How do leaders motivate an unmotivated person?

Many leaders think that they can change people but that is not possible. People must change themselves. That doesn’t mean that leaders have no responsibility to people in their organizations in the area of motivation. It’s the leaders’ job to create an environment and culture where motivation is valued and rewarded. Below are ways to do that.

1. Start with motivated people: The best way to create a culture of motivation is to start with as many motivated people as you can. How can you identify motivated people? They usually have several of the following traits:

They exhibit a positive attitude

They can articulate specific goals for their life

They are initiators

They have a proven track record of success

And if you want people on your team to be motivated, you must be motivated yourself. People do what people see. We have to live it before expecting it from anyone else.

2. Understand the connection between relationships and motivation: people are motivated by leaders who connect with them and treat them like human beings. This might sound obvious but some leaders still miss it. Few things are more demotivating than working for someone who disrespect you.

3. Give each person a reputation to uphold: People often go father than they think they can go when someone else think they can. One way to show people that you believe in them and in the possibility of success for their future is to give them a reputation to uphold. Ask yourself what’s special, unique, and wonderful about each person on your team. All people have talents, skills, and positive traits that make them valuable to the team. Figure out what they are and share them with others. The more you validate people for the good things they do – or could do – the more they want to do them. Not only does this motivate them to perform in their strengths, it also encourages an environment where people say positive things about one another.

4. Reward what you want done: Most people will work for a reward they desire. If you want to create an environment where people are motivated, give them reasons to get things done. Rewards are motivating. Rules, consequences, and punishment don’t do anything to get people going. They merely keep people from doing their worst. If you want people’s best, give them incentives for performance.

Excerpt from “Good leaders ask great questions” by John C. Maxwell.

Visit www.ELTD.com.vn to know more about ELTD’s leadership  development and personal growth programs by John C. Maxwell.

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ELTD CO. LTD.

407/2 Su Van Hanh, Ward 12 – District 10 – HCMC

Tel: +848 3868 0687

Fax: +848 3863 2539

Website: www.ELTD.com.vn

Email: info@eltd.com.vn

Why people leave your company?

A survey shows that up to 65% of people quitting their jobs is because of the direct bosses. The employees themselves still love their jobs and the company still gives them benefits. But they leave because of bad relationship with their supervisors. In other words, they don’t leave jobs, but they leave leaders. These are the 4 types of leaders who will cause employees to leave.

(i) Leaders who undervalue employees: For the employees, nothing is more motivating to them than listening to the positive feedback or praises from their boss. For many leaders, criticism or blaming is easier to do than praise or commend. The reason is, in order to praise or commend, we must believe in the ability of our staff, then recognize their contributions – no matter how big or small. And to do this, we need certain time and effort. If not, our praises won’t be perceived as being authentic by our staff, and they will lose their meaning.

(ii) Leaders who are untrustworthy: Employees will never contribute their full capacity if they have to work with a boss that they don’t trust. A recent survey from Manchester Consultancy showed that these 5 behaviors or traits were the top reasons to cause the leaders to lose their trustworthiness.

Do not follow through with what they say

Care about personal gains rather than the benefits of the team

Withhold information

Lie or only tell part of the truth

Narrow-minded and conservative

(iii) Leaders who lack capacity: One of the number one complaints from employees is that they have to work with incapable leaders. These leaders will always cause the staff to lose direction and not be able to focus on the most important tasks. If the employees have strong experience or skills, they will worry that their leaders will mess things up, and if the employees themselves also lack experience and skills, they will not know what to do. In both cases, the leader’s lack of capacity leads to low efficiency, energy, and excitement.

(iv) Leaders who lack confidence: Even if leaders show respect toward employees, uphold integrity and capacity, the employees may still want to leave if the leaders lack one important character: confidence. Leaders who lack confidence have the tendency to thirst for power and praise from others, so they usually show worries, suspicions, lack of trust, or jealousy. In many cases, the lack of confidence shows less clearly – through the way the leaders see that fast-growing and highly capable employees are a threat. Because of that, they don’t want to develop and train employees to achieve full potential, and make themselves become “irreplaceable” so they can stay at the leadership positions as long as possible. Employees who work with such unconfident leaders are like eagles without wings; they cannot fly high and far. And one day, they will leave the company to find a new environment, with new leaders to help them reach their maximum potential.

Adapted from “Leadership Gold” by John C. Maxwell.

Visit www.ELTD.com.vn to know more about ELTD’s leadership  development and personal growth programs by John C. Maxwell.

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ELTD CO. LTD.

407/2 Su Van Hanh, Ward 12 – District 10 – HCMC

Tel: +848 3868 0687

Fax: +848 3863 2539

Website: www.ELTD.com.vn

Email: info@eltd.com.vn

Best leaders don’t manage time

One day in our life can be seen as a suitcase, of the same size as anyone else’s suitcase. The same suitcase, but some people can keep more things in it than others. The reason is: they know what items to keep, and how to keep them nicely. So “time management” is in fact “self-management”, and we can learn how to do it so to choose the important tasks, and carry them out most efficiently. To manage ourselves better, we must avoid making these three mistakes.

