This article is one in a series of articles which have addressed The Pillars of Leadership. As you are aware, The Pillars of Leadership were developed by the namesake of the Fanning Leadership Center, Dr. J.W. Fanning. It was his view that these Pillars are qualities which undergird leadership. If we look on motivation as something that must be done to others, that only occurs when there is external stimulation, we have missed a fundamental element of the process.
Motivation is external as well as internal.
When reviewing existing books and articles on motivation, one quickly understands that theory and research report that many factors works together to create a state of motivation. Factors include environment, individual relationships, ego, individual needs, recognition, the work to be done, clear expectations, work assignments, and appreciation. The net result of this coming together is increased communication, understanding, trust, and a willingness to collaboratively pursue common community goals through a jointly conceived plan of action. Leonard Sayles, author of The Working Leader, suggests that a major challenge of those leaders who are effective in creating an environment where individuals are motivated to act is to create an appreciation for the balance between ambiguity and clarity, and security and insecurity. He argues that effective leaders are willing to create a climate where individual needs are met and where creativity is allowed to flow.