1. Motivating the Individual to Achieve™
‘Releasing Potential’
© Barbara Hankins MSc 1994/2016
Barbara Hankins MSc
Email: Barbara@catalystforchange.co.uk
Mobile: 07802 654249

2. Copyright 1994/2016 B Hankins
Motivating the Individual to Achieve™
‘Releasing Potential’
The Model
Five Factors: Working Environment, Leadership, Talent Management, Business &
People Strategies and Knowledge & Learning
Eight Measures: Participation, Quality, Leadership Style, Attitude, Communications,
Vision/Mission, Objectives, Learning Company
Eleven Attributes: including: Performance, S…, Initiative, P…, Responsibility, C….,
Warmth & Support, O…, Learning, C…., Contribution (or Engagement),
Knowledge
& Learning
Business
& People
Strategies
LeadershipTalent
Managemen
t
Individuals
Perception
©B Hankins
(1994-2012)
Working
Environment
‘Five Factors for
Motivation™’
‘Releasing Potential’

3. Copyright 1994/2016 B Hankins
Motivating the Individual to Achieve™
‘Releasing Potential’
Concept
• Five factors that influence and motivate an
individual to strive to improve individual and
organisation performance
• The individual’s perception is influenced by
shared values, respect, level of contribution (or
engagement) and involvement and a sense of
belonging.
• Grounded in Motivation Theory and Behavioural
Science but with practical application

4. Copyright 1994/2016 B Hankins
Motivating the Individual to Achieve™
‘Releasing Potential’
Rationale
• Ensure that you have an open and
supportive working environment
• To develop authentic Leaders
• To establish whether you are succeeding
in achieving your objectives

5. Copyright 1994/2016 B Hankins
Motivating the Individual to Achieve™
‘Releasing Potential’
Goals & Objectives
• Stress ‘Working Environment’ as the critical
success factor in employee engagement
• Improve Talent Management to release potential
and realise the Value of People
• Align operational and corporate/business
strategy
• Enable targeted training investment and
encourage personal growth and esteem
• Understand the motivational triggers

6. Copyright 1994/2016 B Hankins
Motivating the Individual to Achieve™
‘Releasing Potential’
The Business Case: Why measure?
• Enable you to become more innovative and
competitive in the current global economy
• Ensure you do not lose out on talent and profits
because employees are uninspired
• Establish how engaged your employees really
are, not just how engaged you think they are!
• Ensure you target training investment to
achieve your company’s strategic objectives
• Effectively demonstrate the value of people to
your business – putting people and profit on the
same page!

7. Copyright 1994/2016 B Hankins
Five Factors for Motivation™
‘Releasing Potential’
Applications
Example 1 – Positive Company
Vision - ‘Success through
Excellence’
Employees engaged and
committed
Daily message – ‘Innovation,
Technology and Quality’
Primary Mission – To become
a Global Leader in its field
Good training and
development history
Example 2 – Negative Company
Vision - ‘Simply the Best’
Employees disengaged – little
sense of ownership or
belonging
Daily Message – ‘the numbers’
Purpose of the company
identified as ‘Making Money’
Poor Training & Development
history

8. Copyright 1994/2016 B Hankins
Motivating the Individual to Achieve™
‘Releasing Potential’
Benefit/Cost Analysis
Benefits
• Improved Talent Retention
• Increased Employee
engagement/satisfaction
• Realistic performance targets
• Improved quality and customer
satisfaction
• Co-operation, initiative and
participation
• Learning environment
• Self knowledge and
understanding how to release
potential
• Being known as a great
company to work for
Costs of Doing Nothing
• Increased Employee Turnover
• Increased Employment Costs
• Lost Customers
• Lost Productivity and
Competitiveness
• Under-developed workforce
• Low Morale
• Restricted potential
• Undesirable as an employer
• Resistant to Change
• Difficult to Lead