Factors That Drive Team Motivation and Success

Google once ran a study to uncover why some teams excelled while others didn’t. They expected to find that team performance came down to individual skills, leadership styles, or even experience levels. But it wasn’t any of those. The #1 factor was "psychological safety". The belief that you can share ideas, ask questions, or admit mistakes without fear of judgment. Yet, only 47% of employees say they feel safe enough to do this. The rest? They’re holding back—on feedback, on innovation, and on their best ideas. The data is clear: teams that feel safe to speak up are 5x more likely to innovate. Companies that invest in this see 50% higher productivity and 27% lower turnover. Yet, most leaders think their teams feel safe, while employees say otherwise. If you’re serious about unlocking the potential of your team, ask yourself:  - Do you model what it looks like to admit mistakes?  - Do you reward bold ideas—even if they don’t work out?  - Do you make room for real feedback by asking specific questions? Building this trust isn’t easy, but it’s necessary. Because when people feel safe, they bring their best. And that changes everything.

Return to office won’t fix your culture, but these six factors will. Marching employees back five days a week won't solve your culture problems. Why? Because culture isn't where people work—it's how they work. It’s the behaviors of leaders, what (and who) gets rewarded, and how teams interact that set cultures apart. In my latest MIT Sloan Management Review column, I outline six tools that actually move the needle: 1️⃣ Build dependability-based trust: When people follow through on commitments, teams thrive. This isn't just about "accountability,” it requires clear objectives and broad internal transparency. Being able to depend on leaders matters most: they set the tone. 2️⃣ Foster a "first team" mindset: When leaders prioritize organizational success over functional silos, cultures flourish. This requires alignment on priorities and collective accountability. That orientation builds healthy cultures focused on customer and business outcomes, not silos and fiefdoms. 3️⃣ Use personal user manuals: "About me" documents help teams understand how each person works best. Communication styles, motivations, strengths, growth areas and personal context all matter. (Managers go first!) 4️⃣ - 6️⃣ The other factors? Reward outcomes over productivity theater, build team-level agreements (commitments on how we work), and ensure you're investing in time together in-person as a team. Time together does matter; fit the cadence to the team's needs and whether they're co-located or distributed. But if you want to fix culture, there are much bigger levers... 👉 Read on, and tell me what you think: https://lnkd.in/gXieAwZx What were the factors that built the best cultures you've worked in? #Culture #Leadership #RTO #LIPostingDayApril

Contrary to popular belief, motivation does not necessarily wane during challenging projects. In fact, it can be even stronger when people feel like they are working on something important. I experienced this firsthand when my team and I developed a proximity awareness application during the COVID-19 pandemic. Despite the tight deadlines and difficult working conditions, we were all motivated to get the product to market as quickly as possible because we thought it could help save lives. This experience demonstrated that motivation is not about the difficulty of the task, but about the sense of purpose it gives people. When people feel like they are making a difference, they are more likely to persevere through challenges and stay committed to their goals. Here are some tips for creating a sense of purpose in your team: ✅ Start with a clear vision. What are you trying to achieve? Why is it important? When people understand the big picture, they are more likely to feel invested in the project. ✅ Involve people in decision-making and planning. When people have a say in how things are done, they feel more ownership and are more likely to be motivated to succeed. ✅ Make it a team effort. People are more motivated when they are working towards a common goal with others. Create opportunities for team members to collaborate and support each other. ✅ Set challenging but achievable goals. People need to feel like they are stretching themselves, but they also need to believe that they can succeed. ✅ Give people time to recharge. People need to recharge their batteries in order to be productive. Make sure to schedule regular breaks and time off. By following these tips, you can create a work environment where people are motivated to do their best, even when the challenges are great. #management #leadership #triumphleadershipbook ________________________________________ ➡️ I am Talila Millman, a fractional CTO, and a management advisor. I help CEOs and their C-suite grow profit and scale through optimal Product portfolio and an operating system for Product Management and Engineering excellence. 📘 My book TRIUMPH: Leadership in Times of Volatility, Uncertainty, Complexity, and Ambiguity is to be published in 2024. The presale starts September 5.  🔔 Follow me and ring the bell on my profile to get notified of new posts

