Fixing Skills Won't Fix Motivation (And What To Do Instead)

"What's my biggest headache? I don't know how to help my team members perform better. I end up running after them all day to fix their mistakes."

Sound familiar? I hear this from managers a lot.

When performance dips, it's tempting to jump straight to solutions. But what if the 'fix' doesn't match the 'fault'?

Here's a simple way I think about it, separating performance gaps into two buckets:

Competence Gaps: Does the person lack the necessary skills, knowledge, or abilities? This is often solvable with training, clear guidance, or mentoring. We do this all the time.

Commitment Gaps: Is the issue rooted in motivation or confidence? This is trickier. Commitment comes from within.

The biggest mistake I see leaders make? Confusing the two. They spot a commitment issue (like lack of motivation) and prescribe more training or detailed advice. Think about it – if training fixed motivation, wouldn't all workplace conflicts be solved by now? It just doesn't work that way.

Commitment gaps need a different approach. You can't 'train' someone to be motivated or confident. This is where a coaching mindset shines. Instead of telling or training, coaching helps you explore what's really going on for the person. It creates space for them to uncover their own roadblocks and, crucially, find their own drive to overcome them.

So, next time you're facing a performance issue, pause before prescribing a solution.

Ask yourself: Is this truly about competence, or could it be commitment? If it's the latter, resist the urge to 'fix' it with training. Instead, try asking questions to understand their perspective. You might be surprised what surfaces.

Quick Thought: Think about a recent performance challenge on your team. Was it treated as a competence or a commitment issue? Might looking at it differently change your approach?

Have a great week ahead!