My clients commonly ask me to provide a “Motivational talk”, and my initial questions to them are “What is your objective of having motivational talk to your staff”, “What do you expect in return of the motivational talk?”, “to motivate them and translate it into the workplace?”
Our rapidly changing world has caused a massive impact on today’s business models and every organization struggles to cope with these “Changes”. In order to get over the negative consequence of business change, Human capital plays a vital role to business success. Those days, employee can be easily motivated through a motivation talk shared by a renowned speaker, motivational speeches remain powerful to this day and many organizations still spend millions of dollars hiring top speakers to motivate their staff but organization rarely measure the effectiveness.
Think back on the first question I asked my clients, “What do you expect in return from this motivational talk?”, the answer is of course get the staff motivated. And I’m pretty sure that after a talk, they will leave the room with a motivated spirit. However, my next question would be “How long will this motivated spirit sustain? Will staff practice everything said by the speaker? What would it be like after few weeks or few days? Have you ever thought that what they’re lacking is a right skill set and not a motivational talk?”
Why do people love motivational talks instead of training?
- Sitting there passively and just listening
- Less or no need for exertion during the talk
- They feel good after the speech.
- You are free to do other little things (Text, whatpps, check mail, FB, etc) while listening to the talk.
- They get motivated
At the individual level, I found that many people seem to get overly-motivated by motivation talks and they say that they need to be charged over time. I would comment that they’re addicted to motivational talks, simply because they’re driven by extrinsic motivation.
How to leverage on a motivational talk
- Incorporating “real life” activity, people need to be engaged not only with the talk but with the activity, and action leads to retention!
- 50% talk, 50% activities
- Get participants to share their learning experiences instead of only sharing your own to the participants
- Work out an action plan and map out a long term strategy as well
- Establish follow ups
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