Training is an important part of building a productive, happy workforce. But many training programs focus heavily on the daily activities of an employee, which loses sight of the overall mission of your company. It’s important that every employee understand not only the tasks being performed, but how that work helps meet your company’s overall vision.

With a customized training program, you can tailor your training to the personal workstyles of the people you’ve hired. One way to do this is to look at the 12 driving forces that motivate people to work hard each day. They range in intensity from primary driving forces to indifferent forces that create a negative reaction in people. Here’s what you need to know about driving forces to better equip your new hires to do a great job.

The Clusters

Driving forces differ from one person to the next, but everyone has primary driving forces, which influence most of what a person does. There are also situational forces that only appear in certain circumstances. Lastly, there are indifferent driving forces, which bring feelings ranging from apathy to negativity, especially if dealing with someone who is primarily driven by something that you find indifferent.

The 12 Driving Forces

Since each person is different, it’s important to learn a little about each of the 12 driving forces. Over time, you’ll be able to more readily identify them when interacting with a new employee and tailor your training accordingly.

  • Instinctive—Past experience drives this person.

  • Intellectual—This personality type is driven to learn and grow.
  • Selfless—Task lists are a prime motivator for this personality type.
  • Resourceful—This person loves to maximize productivity.
  • Objective—Creating an environment that will lead to desired outcomes is top priority.
  • Harmonious—Balance and living in the present is this person’s priority.
  • Intentional—Intentional people are driven by interactions with others.
  • Altruistic—Helping others is important to this personality type.
  • Collaborative—Making valuable contributions to the team drives this person.
  • Commanding—Moving forward while remaining in control is this driving factor.
  • Receptive—Finding new ways to accomplish routine tasks motivates this person.
  • Structured—Working hard to benefit an important cause matters with this personality.

The goal is to create a training program tailored to a person who has various driving factors. Once you have that in place, you can get to know new hires, then choose the training program that fits what motivates them best.

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It’s one thing to have insight into your emotional intelligence; it’s another to use that information to grow and enhance your impact at work. And it’s still another to scale it across the enterprise to drive organizational performance. The question becomes: How do organizations develop the emotional intelligence necessary to support what they need most: a thriving agile culture?

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