90% of leaders think their teams are effective. Only 15% actually are. Where do you fall? If you've been struggling with team performance, I've got a framework that transformed my own leadership approach. The traditional way to build teams focuses on individual performance. We hire for skills, evaluate based on output, and reward personal achievement. But this approach misses something critical: true high-performance comes from how people work together, not just how skilled they are individually. In my experience leading multiple teams across different industries, I've found a simple but powerful approach: 1. Establish Clear Goals  Not just what needs to be done, but why it matters. When team members understand the purpose behind their work, motivation soars. 2. Foster Open Communication Create an environment where everyone feels safe to share ideas, concerns, and feedback. The best solutions often come from unexpected voices. 3. Emphasize Collaboration Set up systems that reward collective achievements over individual heroics. This shifts the focus from "me" to "we." 4. Celebrate Diversity Different perspectives lead to better decisions and more creative solutions. Actively seek out and value varying viewpoints. 5. Lead by Example Show the behaviors you want to see. If you want collaboration, collaborate. If you want open communication, communicate openly. High-performing teams don't happen by accident. They're built intentionally. What's one team-building practice that's worked well for you? ✍️ Your insights can make a difference! ♻️ Share this post if it speaks to you, and follow me for more.

Ever built a house of cards?  One wrong move, and the whole thing collapses. Leadership is like that—only instead of cards,  you’re dealing with people. Back when I was an English teacher, I saw firsthand how learning stalled when students didn’t feel safe, supported, or seen. A student didn't get enough to eat?  ↳Forget Shakespeare. A student up all night because parents were yelling? ↳Nouns and verbs just don't matter.   A kid scared of what will be shared on SnapChat?  ↳Could care less about the symbolism of the A. Leadership isn't much different. A single dad who is trying to make ends meet?  ↳Forget staying late to cover for the team. An executive whose marriage is falling apart?  ↳Don't push any buttons.  Maslow’s Hierarchy of Needs reshaped how I approached leadership—first in the classroom and later with teams. Here’s what I realized: 1. It all starts with the basics.  If your team doesn’t have what they need, forget high performance. Just like students struggling with unmet needs, teams stuck in survival mode can’t innovate. 2. Safety isn’t just physical—it’s psychological.  People need to know their job is secure, their voice matters, and their leader has their back. In teaching, I built trust by making mistakes okay. The same applies to teams. 3. Connection fuels motivation.  I watched burned-out students re-engage when they felt seen. The same happens in organizations—teams revive when genuine relationships replace transactional interactions. 4. Esteem is about more than performance. It is rooted in well-rounded relationships. Learning about my students' lives outside of the classroom gave me increased opportunities to praise their successes. 5. Self-actualization is where the magic happens. In both classrooms and companies, people perform at their best when they feel a sense of purpose. When their work matters, passion drives results. This hierarchy isn’t just theory—it’s a playbook for resilient leadership. When leaders align with human needs, teams trust more, collaborate better, and reach new levels of performance. Curious how you can apply this to your leadership journey? Let’s connect. ----- ♻️ Repost to share with your network 💡 Follow Julia LeFevre for more Leadership content 📢 DM or email me at julia@braverestoration for workshops, coaching and speaking

