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Eight Ways to Motivate Your Team

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Eight Ways to Motivate Your Team
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Featured article by Dave Ferguson in CEOWORLD magazine. Reprinted by permission.

Consider these two types of calls to customer service.

Call Number One

A very unenthusiastic voice answers with a sigh. You explain your situation and ask for help in resolving an issue. As you ask questions, you sense that they are going through a checklist and responding with “canned” answers.

Ultimately, you are met with a response such as, “We can’t help you with that. You will need to call [another company or another department or another time].”

Or they may say, “This works for us. It should be working for you as well.”

Only you know it is not working. They offer no further alternatives, and then utter these infamous words: “Is there anything else I can help you with today?”

Now, in your mind, you know they did not help you with your first request; and you know they do not really want to help you with anything else. So, you hang up the phone, exasperated.

You are now an unhappy customer.

Call Number Two

“Hello, this is ABC Company, Joe speaking, how may I help you today?”

Joe’s professionalism and enthusiasm are immediately apparent. His energy sets a positive tone for the conversation.

You explain your situation. Joe listens intently. He confirms his understanding of your request and begins to find a resolution. If it is within his ability, Joe will take care of it immediately. He may offer a workaround if it is a custom situation.

If it needs to be escalated, he will let you know, and then promise to follow up the next day with the escalation team and keep you posted on progress. He does exactly as he promised.

Joe does not give up until you are happy with a resolution to your issue. He has essentially partnered with you to resolve the issue.

Not only are you a happy customer; you now have a great deal of trust in the company, based on your encounter with Joe.

This is the power of the front line.

Companies spend a great deal of money on marketing and advertising. But how much has your company invested in its front line?

Why does this matter?

It is because your most valuable customer is the one who returns and recommends you to others. Why would you invest so much to get them and so little to keep them?

In a previous article, we talked about how important it is for leaders to motivate themselves.

In this article, we will talk about how you, as a leader, can motivate your team.

Make sure they are placed well.

It could very well be that the representative on call number one had the potential to be a good employee if they were placed in the right position.

For example, you may have an introverted employee who works well in a quiet setting, with minimal supervision. They may be a programmer, for example, or a very detail-oriented accountant. If you place that person in a customer service position, it will be challenging for them to stay motivated long-term. People drain their energy.

On the other hand, if you have an employee who is a helpful “people” person and you place them in this position, it will give them energy.

If you place your people well, you add energy to each individual and to the team. And they will convey that energy to the customer.

Own the responsibility.

While it is true that motivation must come from within, you as the leader must own the outside forces that feed that inner motivation for each of your employees. Place them in the right position. Provide an environment that fits them well. Consider ways to show that you care for them as individuals and not just as part of a corporate machine. Ensure they are well-equipped and trained for the job.

If your team is not motivated in their work, ask yourself if you are doing your part to spark their inner motivation.

Thank your team specifically.

When a team member does something well, be sure to thank them specifically for what they have done. Nothing is more motivating than to sincerely be appreciated for something specific.

Invite their input.

Company suggestion boxes have become the source of sarcasm and jokes. “Put it in the company suggestion box. No one looks there anyway.”

Sadly, there is truth in that.

Leaders often say, “Give us suggestions, send us your ideas, let us know your thoughts.”

But few of those are heeded. And it is not because they are not good ideas, suggestions, and thoughts.

A wise leader will ask for input and take action when it makes sense for the organization to do so. And then report back to the employee that you have done so.

Do you want to motivate your team? Listen to their input and take action.

View them as experts.

Leaders can get into the mindset of thinking only they and their peers know what the company needs to thrive. But a wise leader will take the time to get feedback from the front-line experts, and especially those who deal directly with the customers and systems of the business. While company leaders may be experts in areas like vision and strategy, these team members have expertise as well…in operations, accounting, systems, and customer-facing skills.

If you are only meeting with your peers, you are missing a wealth of expertise. Expanding your circle of expertise not only adds value to the organization, it generates enthusiasm across your team to know they are recognized in this manner.

When individuals are given the chance to contribute their expertise, they are self-motivated to do their best work.

