself towards goals and objectives in your career and life.
Use the following tips to keep your motivation levels high:

1. Create goals

Goal setting is a powerful way to keep your motivation levels up. It helps direct your energy
to things that make the most difference in your work and life. Consider using the SMART
technique to set goals that are Specific, Measurable, Attainable, Relevant and Timely.

2. Tell people your goals

An excellent way to motivate yourself is to tell someone close to you about your plans. It can
be your colleague or relative, but making your goals known can make you more determined
because you feel accountable.

3. Measure your progress

Have a plan to measure your goals and know what you need to do to accomplish them. If you
plan to raise your sales by 50% by the end of the year, for example, you can check your totals
every month to ensure you’re making incremental progress. Seeing that you’ve made positive
efforts toward your goals can result in even more determination.

4. Reward yourself

Positive reinforcements are one of the most effective motivating factors. You can give yourself
rewards for achieving your ultimate goal or for completing milestones along the way. For
example, you could go for a ten-minute walk after completing an hour of work, or make a
major purchase for earning your company an important contract.

Frustration is the hollow state of mind which occurs when a goal response is blocked. In other
words, it occurs when satisfaction of needs is interfered with or blocked.
One major element of maladjustment that is consistently repeated in almost all the causes
of maladjusted behavior is frustration. Frustration may be due to familial conditions, school
atmosphere, personal inadequacy or peer group relationship.

Frustration could take place under two circumstances:

• When the biological, psychological and social needs of the students are not fulfilled
or satisfied

• When the individual faces conflicting situations or moral dilemmas

Concept of Conflict:
Before going ahead, let us understand the difference between conflict and frustration. Yes,
there is a difference between conflict and frustration. The latter (frustration) is the product or
the consequence of the dissatisfaction of needs, whereas, the former (conflict) is the process,
or one of the factors responsible for causing frustration.
Conflict is the operation of two incompatible action systems, it may be drives; needs, values,
tendencies and impulses. The individual finds it difficult to make a choice between two
conflicting situations.

A conflict is caused under two situations.

First, it (conflict) arises when there is an urge to fulfill the two equally important objectives,
needs, drives, values, tendencies and impulses. This situation of conflict is exemplified in the
following situation.

Example: Mr. Singh is a Police Inspector. He is quite sincere and honest in his work. He has a
good reputation in the community. Like any other responsible father, he too arranges his
daughter's wedding. Unfortunately, the marriage expenses exceed the budget and he finds it
difficult to manage. At that moment, his wife advises him to borrow money from his friends.
But Mr. Singh cannot even think of borrowing money from others as he gives much importance
to self-respect.

So, the situation may create a conflict in his mind. In the above given example, you find that
the psychological need of self-respect is incompatible with the social need or social status in
the community.

Second, conflict arises when two different goals are set to fulfill a single need. For example, a
young girl wants to establish herself as a social scientist. There are many ways through which
she can get recognition. She can work hard as a committed researcher and achieve her
objective, or can seek the influence of the higher authority in the department and get the
academic recognition, without working on it.

She is in a dilemma, whether to seriously work or achieve the goal through easy means. Often,
people find easy means to come up in life, eventually gain, but this leads to tension and anxiety.

Types of Conflicts:
Conflicts are classified into three types. These are the following:

An approach-approach conflict:
An approach-approach conflict is a situation, wherein I the individual is caught between two
mutually exclusive goals which are desirable and also are difficult to realize simultaneously.
This is exemplified in the following situation. A student prepares for his examination, is keen
to secure high marks but at the same time, wishes to attend the wedding of his best friend, both
due on the same day.

Similarly, a girl who is eager to marry her fiance, and also wishes to complete her computer
course in the same semester itself. In these illustrations, you find that the boy and girl should
move towards the other goal in order to achieve one.

An approach - avoidance conflict:

Let us consider a common example. A girl of twenty five wishes to marry a boy who is highly
qualified and well placed. She hesitates to achieve her goal because the life style of the boy is
totally different from the girl. He smokes and drinks. Similarly a boy wants to approach his
father to obtain grace marks in two subjects.

