Tag Motivational Leadership

How to be a More Inspirational Leader

Steve Keating 4 Comments

Whenever I ask people in leadership positions where they need the most help I hear, “I need to be more inspiring.” “I need to help my people be more motivated.” Those are common responses. So is the response I get when I ask “what are you doing about that? The answer to that question is most often crickets! 

Becoming a more inspiring leader requires a combination of personal qualities, effective communication, and the ability to motivate and empower others. Here are some key steps you can take to enhance your leadership in a way that inspires those around you.

  1. Lead by example. This one is huge. Whether you are a great leader, a crappy leader or somewhere in between you are leading by example. Your people are always watching you. They are watching to see if your words line up with your actions. They are watching to see if the “rules” that apply to them apply to you as well. They are watching to see if they can trust you. They are watching to see if you are worth following. They are always watching. Inspiring leaders demonstrate the qualities and behaviors they expect from their team members. You must be a role model who embodies integrity, passion, commitment, and a strong work ethic. When others see your dedication and positive attitude, they are more likely to be motivated and inspired to follow suit. Never forget, your people will do what YOU do about a thousand times faster than they will do what you say. 
  1. Communicate your vision. Clearly articulate your vision and goals to your team. Frequently. Help them understand the purpose and significance of their work. Provide context and explain how their contributions fit into the bigger picture. Effective communication helps create a shared sense of purpose and inspires people to work towards a common goal.
  1. Be a good listener. Actively listen to your team members and show genuine interest in their ideas, concerns, and feedback. In fact, don’t just show genuine interest, BE genuinely interested. Encourage open and honest communication. Create an environment where everyone feels valued and heard. By considering different perspectives, you can make better-informed decisions and inspire trust and respect among your team.
  1. Provide meaningful feedback. Offer constructive feedback and praise when appropriate. Recognize and acknowledge the accomplishments and efforts of your team members. Regularly provide guidance and support to help individuals grow and develop their skills. When people feel their work is appreciated and they receive guidance for improvement, they become more motivated and inspired.
  1. Foster a positive work culture. Cultivate a positive and inclusive work environment where individuals feel safe to express their ideas and take risks. Encourage collaboration, teamwork, and creativity. Celebrate successes and create opportunities for team-building activities. A positive work culture promotes enthusiasm and inspiration among team members.
  1. Empower and delegate. Trust your team members and empower them to take ownership of their work. Delegate tasks and responsibilities, allowing individuals to grow and develop their skills. Provide the necessary resources, support, and autonomy for them to succeed. When people feel trusted and empowered, they become more motivated and inspired to achieve their best.
  1. Develop your emotional intelligence. Emotional intelligence is the ability to understand and manage your own emotions and effectively relate to others. Developing emotional intelligence helps you connect with your team on a deeper level, show empathy, and navigate challenging situations with grace. By understanding and responding to the emotions of others, you can inspire and motivate them more effectively.
  1. Continuously learn and grow. Stay curious and committed to your own personal and professional growth. Seek opportunities for learning, whether through books, courses, seminars, or mentors. A leader who is constantly evolving and expanding their knowledge inspires others to do the same.

If you have been paying attention to this blog the last several weeks you’ll have likely noticed that each one of those steps have been covered in greater detail. Authentic Leaders help people succeed. They help common people achieve uncommon results by pushing them towards their full potential. Authentic Leaders know the way to success, they show the way to success and most importantly, they go the way to success. 

Remember, inspiring leadership is a continuous journey.  One that requires self-reflection, adaptability, and a genuine desire to positively impact others. By embodying these principles, you can inspire and empower your team to achieve greatness together. That is the essence of Authentic Leadership. 

The Motivational Leader

Steve Keating 1 Comment

When I do Leadership presentations and workshops I’ll frequently make the statement that people are naturally motivated. Not some people, ALL people are naturally motivated. 

That gets as much pushback as almost anything I say. “Leaders” in the room will respond with silly comments like “you’ve never met some of my people.” Or “I’ve got people you couldn’t motivate with dynamite.” 

My response is always some variation of “sounds like a leadership problem to me.” I say it jokingly but I’m not joking. I ask who is responsible for motivating people in your organization? I generally get no response. That’s understandable because they just told me they have unmotivated people. To admit it’s their responsibility to motivate them would be admitting that they are not actually leading. 

