This is the second part of my review/assimilation of Tamara Lowe’s Get Motivated!

You can read Part 1 of my review here.

As I’ve mentioned before on this blog, one of the benefits of blogging book reviews for me is that I can process what I’ve read by writing my own thoughts about it. This helps me own the material much more effectively than otherwise.

So, as much as I’m excited when I see higher traffic to my blog, I would still do this even if no one ever read it, simply because of the help it give me to articulate my thoughts on paper (ok, a screen).

In this second part of my review of Get Motivated! I will try to describe a concise description of each of the six Motivational DNA characteristics. After that, I will reveal what my Motivational DNA looks like, as well as that of my wife, Heather.

So, here goes…

The Drives: The Internal Forces That Mobilize A Person To Act

The Production Drive
Producers are people who are achievement oriented. They focus on results. Once they target a goal, they work to achieve it as quickly as possible. Producers tend to think strategically. They solve problems well. Producers are potentially strong leaders and organizers. They are typically energetic and confident.

Producers are hardworking, often with little or no guidance from others. They take the initiative to get things accomplished. Producers can multitask, often exceedingly well. Producers excel under pressure and respond quickly in times of crisis.

Since Producers are results-oriented, they can often be insensitive to the needs of the people around them. They are highly competitive and can be perceived as headstrong and demanding. Producers will do things themselves, just to make sure they get done right, rather than allowing someone else to do it, perhaps in the wrong way.

The Connection Drive
Connectors are more people oriented. People with the Connection drive are usually friendly, and likable. They are reliable people. Connectors empathize when listening to others. Teamwork and community are essential for a Connector. Connectors celebrate the successes of other people as often or more so than they do their own successes.

Connectors are people persons. They listen well and strive for quality relationships with others. Connectors are friendly and approachable, and are always willing to pitch in and help when needed.

Connectors stress easily when feeling overwhelmed by projects or deadlines. Connectors can be too trusting and eager to please. With a fear of offending or hurting others, Connectors have a hard time saying no. Connectors fear the disapproval, or the appearance of disapproval, from others.

Needs: The Core Requirements That A Person Must Have In Order To Feel Fulfilled.

The Need for Stability
People who have a Stability Need enjoy routines. Schedules and organization dictate their lives. The stabilizer falls into a comfortable, predictable routine very easily. Stabilizers tend to be careful and consistent; they love the rules and follow then precisely.

A Stabilizer will read the manual before trying to assemble or operate something. They hate operating by guesswork. People with a Need for Stability are resistant to change, especially quick change. Stabilizers are quick to find patterns and are quick to pick up on inconsistencies. Stabilizers are very thorough and organized. They have a strong ability to carry tasks through to completion and are skilled at defining ideas and sorting priorities.

However, people with a Need for Stability can come across too intense. They can be seen as strict and unapproachable. Stabilizers seek perfection; in themselves and in the ones around them. Often over-analyzing things, Stabilizers can be paralyzed by their analysis, and slow to take action.

The Need for Variety
Variables enjoy change. People with a Need for Variety tend to be spontaneous and animated. With a love of variety, Variables are not flustered when changes present themselves. In fact, Variables welcome the change, especially when it represents a challenge. Variables are often adventurous and crave new experiences.

Variables are often impulsive and creative. They tend to make decisions based on emotion rather than facts. Able to easily influence others, Variables can also be seen as self-centered and loud. They may lack focus and discipline. People with the Need for Variety are easily distracted, and often start projects without ever finishing them.

Awards: How A Person Desires To Be Compensated For Achievement

Internal Awards
People who have an Internal Award system enjoy sincere appreciation of others. Internals tend to be mission-minded people who value contribution. Internals would rather receive private accolades than be recognized publicly. Internals are motivated by what they are doing.

Internals tend to display virtue and compassion. They jump in where there is a perceived need and are willing to help, without assuming that someone else will do it.

However, Internals can become too narrow in their focus. They can become self-righteous, because they are not motivated by money or other public recognition, and can become judgmental of those who are. Internals can become so absorbed in a cause that they love that they can lose sight of significant relationships and other responsibilities.