1. Do what others want us to do: As leaders, we want to make a difference, create influence, or develop relationships to achieve our personal or organizational goals. Because of this reason, sometimes we tend to waste our time doing something others expect us to do (such as helping them solve their problems). The result is, we are always busy but not very effective, because most of our time is spent on unimportant tasks.

2. Do unimportant tasks: How to be sure that what we are doing is important and worth the time and effort? The below formula can help us assess the priority.

Step 1: Assess the importance of the task (I)

Categorize the tasks into 5 levels (according to the score of 1 to 5) as follows: (i) Very important and necessary to do (5 points), (ii) Important (4 points), (iii) Slightly important (3 points), (iv) Necessary (2 points), (v) Not important (1 point).

Step 2: Assess the urgency of the task (U)

Need to complete by This month = 5 points

Need to complete by Next month = 4 points

Need to complete by This quarter = 3 points

Need to complete by Next quarter = 2 points

Need to complete by This year = 1 point

 Step 3: Multiply (I) and (U), we will arrive at three different priority levels

Level A (16-25 points): Very important tasks that need to be completed by this month

Level B (9-15 points): Important tasks that need to be completed by this quarter

Level C (1-8 points): Unimportant tasks that need to be completed by this year

We must take important note that in the list of a leader’s tasks, there should not be any (or should have very few) tasks that need to be done within today or this week. The reason is, the leaders need to see further than everyone else, and need to plan the strategies at least 1 month in advance, sometimes even 6 months or 1 year. Otherwise, we will always be unprepared and chasing after problems or crises.

3. Do something we have not been trained or taught to do: There’s a saying: whatever we have done can be done better. If training and development is crucial for employees, it’s even more crucial for leaders. That’s why we need to choose to do something that helps us:

Increase our personal value

Maximize our strengths

Be happier

Be more effective in coaching and mentoring

Add value to others

Adapted from “Leadership Gold” by John C. Maxwell.

Visit www.ELTD.com.vn to know more about ELTD’s leadership  development and personal growth programs by John C. Maxwell.

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ELTD CO. LTD.

407/2 Su Van Hanh, Ward 12 – District 10 – HCMC

Tel: +848 3868 0687

Fax: +848 3863 2539

Website: www.ELTD.com.vn

Email: info@eltd.com.vn

Best leaders are listeners

We always know that listening is one of the most important skills for effective communication, and for leaders, this skill is even more crucial – because of the following reasons.

1. We must understand others before leading others: Leadership ability begins with understanding others. We cannot connect and motivate our staff if we don’t know their concerns and needs. The best way to start is to spend time to really listen to them. This is the first and most important responsibility of a leader.

2. We must listen to simplify the problems: The Cherokee – native American people – have a wise saying: “Listen to the whispers – so that later you don’t have to listen to the screams”. Effective leaders care about the small things. They also don’t forget to listen to their intuition. More importantly, they always pay attention to read between the lines – to listen to what people don’t say. This requires them not just to listen effectively but to possess a skill to understand others and a learning mindset when accepting feedback or criticism. Leaders must know how to listen to what they need to listen – not what they want to.

3. We must listen to build trust: Employees will only be motivated to understand and buy in our messages when they see that we can truly listen, understand, and respect them. Otherwise, if they feel that we don’t really listen, they will slowly lose their trust and the leader-employee leadership will deteriorate. For a leader, nothing is worse than losing the trust of his or her people.

4. We must listen to improve the performance for the whole organization: Car manufaturer Chrysler’s ex-President wisely said: “The difference between a large company and an ordinary company lies within the group of leaders who know how to listen.” It means the ability to listen must be practiced at all levels of the organization: employees, colleagues, customers, suppliers, and even competitors.

There’s an interesting survey, saying that we can listen to only half of what others say, truly pay attention to only half of what we listen, understand only half of what we truly pay attention to, believe only half of what we understand, and remember only half of what we believe. If we use this “formula” to our daily work, we have:

Total duration in which others talk to us: 4 hours

  • We can listen: 2 hours
  • We truly listen: 1 hour
  • We understand: 30 minutes
  • We believe: 15 minutes
  • We remember: no more than 8 minutes (of everything that others tell us)

When we have more power, a common problem is that we become less patient toward our staff. We want them to work fast, think fast, and get the results fast. This “fast” mindset sometimes causes us to forget to listen. When we don’t listen, it means we don’t care and this is when our leadership ability is seriously affected.

Adapted from “Leadership Gold” by John C. Maxwell.

Log in to www.ELTD.com.vn to know more about ELTD’s leadership  development and personal growth programs by John C. Maxwell.

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ELTD CO. LTD.

407/2 Su Van Hanh, Ward 12 – District 10 – HCMC

Tel: +848 3868 0687

Fax: +848 3863 2539

Website: www.ELTD.com.vn

Email: info@eltd.com.vn