But everyone in that room knows that one of the primary responsibilities of leadership is to motivate and encourage the people they lead. But, like almost everything else worth doing, that is easier said than done. 

Here’s the thing. No one wakes up in the morning hoping their day will suck. No one begins life with the desire to drag themselves through every day. Everyone wants to do something that matters. That’s how we all start off. But somewhere along the line many people lose that enthusiasm and motivation. It is most likely stolen from them by bosses who couldn’t lead or they caught the “unmotivated bug” from friends and family who have given up on their own dreams. But they want to be motivated, they just need a little push.

If you’re in a Leadership position and you want to help your people get and stay motivated the first step is to STOP complaining about unmotivated people on your team and start actually leading them towards greater motivation. 

Next, schedule consistent one-on-one time with them. Ask them how they would like to structure this time together. Remember, for this time to be productive it must benefit you AND your people. This is your time to set clear goals and expectations and to discuss how those expectations will be measured. People NEED to know what’s expected of them and how those expectations will be measured. 

This is their time to share ideas, suggestions, and issues. People value relationships with their leaders and these one-on-ones are all about building those relationships. 

Here’s a crazy idea for discovering how to motivate your people. During the one-on-one ask them directly what motivates them and how you can help them remain more motivated. Do you know the goals, aspirations, and interests of the people you lead? It becomes far easier to motivate someone when you know what motivates them. Here’s the caveat to this question…they may not know the answer. At least not off the top of their head. That’s fine, ask them to think about it. About where they want to be in five years. About what they want to accomplish. For some of your people they may have never considered those questions before. 

If you want your people to know you care for them as people then ask about them as people. Yes, “the job” is important but as a leader you cannot afford to forget that “the job” is done by people. Real live human beings. 

Once they know what motivates them, and you know what motivates them, you can work together towards that common motivating goal. Authentic Leadership is about making human connections and there isn’t anything more human then helping another person achieve their life goals. 

It is very possible the pursuit of those goals will require learning new skills. As a leader one of your other primary responsibilities is to help your people grow. Now you know where to help them grow. Their commitment to you and the organization strengthens as you help them grow. So does their motivation to improve. They are not only motivated to do a better job for themselves, they are motivated to do a better job for you. 

When your people have doubts about their ability to grow, SHOW your belief in them by giving them purposeful work. Show them how their work makes a difference for you, for the organization and especially for themselves. Trust them to do the work without micromanaging the motivation out of them. 

Your belief in them might be the exact nudge they need to remain motivated when obstacles appear. It’s even possible you’re the first person who has shown them that level of trust and belief. 

Above all, create a culture where motivation thrives. Where people are encouraged to excel. Where mistakes are accepted as part of the growth process. A culture where people feel they matter. 

When you do all that there is no question about your leadership because you’ll have demonstrated that you are in fact, an Authentic Leader. You’ll even be a Motivating Leader!

How Can You Know?

Steve Keating 1 Comment

If you’re in a leadership position then one of your core responsibilities is developing the people you are leading. Key to developing your people is understanding what motivates them to accept change in their lives. 

So how can you know what motivates them? Well I have a rather shocking and provocative idea. 

You could ask.

I know that’s not really shocking or provocative. It only seems that way because so few people in positions of leadership flat out ask their people what motivates them. Many of those who do ask only do it within the confines of an annual review process. That is NOT nearly often enough. 

When you ask you should be prepared to receive no answer…at least at first. Your people may initially be surprised by the question since it’s so rarely asked. So give them a day or two and ask again. 

One of the reasons the question is so rarely asked is that many people in leadership positions believe the answer is likely to be “money.” As in, more of it. But Authentic Leaders know that money is seldom the answer because money is actually a very poor motivator. If people have enough money to pay their bills and meet their basic needs then more money isn’t likely to motivate changed behavior. 

Once you know what motivates them then ask a follow up question. Something along the lines of, “how can I help you attain and retain that motivated frame of mind?” 

Those two questions should be asked anytime you see one of your people struggling to keep themselves motivated. Asking shows you care. If you don’t care enough about them to help them remain motivated to reach their potential then you don’t care enough about them to actually lead them. 

