Motivation Techniques and Skills

TAILOR MADE TRAINING (IN-COMPANY)
Motivation Techniques and Skills – How to Truly Move People into Action

Why do some employees naturally go the extra mile, while others remain stuck in minimal effort? And why does your message inspire one person but completely miss the mark with another?

Motivation is more than giving compliments or setting goals — it’s about understanding people and getting them to move from within. In this training, managers discover how to recognize different motivation profiles, adapt their communication, and create a work environment where people genuinely want to excel.

We combine insights from motivation psychology with practical communication techniques and real-life scenarios. Participants learn what works for whom, how to make an impact without forcing it, and how to maintain their own resilience and drive in challenging situations.

THE ESSENTIAL OBJECTIVES

Gain insight into the motivation of different personality types
Learn techniques to activate employees in a sustainable way
Conduct effective motivational conversations in a variety of situations
Recognize demotivation and respond constructively
Develop self-awareness in managing your own motivation and energy level as a leader

PROGRAM

1. What Truly Drives People?

Introduction: common misconceptions about motivation
Intrinsic vs. extrinsic drivers
Exercise: what motivates you as a leader?

2. Recognizing Motivation Profiles

DISC & motivation (brief and practical)
Exercise: identify your own preferred style and that of your team members
Case study: “Why is one team member motivated while another isn’t?”

3. Motivational Communication

The three keys to motivational leadership: trust – autonomy – recognition
Role plays:
- A hesitant employee
- Motivating a strong performer to reach the next level
Exercise: giving feedback that energizes

4. Demotivation: Signals and Approach

Recognizing symptoms of demotivation
Identifying causes: context vs. individual factors
Exercise: conversation techniques for low engagement
Case study: the quiet disengager vs. the open saboteur

5. Self-Motivation and Leadership

Resilience: how to keep yourself moving as a leader
Exercise: motivation check-in + energy management
How to lead by example

6. Individual Action Plan & Summary

What will you take back to your team?
Which technique will you apply tomorrow?
Creating a personal action plan

TRAINING METHOD

Discover

This approach is essential because it allows for quick and effective action. We focus on fast yet efficient preparation, ensuring the training fully meets your current needs and expectations while preparing you for tomorrow’s challenges.

Additionally, before each individual session, we can conduct an online survey of participants to address individual needs and free up more time during the training for practical exercises rather than completing assessments.

Deliver

Where do we make the difference?

Participants experience situations identical to their real-life context during the training. This facilitates the transfer of techniques and increases both motivation and engagement.

Our trainers are also active as (interim) managers or business leaders, ensuring that our trainings are a perfect balance of action, experience, and practical applicability.

Four key objectives/competencies per training: less is more
80% exercises and role plays tailored to your context – 20% theory
Syllabus and memo sheets provided for post-training support
Active pedagogy: focus on group dynamics and interaction
Continuous feedback from both trainer and peers
Checklists and competency tests mostly completed online before the training, maximizing in-session time for exercises, feedback, and interaction
After each knowledge module, participants make action-oriented decisions and present them to the group using a mnemonic action card

Decondition

How do we prevent employees from falling back into old habits after the training?

Unlearning old habits and reinforcing new ones is a key skill every trainer must master. Humans are creatures of habit, and we believe in Pavlov’s principle of conditioning.

Our trainer identifies the tools needed to ensure lasting, long-term results, for example:

Managers and HR departments receive follow-up documents and action plans from participants
VAH Consulting develops training videos and/or multimedia tools to reinforce new behaviors
Three months after the training, VAH Consulting conducts an online evaluation to measure behavioral changes — a valuable tool for follow-up and HR evaluation
Coaching or information sessions for managers or HR on the training approach and expected outcomes

More info

If you would like more information about the content, you can always request an appointment without any obligation.

Contact us