Attitude modeling

There are times when lack of motivation feeds from the top down. For example, if there is a high level of customer dissatisfaction, there will likely be a front-line issue. If you look beyond the front line, you may find that a leader with an attitude issue is having a trickle-down effect.

Leaders are people, just like anyone else. Everyone has good and bad days. But as a leader, your people look to you to set the example. Keeping a positive attitude in the face of adversity not only motivates you; it motivates your entire team.

Take time for them.

Your team will give you their best effort if they feel a connection with you, the organization, and the vision. This means communication is key. Share the bigger picture vision and goals with employees at all levels of your organization. Working together to accomplish a goal is highly motivational.

Empower them to make decisions.

In previous decades of business, the hierarchal model was the accepted norm. Today’s business is much more collaborative. As such, it makes sense for you to give your employees boundaries of authority that are appropriate for their area. If they can help solve a customer’s issue, and they know they have some leeway to do it, they are more apt to be motivated and enthusiastic.

Is your team motivated to serve well? Are you?

PE 101

The registration for our next class is now open. I’m excited to once again be sharing the stage with Titus Bartolotta and others.

The program is four half-day group workshop-style sessions that, combined, make up a really amazing experience.

Where:
9820 NorthCross Center Ct.
Huntersville, NC 28078

When:
April – 12th & 26th
May – 10th & 31st

Time:
8am – 1pm

If you are interested, reach out to me directly (email Dave@LivingtoLead.com), and let’s get you registered. I’m giving away a FREE coaching session to a few early birds.

Dave FergusonDave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

A Three-Part Plan for Finding Motivation

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A Three-Part Plan for Finding Motivation
Image Credit: Shutterstock

Featured article by Dave Ferguson in CEOWORLD magazine. Reprinted by permission.

Leaders are often faced with the challenge of keeping their team motivated.

But…who motivates the leader?

Leaders are people, just like everyone else. And like others, there are times when they lose momentum, get weary, feel rudderless, or suffer from apathy. During these times, motivation becomes a challenge, even for those who are naturally goal-driven.

Who motivates the leader?

Ultimately, the leader motivates the leader. But when there is nothing left within, he or she must also know where to find outside help.

What can you do to get your motivation back?

This three-part plan, mostly crafted in advance, will get you back on track quickly.

1. Examine Your Wheel of Life

When you are off your game, it means some area of life is out of order. This is why, in coaching, the wheel of life is addressed on a regular basis.

The areas of the wheel are as follows:

  • Physical
  • Mental
  • Social
  • Spiritual
  • Relationships
  • Finances
  • Work

If you lack motivation, visit each area, and ask yourself if something in that area is de-motivating you.

For example, you may have just completed a major initiative. Work has had strong focus for weeks, with all hands on deck and high alert. But it paid off with a highly successful launch.

Yet, suddenly, on the heels of great success, you find yourself de-motivated. When you look at your list of upcoming initiatives, you feel a sense of dread. You can’t convey your enthusiasm to your team for the next goals because, frankly, you don’t have any enthusiasm.

This is a warning signal for you to check your wheel of life.

When you do, in this scenario, you will see how spending so much time on work has impacted other areas. This often happens without conscious awareness until you stop and examine each area.

Physical recalibration is one of the first areas to address. Good health is central to everything you do in life. It is a game changer. To regain motivation, first be sure you are rested, well-hydrated, nourished, and refreshed by physical activity.

Beyond that, look to the other areas that need to be adjusted. Perhaps as part of that work cycle, you tapped into a great deal of mental energy. You will need to refill the bucket.

Relationships are often impacted by a heavy work cycle, so be sure to spend some time with those who mean the most to you.

While many bosses will push themselves and their teams from one intense sprint to the next, with no break in between, wise leaders will pause between initiatives to refresh the wheel of life and allow their team to do the same. Even a short pause can make a difference.

2. Determine Your Personal Motivators

There are essentially four types of personalities, with varying combinations. Each type is motivated and recharged in different ways. For some, doing something active outdoors will quickly re-charge their batteries; while for others, being indoors and reading a book is highly energizing. Some are energized by socialization; others are drained by it. Motivators are different for each person, but every person needs them.

Identify yours ahead of time. Write them down. As a leader, it is not a matter of “if” you will need them; it is a matter of “when.”

