#9 Self-Motivation & Maintaining Focus

As a Line Manager you play an important role in leading and guiding your team towards achieving organisational goals. Your ability to motivate yourself and maintain focus is not only essential for your personal success but also impacts the productivity and morale of your entire team. In today's fast-paced and demanding work environment, where distractions are abundant and priorities constantly shift, cultivating self-motivation and maintaining unwavering focus have become necessary for effective leadership.

Self-motivation is the driving force that fuels your passion, determination, and resilience. It empowers you to overcome challenges, stay committed to your goals, and inspire those around you. It is the internal fire that propels you forward even when external circumstances are less than ideal.

Maintaining focus, on the other hand, is the art of staying fully engaged and attentive to the tasks at hand. It involves minimising distractions, managing time effectively, and making conscious choices about where to direct your energy. By honing your focus, you can maximise your productivity, make sound decisions, and ensure that you and your team are consistently moving towards desired outcomes.

In this chapter, we will explore the significance of self-motivation and maintaining focus for Line Managers. Through working examples we will explore strategies and techniques that can help you develop these skills, enhance your leadership abilities, and create a positive work environment that encourages productivity and engagement.

By investing time and effort in cultivating self-motivation and maintaining focus, you will not only reap personal benefits, such as increased job satisfaction and professional growth, but also create an environment that encourages your team to excel. So, let's embark on this journey of self-discovery, self-mastery, and effective leadership, as we explore the art of self-motivation and maintaining focus as Line Managers.

What is self-motivation?

Self-motivation refers to an internal drive or desire that initiates, directs, and sustains an individual's behaviour towards achieving specific goals or outcomes. It involves an individual's ability to generate and maintain their own motivation, independent of external rewards or consequences. Self-motivated individuals possess a sense of purpose, determination, and intrinsic motivation, which propels them forward even in the face of challenges and obstacles.

According to self-determination theory (SDT), a well-established psychological theory of motivation, self-motivation is rooted in three basic psychological needs:

Autonomy
Competence
Relatedness

Autonomy refers to the need to feel in control and have a sense of choice over one's actions. Competence involves the need to feel capable, skilled, and successful in performing tasks. Relatedness pertains to the need for meaningful social connections and a sense of belonging.

Research by Deci and Ryan (2000), the founders of self-determination theory, highlights that self-motivation arises from intrinsic motivation, which is driven by internal rewards such as personal fulfilment, growth, and satisfaction. Furthermore, a study conducted by Deci (2012) titled "Intrinsic motivation" explores how self-motivation contributes to work-related outcomes such as job satisfaction, performance, and well-being. The study emphasises the importance of fostering autonomy, competence, and relatedness in the workplace to enhance self-motivation among employees.

According to Tony Robbins (2023) “The ability to self-motivate is the only sure-fire way to achieve your goals and get everything you want in life. You need to cultivate and draw on inner strength – a deep confidence in yourself that is completely unaffected by outside events and experiences. When you have this type of belief in yourself, you’ll be unstoppable.”

Let’s have a look at an example of self-motivation so we get a better understanding of this concept.

Example

Sarah is a Line Manager responsible for a team of sales representatives. One of her primary goals is to increase the team's sales revenue by 20% within the next quarter. Despite facing numerous challenges such as tough market conditions and a high sales target, Sarah demonstrates self-motivation in the following ways:

Setting Clear Goals

Sarah sets specific and measurable goals for herself and her team. She breaks down the overarching revenue target into smaller milestones and creates a roadmap for achieving them. By having a clear vision and a well-defined plan, Sarah maintains her focus and drives her team towards success.

Finding Intrinsic Motivation

Sarah taps into her intrinsic motivation by aligning her personal values with the goals of the organisation. She understands that achieving the sales target will not only benefit the company but also enhance her professional reputation and provide growth opportunities. This intrinsic motivation fuels her commitment and perseverance in the face of obstacles.

Celebrating Small Wins

Sarah recognises the importance of celebrating small victories along the way. She acknowledges individual and team accomplishments, provides positive feedback, and rewards efforts. By celebrating milestones, Sarah encourages a sense of progress and boosts morale, which, in turn, enhances her own motivation and that of her team.

