Motivation

1
Motivation

• Danger in them there hills

2
Who/What are the great motivators

• Great leaders
• Role models
• Tradition
• Success/failure
• Significant others
• Inspiration
• Rewards
• Your needs
• Stars

3
Which factor is the most important

• One of the great motivation myths is that
  motivation can be down to one factor
• In reality it will be a combination of several
  factors that will determine motivation and it
  will be different for each player most of the time

4
Other motivation myths

• We have to give it to them each player is
  responsible for their own
• The more they are pumped up the better there is
  a right level for each player
• It needs a great speech for the players? Or the
  speech maker?
• Tricks/gimmicks work maybe once
• Its related to intensity of effort direction of
  effort is equally important

5
More motivation Myths

• Can be improved by positive thinking maybe but
  not without the confidence from knowing you have
  trained well
• Its under the control of coaches you can manage
  it but you will never control it
• You either have it or you dont created by
  those who had it or thought they had
• The event is enough it may create fear of
  failure

6
More bloody myths

• Someone outside the team can do it for you
  players can see a quick fix as a sign of panic
• Other peoples experiences can be used by you
  how does that help in the closing minutes, in the
  white heat of battle, under several types of
  pressure, and with everybody ready to pass
  judgement??????????????

7
Types of Motivation

• Primary prime motive, the overriding mover,
  i.e., competitiveness for the elite
• Secondary other impacting factors
• Extrinsic/Intrinsic rewards V self satisfaction
• Positive/Negative for the right or wrong
  reasons, and often evident in training
• Extreme Evident in the super elite
• Pre-competition the more performance goal
  orientated the better

8
Motives

• Difference between motives for affiliation and
  achievement
• Difference between motives for competence (very
  powerful) and accomplishment
• Different strokes for different folks
• Difference between actually managing and knowing
  about managing

9
So what does work

• Get the most out of them (handout)
• Ask questions (handout)
• Set performance goals
• Monitor their performance goals
• Make sure there is accountability and
  responsibility
• Keep rules few and simple
• Limit use of jargon

• Have a mental toughness programme
• Use everyones name in the first 30 minutes of
  training
• Calmness and silence can motivate
• Avoid absolutes
• Be sincere with praise
• Let them know where they stand
• Avoid talking too much

10
Practical Guidelines

• They should see their goals everyday
• Feedback is crucial
• Accuracy of feedback is even more crucial
• Its a good idea to work hard at developing your
  ability to give feedback, both positive and
  negative, in an assertive way.

• Find out what they think
• Clarify the outcome of conversations about
  performance
• Have reasonable but high expectation of them
• Goals are contract deal with them in this manner

11
Steve Redgrave

• 1.8 divided by 4 0.45
• 0.45 divided by 12 0.0375
• 0.0375 divided by 4 0.009375
• 0.009375 divided by 6 0.0015625
• 0.0015625 divided by 2 0.00078125
• 0.00078 of a second per practice wins a gold
  medal in the Olympics

12
Assumption is your enemy

• Find out what your underlying assumptions are
  about your team and try to eliminate them so that
  your approach becomes based on the present
  reality because you can always deal with that