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Diagram 1: The Three Rs and Motivation

RESPONSIBILITY: The individual made an investment and accepted some ownership; now give them some responsibility. Set a standard and present a clear picture of the role. Explain the duties of the role. Convey your expectations of them in that role and ask them if they are ready to accept ownership of those responsibilities. Confirm their commitment.

RESPECT: Respect is a vital part of any relationship and this process. It’s no coincidence that respect is at the heart of this formula. Respect fosters the goodwill of the organization. Without respect the formula is unsustainable. It would be akin to ripping the battery out of your car. It disrupts the function of all the other components and takes the energy. If you have a person who will not respect the process, the people, or the standard, he or she will hold you back from reaching your team’s full potential. I can always work with respect.

REWARDS: What is the payoff for their efforts? What is the ROI (return on investment)? What’s the incentive? What’s the benefit? A reward can be tangible or intangible. Have you as the leader aligned the reward with the work? Have you portrayed the reward as valuable and worth their efforts and commitment?