Last month, I worked with a manager who was eager to develop her staff, but was overwhelmed by her senior management’s charge to accelerate top performance with highly ambitious goals.
In her company, performance standards directed employees’ efforts to be “excellent,” “exceptional” and “outstanding.” Sound familiar? These targets were intended to be aspirational and inspirational. Yet, for her employees who were continually striving to grow new skills and increase competencies, these targets failed to even be motivational.
On the path to growing new skills, establishing the standard of “good enough” gives employees a green light to move into action. Such a standard removes barriers that can stifle employees who feel the level of their contribution is not high enough or who are concerned about making mistakes. Having this testing ground to apply new skills is a crucial step toward true mastery and increases their understanding of what will be required to use those skills at the highest level. (read more…)
Looking to get to the top of your organization? You’d better work on your motivation skills. That finding comes from a survey by IIC Partners headquartered in London.
As the survey explained, “68 percent of top leaders say they preferred a senior executive who could motivate and inspire others” over the ability to perform well.
When employees see that their boss walks the talk, stands up for them, and has a clear vision, they are motivated to follow. And when they see a leader who believes that his/her job is to serve (rather than being served) they are all the more motivated.
John Baldoni is chair of leadership development at N2Growth, is an internationally recognized leadership educator and executive coach. In 2014, Trust Across America named him to its list of top 100 most trustworthy business experts. Also in 2014, Inc.com named Baldoni to its list of top 100 leadership experts, and Global Gurus ranked him No. (read more…)
Growing leaders grow organizations! This is something I’ve talked about and written about for many years, but my emphasis has been almost exclusively on the “growing leaders” part of the phrase. In recent years, my passion for helping leaders has not waned, but I have new energy for helping leaders “grow organizations.”
If your focus, like mine, has been on helping individual leaders grow, congratulations! You may be perfectly positioned to take your organization to the next level. Personal leadership capacity is a prerequisite for growing organizations, but the strongest leaders alone cannot do what a strong organization can do. The collective force of scores, hundreds, even thousands of people working together can accomplish and sustain remarkable results.
Several years ago, I had the privilege to lead a team to explore what growing, vibrant, healthy organizations look like, and more importantly, what makes them so powerful. After a multi-year exploration and scores of conversations with leaders of amazing organizations, our team reached four primary conclusions. (read more…)
The Young Entrepreneur Council is an invite-only organization comprised of the world’s most promising young entrepreneurs. YEC recently launched StartupCollective, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses. Read previous SmartBlogs posts by YEC.
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Q. What is one thing I can do to inspire my team to work harder than we have been in order to meet goals without damaging morale?
One of the best things about running a marathon is hitting that finish line, which everyone participating knows is 26.2 miles away. Likewise, make sure your team knows where your finish line is, and what they’ll get for crossing it (a break, for example). This will act as a motivator. Having no (or an improbable) finish line can be very damaging. (read more…)
Leading others effectively is a balancing act. A leader is charged with getting work done through others while maintaining decorum and possibly even creating workplace inspiration at the same time!
In most organizations, the only metrics that are consistently measured, monitored and rewarded are performance numbers — projects completed on time, analysis and reports done, operating within budgeted parameters, profitability, etc. Leaders can easily get caught up in the “tidal wave” of an exclusive focus on results.
Results are certainly an important thing, but they’re not the only important thing. Workplace sanity and civility are equally important!
We know this is true because our best bosses made sure our work environment was a safe and respectful one. They inspired our performance while making us feel valued, trusted and honored. And, they ensured that we treated our colleagues with the same respect.
Despite these “best boss” experiences, many of our organizations today focus entirely on results. (read more…)