Creating a high-performance and motivated team requires intentional leadership strategies. Below, we outline seven practical approaches to enable and inspire your team to perform at their best. ## **1. Understand Your Team’s Individual Motivations** Each team member has unique motivations, expectations, and personalities. Recognising these differences is essential for effective leadership. ### **Practical Steps:** - **Identify high-potential employees (‘Navratnas’)** — These are team members who show exceptional skill, commitment, and potential. Spend dedicated time understanding their aspirations. - **Schedule one-on-one meetings** — Set aside time to engage with your high-potential team members individually. For example, hold a dinner meeting or an after-hours catch-up session to better understand their goals. - **Ask open-ended questions** — Encourage meaningful dialogue by asking questions such as, “What motivates you in your role?” or “Where do you see yourself in the next few years?” A good leader builds other leaders by empowering and recognising their potential. ## **2. Treat Team Members Like Volunteers** Imagine your employees are volunteers who work without pay. This perspective can help you build better relationships and foster a culture of respect and gratitude. ### **Why This Works:** - Volunteers contribute because they care about the mission, not because they have to. If you treat employees with the same mindset, they’ll feel valued and motivated to contribute. ### **Tips to Implement:** - **Express gratitude regularly** — Recognise the efforts of your team, showing appreciation beyond their paychecks. - **Foster intrinsic motivation** — Create a sense of purpose by aligning roles with the company’s mission and values. ## **3. Listen to Understand** Effective leaders listen not just to respond, but to understand. ### **How to Improve Listening Skills:** - **Ask open-ended questions** — For example, instead of asking, “Did you complete the task?” ask, “What challenges did you face while completing the task?” - **Avoid interruptions** — Let your team members express themselves fully before responding. ### **Difference Between Listening to Understand vs. Listening to Respond:** - Listening to understand builds trust and shows empathy. - Listening to respond can make employees feel unheard and undervalued. By investing in listening, you can build stronger connections and foster a more collaborative environment. ## **4. Identify Your Allies** Every organisation has both allies and detractors. Recognising your allies helps you build a positive work culture. ### **Steps to Take:** - **Identify positive change agents** — These are employees who actively promote positivity and support organisational goals. - **Watch out for negativity** — Negative messages spread quickly, so counteract them by amplifying positive news and achievements. Focusing on your allies will help you build momentum for positive change. ## **5. Be Clear on Direction** A leader must clearly communicate the company’s direction and desired outcomes. ### **Tips for Clear Communication:** - **Set specific, measurable goals** — For example, outline a three-month target and ensure all team members understand their roles in achieving it. - **Document goals and outcomes** — Make sure everyone is aware of what is expected. - **Over-communicate** — Repeat important messages frequently to ensure alignment. Clarity in communication leads to a shared understanding and improved performance. ## **6. Adapt Your Leadership Style** Different situations and individuals require different leadership approaches. Here are four styles to consider: ### **Leadership Styles:** 1. **Scolding** — Use this for serious issues like misconduct. 2. **Sharing** — Provide detailed instructions when someone needs guidance. 3. **Sensing** — Listen and empathise when someone is upset or facing challenges. 4. **Seeking and Asking** — Encourage input from experienced team members to leverage their expertise. By tailoring your leadership style to the situation, you can maximise your team’s potential. ## **7. Recognise and Celebrate Achievements** Recognition is a powerful motivator that boosts morale and reinforces positive behaviours. ### **Effective Recognition Tips:** - **Be timely** — Recognise achievements as they happen. - **Acknowledge joint efforts** — Highlight team successes to foster a collaborative spirit. - **Keep it consistent** — Make recognition a regular part of your routine. Motivation is like food — it needs to be provided consistently to sustain performance. ## **Conclusion** Motivating your team is about building trust, recognising individual contributions, and fostering a culture of respect and clarity. By implementing these seven strategies, you can develop a high-performance team that stays engaged and committed to achieving shared goals. As Richard Branson famously said: “Train people well enough so they can leave, treat them well enough so they don’t want to.”