When details are the enemy of alignment.
It is well known that sometimes the urgent distract us from the important. Right now, at the top of a new year in a season of change and uncertainty, is one of those times you want to see what is most important clearly.
A mistake leaders can make right now is being too anchored on the particular details at the expense of the people you're leading. Yes, you are responsible for the details but the harder task may be leading people through the challenges they will face.
When it comes to having an integrated team, often times it is an over-reliance on details that give us a sense of control that deteriorate the alignment of the team. True alignment involves connecting people to a deeper purpose and empowering to do great work together.
The question for today is how will you motivate the people you lead through the challenges and opportunities that lay ahead?
These reminders come courtesy of John Maxwell.
Three Things that Motivate People
1. Significant Contributions
People want to do work that matters and makes an impact. This is where knowing your company's core conviction and purpose come into play. Clearly and consistently connecting your team's efforts to conviction, purpose, and impact will not only make their work more enjoyable but will lead to higher performance. As people anchored in convictions and connected to higher purpose, I believe this is an area of leadership that Christians should be able to have a unique strength in. Help your team see and celebrate their meaningful impact.
2. Goal Participation
People want to shape and create their goals and what they're working toward. Some leaders struggle with delegation, others with providing clear direction. The sweet spot here could be providing Commander's Intent for your team and then empowering them to create the plan to accomplish the mission. Don't mandate or confuse, delegate and empower.
3. Positive Dissatisfaction
People like to solve problems. Your organization exists to solve problems. The lives of the people on your team have been improved by someone solving a problem for them. Let your team identify big problems that they can solve collectively and smaller problems that individuals can solve. Detached or aloof leaders struggle here because the best way to do this is by listening and seeing the needs in the people around you. Others may struggle because they want to keep the status quo or take problems personally. Humility and, again, empowerment go a long way here.
Which one of the three will you put into practice this week?
I hope these were good reminders for you. Next week we'll look at four things that de-motivate people.
