Even Doers sometimes lack the motivation to consistently perform at higher levels. Under adverse or antagonistic conditions, they may need reminding that the purpose of their job is to continuously upgrade what goes out the door—be it products or services.

There are times, however, when the desire to improve is just not there. What are you going to do when that happens? You could wait until the spirit moves them again or you could show those within your sphere of influence how to become self-motivated learners.

Assuming you take the proactive approach, the first question you have to ask is: Do they recognize the need to improve? If the answer is no, then that is where you start.

If the answer is yes, then the next question is: Are they motivated to learn new skills? If that answer is yes, then offer to provide coaching and training.

Conversely, if the answer is no, then your objective is clear: Get them ready to learn by making them aware of what they do not know and why it is important to acquire additional knowledge.

Learning can be a motivating experience provided the learners are fully aware of their shortcomings before the training begins. They will also be energized by the prospect of applying their newly acquired skills to the job.

When a company is losing ground to a competitor, management should seek to discover why their products or services are less attractive to customers. Managers should also be concerned about their own competence, asking themselves such questions as:

• How long is what I know going to be good enough?
• What will I need to learn in the next 3 – 6 months?

Self-examination is healthy. It is the primary means by which a person can be motivated to learn something new.