International Journal of Choice Theory® and Reality ... - CTRTJournal

Or one can learn to become a Coach Motivator. The Coach Motivator motivates by his or
her knowledge of the game. The Coach Motivator may or may not have an enthusiastic
personality. He or she may be calm in nature, yet he or she can win ball games because
the team has confidence that he or she knows what he or she is doing and/or what he or
she is talking about. The Dallas Cowboys had a tremendous motivator in Tom Landry
during those years when he was coach. Yet, Tom Landry always projected a calm and
controlled exterior. He motivated not by outward excitement, but by his team‘s belief in
him and his knowledge of the game.
The strengths of the Quarterback Motivator and the Coach Motivator are much the same.
One of their strengths is that anyone can learn how to become one or both of them. It may
take time and effort, but one can become involved in the business. It may take time and
effort, but one can learn the business. While learning may come easier for some than for
others, the manager does have the ability to learn and to apply what he or she is learning.
Another of their strengths is the personal involvement these type motivators have with the
rest of the team. The Quarterback Motivators, for instance, are rarely on the sidelines away
from the hurt and pain going on behind them on the field of play. More likely, they are in
the midst of the conflict hurting and working with the rest of the team. While the Coach
Motivator may not be in the middle of the action, he or she is nevertheless observing,
encouraging, and keeping continual communication with the team. Hence, he or she is
generally thought to be very much involved.
The weaknesses of the Coach and Quarterback motivators are similar too. For example,
each must have close identity and contact with the team. They cannot motivate from a
distance. They must know and be known by the team members. Additionally, they must
have adequate time to develop the trust factor that is necessary for the team to have
confidence in them. It is unlikely that they will turn a team or business around over night.
Many good managers will have a level of ability based upon the three types of leadership
models that I have described here. There are managers who are cheerleaders; who are
quarterbacks and are heavily involved in the business; and who are coaches because they
know what the business of the business is, and the people know and trust that they do.
Blessed is the business whose manager possesses all three motivational qualities. However,
if the manager does not possess at least one of the motivational qualities as listed in this
article, the business will not likely succeed over time. In summary, while people may be
motivated by their own innate desire to succeed, their efforts may not be directed toward
the benefit of all. To gain such a focus the owner/manager/coach needs to funnel
everyone‘s efforts to this end.
The person trained in Lead Management will be such a motivator. He or she will have
learned the quality world desires of their followers and will work to provide a reality in which
the quality world desires can find fulfillment. If this article motivates anyone to develop
motivational skills that he or she has not previous had, then I have been a motivator. If it
has not, then while it may have been interesting and possibly even informative, it has not
been motivational. You see, I understand how motivation should create change, and if
there is no change, then there has been no motivation.
Reference
Peter, L., & Hull, R. (1969). The Peter Principle: Why things always go wrong. New York:
William Morrow and Company.
International Journal of Choice Theory and Reality Therapy • Fall 2011 • Vol. XXXI, number 1 • 42