Energy is everything to a leader. When you lack energy, do something on your list.

3. Identify Your Motivational Team

As a leader, you may not be a direct report; but you do need to create a system of support and accountability. You can do this by proactively identifying your motivational team.

A good motivational team will include four key types of members: mentors, partners, supporters, and mentees.

  • Mentors will guide you and hold you accountable during those times when you do not feel engaged.
  • Partners will provide the collaboration you need to ignite new ideas; and new ideas bring renewed motivation.
  • Supporters are essential to motivation. Those who support you will keep things moving, even when you need to step away and re-charge. Support comes from two facets: systems and people.
  • Mentees are often overlooked as part of a motivational team, but their role is critical. They give you purpose and a path to legacy. And there is no greater motivation than purpose.

It is important to identify your motivational team ahead of time so that when you hit a wall, you have a place to turn. Each of the four team roles is critical. If you short-circuit even one of them, you are short-circuiting your ability to experience full impact.

Are you a leader experiencing a lag? Be assured, this is normal. But staying there is not. Follow the plan above, tap into the resources you have identified, and your motivation will return.

PE 101

The registration for our next class is now open. I’m excited to once again be sharing the stage with Titus Bartolotta and others.

The program is four half-day group workshop-style sessions that, combined, make up a really amazing experience.

Where:
9820 NorthCross Center Ct.
Huntersville, NC 28078

When:
April – 12th & 26th
May – 10th & 31st

Time:
8am – 1pm

If you are interested, reach out to me directly (email Dave@LivingtoLead.com), and let’s get you registered. I’m giving away a FREE coaching session to a few early birds.

Dave FergusonDave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

Three Ways to Create a Legacy Management Plan

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Three Ways to Create a Legacy Management Plan
Image Credit: Shutterstock

Featured article by Dave Ferguson in CEOWORLD magazine. Reprinted by permission.

Several years ago, a rebranding trend made its way into the financial world. “Retirement Planning” became part of “Wealth Management.”

There are numerous reasons this change was made, one of which was the perceived value it created in marketing. Another interesting reason was because companies began to realize that “retirement” was not always the goal; and that using the term no longer resonated with their more active and engaged clients.

What most people desire, at any given point in their career, is purpose and fulfillment. Managed wealth allows them to be able to do what they most desire to do.

The sad part is that most put off the idea of purpose and fulfillment for when they can “retire.” They treat it as a delayed gratification that is only available after decades of doing work that they do not enjoy or find fulfilling.

What if you could have both a rewarding career and purposeful fulfillment in your work?

The good news is…you can. In fact, there are more resources available now than ever to make this possible.

Let’s say, for example, that you want to retire so you can travel. In previous decades, travel was normally limited to short weekend getaways or two weeks a year. Now, however, there are millions of people leading businesses and traveling on a more frequent or extended basis. Technology and the nature of business has made this possible.

For some, making a difference in the lives of others is a compelling passion, yet they have little time to do volunteer work. As a leader, you have a major opportunity to make a difference, not only after your career when you have more free time, but throughout your entire career.

How?

You can make a difference every single day by serving your team. You provide income to families who need it, and help people grow personally and professionally. In fact, leadership done right is one of the most fulfilling professions of all. It creates legacy.

Consider a certain CFO who managed to create a highly profitable company that served a city for decades. This company provided employment, and also created enough wealth to give back to the community. The CFO traveled the world, negotiating deals with leaders of major corporations; but she also was known to frequent the manufacturing floor. Board members knew and respected her immensely; and employees loved and appreciated her for caring sincerely about their well-being.

As she approached her sixties, she began to consider retirement. But given that she had been with the company for decades, replacing her proved to be a challenge. So, she stayed. One year…three years…ten years more. Finally, she was able to retire.

Not long after, she passed away from cancer.

Now some may consider it a tragedy that she had spent so much of her life working, only to have it end so abruptly in the prime years of retirement.

And it would have been tragic, except that she had fully lived every year she worked. She didn’t wait until retirement to spend time with her family, become an artist, write a book, help others, enjoy nature, or travel the world. She did those things while she worked; and in fact, they were integrated into her life on daily basis.