However, he hesitates to approach him, as he had assured his father that he would secure a rank
in his class. This situation creates conflict in the student's mind. These examples reveal that at
some point of time the person wishes to realize the goal and at the same time avoids the goal.

Thus, approach-avoidance conflict is a situation wherein the individual is motivated to achieve

a goal and at the same time develops a tendency to avoid it.

An avoidance-avoidance conflict:
An avoidance-avoidance conflict is a situation, wherein an individual is motivated to avoid
both the goals. Observe yet another dilemma. Karan is forced by his friends to see a new movie,
which he is reluctant to watch. At the same time, he does not want to displease his friends by
saying that he would not accompany them for the movie. In this situation, he wants to avoid
both the goals and finally faces a conflicting situation.

Measures for Resolving Conflicts:

Every individual faces a conflict in life sometime or the other. But it is not necessary that every
time, it leads him to frustration. Whenever he meets frustration in life he develops tolerance
towards that situation. Thus, every individual develops a certain degree of frustration tolerance.
A person who has low frustration tolerance may live in a maladjusted manner.

If an individual is intelligent and has an insight into the problem, he will find ways and means
to solve it. In such situations, he may adopt the direct method or an adaptive mechanism, to
solve his problem.

On the other hand, if he is timid and weak in understanding the problem, he may adopt the
indirect method or a defensive mechanism to escape from the conflicting situation. You, as a
teacher, have to develop in the students the skills to resolve conflicts.
Some of the adaptive mechanisms of resolving conflicts are as follows:

Accepting reality:
We tend to move far away from reality. We set our targets beyond our capacity to achieve.
Instead, if we change our goals and re-set them according to reality, it may be feasible for us
to achieve the goals and thus solve the conflicting situation.
For example, a teen-age girl aspires to study medicine in the United States, but her financial
position forces her to re-set her goal and takes up the course in one of the best colleges in the
city or country.

Analyzing problem situation:

Whenever we face conflicts in life, we usually think of only one alternative solution. If that
alternative is not a viable one to help us arrive at the solution, we stop at that point itself and
start worrying about it.

An intelligent person will not react in such a passive manner. He may think of as many
alternatives as possible for a given problem and analyze the pros and cons of each of the
alternatives and may find a better solution.

Prioritizing the goal:

At times, you might have observed that individuals meet with conflicting situations, where
more than two goals are involved. In such situations, one should work out positive and negative
aspects of achieving each one of these goals and choose the best.

For example, a student may want to finish an assignment in time but there is a very interesting
movie on television he does not want to miss. Here he may face a conflict which may be
resolved by prioritizing the goal.

Developing value-judgement:
One should develop the ability to judge values when one is facing a moral or value dilemma.
Study the following situation.

Diverging one's interest:

Open mindedness could help solve one's problems easily. Narrowing down our interest to one
specific act leads to conflict.

For example, Smith is good at drawing. He is keen to take up Architecture as his specialization
because of his interest towards arts.
Unfortunately, he fails to obtain a seat in that course. Immediately, he switches over to
Mechanical Engineering. He further utilizes his talent by developing interest in freelancing
artwork, calligraphy, advertising, etc. Thus, changing one's interest also solves the problem to
some extent.

Defence Mechanism:
Defence mechanism is a technique adopted by individuals to cope with tension, stress and
anxiety that are mainly aroused by conflicts.

When an individual meets with such a problem, instead of developing an insight to solve it, he
may find an easy way to escape from the problem and give a totally different explanation for
it.

However, psychologists are of the view that a defence mechanism rescues the individual from
maladjusted behavior. Nevertheless, excessive use of such techniques may again lead to
maladjustment.

Types of Defence Mechanisms:

Repression:
It is a tension-reducing device and is temporary in state. Human tendency is to retain the
pleasurable experiences in mind and push aside the undesirable one’s to the sub-conscious
mind or one may force oneself to forget such unpleasant experiences by repressing it. This is
true even with growing children.