Creating a Positive Work Environment

Sarah actively works on creating a positive work environment that promotes motivation and engagement. She encourages open communication, empowers her team members, and creates a culture of collaboration and support. This positive atmosphere uplifts Sarah's own motivation as she witnesses the growth and success of her team.

Seeking Support and Accountability

Sarah recognises the value of seeking support and accountability. She actively seeks feedback from her superiors, attends leadership training programs, and engages in networking opportunities with other Line Managers. By surrounding herself with a supportive network, Sarah gains fresh perspectives, learns new strategies, and remains motivated to continuously improve her leadership skills.

In this example, Sarah's self-motivation as a Line Manager drives her to set ambitious goals, stay focused, and lead her team towards success. By incorporating these self-motivational practices into her role, Sarah not only enhances her own performance but also inspires and motivates her team members to achieve their best.

Let's now relate the example of Sarah, the Line Manager, to the principles of self-determination theory:

Autonomy - Sarah demonstrates autonomy by setting clear goals for herself and her team. Rather than being dictated by external pressures, she takes ownership of the sales target and creates a roadmap to achieve it. Sarah involves her team in the goal-setting process, allowing them to have a sense of control and autonomy over their work. This autonomy creates a sense of empowerment and self-direction, contributing to their self-motivation.

Competence - Sarah focuses on developing the competence of her team members by providing training, guidance, and resources to enhance their sales skills. By offering support and opportunities for growth, she helps them build their confidence and competence in their roles. As team members feel more capable and skilled, their self-motivation increases, leading to improved performance.

Relatedness - Sarah emphasises the importance of creating a positive work environment and cultivating meaningful social connections within her team. She promotes open communication, collaboration, and support, creating a sense of relatedness and belonging. By building strong relationships and a sense of camaraderie, Sarah enhances her team members' motivation, as they feel valued, connected, and supported by their colleagues and their manager.

By incorporating the principles of autonomy, competence, and relatedness into her leadership approach, Sarah aligns with the foundations of self-determination theory. Her emphasis on empowering her team, nurturing their competence, and fostering positive relationships creates a work environment that enhances their intrinsic motivation and self-motivation. As a result, Sarah's team members are more engaged, committed, and driven to achieve the sales target, leading to improved performance and overall job satisfaction.

Common challenges associated with self-motivation

So far so good – the ideology of self-motivation makes sense, and we can now understand how and why it is important. However, for most Line Managers, there will always be challenges to navigate or barriers that need to be overcome if we are truly to stay motivated so let’s explore some of these in order that we are able to understand them and work through ways to overcome them such that they do not erode self-motivation.

Heavy Workload

As a Line Manager, you often find yourself handling multiple responsibilities simultaneously. Balancing team management, administrative tasks, and meeting management's expectations can lead to feelings of overwhelm and exhaustion. It becomes challenging to maintain your own motivation when the workload seems overwhelming.

Dealing with Setbacks

It is inevitable that you will encounter setbacks or obstacles in your role as a Line Manager. Missed targets, unexpected challenges, or conflicts within the team can be demotivating. Dealing with setbacks requires resilience and adaptability to stay focused and motivated despite the obstacles you face.

Managing Time and Priorities

Your role demands effective time and priority management. However, it can be challenging to juggle multiple tasks and responsibilities within limited timeframes. Struggling to prioritise and manage your time effectively can lead to distractions and a lack of focus on important tasks. Without proper time management, maintaining motivation becomes difficult.

Lack of Recognition

You may find that your efforts and achievements as a Line Manager sometimes go unnoticed or underappreciated. When your contributions are not recognised or valued, it can dampen your motivation and enthusiasm. Feeling unappreciated undermines your self-motivation and makes it harder to stay focused and engaged.

Dealing with Team Dynamics

Managing a team means navigating diverse personalities, motivations, and work styles. Addressing conflicts, encouraging collaboration, and keeping team members engaged can be challenging. Managing team dynamics while ensuring everyone remains motivated and aligned requires effort and energy.

