The biggest reason an organization hires a top business motivational speaker is to motivate their staff. It’s obvious that a motivated staff is a vital key to success. Even so, time and time again, motivation is an area where (by their own admission) senior managers lack expertise.Which leads to an obvious question: Which business motivational strategies does a labor force respond to positively? Below are my quick tips for energizing your staff. FYI: These are all timeless tactics, highly applicable regardless of no matter what your supervisory role.
Tip 1: Outline an unambiguous long-term direction and short term key performance indicators.
It’s most important to give a crystal clear vision of your organization’s idealized future. When you have a clear vision, it becomes far more apparent which areas of your strategic direction need more exploration. Just for the record, you definitely don’t have to be a business motivational speaker to do this.
And don’t forget, in all things, have high (but realistic) expectations of your staff. Expect focused effort and initiative, but don’t set desired outcomes that are so out of reach for your employees as to be ridiculous. This pivotal equilibrium between focused effort and realistic objectives is a major element in motivating your workforce to exceed your organizations aims.
Tip 2: Be a dependable supervisor.
As a informed business motivational speaker, I’m often amazed by the huge chasm between how a senior executive will portray his leadership skills and the feedback his people give me. Quite frankly, some executives simply don’t “walk the talk”. For instance, you may say you want your people to be creative, but what happens when an exercise in innovation goes awry? Consistency in word and deed is crucial.
Tip 3: Be a leader who delegates.
Naturally executives are highly-skilled individuals (which is why they got promoted in the first place). However it often follows that executives have huge problems in the area of delegation. Rather than passing them to suitably qualified individuals, they hold onto inconsequential responsibilities with a death-grip. This is especially true if it’s work they enjoy!
Sorry to say, there are two downsides to this approach. First off, it sends the wrong message to your staff; that they can’t be trusted. Which never bodes well! Furthermore, it limits your effectiveness as a business leader. And that’s because the less you delegate, the less effective you become as a boss.
Let’s face it, you only have so much time in your day. The solution is to encourage your team to innovate and experiment, while keeping the defined goals top of mind. Taking on this fundamental shift in mental attitude is a significant factor in the explosive (almost mysterious) success that some executives accomplish.
Finally – here is, without doubt, the most important tip of all – be a supportive boss. Let me ask you: Can your team depend on you through thick and thin? How many times have you heard: “Our people are greatest asset”. Ask yourself this crucial question: Is that reflected in the way you motivate your staff?
Remember, you categorically don’t need to be a born business motivational speaker to motivate your people. Bottom line: You’ll develop a motivated team if you’re clear in your dealings, accessible and always courteous.