Reaction formation:
This is a technique wherein an individual reacts in an extreme way for the one he is already in
conflict about. It is just switching over from one end of reaction to the other end. For example,
a child who has been very notorious during his early school becomes cooperative later on and
helps in the study of his classmates.

Rationalization:
It is a mechanism wherein the individual gives false reasons, other than the actual one in order
to reduce his guilt feeling raised out of conflict.

For example, a student, after successfully completing his Senior Secondary School education,
eager to seek admission at the Indian Institute of Technology, could not succeed in the test or
interview. He conveniently blames the authorities for their defective testing or interviewing
technique.
However, this technique could be used even in the reverse way also by rationalizing, with a
sweet reason. For example,, a senior teacher who has lost the chance of promotion may
proclaim that she is happy with the present job, as it does not demand much commitment. But,
internally she might have longed to become the headmistress of the school and felt sorry for
not getting the post.

Identification:
It is a technique by which an individual fulfills his basic needs by associating himself
emotionally with famous, persons or popular institutions. By allying himself with popular
persons he gets the satisfaction, thereby overcomes his limitation and shortcomings. Through
this technique, he glorifies himself when his own goals are not fulfilled.

For example, Varun feels proud to boast that he resides in the same street where cricketing
legend Sachin Tandulkar does. By identifying oneself with famous personalities, one reduces
one's inferiority complex.

Sublimation:
It is a type of mechanism wherein the individual compensates for the socially discredited
behavior in a socially accepted way.

For an example, a person who is biologically not satisfied may resolve his frustration by
developing interest in sports, scientific research or social services.

Compensation:
It is a mechanism in which an individual substitutes attainable goals for the goals which are
difficult to attain in their life, for some reason. There is a difference between sublimation and
compensation.

For example, a student who is weak in studies may put extra effort to develop a beautiful
handwriting. Similarly, a student who cannot fare well in athletics may develop her ability in
dancing.

In such situations you find that students try to prove their ability in order to save their ego or
self-esteem. Those students who suffer from inferiority complex may feel secure by adopting
such mechanisms.

The compensation mechanism is a vulnerable aid to adjustment. It reduces tension and anxiety
and promotes good mental health.
Ego-centrism:
It is another type of defence mechanism employed by insecure students. You might have seen
some ego-centric type of children in your classroom. Such children ask a lot of irrelevant
questions, talk loudly, play mischievous pranks and try to be witty, mainly to draw the attention
of others.

A case study of the particular boy may reveal that he is very poor in mathematics and
continuously fails in the monthly test. By indulging in such an act, he wants to draw the
attention of not only his classmates but also wants to satisfy his ego.

Negativism:
This is similar to that of ego-centrism. Negativism is another ego-enhancing and attention-
seeking device employed by thwarted students. They express their reactions in a negative way
by sulking, rebelling, refusing to eat, talking and behaving in a stubborn way.

Aggression:
This is a form of reaction to frustration. The frustrated students may transfer their emotions on
others. The pent-up emotions such as hatred, hostility, irritation or annoyance will be passed
either on human beings or on inanimate objects.

Let us understand this concept with the help of an example. An employee who is insulted by
his boss, vents his anger on his wife, she in turn, may pass it on to her son, by beating him for
a petty reason. The boy who is hurt by his mother, represses his feelings and runs to the ground
to play. While playing he loses at games. Annoyed by this, he kicks his friend badly and brings
out his repressed feeling.

The chained reaction of frustration is exhibited in various forms e.g. destroying, damaging,
retaliating, hurting, humiliating, insulting, and threatening.