Personal Stress and Burnout

The demanding nature of your role as a Line Manager can lead to personal stress and burnout. Being constantly available, handling pressure from superiors and subordinates, and managing your own work-life balance can lead to exhaustion and diminished motivation.

Lack of Development Opportunities

If you perceive a lack of opportunities for professional growth and development, it can impact your motivation. Without avenues for advancement, skill-building, or learning, it becomes difficult to maintain a sense of progress and motivation in your career.

Personal strategies for overcoming these barriers

Perhaps the easiest way to examine how to get yourself motivated when you have reached a point of feeling defeated is to go back to our previous example and let’s assume that despite their best efforts, it has become evident that Sarah’s team will not achieve their goal of increasing sales by 20%. Sarah feels defeated and demotivated, unsure of how to move forward. Here is a strategy to help Sarah regain her motivation:

Accept and Learn from the Situation

Sarah should reflect and take some time to accept the reality of the situation and acknowledge that falling short of the sales target does not define her or her team's worth. Sarah should understand that setbacks happen and that learning from them is a crucial part of growth.

Analyse and Identify Contributing Factors

Sarah should take some time to analyse the factors that may have contributed to missing the sales target. This analysis can help her identify areas for improvement and potential adjustments to her strategies or approach. She can involve her team members in this process, as their insights can be valuable.

Reframe the Definition of Success

Sarah should consider redefining success beyond achieving the specific sales target. She could focus on other metrics or milestones that demonstrate progress and improvement. By broadening the definition of success, Sarah can find motivation in incremental growth and celebrate achievements along the way.

Set Realistic Adjusted Goals

Sarah should revisit her goals and consider setting realistic adjusted goals for her team. By breaking down the overall target into smaller, achievable milestones, she can create a sense of progress and motivate her team to work towards those milestones. Setting attainable goals helps maintain motivation and confidence.

Create a Learning Environment

As part of reflection, Sarah should look at how she can create a learning environment within her team and emphasise to them the importance of continuous improvement, innovation, and learning from both successes and failures. By encouraging her team to embrace a growth mindset, Sarah can cultivate motivation and resilience in the face of setbacks.

Recognise and Celebrate Achievements

Sarah should remember to recognise and celebrate the achievements of her team, regardless of whether they reached the initial sales target. Acknowledge their hard work, effort, and progress made. Celebrating milestones and recognising individual and team accomplishments helps maintain motivation and morale.

Seek Feedback and Collaborate

Sarah should seek feedback from her team members and other stakeholders. Encourage an open dialogue to identify areas of improvement and explore new ideas or strategies. Collaboration and involving her team in problem-solving can reignite motivation and create a sense of collective ownership.

Communicate and Reinforce Purpose

Sarah should remind herself and communicate the purpose and vision behind their work to the team. She should emphasise the impact their sales efforts have on customers, the organisation, and the team itself. Reinforcing the purpose and value of their work can reignite motivation and remind the team of their collective mission.

By implementing strategies such as these, Line Managers can regain their motivation and guide their teams towards renewed focus and performance, even if they have not achieved their initial goals or have become derailed for other reasons. It's important to embrace learning opportunities, adjust goals, create a supportive environment, and maintain a positive mindset.

Maintaining Focus in the Workplace

While self-motivation fuels your inner drive and determination, maintaining focus involves directing that motivation towards specific tasks and priorities. What we have learned so far is that self-motivation provides the energy and enthusiasm, we now need to understand how to maintain our focus so that we stay aligned with our goals and make progress amidst distractions and competing demands.

Recognising distractions and their impact

Distractions can come in various forms, ranging from external disruptions to internal mental or emotional factors. By understanding these distractions and their impact, you can take proactive steps to minimise their influence and maintain your focus on essential tasks and responsibilities.

External Distractions

External distractions refer to factors in the environment that divert your attention away from your work. They can include interruptions from colleagues, excessive noise, emails, phone calls, or social media notifications. Recognising these distractions is the first step in addressing them effectively.

