Leadership - Motivation - people part 1
Motivation - people part 1
Follow the leader
It has been said that if you influence people to follow then you will be a leader… but with certain limitations.
If, on the other hand, you can influence people to become leaders in their turn then you will become a leader without limitations.
If you know how to do a job it is merely a worker.
If you demonstrate a task you are a coach or teacher.
If you can inspire people to work you are a manager.
If you are competent in all these areas you can consider yourself a leader.
Many people will improve their skills in working with people and that is what the leader is looking for when developing followers.
To improve your leadership skills you must value people as individuals as well as a source of resource.
You must give them a vision of where they can be in the future. In order to influence those people you must demonstrate integrity and commit your time in terms of coaching and general guidance.
Positive assessment
Most people will assess another individual when they meet them.
The same will be true of leaders.
In addition, the leader must seek a little below the veneer of an individual to try to find out their true character.
The leader can accomplish this by asking relevant questions. This is important as negative assumptions can lead to a negative approach.
Everybody has needs and finding these out is a large key to getting the best out of people.
Abraham Maslow and his Hierarchy of Needs looked at this area.
People watching
Whilst individuals need understanding to get the best out of them many characteristics are common.
People respond first to the individual rather than their position. This is very evident for a leader.
If the leader displays positive traits it is more likely that their team will do the same.
Many people do not plan their careers. They will often trip over successes.
If you do not learn from failure then you will quickly fail again.
Forward thinking and planning is very important.
Most individuals are already motivated to carry out tasks. The trick is to maximise this energy and focus it properly.
People usually fail due to de-motivation. Encourage their natural enthusiasm by establishing the correct environment.
Get people involved in the decision making process and they will more easily come on board with your ideas.
Explain the purpose of the task. Without clear direction and a worthwhile endpoint people will be less interested in the task.
Don’t see problems as a bad thing. They will occur. It is how you handle them that matters.
Learn from problems.
Make sure you recognise people’s achievements.
The above are key positive attitudes.
Equally, a few negative attitudes can have a serious de-motivating effect.
Try not to put people down. If you have to discipline someone do it in private and not in public.
Create opportunities for their personal growth and don’t inhibit people.
Listen to what people have to say. Don’t be impatient or show a lack of sensitivity.
If you are selfishly motivated for your own ends you will be seen to manipulate people.
To motivate people the end result must derive from a shared benefit.
Dealing with people issues
When issues arise with people it is often hard to confront the situation and deal with it effectively.
As with any time you need to speak to an individual concerning their performance do it in private.
Timing is critical. Do it as soon as possible. Make sure you are in possession of the full facts. Time delays can cloud the facts of the case.
Focus on one issue at a time and don’t labour a point once it has been made.
Any confrontational meeting should contain some positive comments.
Don’t make it all negative.
Don’t get angry when you criticise but convert these to suggestions for improvement.
If an individual does not have the power to change something don’t ask them to do it.
If you are trying to change someone consider their strengths and weaknesses.
Get them to work more in their areas of strength which will help to motivate them.
Even though you may be dealing with difficult issues don’t forget to listen.
If the meeting is purely focussed on your needs and the other person doesn’t have a chance to speak there will be less likelihood of a positive outcome.
The other’s viewpoint
People will only respond at their best when they see a benefit to themselves.
The overall outcome should aim for a win / win situation.
If not the other party will feel resentment and motivation will drop [see The Complete Motivation package].
Many people need guidance and help and many find it difficult to ask.
It will be up to you to find out what your team require in terms of coaching and other training.
In doing this you may find out the true potential of your team by ascertaining their true areas of expertise.
If you know their preferences you may be able to maximise their output.
Focus your attention on the top 20% of your potential future leaders following the Pareto principle.
Remember, that the leader who develops further leaders will multiply their performance considerably.
Everyone makes mistakes.
If you can’t admit yours then others will won’t either.
This can lead to the cover up of problems and major issues later in a project.
People want you to speak to them on their level.
Don’t be stand offish. Make sure that you communicate at all levels of your team and the organisation equally.
Others will view you in their own image.
They will not want to see one law for them and one for you.
Lead by example.
Theoretical arguments are great but people often prefer the hard evidence of their eyes.
In many meetings it’s a good ides to find out what the other person wants from the experience.
Knowing the other person’s agenda is very useful.
Know the history of the person within the organisation.
Ask open questions and listen well.
Even ask the person directly what they expect to get from the meeting.
People want to know how they are progressing.
Don’t leave it to the end of the year.
Regular meetings allow you to get to know the person as well as creating an opportunity for coaching and resolving any problems early.
Remember, people are your most expensive resource.