A Motivational Speaker Tells All - Motivational Tactics For Your Employees
One fact is plain: If you have staff, motivating them is your responsibility. If they’re ineffectual, it’s because you’re ineffectual at motivating them. That said, you don’t have to become a motivational speaker. An important part of the motivational riddle is found in the way you communicate. Here are three basic areas in which it’s vital you communicate effectively.
A Motivational Vision
Are you committed to keeping your team members “in the know”? If you possess a management style that is “just tell them what they need to do, then leave them to get on with it,” then you are likely to fall foul of this problem. When I visit organizations in my capacity as an experienced motivational speaker, I’m often flabbergasted at the complete absence of “buy in” at the junior levels of the company. And repeatedly that’s because their executives haven’t even tried to paint the long-term view of the company’s direction. Here’s the problem: A clueless team is an unmotivated team.
It’s an easy fix. Take care to communicate, clearly and repeatedly, the strategic direction of your organization. Make it abundantly apparent to your people that their individual efforts are appreciated and, most importantly, are moving the organization towards success. Let’s be honest, without your workforce you won’t achieve the success you envision. And yet many bosses act as if this isn’t the case.
Motivational Feedback
Now we shift our focus and consider the feedback you give your people. We can only work in the “dark” for so long. It’s tough for your personnel to shine without emphatic answers to these questions: In which areas do I most need to improve? On the other hand, in what ways do I shine? More often than not, if any feedback is given, it addresses the results obtained by the individual and not the activities that led to the stated results. Whereas, the ideal kind of feedback focuses on the perceptible results and the behavioural characteristics that produced them. This is a necessary facet of feedback that’s frequently overlooked.
And don’t only give feedback when you notice a staff member doing something wrong! To paraphrase the old adage: “Try to catch your staff doing something right!” And then make sure you point it out! My final point about feedback: Look for something positive to say prior to giving negative feedback. Strive to balance positive and negative feedback.
Be A “Human” Boss
As a final point, convey your humanity. In the modern business world, you can’t be a dictator and expect loyalty. Be appropriately interested in their professional lives. What are their career aims? If you’re prepared to help them move towards their goals, your staff will do the same for you. It’s called the law of reciprocity.
You Don’t Have To Be A Motivational Speaker
There you have it, my three ideas for motivating your personnel by enhancing the style in which you communicate: Pass on your company’s vision, give gentle feedback and, in a professional fashion, stress your humanity. Take heed to my advice and, without needing to be a motivational speaker, you will still effectively motivate your employees!
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