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Here is a simple but effective way of increasing your leadership skills in motivating staff. Firstly make sure you have an understanding of what motivation means, secondly consider how motivation occurs and finally look at ways of how you as a manager can begin to build into your Leadership skills motivational practices at work.
To begin when thinking about motivating staff you need to have the definition of motivation in mind. It is widely agreed that motivation is the internal condition that activates behavior and gives it direction; and that it also energizes and directs goal-oriented behavior.
“Life is like dancing. If we have a big floor, many people will dance. Some will get angry when the rhythm changes. But life is changing all the time.” - Don Miguel Ruiz
The other night I was watching the TV show, “So you think you can dance.” It’s a seasonal summer show where contestants vie to become the winner in what is a weekly “dance-off” type of competition. The contestants dance solo and in pairs depending on the night’s agenda. They’re very good.
“Here today, gone tomorrow” pretty much says it all. The loyalty most employees have felt towards their employer has taken a major hit. Why? Downsizing and outsourcing, mergers and acquisitions.
Today, many employees feel as if they’re on their own. Yes, they continue to work, but something is missing. The old loyalty is gone. This raises a new challenge for business leaders: How do you retain good employees when they see themselves as free agents, responsible for taking care of themselves and their careers, and willing to jump to your competitor if the offer is right.
Here are three practical ways to rebuild a sense of loyalty.
Not all of us are natural born leaders. Most of us are moving into leadership roles from a followers role. So we have to work at it very hard in order to be great at it. However, some of us will stumble along the way. For those of you that will stumble. You will battle the mistakes that come along with being a leader. There are 10 mistakes you must avoid in order to be the best leader you can be.
Inability to organize details
“It’s never too late to become the person you could have been.” -George Eliot
Reputation is how people perceive you. Integrity implies doing the right thing for the right reasons. Please don’t confuse integrity with reputation. As you develop yourself and become the person of character that is able to influence a following, it’s sometimes easy to get sucked into thinking that as long as your reputation is outstanding, then you’re fine.
This fallacy is simply not true.
Leadership and Development - How to Develop Leadership Qualities in Others
Business Management, Employee motivation, Leadership No Comments »Developing leaders in your business is how you make it strong and keeping it growing. It This sounds extremely difficult (and at times it is) but it usually doesn’t take much effort to help develop the qualities that someone needs to be a great leader.
I believe that most people already have some of these qualities so it usually takes some nurturing to develop them. Like it was mentioned earlier, it is important to work with someone that exhibits some of these qualities and want to lead a group.
Don’t try and develop a leader in someone who doesn’t want to lead as you’ll only be frustrated and they will lose respect in you. They can always change their mind later on. Just reassure them that they will get your help if they do change their mind.
Motivate the Team by Rewarding Failure - Really!
Business Management, Performance Management No Comments »Yes rewarding failure can be a very motivating experience, why? Because often what stops individuals and ultimately teams rising to their full potential is the fear of failure. They don’t take risks or push to higher levels if the atmosphere is, or is perceived to be one of mistakes are not allowed.
As humans we know mistakes are inevitable. I’m not suggesting you reward every mistake but a few well chosen opportunities can go a long way to setting a culture that is accepting of mistakes and learns from them. As well as benefiting from all the innovation and creativity it releases.
Want your employees to believe in you? Prove that you believe in them.
Remember the king who ran from his castle shouting, “Show me where my people are going, so I can lead them.” It still happens, only now the king has morphed into a gaggle of managers who think they can lead - or worse, manage - their people. Nothing could be further from the truth. We now know you really can’t lead people anywhere unless they want to follow, and that comes down to having confidence in their leader.
According to a recent study of 150 small- to medium-sized businesses that was conducted by Success Profiles, a diagnostic firm in Bozeman, Montana, whether or not employees really believe in their bosses clearly affects company growth. Specifically, organizations whose workers had low to average scores in confidence and trust in their leaders showed moderate growth in revenues, around 30 percent over two years. But those with above-average scores - in other words, ones whose employees really had faith in their leaders - grew at an astonishing 95 percent over the same period.
The conclusion: Great leadership, defined by the confidence employees have in higher-ups, makes a huge difference in business success. Here are three specific ways to build trust in your organization.
1.Solicit Feedback
The best way to find out how you’re really doing as a leader is by asking those who work for you. But confidence and trust are delicate areas, so you have to ask sensitively - and often. When you do get these “upward evaluations,” make sure you take the information seriously and act on it. The quickest way to reduce employee loyalty is to ask for, receive, and then ignore feedback.
2.Challenge the Imagination
Faith in you on the part of your employees is a direct result of the faith you have in them. Be provocative whenever possible - by challenging their imagination, you’re asking them to do something great, and thereby demonstrating that you truly believe in their abilities. Confidence and trust are earned attributes, so rest assured that the more you give, the more you’ll get.
3.Be Politic, Not Political
There’s a big difference: Being politic means being sensitive to the needs of everyone around you. Playing politics is a different matter. Being a shrewd or crafty schemer does not inspire loyalty - just the opposite. You may win battles through adroit maneuvering, but you lose the war of respect. Employees want someone who stands up for his or her beliefs, does not act the weasel, and is generally fair to everyone. If you do this, employees will feel safe with you … and gladly accompany you as their leader.
There you have it: three simple, but not simplistic, ways to become the 21st century leader your people want and deserve. If you adhere to these methods, then confidence, trust, and real business results will ensue.
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Anyone out there got the guts to do it? I mean, is anyone “brave” enough to create and lead a team of like-minded people towards the kind of exceptional business success that one only sees, if one is lucky, once in a career?
I’ve spent the last couple of weeks talking to and working with business people - I heard a lot of anecdotal evidence which proves the old adage that power corrupts and that absolute power corrupts absolutely. Highly placed executives falsifying new business projections whilst lining their pockets based on their lies.
Excellent Team Performance & Teamwork - Do You Avoid the 3 Bad Mistakes That Destroy Good Teamwork?
Business Management No Comments »Team development to a level of high performance is a vital part of leadership training that can be taught - and learned. Do you know how to stop teams that are supposed to collaborate from competing or even fighting by applying High Performance Team Coaching? Read on to learn about 3 leadership mistakes that destroy teamwork and how you turn them around creating reliable high performance teams instead!
Lack of trust + pressure = disaster
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