I decided to take a walk at my local park. It's a great workout about a half mile loop around a paved path that has steep hills. I wasn't running but I was walking at a very brisk pace. A man who I did not know was running the path in the opposite direction. On the first lap passing me he said to me "good job!" I wondered to myself why is this man talking to me? I don't know him. On the second lap he gave me a thumbs up signal and a smile. This was really something I thought- I guy who is a complete stranger is encouraging me on my walk! On the next lap he clapped for me. On the last lap I was so inspired I started running. I wanted to please my coach!
As a leader I want you to think today about the power of encouragement. You could be by the way, the Chief Encourager. I know what you are thinking "here comes that motivational mumbo jumbo." Well listen up Skipper; as a leader your job is to get results and the results aren't gotten through you but through people. These people need energy, encouragement, appreciation and acknowledgement. Here is the pervasive problem; many leaders don't take the time and energy to provide any kind of encouragement.
O.K., so how do you do that? It is actually quite simple. It's the small stuff. Here are some specific ideas for providing encouragement that are fast and very effective.
Mix it up- Do you talk to people? When you are visiting or working daily in one of your offices, do you make the effort to say " Hi" to people as you pass them? If you don't do you at least give them positive non verbal signals, like a nod or a smile? I have attended meetings several times in my career and have seen a company V.I.P. walk into the room, pass by everyone and go across the entire room to speak to other V.I.P's. It was clear that the "small people" weren't worth talking to or addressing. Imagine how they felt and the huge negative impact they created.
Applaud their work- I was once up upon a time an execuitve with a big company. If I saw someone performaing at a high level I would hand write a card (embossed with my name at the top) and would thank them for their great work. I would be on the road and visit an office and find that card that I wrote proudly displayed. So the lesson was that everyone wants some credit for their work, a thank you, or a pat on the back. Front line people often tell me they never get a compliment. So when people work really hard to do something " over and above" the call of duty, make sure to notice and acknowledge it. When people do great work let them know!
Take the good with the bad- People makes mistakes all the time right? It is part of being a human being on the planet. As a professional facilitator when I ask people to critique their role plays they always start with negative stuff first. So I guess it is a built in part of self esteem- we are often too hard on ourselves. So then as a leader we "pile on" always finding fault. This kills motivation and morale I am looking for balance. When you discuss someone's performance there should always be a mix of positive feedback with the "improve" feedback. The critical doesn't need to be eliminated, just mix it up.
Be present with presents- Do you think people love gifts? You bet. Does it have more impact when it is least expected? Even more. Look for little ways to show people appreciation. Bring in bagels in the morning, cater a lunch into the office, give someone a bonus day off, give them a gift card for coffee. These rewards are small but appreciated. One other key point- let them know that it is a reward. Some people get rewards and they dont know it is a reward or what it is for. Sit that person down, and say to them "Look, I know how hard you have been working and I have noticed it. This is a reward for all that you have done.Thank you." They will feel so good about their work, they will tell their family about it when they get home.
I have leaders ask me all the time "how do I motivate people?" One of the answers is deceptively simple and that is provide encouragement.
So start today. - 30309
As a leader I want you to think today about the power of encouragement. You could be by the way, the Chief Encourager. I know what you are thinking "here comes that motivational mumbo jumbo." Well listen up Skipper; as a leader your job is to get results and the results aren't gotten through you but through people. These people need energy, encouragement, appreciation and acknowledgement. Here is the pervasive problem; many leaders don't take the time and energy to provide any kind of encouragement.
O.K., so how do you do that? It is actually quite simple. It's the small stuff. Here are some specific ideas for providing encouragement that are fast and very effective.
Mix it up- Do you talk to people? When you are visiting or working daily in one of your offices, do you make the effort to say " Hi" to people as you pass them? If you don't do you at least give them positive non verbal signals, like a nod or a smile? I have attended meetings several times in my career and have seen a company V.I.P. walk into the room, pass by everyone and go across the entire room to speak to other V.I.P's. It was clear that the "small people" weren't worth talking to or addressing. Imagine how they felt and the huge negative impact they created.
Applaud their work- I was once up upon a time an execuitve with a big company. If I saw someone performaing at a high level I would hand write a card (embossed with my name at the top) and would thank them for their great work. I would be on the road and visit an office and find that card that I wrote proudly displayed. So the lesson was that everyone wants some credit for their work, a thank you, or a pat on the back. Front line people often tell me they never get a compliment. So when people work really hard to do something " over and above" the call of duty, make sure to notice and acknowledge it. When people do great work let them know!
Take the good with the bad- People makes mistakes all the time right? It is part of being a human being on the planet. As a professional facilitator when I ask people to critique their role plays they always start with negative stuff first. So I guess it is a built in part of self esteem- we are often too hard on ourselves. So then as a leader we "pile on" always finding fault. This kills motivation and morale I am looking for balance. When you discuss someone's performance there should always be a mix of positive feedback with the "improve" feedback. The critical doesn't need to be eliminated, just mix it up.
Be present with presents- Do you think people love gifts? You bet. Does it have more impact when it is least expected? Even more. Look for little ways to show people appreciation. Bring in bagels in the morning, cater a lunch into the office, give someone a bonus day off, give them a gift card for coffee. These rewards are small but appreciated. One other key point- let them know that it is a reward. Some people get rewards and they dont know it is a reward or what it is for. Sit that person down, and say to them "Look, I know how hard you have been working and I have noticed it. This is a reward for all that you have done.Thank you." They will feel so good about their work, they will tell their family about it when they get home.
I have leaders ask me all the time "how do I motivate people?" One of the answers is deceptively simple and that is provide encouragement.
So start today. - 30309
About the Author:
Shawn Doyle is an expert Motivational Speaker and author of 10 books. For a free copy of Shawn's book The 10 Foundations of Motivation, go to http://sldoyle.com.