For example, imagine you are a Line Manager working on an important report. However, your open-plan office is often filled with conversations and noise, making it difficult to concentrate. Recognising the impact of this external distraction allows you to take actions such as finding a quiet space, using noise-cancelling headphones, or establishing clear boundaries to minimise interruptions.

Internal Distractions

Internal distractions arise from within yourself, such as wandering thoughts, lack of clarity, or emotional challenges. These distractions can significantly impact your ability to maintain focus and productivity.

For instance, let's say you are a Line Manager dealing with a personal issue that is occupying your mind during work hours. This internal distraction affects your concentration and hampers your ability to make sound decisions or engage effectively with your team. Recognising the impact of this internal distraction allows you to acknowledge its presence and seek appropriate support or strategies to address it, such as seeking guidance from a trusted colleague or practicing mindfulness techniques.

Multitasking

Multitasking is a common challenge that can lead to reduced focus and lower productivity. It involves attempting to handle multiple tasks simultaneously, often resulting in diminished performance and an increased likelihood of errors.

For example, as a Line Manager, you may find yourself constantly switching between responding to emails, attending meetings, and addressing team issues simultaneously. Recognising the impact of multitasking allows you to prioritise and allocate dedicated time blocks for specific tasks, reducing the likelihood of distractions and increasing your overall focus and effectiveness.

Distractions can significantly impact your decision-making abilities. They can impair your judgment, lead to hasty decisions, or cause you to overlook crucial details.

Imagine you are a Line Manager tasked with making a critical hiring decision. However, during the decision-making process, you receive multiple phone calls and urgent requests, causing interruptions and distractions. Recognising the impact of these distractions allows you to create a focused environment, delegate tasks when necessary, or schedule dedicated blocks of uninterrupted time for important decision-making processes.

By recognising distractions and their impact, you can take proactive steps to minimise their effects and maintain your focus as a Line Manager. This awareness empowers you to create a conducive work environment, implement effective time management strategies, and cultivate habits that support sustained concentration and productivity.

Developing a focused mindset

Developing a focused mindset is important for Line Managers to navigate the demands of their role effectively. It involves cultivating a mental state that allows you to concentrate, eliminate distractions, and direct your attention towards the most important tasks at hand. By implementing research-backed strategies, you can enhance your ability to maintain focus and achieve optimal performance.

We have already explored many techniques in this book but let’s take a look at these through the lens of developing a focused mindset:

Use Time Blocking

Time blocking is a time management technique that involves dedicating specific blocks of time to specific tasks or activities. Research suggests that time blocking can improve focus, productivity, and reduce distractions (Ariely & Wertenbroch, 2002). By scheduling focused blocks of time for important tasks, you create a structured environment that minimises interruptions and helps maintain concentration.

Practice Single-Tasking

Multitasking may seem efficient, but research indicates that it can actually reduce productivity and impair cognitive performance (Crenshaw, 2010). Instead, adopt a single-tasking approach. Focus on one task at a time, fully immersing yourself in it before moving on to the next. By giving your undivided attention to each task, you can enhance focus and optimise performance.

Establish Priorities

Clear priorities help streamline your focus and ensure that your attention is directed towards the most important tasks. Use techniques like Eisenhower's Urgent-Important Matrix to categorise tasks based on their urgency and importance.

Minimise Digital Distractions

In today's digital age, technological distractions can significantly hinder focus. Frequent email checking and smartphone use can disrupt workflow and reduce productivity. Minimise digital distractions by turning off non-essential notifications, setting designated times for checking emails and messages, and utilising productivity apps or website blockers to limit access to distracting websites or social media platforms.

Engage in Regular Physical Exercise

Physical exercise not only benefits your physical well-being but also enhances cognitive function, including attention and focus. Engaging in regular exercise, such as aerobic activities or even short walks during breaks, can help sharpen your mental focus and combat mental fatigue.

Practicing mindfulness and meditation

"Mindfulness is about focusing attention on the present moment, and practicing mindfulness has been shown to rewire the brain so that attention is stronger in everyday life," says Kim Willment, a neuropsychologist with Brigham and Women's Hospital. She recommends sitting still for a few minutes each day, closing your eyes, and focusing on your breathing as well as the sounds and sensations around you.

