Why "Motivation" Isn’t the Key to Leading Your Team and What to Focus on Instead

I'm a little bit of a word freak. I know how our language impacts what we think, feel, do and accomplish. I'd be so bold as to say it's a top predictive factor to success (here's a hint, your words are directly connected to your mindset). Knowing this, I have learned to be incredibly mindful of the words I use and the expectation I attach to words. And one word I learned to put in its place, is "motivation". 

I heard it put this way, motivation only shows up when the BBQ is hot and the beer is cold. Motivation is unreliable. Motivation is fleeting - it’s a spark, not a fire. If someone waits to feel motivated to do something, the chances of it getting done in a timely manner, are low.

Motivation is unreliable as a cornerstone of leadership because it comes and goes. Instead of chasing motivation, leaders should focus on building an environment where people are driven. Drive comes from purpose, empowerment, growth, and connection—all things you, as a leader, can intentionally cultivate.

In a recent poll I conducted, "keeping them motivated" emerged as the top challenge for leaders in construction. And it's no wonder, the construction industry is demanding and often people are over-worked and under-appreciated. What would the "motivation" be to give more than they already do?

If we shift the focus from motivation to cultivating a deeper sense of engagement and ownership, we can overcome this challenge and create a workforce that performs to its potential.

Here are some tips on how to do it:

1. Set the Foundation with Recognition and Purpose

People thrive when they feel seen and valued. Recognition ties their daily work to a larger purpose, reinforcing their importance and position within the team.

Action Tip: We see all too often in our industry that the only acknowledgement of someone's work is when something was "...f**ked-up". Make it a habit to recognize efforts, not just outcomes. When mistakes are made, because they will be made, reinforce the lesson. Acknowledge the extra mile someone went or the teamwork that kept a project on track. There is always something you can acknowledge and recognition tied to purpose keeps people engaged long after the initial acknowledgment.

2. Train Leaders to Lead, Not Just Manage

Too often in construction, leadership positions are filled by great tradespeople who have never been equipped to lead. I talk about it in a recent post on LinkedIn, they know how to get the job done, however they may lack the tools to connect with and inspire their teams.

This is where leadership training tailored for the construction industry becomes essential. My Workforce Development Training Program empowers people at every level to go beyond managing tasks. It equips them to inspire drive, build trust, and foster engagement, because leadership is a skill that needs to be learned and developed, it's not an innate talent.

3. Foster Growth Opportunities

People lose interest when they feel like they’re standing still or lack direction. Growth - whether through promotions, skill development, or leadership training - is a key driver of engagement. Help your people to see how they are contributing to a bigger picture.

Pro Move: Create clear paths for advancement within your company. Show your team that there’s a future for them and that you’re invested in their long-term success. Offer training to help them grow into new roles, whether it’s moving from crew member to foreperson or from foreperson to manager.

4. Replace Control with Empowerment

People don’t need constant micromanagement, they need trust, they need responsibility, they need challenge. Empowerment drives engagement by giving employees ownership over their work and showing that you have confidence in their abilities.

Quick Win: Delegate decision-making where possible. Let teams propose solutions to on-site challenges or contribute to planning. When employees feel trusted, they perform with pride and accountability. Provide them with the tools to make the decisions. One simple tool to support their decision making is the 1-3-1 method I spoke about in a recent blog post Delegation Done Right.

5. Build Connection Through Culture

In an industry where the grind can feel relentless, creating a sense of belonging is vital. Belonging is more than fitting in, it is creating a safe space for people to be themselves and be accepted. Creating a space like this fosters loyalty, camaraderie, and resilience, even when the days are long and the work gets tough.

Try This: Although this is only a small piece to a much bigger puzzle, it is something that can be implemented in the short-term and will start putting positive change in motion. Investment in a team-building activity that emphasizes connection. Whether it’s a job-site BBQ, a skills competition, or an off-site event, these moments strengthen bonds and create an engaged, driven team. To take this further, you can include a line item in your budget to allow for these activities on a more regular basis.

The Role of Training in Driving Engagement

At its core, creating a driven workforce isn’t about motivation, it’s about investment. Investment in your leaders, your culture, and your people’s growth.

This is exactly why I developed the Workforce Development Training Program for the construction industry. It equips your team with the personal and leadership skills they need to engage, empower, and inspire others. The program focuses on self-mastery, leading others, and understanding the business, so your team is prepared to thrive and your company benefits from their drive.

So, I encourage you to stop looking for your team to be motivated and instead, focus on creating the environment where drive thrives. It’s the difference between a workforce that’s just punching a clock and one that’s invested in your company’s success.

Ready to build a driven, engaged team? Let’s talk about how my Workforce Development Training Program can help.