For many leaders, keeping teams productive can feel like a tightrope walk. Push too hard, and you risk burnout. Go too easy, and momentum fades.
Paula Shella Aquino, Certified Management Accountant, has found the balance—keeping people engaged, performing at a high level, and still feeling energized at the end of the day.
“I believe in empowering my team and giving them the autonomy to take ownership of their work,” Aquino tells Financial Adviser PH. “This not only builds accountability but also instills a sense of pride and purpose in what they do.”
It’s not about elaborate incentives or constant pep talks. It’s about leading in a way that inspires people to give their best—without exhausting them in the process.
Motivation starts with example and clarity
Aquino doesn’t just set expectations—she models them.
“I do it by leading by example, setting clear expectations, and recognizing both small milestones and major achievements,” she says.
By showing the level of dedication she expects from her team, she builds credibility. Clarity around goals means there’s no guesswork, and everyone can focus on what really matters.
Recognition isn’t optional
In Aquino’s leadership style, recognition is a daily habit, not an occasional gesture.
“Celebrating milestones, no matter how small, sends the message that every step forward counts,” she explains.
That doesn’t mean empty praise. It’s about making people feel that their work has weight—whether they just solved a client’s problem or wrapped up a project ahead of schedule. The result? A team that feels seen, valued, and motivated to keep pushing forward.
Autonomy drives ownership
Micromanaging, Aquino says, is the fastest way to kill motivation. Giving people space to make decisions isn’t a loss of control—it’s an investment in their growth.
“Empowering my team to take ownership doesn’t just improve accountability,” she says. “It makes them feel invested in the outcome.”
When people feel that ownership, they’re more creative, proactive, and committed to delivering their best work.
Protecting performance by protecting well-being
For Aquino, sustainable motivation means understanding the limits of her people. She aims for challenges that inspire, not workloads that crush.
“I advocate for workloads that are challenging yet sustainable,” she says. “I regularly coach, mentor, and monitor team members to offer support, address concerns, and adjust resources when necessary.”
By staying connected to her team’s reality, she spots signs of burnout early and makes adjustments before it affects morale.
Why trust is the real performance driver
Aquino believes trust is the invisible currency of high-performing teams. Without it, people hold back.
“People thrive when they feel genuinely valued, heard, and respected,” she says. “As a leader, it’s essential to listen actively, communicate openly, and remain approachable.”
When trust is strong, teams are more willing to take risks, share bold ideas, and push through challenges together.
The bigger picture
Aquino’s “secret” isn’t one big trick—it’s a set of small, consistent actions that make people feel empowered and supported. It’s creating a space where they can stretch their abilities without breaking their spirit.
Motivation isn’t about pushing people harder; it’s about showing them that their work matters, that their well-being matters, and that they’re trusted to deliver. When leaders get that balance right, the results take care of themselves.
