Zusammenfassung
Per Definition sind uns unsere impliziten Motive in ihrer Funktion als basale Handlungstreiber nicht bewusst. Gleichzeitig gilt der Zusammenhang zwischen impliziten Motiven und Führungsverhalten bzw. -erfolg als gesichert. Umso wichtiger ist es, dass Führungskräfte ihre eigene Motivstruktur kennen, damit Defizite im Führungskontext bearbeitet werden können. Die indirekte Motivdiagnostik kann im Rahmen eines Führungskräfte-Coachings einen wertvollen Beitrag dazu leisten, das eigene Motivprofil zu reflektieren und darauf aufbauend gezielte Motivarbeit zu betreiben sowie motivationale Kompetenzen zu erwerben.
Abstract
By definition, people are not aware of their implicit motives in their function as basic drivers of action. At the same time the relationship between implicit motives and leadership behaviour or success is considered to be proven. It is all the more important that managers know their own motivational structure in order to address possible deficits in their management skills. The indirect measurement of motives can make a valuable contribution in the context of executive coaching to reflect on one’s own motive profile and, building on this, to carry out specific work on one’s implicit motivational pattern, thus acquiring motivational competencies.
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Hamdi Bek, N. Indirekte Motivdiagnostik im Management-Coaching. Organisationsberat Superv Coach 27, 199–208 (2020). https://doi.org/10.1007/s11613-020-00649-5
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DOI: https://doi.org/10.1007/s11613-020-00649-5