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.”