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Understanding Team Needs in Leadership: A Guide to Need Theories

CO2

McClelland’s Need Theory: A Tool for Effective Leadership McClelland’s Need Theory, known for its empirical backing, categorizes needs into Achievement, Authority/Power, and Affiliation. This model can be particularly helpful for leaders aiming to tailor their approach to the individual motivations of their team members.

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Deep Motivations, Not Competencies, Drive Leadership Performance

The Empowered Buisness

You could gain access to the underlying motivators that drive a leader or employee to do their best work? It’s called motivational profiling. Your underlying (and often unconscious) attitudes and motivations determine what you pay attention to and focus on in your leadership role. Dominant motivation driver.

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What Are Your Needs?

CO2

McClelland’s Need Theory. Achievement Motivation (nACH) - Those with a high need for achievement are attracted to situations offering personal accountability; set challenging, yet attainable, goals for themselves; and desire performance feedback. This particular condition is called Frustration-Regression (Redman 2010).

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GC24: Killer Gamification: Engaging for Impact

Engaging Leader

Assuming you have defined the right business objectives, the most important key is to target the right motivators: the drives that make people want to engage and that stimulate the right thoughts and actions to accomplish your objectives. If poor design is a primary culprit of failed gamification, how can you improve your chances of success?

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Why We Shy Away From Ambition

The Office Blend Blog

Do you think of someone who is motivated or competent? You can see McClelland’s work here ). Someone who has worked through obstacles and barriers to achieve success? Yet, it is just as likely that you entertained negative thoughts or even recoiled.

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The Leader's Role in Crisis - a Guest Post from John Baldoni

Kevin Eikenberry

John teaches men and women to achieve positive results by focusing on communication, influence, motivation and supervision. McClelland was a general without any sense of timing or engagement. And of course, nominee for Best Leadership Blog of 2010. His nominated blog Lead By Example can be found here.

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Mastering your Inner Game of Leadership

Great Leadership By Dan

Starting in the 1960s, the late Harvard psychologist David McClelland and a group of researchers wanted to understand great leadership and why it matters. Rather, they possessed a unique motivational profile - a very pronounced need for power or influence. McClelland called these qualities ‘socialized’ power.