Business Leadership Motivation Training

Leadership training is essential to develop managers who can lead your company to success. The wide range of expectations and challenges faced by modern business leaders calls for an equally wide range of training curricula, including motivation training. Leadership motivation training can focus on the internal motivation of leaders themselves, or on their ability to motivate subordinates to put forth their best efforts.

Motivation Theories and Models

  1. All training programs should be based on or include well-proven, research-based models developed by management theorists. Different motivation models can be used in leadership training, whether the training focuses on managers' motivation or their employees'. Maslow's hierarchy of needs, McClellan's theory of needs, Vroom's expectancy theory and Herzberg's Motivation-Hygiene Theory are four examples of traditional models that can provide a solid foundation for formal training. Some modern training consultants have developed their own proprietary models specifically suited to the challenges modern leaders face. The best model for your leadership training depends on your company's specific needs. Do a bit of research before investing in any third-party training content.

Training Settings

  1. Motivation training can take place in a variety of settings. The best setting depends on the personalities of the learners, the company's culture and the company's specific achievement objectives. Training can occur in classroom settings, for example, bringing a group of leaders together in a formal atmosphere while focusing on lectures and participation. Training can be more personal, such as one-on-one coaching between leaders and their mentors. This kind of training atmosphere can help to establish trust with learners, allowing them to be vulnerable enough to face and admit their shortcomings while striving to grow. Training can take place outside of an organization's walls. A company may send its leaders to motivation seminars or retreats, allowing them to gain a fresh perspective through a change of atmosphere.


  1. No matter the setting, motivation training is most effective when all learners actively participate. Motivation is a mental state, but it is also an intentional action. As such, leaders must practice motivation techniques before applying their new skills in the workplace. Give learners opportunities to speak their minds, ask questions and contribute to conversations rather than focusing on one-way lectures. Include learning activities to reinforce training content in practical ways. Get learners personally involved as soon as possible to increase their commitment to learning. If possible, speak with learners before a training session to understand their expectations and needs. This will help you to focus training sessions on things that matter most to the participants.

Continuous Learning

  1. Continuous learning is a key to making new skills stick and become effective habits. Especially for practical day-to-day skills such as self-motivation techniques, adding follow-on elements into your training programs can increase knowledge retention and drive results. Social learning platforms are an example of an effective continuous learning opportunity, as they provide a framework for learners to share insights, experiences and encouragement after formal training ends. Scheduling several shorter training sessions over time rather than one large experience can leverage the power of this concept as well. Following up with one-on-one meetings with mentors can also provide opportunities for learners to continue to develop new skills after a program ends.