As an executive coach, I meet leaders every day who are sacrificing other areas of life in order to have a successful career. The impact takes its toll on their health, relationships, and their own personal development. These leaders will someday come to the end of a successful career only to learn that they cannot pack a lifetime of purpose into a few short years of retirement.

While there will always be limitations of time, and no one can do everything at once; there are ways to create an intentional life, where you live your values and find great purpose in your life and work every single day.

Here are ways you can create purpose and find fulfillment across your entire life, not just when you retire.

  1. Know your values.

This is foundational. If you do not know your values, you will spend a lifetime in search of an undefined vision. Take the time to define your values. It has the potential to change the trajectory of your life.

Have you taken the time to identify and write down your three to five values?

  1. Intentionally plan each day and week with those values in mind.

My top three values are addressed daily, and I have ways of keeping myself accountable to them. This has created a great sense of fulfillment, which has also carried over into other areas of life. Failing to plan intentionally means you will fall prey to the intentions of others. You will be living their purpose and not your own. Do this long enough, and you will be at the end of your life wondering why you never quite got around to living your purpose.

Do you have a system of intentional planning?

Click here for a complimentary copy of the Playbook for Setting and Achieving Goals.

  1. Live your values now.

As a coach, I can tell quite quickly if someone is going to reach a goal. If I hear the word, “someday,” it is a pretty good indicator that they will never reach the goal.

But if they say, “I am going to write a book. I will write for one hour each day from (date) to (date),” I know that I am talking with someone who is living with purpose and intention. They know their values, have set goals, and are creating a habit to support those goals. In addition, they have made a commitment for accountability. These are all great indicators of success.

Are you taking action NOW to live your values and create legacy?

In addition to your “Wealth Management Plan,” do you also have a “Legacy Management Plan?” Like any investment plan, you get the best results if you start early, make regular deposits, and manage it carefully.

Dave FergusonDave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

Why It is Important to Experience the Full Cycle of Success

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Why It is Important to Experience the Full Cycle of Success
Image Credit: Shutterstock

 

Burnout and boredom.

No matter what your career or leadership level, you will sooner or later (or more likely sooner and later) encounter these two facets of work.

There was an attorney who went into law mainly because his parents urged him to do so. “There is good money in the legal profession,” they said, out of genuine concern that their son would have income security.

A good son, with great respect for his parents, he dutifully went to law school, hated every minute of it, but did extremely well. He graduated and went on to an equally successful career.

Then one day, in his mid-forties and experiencing severe burnout, he realized the hot dog vendor he visited frequently outside his office was happier in his job than he was.

To the shock of many, he quit his job and purchased a hot dog stand.

Not only did he find joy in his new career; he went on to expand the business. In time, he was making more income than he did as a successful attorney. He found work he enjoyed in an unexpected place. And the legal training took its rightful place in his career – it served him as the businessman he had always yearned to be.

In my work as an executive coach, it is not uncommon to work with someone (or a team) who has this type of “burnout in success” syndrome.

Burnout and boredom are the “check engine” lights for leaders at all levels. They indicate that something you are doing in some area is not working optimally, and that something needs to be addressed.

  • Burnout is an indicator of overload.

It signals a need for you to rest in order to recharge physically, and in other areas as well. Failure to do so is like driving a vehicle without oil, and we all know the consequences that can come of that.

  • Boredom is an indicator that you need a new challenge.

Its effects are similar to burnout, in that your energy will be low. But the action you need to take is quite different. In the case of boredom, adding something new and challenging to your work will serve to recharge your battery.

As I work with leaders facing these issues, it becomes clear that there is often a combination of both factors going on, and so it requires a time of retreat and then a pursuit of new challenges. This is why I especially enjoy doing leadership retreats. They give individuals and teams the chance to recharge and also reignite their passion for their work.

It is amazing how a little rest, time in nature, and a change of scenery helps clear the mind for better strategic thinking, goal setting, and problem solving.

For this attorney, changing careers was exactly what he needed to do. The passion to lead his own business was so deeply entrenched in his being that nothing else could take its place.

For others, it may not be a matter of changing careers but changing something in their careers that is needed.

Delegating some duties in order to take on ones that are a better fit or taking a different position in the same company are solutions for some.

