Originally Posted on The Coaching Tools Company as Group & Team Coaching Ideas: The CLAIMS Framework to Motivation™ | by Jennifer Britton MES, CHRP, CPT, PCC
Motivation is a central driver for clients in the coaching process. As we bring together people in groups, we quickly see that everyone is wired in a different way—and motivated by different things.
In the virtual and remote space, where motivation is a key part of success, it’s valuable to consider what motivates each group member. So in my work supporting remote professionals, I share the CLAIMS™ framework of motivation from my new book, Reconnecting Workspaces.
Structuring Group Coaching for Motivation: the CLAIMS Framework to Motivation™
Use the CLAIMS acronym and elements to consider how your group members are motivated:
C – Community
Many professionals want to be part of a bigger whole and motivational models often call this belonging or affiliation. And it’s particularly important when we work remotely.
So community is at the heart of any group coaching process. It’s how we connect in between calls, as well as the sense of connection we have with others.
And in remote work, community is about relationship development, communication and developing a strong team or group culture.
- Consider, what are you doing to foster and build community with your groups?
L – Learning
Ongoing learning is critical for success within the remote workspace, particularly these days, as life and work contexts are fluid and ever changing.
Think about the team elements that are all about ongoing learning—concepts like TEAMING 1, AGILE 2 etc.
- Now ask yourself: What different elements of learning are you creating? What are the different ways clients want to learn? Contribute?
A – Autonomy
Remote work is not short on autonomy.
Autonomy means having the independence to do our work in a way, time and structure set by us. It relies on high trust and giving people the choice and flexibility to get things done. It also relies on clear communication, systems, practices, goals, roles and other elements which are key for high performance.
When clarity exists, remote workers can focus on what’s important.
- What are you doing to foster autonomy in your groups?
I – Impact
As remote workers, our impact is often measured through our output (the results we get).
But remember it can also be measured through the influence we have over others and how we build a sense of community and team.
- To ensure your groups stay motivated, how will you help your clients identify the impacts they want to make?
M – Monetary
For some, money and other job benefits may be a significant driver.
- What has happened to compensation and perks since your clients have moved to remote work?
- How are you supporting people in this area?
S – Status
Help your clients answer questions like: What is my role? What is my position? Are they acknowledged for what they bring to the team? For example, is someone the go-to person around problem solving?
- How does this status fit into your teams working in the remote space?
- How will you learn more about status and what matters to individual group members?
Wrap-up
So, now as you plan your own virtual group coaching sessions,:
- What will you do to bring in the elements of both engagement and motivation?
- How could you use the CLAIMS™ framework to help?
If you liked this, you may like these articles also by Jennifer:
- 6 Challenges of Remote Working for Coaches
- How to Engage Your Teams and Groups in the Virtual World
- Creating a Shared Vision: Two Great Ways to Work With Leaders & Teams
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