A failing project is the BEST thing that can happen to your team. Why? Because it's your chance to: ✅ Reassess priorities ✅ Reignite passion ✅ Redefine success Ever had that gut-wrenching feeling? You know, when a project starts to go south, and your team's energy evaporates? I've been there. More than once. What's the #1 factor that destroys innovative projects? It isn't budget constraints or a lack of skills. It is the slow demise of team motivation. But it's not about pushing harder. It's about getting smarter. So, let's talk about how to turn things around when things go pear shaped. 𝟭. 𝗞𝗲𝗲𝗽 𝗬𝗼𝘂𝗿 𝗘𝗮𝗿 𝘁𝗼 𝘁𝗵𝗲 𝗚𝗿𝗼𝘂𝗻𝗱 Chat with your team. Often. You'd be amazed what you'll learn over a quick coffee or during a casual check-in. Catch those little grumbles before they become big problems. 𝟮. 𝗠𝗮𝗸𝗲 𝗮 𝗕𝗶𝗴 𝗗𝗲𝗮𝗹 𝗢𝘂𝘁 𝗼𝗳 𝗦𝗺𝗮𝗹𝗹 𝗪𝗶𝗻𝘀 Remember how excited kids get over tiny achievements? - Channel that energy. - Break down those mammoth tasks. - Celebrate each step. It's amazing how a little recognition can light a fire under people. 𝟯. 𝗠𝗶𝘅 𝗧𝗵𝗶𝗻𝗴𝘀 𝗨𝗽 Boredom is a motivation killer. - So why not shake things up? - Swap roles. - Let people try new things. It's like hitting the refresh button on your team's browser. 𝟰. 𝗚𝗶𝘃𝗲 𝗣𝗲𝗿𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝘁𝗼 𝗣𝗮𝘂𝘀𝗲 We're not machines. We all need moments to catch our breath. - Encourage short breaks. - A quick walk. - A moment of quiet. You're not losing time - you're gaining focus. 𝟱. 𝗣𝗮𝗶𝗻𝘁 𝘁𝗵𝗲 𝗕𝗶𝗴 𝗣𝗶𝗰𝘁𝘂𝗿𝗲 In the daily grind, it's easy to lose sight of why we're doing what we're doing. Remind your team of the impact they're making. Connect their work to the larger mission. It's powerful stuff. 🔑 Motivation Drives Success 🔑 The numbers back this up: - Teams with high morale slash project delays by 70% (PMI) - Engaged folks are 23% more creative (Gallup) - Happy teams stick around, cutting turnover by 32% (Deloitte) Recognize and correct team energy early—it’s the difference between struggle and success. Guard it. Nurture it. Amplify your outcomes. So, what's your go-to move when things get rocky? Share your wisdom below. We're all in this together.

Motivation sparks the fire. Accountability keeps it burning. We’re obsessed with motivation, aren’t we? Rallying the team. Giving that big speech. Throwing out buzzwords like passion and drive. Blah blah blah. But motivation is a short-term fix. It’s like a sugar rush. Great in the moment, but it crashes just as fast. Real, sustainable performance? It doesn’t come from being inspired once a quarter. It comes from something deeper—something far less glamorous. I’ve lead and coached enough teams and leaders to see it firsthand: the best performers aren’t riding a wave of inspiration every day. They’re fueled by clarity, consistency, and ownership. They don’t need a pep talk—they need systems and support. So, What Drives Real Performance? Here’s what actually gets people to show up and deliver, day after day: 📌Clarity Over Hype ↳ People need to know exactly what they’re working toward and how their work fits into the bigger picture. Ambiguity kills momentum faster than a lack of motivation. 📌Autonomy Over Pep Talks ↳ No one thrives under micromanagement. Give people ownership of their work, and they’ll take pride in the results. 📌Consistency Over Passion ↳ Performance is built on habits, not heroic bursts of effort. The systems you create are far more powerful than the speeches you give. 📌Accountability Over Praise ↳ Encourage accountability—not to criticize, but to build trust and commitment. People rise to the occasion when they know their contribution matters. 📌Support Over Pressure ↳ A burned-out team isn’t a high-performing team. Invest in your people’s growth, well-being, and resources, and they’ll invest in the results. The truth is, anyone can inspire for a moment, but leaders who drive sustainable results know it’s not about chasing motivation. It’s about creating an environment where performance becomes second nature. So here’s the challenge: this week, instead of trying to inspire, focus on building clarity, consistency, and systems. It’s not flashy, but it works. P.S. What’s one thing you’ll change in your leadership approach starting today? Let me know—I’d love to hear it. ♻️ If you find this insightful, share with someone who needs this today.

