What approach is best for someone in Q4 who is skilled but possesses low motivation?

In change management, understanding motivation levels is crucial when applying the appropriate management style. For someone in the fourth quadrant (Q4) who has skills but exhibits low motivation, the most effective approach is to focus on motivating them.

This method prioritizes creating an environment that inspires and engages the individual, aiming to elevate their enthusiasm and drive. Motivation can involve recognizing achievements, connecting their work to larger organizational goals, providing support and encouragement, and exploring what personally inspires them.

By leveraging their existing skills while also addressing the motivational deficit, the aim is to enhance their performance and commitment. When motivation is nurtured, it can lead to increased productivity and a more positive attitude toward their work.

In contrast, while other options may have their merits in different situations, they may not effectively address the inherent motivational issue. Directing could lead to frustration for the individual, advising may lack the necessary push for engagement, and delegating would not resolve the motivational challenge, potentially causing feelings of being overwhelmed or disengaged. Therefore, focusing on motivation is the best approach for someone with the described profile.