(Published in The Star on 3 April 2013)
Sometimes, people need a little push to steer them in the right direction

After three months into making the required changes to be a more disciplined person, John lapsed into his old ways of coming in to work late and losing his cool when he is being mentally challenged.

Those who have helped and supported him in the change process are now angry. hey blame him for his ingratitude and for wasting their time and efforts on him. But is he completely at fault?

In Lesson 15, we look at the intrinsic aspects of motivation that propels people into continuous actions, which are more powerful and sustaining compared with the extrinsic ones of rewards and benefits.

Here, we shall also examine the various ways as to how they can be applied for different types of people with varying degrees of will and skills.
What is momentum generating?

Like John, anyone who wants to make any changes has to be in a state of momentum both physically and mentally before the new behaviours are internalized to become second nature to them.   The most painful and crucial part of the change process is at the beginning stage and those preceding it.
If there is insufficient attention and effort, there is every likelihood that the person will relapse nto the old ways like what happened to John.

How to use the momentum generating tool?

If John’s level of motivation and/or skills is weak in making the change to be a disciplined person, he will require a more directive approach of close supervision, constant reminders, and even reprimands him if he slacks in his efforts.

However, John’s efforts will be instantly acknowledged the moment he shows his positive efforts.  Words such as, “I want you to know that I notice the good work you’ve done” goes a long way in encouraging him to move further forward.  Once he moves up the scale of higher motivation and/or skills, he will become more “manageable”. Should he slacks a little, he needs to be subtly pushed, with words like, “I wish to remind you that you’ve not fully completed the tasks” will ensure that the momentum is sustained.

When John has fully internalised his good habits, he will be high on the motivation and/or skill sets where little or no supervision is required.

At this stage, he only needs time to take his own risks or make his own decisions. All he needs is to be encouraged with words such as. “Wow, another great effort, keep it up” and so forth.

What have you learnt from this lesson?

1. What will you say to someone who has slowed down in his efforts to make the desired change?
2. What are some inspiring ways to acknowledge someone for making good efforts?
3. What will you say to someone who repeatedly goes off the mark?
4. Is it wrong for the coach to be directive at times? Why?
5. Why should a coach be good at both acknowledging people for their good efforts and be firm when their performance drops?