For many, getting to the “why” of what they do is key. If they are “people-focused” but trapped by success in a corner office, they may do well to purposely leave the office several times a day in order to engage with their team or customers.

Boredom and burnout can hit at unexpected times.

Many leaders find that, after reaching a major milestone in their business, career, or income – at a time they would expect to have high energy – they experience a combination of fatigue and apathy. These are burnout and boredom in disguise.

Therefore, it is important to experience the full cycle of success – develop, launch, and celebrate; then rest, reflect, and seek a new challenge. That feeling of fatigue and apathy is a normal pattern that follows success. It is your indicator to finish the cycle of rest and reflection followed by taking on a new challenge.

Not only is this important for leaders as individuals; it is important for teams. Your team works hard to reach milestones; help them finish the cycle of success before diving full throttle into the next phase of development. The last half of the cycle does not have to be lengthy, but it is necessary. It could be the period of wrap-up after a major project, where your team has time to document the process and reflect on ways to improve it for the future. It could be an administrative day for a business owner or it could even be a day out of the office for a time to think and plan.

This cycle of action plus reflection is healthy for businesses and individuals.

Are you taking time to experience the full cycle of success? Are you allowing your team to do the same?

 

 

Dave FergusonDave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

What Will You Add This Year?

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What will you add this year?
Image Credit: Shutterstock

 

In the previous article, I posed a question: “What will you subtract this year?”

Apparently, it hit a nerve, as it was one of the most-read articles to date. It was all about ways to better use time – to free up time for the things that matter most to you, personally and professionally.

If you have not read that article, take a moment and do so now…before the next distraction or demand hits.

In this article, I want to address the phase that comes after subtraction: What do you need to add?

Have you ever had a marathon office cleaning session, where you managed to clear your desk? It felt great, right? You could sit down to work with a clear mind. That usually lasts about…one day, or for some, one hour.

Why is this?

The return of overwhelm comes because there is no process for preventing it.

Step 1 was Subtraction – Declutter those things that adversely impact your time.

Step 2 is Addition – Determine focus and create a process that keeps you from returning to overwhelm.

Here is a personal example.

Several years ago, I was a successful executive. I also owned and operated several side ventures and a good amount of real estate. On the wheel of life, “Work” was taking over, which is common among executives. But with so much focus on work, as you would surmise, other areas began to suffer.

After a wakeup call with regard to my health, I realized I needed to declutter some parts of my life to create greater margin, which I did.

But that wasn’t enough.

Fill the void.

Here is a fact of life: Voids will be filled.

That empty spot on your desk; the open calendar space; that time you decided to use for exercise…these will all be filled.

The question is: Who or what will fill the void?

Jim Rohn said it well: “If you don’t design your own life plan, chances are you’ll fall into someone else’s plan.”

This is why Step 2 is just as important as Step 1.

Step 1 creates margin.

Step 2 determines who or what fills it.

I had managed to create margin, which is both an accomplishment…and a considerable adjustment.

I quickly realized I had to take another step – the step of intentionally filling it.

I determined my three main priorities and created boundaries on time spent working, and scheduled in time for exercise, reading, and being out in nature to fill those spots previously used for work. My calendar was full, but full of very purposeful commitments to each area of life.

“Wait a minute!” you may be thinking. “First you advocate subtracting to create margin, and now you’re refilling the margin?”

Exactly.

Only this time, I did it with great intention. And that has made all the difference.

It has provided a measure of balance in other areas of life, and contrary to what you might think, business and career have improved with the broader focus to all areas and less time in just work. In fact, I am now a healthier and more energetic leader than I was before.

No matter your position in leadership, I urge you to take these two steps. As a leader, you must be strong for your team, and energetically, you set the pace. Addressing all areas and not just one will help you be a more effective leader.

For Step 2, review your wheel of life.

Honestly assess each area as I do with my coaching clients to determine where adjustments need to be made.

  1. Spiritual Health
  2. Personal Development
  3. Physical Health
  4. Business and Career
  5. Relationships
  6. Financials

Where do you need to add?

Where do you need to subtract?

Create margin, then fill it intentionally. Be the best leader you can be.

Dave FergusonDave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

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