Happy motivators


The dynamic of the moving motivators is a very powerful dynamic for people to perceive what motivates them and why they can be happy or sad at work.

More info at : https://management30.com/practice/moving-motivators/


A long time ago, we conducted a retrospective of clients based on the Moving Motivators cards.

When we have people who are not aware of their motivators, their drivers or are simply down, it can be interesting to carry out the Moving Motivators dynamic. Even at the start of a new team, before or during the realization of the purpose of the team.

For this we try to determine the degree of satisfaction in certain projects for the staff of a company.



First, the list of current and past projects is listed, and in 3 areas it is established with the arms of startfish:

1) what projects make you very happy and why.

2) what projects make you unhappy and why.

3) what projects not have problems.


After a round of sharing and sharing the emotions generated in these projects, we look for a second grouping based on the Moving Motivators to indicate:

- What do you think makes you feel unhappy or frustrated?

- What do you think helped you make you happy?


Then a final round is made indicating that it would change to reverse the situation and map those actions with motivators in motion necessary to increase the climate of satisfaction of the teams and a final reflection on whether they can be achieved in the short - medium - long term. 

This dynamic offers many variants, from introducing them to an empty post-it and for them to place the motivator they see they are missing, talking about it in a group, etc.



The advantage of the dynamic is to allow people to know their motivators, as enablers of the necessary change in them to be comfortable, to be happy and to have attainable and achievable goals, to be masters of their destiny in a certain way by making them aware of things.

Learning is powerful feedback, is received, first hand seeing first that potencial candidates can or can not go back to a client, even a feedback of problems or recurring positive aspects between different clients.

In a relaxed atmosphere, people express themselves more easily, being able to freely express their opinion about their work, their project and their client without feeling observed, since it a dynamic of continuous improvement, experimentation and learning.

Open up to powerful conversations with the client to see that more motivated people can work with them, even for the candidate to realize if they can be motivated to be in that client or not.


You have to explain the dynamics very well and manage the initial expectations. There may be cases where their motivators are not aligned with desired expectations, team, project, and this must be transmitted from the beginning.

The purpose is for them to know their motivators, not to see whether or not they are correct or generate rejection or insecurity or dissatisfaction. That is another different phase, which can help to carry out coaching with them, the purpose is that they know and are aware of why things happen to them under those motivators.



Knowing your motivators can help boost people's careers, highlight where they need help, and even redirect people's careers in a less intrusive way. Combining the techniques we allow to collect points of pain and happiness, what makes people happy or frustrated at work and how we can help and infer in changing these emotions generating new behaviors that enable them to be better professionals and establish a system that allows grow up.



Among the next steps I usually take is to do one-on-one coaching sessions with them if possible. If, on the other hand, they are external to my organization or my action network, I offer these sessions or help them to contact agile coaches or coaches that they may have in their real contexts. The subsequent accompaniment is essential in order to be successful and correctly satisfy the expectations and needs of the participants. It is not to identify my problem (demotivation, frustration) it is to accompany them to mitigate it.