MT Members,
I am looking for help in motivating people at the end of their career. I expect others have supervised people who are near retirement but for a variety of reasons must continue to work.
The incentives of promotion and growth that are effective for people earlier in their career have less appeal to this group. In my case, the coaching challenge is motivation of a person with a great deal of historical and institutional knowledge. The knowledge base though is receding in its relevance almost before our eyes as our project changes.
How best to coach a staff person for productivity and growth who does not necessarily see themselves in a growth part of their career?
Edward Souza
Build on O3s
If you are doing O3s you should have some insight into what they want to do with their career, however little time is left in it. Rather than look for a carrot to dangle, understand what they really want to do and help them get there. It is unlikely they will want to go in a direction contrary to what you want. Unless they are just looking to hang on and collect a paycheck, they will be a willing participant in being creative on how to help the team move forward.
Do not try to force them down a path, just work with them.
Sorry if this is to simplistic, but I think each person is different in what drives them. However, I think most everyone wants to feel like what they do matters. Emphasize this perspective.
Hope this helps,
Mike