Definition of Leadership

Leadership is the ability to inspire a team to achieve a certain goal. It’s usually discussed in the
context of business, but leadership is also how you, as an individual, choose to lead your life.
The true leadership definition is to influence, inspire and help others become their best selves,
building their skills and achieving goals along the way. You don’t have to be a CEO, manager
or even a team lead to be a leader. Leadership is a set of skills – and a certain psychology – that
anyone can master.
Leadership is not a zero-sum equation. When one person harnesses their powers to lead, it
strengthens the leadership opportunities of others, rather than diminishing them. That’s
because the ultimate definition of leadership is empowering others to become effective leaders
as well. That’s why many iconic leaders have incredible mentors they cite for their success. As
one person begins to embrace their role as a leader, they inevitably connect with others who
have already mastered the art of leadership.

Theories of Leadership – From PPT

Characteristics of Leadership

Integrity

The importance of integrity should be obvious. Though it may not necessarily be a metric in
employee evaluations, integrity is an essential leadership trait for the individual and the
organization. It’s especially important for top-level executives who are charting the
organization’s course and making countless other significant decisions. Our research shows
that integrity may actually be a potential blind spot for organizations. Make sure your
organization reinforces the importance of honesty and integrity to leaders at various levels.

Ability to Delegate

Delegating is one of the core responsibilities of a leader, but it can be tricky to delegate
effectively. The goal isn’t just to free yourself up — it’s also to enable your direct reports to
grow, facilitate teamwork, provide autonomy, and lead to better decision-making. The best
leaders build trust with employees in order to delegate more effectively.

Communication

Effective leadership and effective communication are intertwined. The best leaders are skilled
communicators who are able to communicate in a variety of ways, from transmitting
information to inspiring others to coaching direct reports. And you must be able to listen to,
and communicate with, a wide range of people across roles, geographies, social identities, and
more. The quality and effectiveness of communication among leaders across your organization
directly affects the success of your business strategy, too. Learn how effective communication
and better conversations can actually improve your organizational culture.
Self-Awareness

While this is a more inwardly focused trait, self-awareness and humility are paramount for
leadership. The better you understand yourself and recognize your own strengths and
weaknesses, the more effective you can be as a leader. Do you know how other people view
you or how you show up at work? Take the time to learn about the 4 aspects of self-
awareness and how you can strengthen each component.

Gratitude

Being thankful can lead to higher self-esteem, reduced depression and anxiety, and better sleep.
Gratitude can even make you a better leader. Yet few people regularly say “thank you” in work
settings, even though most people say they’d be willing to work harder for an appreciative
boss. The best leaders know how to demonstrate sincere gratitude in the workplace.

Learning Agility

Learning agility is the ability to know what to do when you don’t know what to do. If you’re a
“quick study” or are able to excel in unfamiliar circumstances, you might already be learning
agile. But anybody can foster learning agility through practice, experience, and effort.
Explore how great leaders are great learners with strong learning agility to get started.

Influence

For some people, “influence” feels like a dirty word. But being able to convince people through
logical, emotional, or cooperative appeals is an important trait of inspiring, effective leaders.
Influence is quite different from manipulation, and it needs to be done authentically and
transparently. It requires emotional intelligence and trust. Learn more about how effective
influencing can be a game-changer.

Empathy

Empathy is correlated with job performance and is a critical part of emotional intelligence and
leadership effectiveness. If you show more inclusive leadership and empathetic behaviors
towards your direct reports, our research shows you’re more likely to be viewed as a better
performer by your boss. Plus, empathy and inclusion are imperatives for improving workplace
conditions for those around you.
Courage

It can be hard to speak up at work, whether you want to voice a new idea, provide feedback to
a direct report, or flag a concern for someone above you. That’s part of the reason courage is a
key trait of good leaders. Rather than avoiding problems or allowing conflicts to fester, courage
enables leaders to step up and move things in the right direction. A workplace with high levels
of psychological safety and a strong coaching culture will further support truth and courage.

Respect

Treating people with respect on a daily basis is one of the most important things a leader can
do. It will ease tensions and conflict, create trust, and improve effectiveness. Respect is about
more than the absence of disrespect, and it can be shown in many different ways. Explore how
you can cultivate a climate of respect at work or learn more about ways that you can become
an ally to others.