Getting a handle on motivation can be a challenge in both your personal and professional life. When a person’s motivation wanes it can be difficult to turn the tide and engage them again. As leaders we have a responsibility to help create work environments that inspire and fuel the motivation of our team members. But this isn’t always an easy task.
In this episode, I’ll share with you 5 Motivation Busters, situations that help to drain the motivation out of even your superstars. But don’t fear, you have the power to change all that. I’ll also give you strategies that you can use to immediately turn those Motivation Busters into Motivation Boosters!
PLUS, don’t miss this week’s Take Action Challenge and implement this week’s coaching tips.
Do you manage people? If so, get tools and strategies you need to take the fear out of feedback with my book You Have to Say the Words: An Integrity-Based Approach for Tackling Tough Conversations and Maximizing Performance. You can find the paperback or digital version at Amazon, Barnes & Noble or your local book seller.
So enjoy this week’s episode of The Nimble Leader show. I appreciate you listening and I hope you tune in next week!
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TAKE ACTION CHALLENGE:
To help you stay nimble, here is this week’s Take Action Challenge. Take these 5 action steps in the next week.
1. Review your company vision statement. Does it help people connect to something bigger than themselves and help to provide a deeper meaning for what they do? If not, identify at least one way that you can bring this emotional connection to your team through a higher purpose. Like our man in the brick laying story, what is your team’s cathedral?
2. Do you and your team members have goals? If not, help them each to create 2-4 goals for the coming year. Remember to make sure those goals are effective by making them SMART.
3. Review the systems you have in place for monitoring performance. If you find there is a gap in your monitoring, create at least one system this week that will help you to track progress on your team’s goals and provide each individual with feedback regarding their progress.
4. How are you at holding people accountable for their performance? Is there someone who has been lagging behind the rest? Identify at least one person this week whose performance is behind the rest of your team and provide them with specific feedback. Initiate your companies progressive discipline process if appropriate and most importantly, hold them accountable to improving.
5. Catch people doing something right. Give at least one person this week a hand written note of thanks or appreciation. Look at your current recognition efforts and identify ways that you could improve your efforts. Remember, people are a black hole when it comes to positive praise. They can never get too much that they fill up.