Strategies for staying focused

As before, let’s take a look at a working example of a Line Manager that is struggling to remain focussed.

Alex is a Line Manager responsible for overseeing a team of project managers. Lately, Alex has been struggling to maintain focus due to various distractions, such as constantly checking emails, attending back-to-back meetings, and dealing with frequent interruptions from team members seeking guidance. As a result, productivity has suffered, and important tasks have started to pile up. To regain focus, Alex can implement the following strategies:

Alex can start by implementing time blocking techniques. By scheduling dedicated blocks of time for focused work, Alex can create uninterrupted periods where distractions are minimised. During these time blocks, Alex should avoid checking emails or attending non-essential meetings, allowing for concentrated work on important tasks.
Alex should prioritise tasks based on their urgency and importance. By using techniques like Eisenhower's Urgent-Important Matrix, Alex can categorise tasks and focus on the ones that have the most significant impact on team goals. This helps direct attention and effort towards high-priority tasks, ensuring they receive the necessary focus and attention.
Alex should identify and minimise digital distractions. Turning off non-essential notifications on their devices, setting designated times for checking emails, and using website blockers to limit access to distracting websites or social media platforms can help maintain focus. By creating a digital environment that promotes concentration, Alex can reduce the tendency to get sidetracked by technology.
Alex should communicate his need for focused work time to his team and colleagues. Setting clear boundaries and establishing periods of uninterrupted focus helps manage interruptions and reduces the likelihood of distractions. Encouraging team members to respect these boundaries and seek assistance from other available resources when needed creates a more focused work environment.
Alex should incorporate regular breaks into his work routine. Short breaks, including brief walks or moments of relaxation, can help recharge the mind and enhance focus. Additionally, practicing mindfulness exercises, such as deep breathing or meditation, can improve attention and concentration, enabling Alex to refocus when distractions arise.
Alex should evaluate tasks that can be delegated to team members or colleagues, reducing his own workload and freeing up time for critical responsibilities. By sharing the workload and seeking support when necessary, Alex can alleviate stress and create more focused periods for tasks that require his attention.

By implementing these strategies, Alex can regain focus as a Line Manager and overcome the distractions that have been hindering productivity. It is essential for Alex to prioritise tasks, establish boundaries, and create a work environment that supports focused work. With a renewed focus, Alex can effectively lead the team, accomplish important goals, and maintain productivity in their role.

Motivating the team

If you have read our book “People Management – Essential Skills for Managing Your staff” you will have seen the bonus chapter on Employee Motivation which examines theory in relation to employee motivation. In this bonus chapter we cover:

Adam’s Equity Theory (1963)
Vroom’s Expectancy Theory (1964)
Porter & Lawler Expectancy Theory (1968)
Locke & Latham Goal Setting Theory (1968)
McClelland Learned Needs Theory (1961)

Motivation theory looks at what makes a person ‘tick’ from different perspectives. It examines intrinsic and extrinsic motivation, expectancy and needs, and how each person has their unique motivational factors that can be tapped into to help them thrive and to get the best out of them.

It is important to be able to link motivational theory to modern day practices and our understanding of what employees need to ‘feel’ in order to perform at their best. In “People Management” we explore theory against the 7 Dimension of Job quality (CIPD 2022). The CIPD believes that good work:

is fairly rewarded and gives people the means to securely make a living
allows for work-life balance 
gives opportunities to develop and ideally a sense of fulfilment 
provides a supportive environment with constructive relationships 
gives employees the voice and choice they need to shape their working lives
is physically and mentally healthy for people.

The 7 Dimensions are:

Pay and benefits
Employment contracts
Work-life balance
Job design and the nature of work
Relationships at work
Employee voice
Health and wellbeing

Job quality and motivation theory go hand in hand as you cannot achieve motivation without both being present. The Line Manager is able to significantly influence job quality as they make decisions relating to each of the 7 dimensions and whether these are achieved or not.

As this subject is covered in depth in “People Management” we will only briefly cover motivation theory here. I’d recommend reading “People Management” for a more comprehensive understanding of how each theory can be applied.

