Changes in the workplace often leave affected employees and managers implementing changes feeling uncertain, stressed, and anxious. Unfortunately, this inevitably takes a toll on employee productivity and motivation. When you inspire your team, employee engagement and workplace success are more likely.
This a challenge for almost every team leader because motivation is an intrinsic component of team building (change from within) as opposed to an extrinsic component (extrinsic reward). Unfortunately, some managers rely on outdated strategies like intimidation and authority or rely on the good faith of employees to get things done. Be careful when doing this. This only works temporarily and can damage your reputation as a team leader. In my opinion, one of the most important factors in inspiring your team is a people-oriented leadership style.
Here are some ways leaders can inspire their employees:
Specified target:
Setting goals is the first step in turning the invisible into the visible,” said Tony Robbins, an American author, coach, speaker, and philanthropist, known for his infomercials, seminars, and self-help books including the books Unlimited Power and Awaken the Giant Within.
Goal setting or motivation driven by an interest in the task is the main source of intrinsic motivation related to task completion. Higher performance and better team performance result from setting clear, concise goals. The secret is to set achievable goals with a deadline for completion. This action can prevent misunderstandings. Clinton Orr, Senior Wealth Advisor at Canaccord Genuity, is one prime example of a leader who always keeps his teammates on the right track to achieve goals. Clinton Orr Wealth Management Group is a division of Canaccord Genuity Wealth Management, which he is the founder member and serves as Senior Portfolio Manager.
Allow people:
Another important step is transparency and direct involvement of team members in decision-making. Help the group solve problems by stimulating discussion and offering support. Instead of asking you to solve their problems, educate them and motivate them to find solutions on their own. Delegate more work to the team as they grow in confidence, commitment, and competence, and let them make decisions and find solutions to problems.
Assistant:
Change usually implies that the team needs to acquire new skills to understand and implement new workflows. Team captains must allow groups and individual team members to experiment and refine new strategies. Make sure the team gets the training and development they need and give them enough time to practice their newly acquired skills.
Drive vision:
It is relatively easy to define, develop and communicate a vision. The real difficulty is getting others to follow suit. You need to present a clear and relevant vision of the future to motivate your team. This is not an easy task. Some of them may disagree with your request to make them follow your vision to the end. Try to convince them that the way is the right way instead of forcing them to follow it. Remember that it is better to change direction than to continue on a path that doesn’t lead to the desired result. Take responsibility for your actions. Rather than pressuring the team to achieve a bad goal, hearing that you admit you made a mistake will be a learning experience for them. Again, you must be credible, trustworthy, and dependable.
