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Organisations are Increasingly Expecting More, from Less People, in More Challenging Circumstances.
Developing Highly Motivated individuals into operating in Highly Motivated Teams is more important than ever before.
There are significant Performance Benefits to be gained from having Highly Motivated Individuals working together in Highly Motivated Teams.
Conversely, De-Motivated Individuals in De-Motivated Teams underachieve; have poor performance and productivity; creating significant unnecessary challenges and costs.
Here are 10 Valuable Lessons which you can choose to use to Motivate Others and when Recruiting Team Members.
They have really helped me in successfully motivating and recruiting highly self-motivated people over many years.
I am passionate about developing people and sincerely hope these Lessons help you.
1. Where do I begin to motivate others? …..I Always Start with Myself!
New Leaders sometimes ask me – How do I Motivate my People?
My reply………I always start with Myself!
If you are De-Motivated, your People will feel and see that De-Motivation.
They are likely to ‘mirror’ your De-Motivation.
Be Self-Aware, and Self Manage your Motivation.
Build strong relationships and Motivate others.
Avoid being De-Motivated and De-Motivating your People.
People are more likely to follow, and be Highly Motivated by a Highly Motivated Leader……….be that Role Model.
Why is ‘Leading by Good Example’ so important in any situation?
2. ‘Fast is Slow’ & ‘Slow is Fast’ with People
You can quickly direct and order people to do things.
This Autocratic/Directive Leadership may be the right style to adopt and use in certain limited Leadership & Management situations.
However, this is very unlikely to be as effective as investing your precious time in Motivating others over the longer term.
Therefore, ‘Fast is Slow’ & ‘Slow is Fast’ with People.
How do you feel when you are with your close friends and loved ones?
Instinctively, People will be motivated and feel ‘Safe’ and ‘Belong’ to a Group who invests time in them.
A Strong Leader will Invest Precious Time in nurturing ‘Safety’ and ‘Belonging’ to Motivate Others.
Why is the above important in any Leadership or Management Role?
3. Compelling Purpose
Think about a time in your life when you have been motivated to achieve a Goal.
Mostly, you will have had a Compelling Purpose to do so.
People will be motivated by having a Compelling Purpose.
Being happy and having meaning in their lives.
Feeling that they are contributing.
Have you discussed, designed and developed your Compelling Purpose with your Team?
Got their ‘buy in’ to what you want to achieve together?
In all High Performing Teams Worldwide, High Performing Individuals, unite behind a Common Compelling Purpose.
What are you doing right now with your Team Members?
4. ‘Aligning Priorities with Purpose’
Work together with your Team Members, align your Priorities with your Purpose.
Are you Motivated to Support what you Develop & Create?
Powerful Leaders Empower their People.
Consistently, Continually & Proactively involving their People in jointly shaping their Priorities.
Building and Perpetuating ‘Buy In’ with your People.
Aligning their Priorities with their Purpose.
Achieving Individual & Team Success.
What have you done with Your Team Members to individually and collectively work on your Priorities?
5. ‘Matching Team Member Intelligence’s with Priorities’
We would suggest there are two broad types of Intelligence’s.
- Specialist Competencies – The knowledge, skills, and good experience. All which are needed to do the job well.
- Emotional Competencies – Behaviours. Attitude. Self Awareness. Self Management. Relationship Management. Team ‘Norms & Values’. How the job will be done well.
Proactive Learning Leaders match the Specialist & Emotional Competencies of each Team Member/Team with their Priorities.
This is Very Important. If you have not done this, how can you expect a Team Member to be motivated?
If you were a Soccer Coach, would you field a Team of 11 highly competent Specialist Goalkeepers and expect to win the Game?
Conversely, would you field a team of 11 highly competent players who have specialist competencies in their respective positions, but, who lack the emotional competencies of the right behaviours and attitudes to work hard for the team on the pitch?
Of course not!
A good Soccer Coach would hope to field a Team of 11 players with…
- Specialist Competencies – Who are highly competent with the right specialist skills, knowledge and experience in each of their Specialist Position(s) respectively.
- Emotional Competencies – Who have the right Emotional Competencies to be self-motivated, with the right behaviours and attitudes to unite, working hard for the Team.
You then create the conditions to enable success.
Critically, this is very important when Recruiting New Team Members to join your Team.
Some Organisations fail to continually develop the Specialist & Emotional Competencies of their People.
Are you Motivated when you feel Competent in doing something?
More often than not.
Competence builds Confidence. Confidence Motivates.
Intelligent Leaders ensure their Team Members
- Have the right, skills, knowledge and good experience to do the job well (Specialist Competencies)
- Develop and use the right attitudes and behaviours, the way they do the job well (Emotional Competencies)
Matching these Competencies with the Needs of the Role/Team & Priorities.
Uniting all behind a Compelling Purpose.
How do you feel this can help you and your team?
6. ‘Motivators’ & ‘De-motivators’
Do you have things which Motivate You?