External Awards
Individuals with an External Award system love being in the spotlight. Special privileges and bonuses are especially important to Externals. Perks and public recognition are of primary importance to Externals.

Externals are enterprising and resourceful. They are goal-oriented and desire to be the very best; and they are unwilling to give up. Determination and diligence are common characteristics of people with an External Award system.

Externals can be very high-maintenance people. Unrewarded Externals will quickly become discouraged and go where they feel more appreciated. It’s ease for an External to feel like the hero, and that can go to their heads. While successful, Externals feel invincible and need an occasional reality check to keep them grounded.

Being very competitive, Externals can drive on toward the goal regardless of who might be in the way, or even at the expense of their own lives, health, and relationships.

Conclusions
While there is a lot more detail about each of the Motivational DNA characteristics in Lowe’s book, I hope I have described them accurately. These descriptions are the aspects of each characteristic that stood out to me.

After reading the book, Heather and both I went to the Motivational DNA Assessment Tool at www.getmotivatedbook.com. Our results were very interesting. Here they are, quoted directly from our results page:

Jeff’s Motivational DNA Type is: CSI – (Connection-Stability-Internal) – The Supporter

Supporters are practical, dependable and loyal. They are both people-oriented and detail-oriented. Supporters are natural supervisors. They thrive on helping others excel in their positions and will fight for the underdog. Methodical in their methodology, they like to have the facts before they act. They respect authority and organizational structure. Caring and careful with people and projects, Supporters are skillful at implementing procedures. They possess a strong work ethic. Having a clearly defined goal to work toward is important to them and they follow through on objectives with steady conscientiousness. Psychological pay is of primary importance to them. They need to feel good about what they are doing and sense that their work makes a positive contribution.

CSI Motivators: Facts and information, peer respect, sincere appreciation, private recognition, specific positive feedback, an inspiring work environment, co-workers they enjoy, clearly defined objectives, a sense of accomplishment, and time to reflect and plan.

CSI De-Motivators: Hype and hyperbole, infringement on personal or family time, perceived inequity and demands for rapid change.

Quick-Start Tips For Achieving Goals
1. Your motivational type can become discouraged by the enormity of huge goals. For that reason, make sure that your aspirations are realistic. Set manageable goals that can be achieved in a reasonable time frame.

2. Be gentle with yourself. Don’t expect perfection. Slow and steady progress should be your expectation.

3. Involve others. Make a list of the people, organizations and resources that will assist you in achieving your goal. Supporters excel when they are working toward an individual and team goal with others who are equally committed to achievement.

Heather’s Motivational DNA Type is: CVI – (Connection-Variety-Internal) – The Relater

Relaters are caring and creative. They relish life and cherish relationships. Relaters are outgoing, friendly and well-liked. They are resourceful and inventive, with an ability to compromise to get the job done. They are team players that bring out the best in others. Warm and enthusiastic, they balance concern for others with a zeal for personal growth.

Relaters are personal and practical in their approach to problem-solving. They have an innate ability to creating win-win solutions. Relaters value what is really important and desire to make a positive contribution to society. Blending loyalty with adventure, Relaters are fun friends and devoted partners.

CVI Motivators: Genuine appreciation for a job done well, opportunities for personal growth, fun co-workers, teamwork, new experiences and an inspiring work environment.

CVI De-Motivators: Isolation, rigid routine, pressure-cooker deadlines, quenching creativity, disapproval and conflict.

Quick-Start Tips For Achieving Goals
1. You are a people person, so the best way for you to achieve your objectives is to collaborate with a partner or group of people who share the same purpose. Find or create a support group that will cheer you on until you reach your goal.

2. Follow-through is a challenge for your motivational style. You must become accountable to your goal and do something each day, no matter how small, that moves you closer to your target.

3. Take some time to soul search and ask yourself why your goal is important. Write down those reasons and refer to them often. It is the “why,” not the “how,” that inspires your motivational type.

Hmmm… It seems we are more alike than we ever thought. We are both Connectors. And we both Internalize our Awards. However, my Stability keeps her grounded, while her Variety help us to enjoy life more.

And there you have it.

In my next post, I will evaluate Tamara Lowe’s Strategic Goal Setting ideas outlined in Part 4 of Get Motivated!