Ten Maxims for Motivation (Part 2)
Maxwell Leadership Podcast
John Maxwell
4.8 • 2.3K Ratings
🗓️ 20 November 2019
⏱️ 49 minutes
🧾️ Download transcript
Summary
In part two of our series on motivation, John Maxwell shares his final maxims for motivating your team and organization. John discusses key ideas like, “What gets rewarded gets done,” and he teaches you how to create an environment that is conducive to motivation.
Mark Cole and Richard Chancy share what they’ve learned from their leadership experiences. You’ll also hear a refreshing, new perspective on why failure should not thwart motivation, despite the discouragement that so often accompanies mistakes and missteps.
Our BONUS resource for this series is the Maxims for Motivation Worksheet, which includes fill-in-the-blank notes from John’s teaching. You can download the worksheet by visiting MaxwellPodcast.com/Motivate and clicking “Download the Bonus Resource.”
References:
The 5 Levels of Leadership by John C. Maxwell
The Mentor’s Guide to Building a Championship Team audio series by John C. Maxwell
Transcript
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| 0:00.0 | What's up podcast world? This is Richard Chiensey with the John Maxwell Leadership |
| 0:09.3 | podcast. Welcome to part two of John Maxwell's 10 Maxons for Motivation. That's right kids. |
| 0:16.4 | I said part two. If you didn't get part one, you can go back and listen to that. If you |
| 0:21.2 | do want to get the show notes for this episode, head on over to Maxwell Podcast.com for |
| 0:26.5 | slash motivate and just click the bonus resource button to download those notes. Now here's Dr. John |
| 0:32.6 | C. Maxwell talking about the 10 Maxons for Motivation and you're going to be here in Maxons 4-10. |
| 0:46.1 | Maxon number four in motivating people. What gets rewarded gets done. The fourth maximum of |
| 0:54.6 | motivating people is what gets rewarded gets done. After years of study and experimentation, |
| 1:00.8 | psychologists now seem to have arrived to this very important truth. The pleasure of reward |
| 1:05.8 | motivates people more than the pain of punishment. And the statement holds true whether we are dealing |
| 1:11.6 | with a work in a factory a child in the home or a line in the jungle. It means that people will |
| 1:15.6 | be motivated to work more by the expectation of pleasure, the satisfaction that's derived from |
| 1:20.5 | work rewards, etc. Then by fear of losing their jobs and what gets rewarded gets done. And I put |
| 1:26.8 | down five rules for rewards that I just follow myself in motivating people. Okay, let me give them |
| 1:33.1 | to you. Number one, rewards are for results not for effort. You reward results not effort. |
| 1:43.4 | Number two, rewards should not be equally distributed. Number three, rewards should not be given |
| 1:59.6 | prematurely. Again, trophies are handed out at the end of the race. Not two thirds. And in |
| 2:06.1 | motivating people by rewards, they should not be given prematurely. By the way, this is my greatest |
| 2:11.0 | weakness. I just want to reward prematurely. Way, way, way too much. I really, it's an incredible |
| 2:18.3 | weakness that I have. I am worse than kid. I do not, when I've got something good, I want to pass it |
| 2:23.4 | on immediately. Just one of the two major weaknesses of my life. Number four, rewards should be given |
| 2:32.2 | publicly. In other words, what joy is there to brag on somebody or pat them on the back or |
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