High Expectations Alone Don’t Drive Performance—Support Does You’ve seen it before. A leader sets the bar high, expecting results, but the team struggles. Instead of improvement, frustration builds. Pressure increases, but engagement drops. The leader assumes the team lacks effort, when in reality, they lack support. High expectations without support create resistance, not results. People don’t rise when they feel pressured—they rise when they feel equipped. If your team isn’t performing, ask yourself: Are they not working hard enough, or do they not have what they need to succeed? Leadership isn’t about lowering the bar—it’s about raising the level of support. The best teams don’t thrive because they’re pushed harder; they thrive because they’re given the tools, guidance, and accountability to grow. Here is what leaders do: ✅ Set Clear Expectations – Define success in simple, actionable terms. ✅ Equip & Empower – Provide training, feedback, and the right tools. ✅ Encourage & Challenge – Push them to improve, but make sure they know you have their back. ✅ Accountability with Care – Hold them to high standards while giving them the support to reach them. When people feel supported, they don’t just meet expectations—they exceed them. Expectations without support create stress. Expectations with support create success. #Leadership #LeadershipDevelopment #Coaching #HighPerformance

The "Skill or Will" performance management model is often used to diagnose employee challenges, but it oversimplifies the complexity of human motivation. It assumes performance issues stem from either a lack of skill or a lack of will, but real-world scenarios are far more nuanced. Motivation isn’t binary—it’s a dynamic mix of intrinsic and extrinsic factors. An employee might have the necessary skills yet still struggle due to external stressors, misalignment with organizational values, or a lack of support. Misdiagnosing these issues as purely motivational can lead to ineffective interventions, exacerbating the problem rather than solving it. To truly unlock team potential, leaders must move beyond the "Skill or Will" framework. Take the time to understand individual drivers, assess the work environment, and ensure alignment between personal and organizational values. By addressing the full spectrum of motivational needs, we can foster higher engagement, deeper satisfaction, and sustainable success for both employees and organizations. Let’s commit to a more comprehensive approach to performance management that truly empowers our teams. #Leadership #EmployeeEngagement #PerformanceManagement #Motivation

We've been trained to believe that the key to productivity is rewards and punishments. But here's the truth: 𝘪𝘵'𝘴 𝘯𝘰𝘵 𝘢𝘣𝘰𝘶𝘵 𝘵𝘩𝘦 𝘤𝘢𝘳𝘳𝘰𝘵 𝘰𝘳 𝘵𝘩𝘦 𝘴𝘵𝘪𝘤𝘬. Intrinsic motivation, the drive that comes from within, is what truly fuels us. It's the passion for a task, the love for a project, the sense of accomplishment when we solve a problem. Extrinsic motivators, such as bonuses and promotions, are temporary. They may produce short-term results, but they rarely lead to long-term commitment. On the other hand, intrinsic motivators, like the joy of learning or the satisfaction of a job well done, are enduring. They keep us engaged, even when the going gets tough. So, how do we tap into this powerful source of motivation? Firstly, understand what drives your people internally. Is it the thrill of solving complex problems? The satisfaction of helping others? Or the excitement of learning something new? Once you've identified these intrinsic motivators, foster an environment that supports them. Craft your team's roles and metrics around what truly drives them. Secondly, reevaluate your rewards system. Rather than relying on external rewards, acknowledge the efforts of your team based on what they care about. Show them that the work they are most passionate about is valued and appreciated, not just with a bonus, but with words of affirmation and opportunities for growth in that specific area. Lastly, lead by example. Show your team that you're driven not just by external rewards, but by passion, curiosity, and a love for what you do. This approach helps you channel your team's strengths, encourages out-of-the-box thinking, and promotes long-term retention. p.s. Understanding intrinsic motivation is helpful in any situation where you interact with another human 👫