I knew an administrator once-let's call her Ann-who confessed to me that she hated her job so much she had trouble making the trip to work in the morning. Sometimes, she said, she stopped halfway, pulled over and had long debates with herself about turning back. On all but a few occasions, she eventually made it to work where she struggled to keep up appearances and get things done. Ann had suffered through this regimen for years, at first counting the months, then the weeks, then the days that would bring her to retirement.

When your energy is low, what, if anything, can you do about it? If your employees are sluggish, how can you give them a boost? Researchers in business, psychology and other fields have been working hard (speaking of motivation) for decades to answer these questions. And significant advances have been made.

If you or your staff is only going through the motions and if passion and energy are words you only see in Nike ads, get ready for liftoff.

WHAT IS MOTIVATION?

Motivation is an internal state of arousal that often precedes behavior. As Ann's case teaches us, the relationship between motivation and behavior is only approximate: One can behave without being motivated to behave. One can also be motivated to behave-for example, to date an attractive colleague-without ever having an opportunity to behave. Ideally, we not only experience a high state of arousal but also have an opportunity to behave in a way that fulfills our need. When we're hungry, for example, we feel great if we can eat. When we're edgy, we feel frustrated if we're prevented from moving around.

If you're already highly motivated but can't find a way to reach your goals, you might want to read books on creativity, career change or, if all else fails, stress management. What can you do about the opposite problem: the lack of motivation, either in yourself or in those around you? How can you induce an internal state of arousal? In other words, how can you make yourself or others want to behave? How can you get people to strive to achieve?

These are important questions because if behavior and motivation aren't in sync-if we drag ourselves through the day or if we lack the opportunity to act on some performance impulse-productivity, mood, health and retention may suffer.

SKILL, NOT WILL

Some self-help gurus will try to persuade you that you can bear down, concentrate and will yourself to be motivated. But willpower works poorly for most people. Skill, not will, is the best way to change oneself, and anyone can learn and practice new skills.

Skill acquisition has many advantages over willpower. For one thing, it saves you a good deal of grunting and groaning. Second, it prepares you for the long-term; gathering up courage might get you through the next few minutes, but it's hard to count on for the long-term.

Third, the right set of skills will help you deal with changing conditions such as a new boss or a fluctuating economy. Eight types of skills, also called competencies, can help you build and maintain motivation. The skilled individual:

1) Manages the environment: You create a workspace that helps energize you, and you surround yourself with people who bring out your best.

2) Manages thoughts: You use visualization techniques, thought-restructuring techniques and affirmations to keep yourself thinking positively.

3) Sets goals: You make both short-term and long-term goals, and you formulate plans for how to achieve them.

4) Maintains a healthful lifestyle: You exercise regularly, get adequate sleep and eat right to keep your energy high.

5) Makes commitments: You make commitments to yourself and to others to arrange both positive and negative consequences for your behavior.

6) Monitors behavior: You keep records of your progress to bring yourself closer to your goals.

7) Manages stress: You practice relaxation techniques, reduce stress in your environment and plan ahead to stay calm and productive.

8) Manages rewards: You seek out people who appreciate you and settings that reward you.

Your strengths and weaknesses in these areas can be measured with a new test called the Epstein Motivation Competencies Inventory for Individuals (EMCI-i), and the competencies that managers need to motivate others can also be measured. Where you're weak, simple games and exercises can help you build your skills. If you drag yourself out of bed in the morning, if your hopes are distant memories, then get ready to play...