Maybe, receiving a Reward or Pay Bonus (Extrinsic Motivator) or Feeling great when you are appreciated for delivering a quality piece of work (Intrinsic Motivator)
How do you feel when those Motivational things happen?
Do you have things which De-Motivate You?
Maybe, not being properly rewarded for going the extra mile (Extrinsic Motivator) or Feeling constantly stressed inside (Intrinsic De-Motivator)
How do you feel when those De-Motivational things happen?
Leadership & Management
Strong People Leaders get to know what Motivates and De-Motivates their People.
They do their best to meet those motivational needs.
Avoiding De-motivating people, whenever it is possible to do so.
‘The Floggings will continue until Morale Improves’ – Probably, not the best way of Motivating your Team.
Why is understanding what Motivates and De-Motivates Team Members so important to Leaders?
7. ‘Winners Win’
How do you feel when you win and achieve your goals in life, whether they are small wins or huge successes?
We recommend you sit down with your Team Members and decide what ‘Winning’ means for you and your team.
Not just Performance Goals. How you will work together. Minimising Stress. Enjoying Life. Achieving Work: Life Balance etc.
Work together on whatever ‘Winning’ means for you, your Team Members and your Team.
Think about when you have had Strong ‘Winning Leaders’ in the past, were you motivated by them? Did you follow them?
Reflection Habit: Get into the good habit of ‘stepping back’ at the end of the day, week and month. Enjoy your ‘Wins’. However, small or large. Take actions to improve what has not gone so well.
Winning Leaders Model, Motivate and Empower ‘Winning Habits’ in others.
What have you done with your team?
8. ‘Fail to Appreciate People and You Fail to Lead’
Appreciation – Arguably one of the most powerful motivators of all.
Basic Human Instinct – A vast majority of People need to feel ‘appreciated and recognised’ by others.
From Cave Men & Cave Women – An Instinctive need to feel ‘appreciated’, ‘recognised’, feel ‘safe’ and ‘belong’ to the same Tribe. Still exists today.
To 21st Century Social Media – The ‘Like’ 👍Button – Used millions of times per day across the World. Just one simple indicator of our need to be ‘appreciated and recognised’ by others.
How do you feel when somebody sincerely appreciates you and your work?
Think about when you have had appreciative Leaders in the past, how did you feel, did they motivate you?
Weak Leaders & Managers – Fail to appreciate their People and this demotivates a majority of Individuals and Teams.
Extremely Weak Leaders & Managers – Either don’t know or even worse don’t care about appreciating others.
Have you had a Weak or Poor Leader or Manager in the past?
How did you feel when they consistently and continually failed to appreciate you?
There are many Weak and Poor Leaders & Managers creating unnecessary mental and physical issues and costing Society £10 millions every year.
Strong Leaders and Team Members, sincerely, consistently and continually appreciate and recognise others.
What have you done recently to sincerely appreciate someone?
9. ‘Highly Motivated Environment’
Leaders have a responsibility to the Team & Team Environment.
When you are a Leader or Manager, you have the opportunity to create the right conditions in the work, organisational or sporting environment.
Working Environments are changing rapidly. For example, working from home etc.
So creating the right environmental conditions becomes even more important than ever.
Astute Leaders recognised and take action to create the right environmental conditions.
These Environmental Conditions include the following:
- Winning Strategy – At an Organisational Level.
- Effective Business Model – To Finance and Deliver that Winning Strategy
- Dynamic Senior Leadership – Proactively, Leading Implementation of that Strategy and Business Model
- Resourced – Competent Resources. Finance. Processes & Systems. Strong Recognition & Reward Processes.
- High Performance Learning Culture for Continuous Improvement – Is the pervading ‘Personality’ of the Organisation.
- Solution Biased Culture – Seeking and delivering Creative Solutions to Problems.
- Supportive People & Organisations – Strong Individual and Team ‘Norms & Values’
Can you motivate your team members if these right Environmental Conditions do not exist?
Yes, but, it becomes increasingly more challenging.
What kind of Environment are you providing for your People?
10. Performance Coaching – ‘A Powerful Motivational Tool’
Effective Performance Coaching is about ‘Coaching’ and ‘Motivating’ ‘Change & Action’
‘Change & Action’ coming from ‘intrinsic motivation’ within the Person being Coached.
- Effective Performance Coaching is a highly skilled Leadership style.
- The Basics are Simple, but not Easy.
- When the Coaching Leader is skilled and experienced, the positive motivational impact on the person being coached is significant.
In the past, if you have had Leaders who have Coached, Mentored & Supported you, how did you feel?
Did they motivate you?
‘Coach Leaders’ know when and how to use this very powerful ‘Coaching Style’.
To motivate and develop positive internalised ‘change and action’ from Self – Motivated Team Members.
In my life, I have been very fortunate to have had numerous Leaders who have Coached, Mentored & Supported me to grow and achieve.
I will be forever grateful to them.