This is why motivation isn’t enough

Short-term wins are actually losses.

I see leaders frustrated with teams who aren’t motivated and leaders frustrated with themselves for having run out of ways to motivate their teams. In my experience, surface-level “motivations” may make someone smile for a day, but will be forgotten soon after.

What’s better than motivation?

A successful business empowers people to create long-term growth through action. The more competent a leader is in developing the team’s human potential, the stronger the economic potential of the brand. I’ve helped leaders overcome these - and many more - challenges in order to truly transform their businesses.

1. Hiring Right.

Time pressure and lack of available talent are two reasons why we hire people who are not dream candidates. It is so important to take the time to ensure that every person on your team is the right fit. Ask questions that give you insight on whether this person will be fully committed to building the brand and identify whether their purpose and passion is aligned with what the company needs and can offer.

2. Clarity, vision and focus.

In my experience, 80% (or more) of companies are not clear what their core competence and future vision truly is. The owners might have an idea or feel clear about it, but the employees do not understand or share the vision. If you are not all on the same page, even the best efforts of leadership may go in the wrong direction.

3. Brand Culture.

Culture and values, if they exist, often aren’t understood, remembered or believed in by the employees. As a leader, you need to ensure that the business values take the needs of your staff into consideration and that there is a common understanding on how each team member can bring these values to life.

5. The Power of Conversation.

On the topic of culture, 360 degree feedback and dialogue is a culture that must be established throughout the business. When you talk openly, you understand your employees’ passions and purpose. You discover how they like to be led, how they want to be empowered. So don’t avoid uncomfortable conversations. Listen, accept criticism, give praise, make compromises. When you understand each other, you build and grow together.

4. The Beliefs of Leaders.

“With our thoughts we create the world.” said Lord Buddha. And it’s the thoughts of leaders who knowingly and unknowingly influence the dynamic and results of their teams and businesses. So what limiting or negative beliefs are holding you back from greater success? It’s just as important to focus on yourself and your leadership team as it is to focus on the rest of your employees.

6. Celebrating Success.

Managing the huge and varied challenges faced in business can be all-encompassing. But it’s important to remember that your employees are people who need and deserve positive affirmation, gratitude and fun! Don’t just focus on the hurdles, celebrate the wins, offer praise and thanks, celebrate your successes and have fun!

7. Inspiring Others.

"Being a role model is not the most important thing if we want to influence others. It is the only thing." said Albert Einstein - and I agree. To inspire as a leader one must understand and positively work on their own emotions before they negatively influence the emotions of others. If emotional intelligence, such as empathy with oneself and others, is lacking in an organisation, leaders will struggle to inspire their team.

When working on how to empower your staff, from top to bottom of the organisation, sometimes you need an outsider's perspective to guide the process. This is where I come in to support you in creating the forward momentum that you know is possible.