Motivating a team is a complex art form. As a leader, the responsibility lies on your shoulders to keep your team motivated and understand their needs to foster a positive work environment. In executive coaching interactions, I frequently come across leaders who stumble to keep their team motivated.
Often, leaders misunderstand that the factors motivating them would also motivate others, which is far from the fact.
Let’s delve into the underlying factors and explore why leaders may need help in their approach to motivation.
One-size-fits-all approach – A standard error in leadership is adopting a one-size-fits-all approach to motivation. The misconception that motivation is a universal charm can lead to an oversight as individuals vary in their sources of inspiration. People are unique, and what motivates one may differ from another. While a cash reward might motivate some, others may find a simple pat on the back from a leader incredibly uplifting. Personalizing motivation to align with individual values establishes a deeper, more personal connection and showcases leaders’ sincere concern for the well-being and success of the stakeholders.
Safeguarding Experiments – Innovation seldom arises from playing it safe. Likewise, fostering a motivated team involves providing them with a secure space for experimentation. When team members know their leader supports them, they are more likely to explore unconventional approaches, pushing boundaries to achieve unprecedented results and innovation.
Work-Life Balance delusion – As leaders, we motivate our teams to work diligently and, when necessary, go the extra mile to meet objectives. Nevertheless, sustained prolonged efforts may prove unsustainable. Maintaining an optimal work-life balance is crucial for keeping the team consistently engaged and eager to come to work. Excessive overlap between weekdays and weekends can significantly contribute to team members losing interest.
Being Impatient – Well, being leaders, we have a real-time crunch. But when it comes to motivation, it is essential to realize that our teams are dependent on us and the approaches we take, showing less interest in what they have to say and just finishing up discussing your thoughts and goals, leaving no space for them to contribute is a sign of danger we must look out for. As a leader, you likely feel responsible for explaining your views, but know that you’ll do better by asking people questions to help them develop insights.
Ignoring the Highs – Workplace stress can be daunting, especially when addressing your team about crisis management. However, amidst discussing strategies to navigate challenges, it’s essential not to overlook the positive aspects. Highlight instances where the team collaborated seamlessly to complete the last project within tight deadlines. Acknowledge acts of selflessness, such as a team member going above and beyond to assist a colleague despite it not being their designated task. Shedding light on these positive experiences can alleviate some stress, steering the team toward upcoming tasks with heightened motivation and a positive approach.
A leader has a vast expanse to explore beyond what meets the eye. At times, sustaining your team’s motivation demands considerable energy, potentially leaving you with less to keep yourself motivated. In such instances, seeking coaching can prove invaluable.
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Vivek
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