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Motivational Intelligence | S1 E25

Motivational Intelligence | S1 E25

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 Motivational Intelligence In this episode of Engaging Internal Comms, The Big Picture People’s Craig Smith talks to David Naylor. David is Executive Vice President at 2Logical, a leading global consultancy helping organisations navigate through various challenges and transitions, most recently being the pandemic. Clients include organisations such as General Motors, Bank of America, American Express, L’Oréal, Tate & Lyle, and many more. David is based in New York, where 2Logical has its headquarters. The company also has offices in the Middle East and Australia, and operates across 90 countries and six different continents. David is also an author and Forbes contributor, as well as a LinkedIn advisor, and his team run The Motivational Intelligence podcast, which you can find in the link at the end of these show notes. What is motivational intelligence? The original concept of intelligence was quantified in the form of an IQ back in the 1600s. This is still used to measure mental ability. Additionally to IQ, David explains how emotional intelligence (EQ) is essentially the human being’s understanding of emotions and how these emotions influence behaviour. Further to this, David explains how psychological researcher Dr Carol Dweck discovered a third type of intelligence, motivational intelligence, which consists of two types of mindset: 1. Fixed mindset Those with a fixed mindset have a more limited belief system about themselves and their capabilities, and even their perspective on the world. They believe their qualities are unchangeable and fixed traits, and do not strive to develop or improve them. They believe that success requires talent alone, and not effort. 2. Growth mindset Those with a growth mindset believe that learning, effort, and persistence improves their abilities and intelligence. They strive for improvement in themselves and have broader capabilities, and embrace change and development. “Motivational intelligence is the driver on whether an individual is operating under a fixed mindset, or growth mindset,” David concludes. “It is an individual’s awareness and their ability to manage negative thoughts and self-limiting beliefs.” Thus, how an individual behaves can have damaging ripple effects within an organisation, with their mindset most often the root cause of issues within a business. Identifying motivational intelligence in the workplace It is crucial for an organisation to identify motivational problems within its people, as negative effects can hinder the performance and progression of an individual, a team, and the business itself. David notes five important characteristics that will highlight the mindset types of an organisations’ employees. An employee’s reactive behaviours depend on whether they have a fixed mindset or growth mindset. These characteristics are:
  1. Accountability – a fixed mindset will play the victim, while a growth mindset will take ownership of accomplishments, failures and solutions
  2. Adaptability – a fixed mindset is risk-averse and contests feedback, while a growth mindset is open-minded and seeks feedback
  3. Resilience – those with high motivational intelligence bounce back from setbacks more easily
  4. Initiative – the ability to problem solve and lead is more apparent in people with high motivational intelligence
  5. Courage – motivational intelligence drives people to act without fear and self-doubt
Being aware of these five characteristics will help identify those who, most importantly, are struggling with motivational intelligence, so that action and support can be provided accordingly. Developing motivational intelligence in those who need it most...

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