Adam’s Equity Theory

In 1963 John Adams published his theory on equity. Adam’s established the need for there to be a balance between inputs and outputs to protect levels of motivation.

This theory examines how an individual feels about the effort they put into their work when compared to the level of reward they receive for that effort. Plainly put, as a seller of their labour, have they received a fair price?

Vroom’s Expectancy Theory

In 1964 victor Vroom developed the theory that individuals are motivated by 3 factors:

Expectancy Linked to effort Are targets achievable?

Instrumentality Linked to performance Will the reward be received?

Valance Linked to reward Is the reward worth the effort?

There are various ways that these 3 factors can be met depending on the nature of the work and the rewards on offer. The central issue though is whether the employee sees the reward as sufficiently valuable to drive their behaviour. And if it is, then there needs also to be confidence that a concerted effort will achieve the reward together with the trust in the management system that the reward, once earned, will be given.

Porter & Lawler Expectancy Theory

In 1968 Lyman Porter and Edward Lawler developed the concept of expectancy theory further and they categorised the rewards into intrinsic rewards, the positive feelings that the individual experiences from completing the task e.g. satisfaction or a sense of achievement; and extrinsic rewards emanating from outside the individual such as bonuses, commission payments and incremental or annual pay increases.

Locke & Latham Goal Theory

Also in 1968, extrinsic motivation was the focus of Edwin Locke and Gary Latham’s research when they introduced the notion of Goal Setting Theory of Motivation. They continued to develop this theory and the most recognised version of their work is in the 1990 publication “A Theory of Goal Setting and Task Performance”.

The theory concerns 5 Principals which are:

Clarity
Challenge
Commitment
Feedback
Task Complexity

Goal setting theory is most relevant to extrinsically motivated people e.g. Sales Executives that achieve bonuses or commissions for sales achieved. For employees that are not in roles that have bonuses or other tangible benefits associated with the achievement of goals, intrinsic motivation can also be tapped into using goal-setting theory provided the goals lead to job satisfaction.

McClelland Learned Needs Theory (1961)

David McClelland recognised that humans have three motivational needs – these are Achievement, Affiliation, and Power.

McClelland stated that, regardless of gender, culture, or age, humans have three motivating drivers, and one of these will be the dominant motivating driver. This dominant motivator is largely dependent on our culture and life experiences. Getting to know the person, will help to recognise which type of dominant factor each person has and the corresponding characteristics can then be anticipated and considered.

Conclusion & key takeaways

Self-motivation and maintaining focus are essential skills for achieving success and leading teams effectively. By understanding the principles of self-motivation and implementing strategies to maintain focus, line managers can optimise their performance, drive results, and overcome challenges along the way.

Key Takeaways:

Self-motivation is the inner drive and determination to achieve goals and succeed. It involves setting meaningful objectives, finding purpose in your work, and harnessing intrinsic motivation.
Self-determination theory emphasises the importance of autonomy, competence, and relatedness in finding self-motivation.
Line managers can enhance self-motivation by providing autonomy and support to their team members, recognising their achievements, and creating a positive work environment.
Common challenges around self-motivation for line managers include burnout, lack of clarity, and external pressures. Strategies like goal setting, self-reflection, and seeking support can help overcome these challenges.
Maintaining focus involves directing self-motivation towards specific tasks and priorities. It requires recognising distractions, practicing mindfulness, using time blocking, and prioritising tasks effectively.
Distractions can come from external factors, internal thoughts or emotions, multitasking, and technology. Recognising distractions and their impact is crucial for managing them effectively.
Strategies for maintaining focus include practicing mindfulness, time blocking, single-tasking, establishing priorities, minimising digital distractions, engaging in regular exercise, and seeking support when needed.
A focused mindset enables line managers to navigate challenges, make sound decisions, and optimise productivity in their roles.

By developing self-motivation and maintaining focus, line managers can lead their teams with clarity, drive performance, and achieve goals even in the face of distractions and setbacks. Remember, self-motivation is the fuel, and maintaining focus is the compass that guides line managers towards success in their roles.