Dynamics

I love this word. It comes from the Greek word dynamos which means "power" or "massive energy". It's an extremely descriptive word, especially when applied to unorthodox contexts. Most of the time we associate the word "Dynamics" with personality or character of an entity. Seldom do we actually consider it a viable quality to be learned and applied.

We all function within the framework of and structure of organizations, which, for the most part, are three-dimensional, working models of the business plan. The plan was crafted and created with the intent that those who actually provided the manpower and resources necessary to bring it to life would understand and embrace the values upon which it was founded. This is all well and good, except that, in most cases, those working within this framework are not empowered to see beyond its limitations and stagnation results. This problem does not stem from unconcerned or indifferent employees, it stems from their inability to create a better environment.

Too often, managers are afraid to facilitate the betterment of their subordinates. When we take off those limitations, however, good, intelligent people are free to create, to suggest, to experiment with their environment and requirements, and they begin to evolve their organization from the inside out. Those companies and organizations that are truly successful, are truly leading their industries understand this principle of inner dynamics, and they encourage, even promote, critical insights from within in order to improve the outward performance. This requires a measure of trust on behalf of the facilitating tier, but more so, it requires an organization to give the people involved a vested interest in the organization itself. People are ready and willing to invest themselves and their ideas into an organization that will benefit them as it gets better.

For example, Starbucks offers stock options to every single employee. They essentially become partners in the company for which they work. The organization even goes so far as to refer to every single one of its employees as "Starbucks Partners".

This kind of an organizational investment into the people who involve themselves with it is exactly the kind of dynamic promotion that sets some organizations apart from others. When a coffee-making barista approaches her work with the mindset that her success as an employee affects the success of the company, which in turn affects her success as a person, she is personally motivated to find ways to make her environment better and more productive. This is dynamic motivation.

How are you motivating your people? Have you modeled inner dynamics in your organization? If so, how? and what were the results? How is your organization dynamically promoting effectiveness within a given environment? are those environments friendly to effective change and outward evolution? And lastly, what is your organization doing to dynamically motivate your people? how are you enabling your people to invest themselves into the organization?