The motives behind Motivation

The motives behind Motivation was published by me on the Linked In.

The global economy follows a pattern of peaks and troughs and the mantra to survive those inclement phases of recession is to stay prepared in advance. Readiness calls for periodic retrospection or self-appraisal followed by an honest endeavor to upskill ourselves. There is an old saying "if you aren't growing, you're dying" and this drive for growth often is what separates the outstanding from the adequate.

The thought of “further development” invariably annoys us at the beginning and a common question that haunts us is “why bother about further development within our busy daily schedule?” A gentleman once confided that he would rather be investing that resources for the future of his children.

But the harsh reality of present day life is that no jobs are permanent. Over the past decades, we have witnessed numerous profit making business models employing thousands around the globe going bankrupt or venturing into a totally new arena.  Another fact is that majority of today’s top ranking companies are less than 20 years old, thanks to evolving technologies. Continuous training of employees including the managers in certain industries are no longer an option but a necessity.

Professional membership to institutions such as PMI and CIOB insists on tangible continuous development. These are quantified through “Professional Development Units” and “Continuous Development Units” respectively. Survival therefore comes only with meticulous self-planning and happenstance could only take us so far.

Self-development is complicated to categorize considering the potential to improve one of our many aspects, be it persona, character, Knowledge or skill. But in the context of professional improvement, it has to be measurable and it is more of a process rather than being a one-time endeavor.

The dilemma is that once personal time along with top dollar is spent, it’s not unusual for Individuals to equate self-developmental to promotion or pay rise. Senior professionals see improvement from a broader perspective while the junior leaders find their motivation in short term gains. After in-depth discussions with the peers, it was obvious that the factors which inspire professionals are very diverse as listed below:

• Increase the chance of promotion or a pay rise
• Attain mastery of a skill set as mastery provides increased autonomy
• Gain more control over work within one’s own organization or team
• Develop skills that may indirectly be of value in difficult times such as recessions and layoffs
• Seek avenues outside the narrower focus of their given career field
• Self-direct learning to broaden knowledge within one’s area of interest
• The drive to evolve as a better human being and increase individual resilience
• Create the potential to discover new areas of interest

Gulf talent (2016) provides an interesting insights into the postgraduate study trend in the Middle East and the percentage of willing individuals is surprisingly very high. Even though this trend is triggered by the instability within the job market, the reasons for further development aligns well with my personal findings. Following are few graphical excerpts: