Daily Archives: October 21, 2013

6 WAYS EFFECTIVE LEADERS SHOULD MOTIVATE THEIR FOLLOWERS

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THEY ARE TRUSTWORTHY AND ETHICAL

Nothing demotivates humans more than a leader who seems to be out for himself at the expense of others and does not give credit to followers who deserve it or unjustly favors certain followers. A leader must be trustworthy and ethical and that basically means that he or she is honest and sincere or doesn’t lie and deceive in interactions with followers because telling the truth is the bond which makes efficient interaction possible and makes successful teamwork a reality.

Understandable concise communication which makes it obvious what a follower is expected to do and demanding accountability for a task with giving needed help and encouragement during the task is vital to maintaining trust.  When organization goals and tasks are not properly communicated and followers are left to drift on their own then this destroys a trusting relationship.

THEY HAVE AN OPTIMISTIC CAN DO PHILOSOPHY AND BEHAVIOR TO MATCH IT WITH PROPER ACTIONS

A good leader is confident in his or her ability and creates confidence in others with a dynamic optimistic attitude backed up with relevant actions. He or she isn’t afraid of change, will take reasonable risks, has a sense of urgency, and continues to inspire followers on a regular basis.

THEY HAVE LEARNED HOW TO DELEGATE AUTHORITY

Good leaders have trained one or more of their followers to take over the responsibility of leading others so that they can take a vacation and not be overly concerned about work not continuing in an efficient manner. Good leaders have one or more trustworthy followers who can take over their job if they are promoted in the organization or if they decide to take some time off from work.

THEY KNOW HOW TO SELFMOTIVATE HUMANS

They know that talented selfmotivated workers are the foundation of a successful organization and invest their time and energy in improving the motivation and performance of their employees.

THEY UNDERSTAND THAT THEY DON’T KNOW EVERYTHING AND CONTROL THEIR EGO

The successful leader does not portray themselves as a know it all commander in chief or leader of yes humans. They listen much to their employees and encourage input before they make a leadership decision which is appropriate to the circumstance.

THEY UNDERSTAND THAT LEADERSHIP REQUIRES IMPROVING RELATIONSHIP SKILLS

They realize that being lead is much different from leading which must give more attention to human relationships. Not only are the leaders needs and aspirations important but the needs and aspirations of employees must also be dealt with. You need to treat introverts slightly different than extroverts and you should also be aware of the good and bad relationships between employees and resolve them if possible.

If there is an employee who is just not communicating effectively with others and is becoming a demotivational force in the organization then the wisest thing to do may be to fire them and replace them with a more socially competent one. Teamwork means that all employees should be pulling in the same direction and benefiting the organization and not being the weak link in the chain of cooperation.

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10 THINGS GREAT BOSSES GIVE EMPLOYEES

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If the task or job is being done efficiently then give the employees autonomy and independence:

It gives employees satisfaction if they feel that they are doing a job or task right on their own. Don’t micro manage but do make suggestions if you think that efficiency could be improved with a slightly different technique. Giving autonomy and independence to a worker may encourage them to come up with more efficient or creative ways of doing a task or job better.

 

Keep the employee informed with clear expectations:

Despite having autonomy and independence the employee should be following basic rules of operation and if they are changed then the employee should be informed on a timely basis of the changes in rules. Whenever it is possible state the reasons for the changes in rules and how the employee will be affected by the changes.

 

Communicate meaningful goals or objectives:

Work is just boring work if the goals are not communicated to give work a purpose. Time limits and productive output quantity and quality can motivate an employee to meet those time and output goals and create satisfaction when they are successfully met.

 

Communicate a true sense of purpose:

It is motivating to feel like a necessary and useful part of a teamwork effort. Communicate what you want to achieve in your business and what to care about and why you should care about team effort designed to satisfy customers and even the community at large. Clearly state the purpose or goals of the business or organization and the important part which the employee is playing in it or doing.

 

Encourage suggestions and significant input from employees:

Self-worth will increase if an employee feels that their suggestions and input are important enough to be valued and considered in improving the efficiency of operations. Asking leading questions and probing gently for proposals on new ways to get things done more efficiently is very important and when a new idea is not feasible then some time should be taken to clearly explain why it is not a good enough idea.

 

Create a real sense of connection with moments of respect and admiration:

Everyone wants to be respected and admired and you can create this feeling in employees if you say a kind word once in a while, quickly discuss family circumstances, or ask if the employee needs help with something. A personal connection is frequently more important than group meetings and formal evaluations and shows that you appreciate the person and not just the worker.

 

Be reliably consistent and treat employees fairly with similar expectations for similar work being done:

Most employees don’t mind a boss who is strict, demanding, and quick to offer positive and negative feedback as long as the boss is consistent and treats everyone fairly without showing glaring favoritism to an undeserving employee. The more employees are told and understand why a decision was made, the less they will assume unfair treatment or favoritism. Employees will be treated differently because not all of them are as efficient in their job but a good boss will apply the rules consistently and give explanations for slightly different treatment to avoid charges of unfair favoritism.

 

Give private criticism for imperfect performance:

No employee is perfect and needs constructive criticism once in a while but it should be done in private and not in front of other workers to avoid shame and embarrassment on the part of the criticized employee.

 

Public praise and appreciation is sometimes helpful:

Your best performing employees will seldom need public praise because they are frequently aware of their excellence but public praise and appreciation may just be the proper motivation to turn an average employee into a better or great performer.

 

Give hope for a chance at a meaningful future:

Ask your employee what his future job plans are even if it is with another company and not necessarily rising up through the ranks in your company. If you show that you care about and support an employee’s future then they will probably care more about your business.

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