The Essentials: Creating a Culture of Success

Many times we expect that people hired to do a job with the right skills and the required experience will automatically succeed and contribute to the team’s success. The fact is that without motivation, there is no drive for people to perform well and consistently over the long term. Skills and experience may be considered as the fuel to success, but the spark behind all these is motivation. Yet, when we ask these people if they want to succeed, they will instinctively say YES.
Developmental psychologists will advise leaders that there is a need to create a climate of Achievement Motivation. This refers to motivation that is relevant to performance on tasks in which standards of excellence are operative. According to Dr. Steven Reiss, the three pillars of motivation include needs, personality, and relationships. So if we wish to create a climate of Achievement Motivation, and eventually a culture of success within our team, we need to address the motivational requirements within these three areas.
The question is, how can we develop a team culture of success within these areas?
  • Understanding Needs – It is the responsibility of leaders to guide their people in making a solid connection so motivation levels may be sustained. One of the fundamental leadership responsibilities is to make sure that people understand the importance of achieving their key performance indicators. However, many times, with desire to quickly achieve corporate performance, leaders fail in trying to understand people’s needs, desires and aspirations.
  • Assessing Personality – Personality is defined as the totality of a person’s attitudes, interests, behavioral patterns, emotional responses, social roles, and other individual traits that endure over long periods of time, scientifically considered as being fully developed by the age of seven. It is also quite common to see personality clashes at the workplace. Unfortunately, conflicts that arise from personality clashes can lead to motivational and relationship problems.
  • Building Relationships – The kind of relationships that people have with their managers, their colleagues, and their family will reflect on their motivation levels at work. The more relationships they have that are difficult, broken, or laden with conflicts or problems, the more the time and energy will be spent on non-productive, possibly even disastrous activities; with all these leading to a detrimental effect on team performance.
In all of these three areas, the leader’s role is crucial. Leadership in an organization or in a team is critical to success, both at the team level and the individual level.
In the succeeding parts of this series, we will deep dive on each pillar of motivation and general steps to take to create a culture of team success.
*This article was written by C. Glenn K. Lopez, General Manager, Abojeb Manpower Solutions, the Land-Based Manpower Recruitment arm of Abojeb Company.
About Abojeb Company
Abojeb Company is a leading and well-recognized integrated maritime, ship management and land-based manpower services company from the Philippines. For 35 years, the company’s ship management unit has delivered cost-efficient, globally competitive, technical services to 125 vessels of various types. Jebsens Maritime, Abojeb’s crewing arm, has honed its crewing services to provide the best people to more than 400 ships presently under its care – boasting 87% retention rate and a pool of 12,500 seafarers for the ocean-going ships of its principals from Norway, US, Germany, Netherlands, Greece, Singapore, Japan, and Philippines. Abojeb Manpower Solutions, its land-based manpower services division, provides hundreds of highly qualified land-based professionals to many overseas businesses across several industries. Abojeb Company continues to garner recognition from the Philippine government and various industry-led organizations. Abojeb has expanded presence in Japan, the USA, Australia, and Greece.