So stay close enough to your people to detect reduced motivation in it’s early stages. The sooner you catch it the sooner you, and your people, will overcome it. Never forget, your most expensive employees are not the ones you pay the most. The most expensive people in your entire organization are those who are unmotivated and disengaged. They receive a paycheck and provide little in return. 

These days, no organization can afford that.

What Motivates Your People?

Steve Keating 1 Comment

I will often ask that question of people in leadership positions. Authentic Leaders have an answer. Other leaders have a response. 

 

The main difference between an answer and a response is the answer is based on what someone knows and a response is based on what they think.

 

Authentic Leaders know what motivates their people because they have asked them. Other leaders assume they know or they figure what motivates them will also motivate everyone else. 

 

Assuming they know what motivates another person is an all too common mistake of ineffective leaders. Every person is unique. They have different life experiences that shape their beliefs, their likes, their dislikes and their motivations. To assume otherwise is a fool’s errand. 

 

Authentic Leaders invest the required time to understand the unique motivators for each of their people. Sometimes that means helping their people discover what motivates them because oftentimes people don’t stop to consider this important question on their own. 

 

Authentic Leaders know that everyone is naturally motivated. Some people lose their motivation along life’s way and need to be reminded and refreshed. Some people just need help maintaining their motivation. 

 

Whatever circumstances your people find themselves in, one of your key responsibilities as a leader is to help them maintain or restore their motivation. 

 

There are leadership development programs that discuss “clues” to finding what motivates your people. There are leadership developments programs that offer tools like the DISC Test to help determine a person’s motivations. 

 

I’m not a big fan of any of that. I’m a fan of a leader talking with their people on a regular basis to truly get to know them. I believe Authentic Leadership requires that level of personal leading take place…frequently. 

 

If you want to know what motivates your people and how you can help them stay motivated to reach their goals and excel in their job and in life then ASK. The question will surprise people who have never been led by an Authentic Leader. Ask anyway!

 

Ask and then demonstrate another leadership characteristic they may not be used to…LISTEN to their answer. 

 

Disengaged employees can suck the life out of any organization. Unmotivated employees quickly become disengaged. When you lead your people to what keeps them motivated you give them and your organization a chance at lasting success.


Do YOU know what motivates YOUR people?

Recognizing People

Steve Keating 4 Comments

When Ronald Reagan was running for re-election to the Presidency of The United States he made a stop at a nursing home to chat with some of the residents. During a conversation with one gentleman in a wheelchair the President asked him if he knew who he was. The gentleman leaned forward in his wheelchair and gave Reagan a long look. Then while shaking his head he said “no, no I don’t know who you are but if you ask the nurse at the end of the hall I’m sure she’ll be able to tell you who you are.” 

 

I’m not certain that the story is true but I like it and it kind of fits with my post so I thought I’d share it. It only kind of fits with my post because this post is about recognizing people…just not that kind of recognition. 

 

This is a post about the importance of recognizing people for their efforts. The kind of recognition that Authentic Leaders regularly provide their people. 

 

I know the importance of recognizing another person’s efforts. The research shows that it is vital. People need to know what they do matters almost as much as they need air and water. 

 

And yet I struggle in this area. 

 

I struggle with this because I, like most people, fall into the trap known as the Tyranny of the Urgent. 

 

I do things that seem urgent to me rather than doing the things that are truly important. A very wise person once told me to never underestimate the absolute unimportance of nearly everything I do. Most of the stuff we do everyday won’t matter in 1 year, 5 years, or at the end of our years. Yet we do many of those things at the expense of the things that will matter.

 

Showing another person that they matter by giving them honest and sincere recognition is one of the most important and lasting things you can ever do. 

 

It doesn’t take much effort to find valid reasons for recognizing someone if you’re interested in trying. You’ll also quickly discover that recognition builds morale and improves attitudes. If you want to make an even bigger impact on someone then don’t just say it, write it on a note card and give it to them. Most people will look at it multiple times and even show it to family and friends. 

 

While it doesn’t take much effort to find reasons for recognizing someone it does require tons of discipline to do it consistently. Make the effort, it’s one of the nicest things you can do… for yourself.

 

In his 1936 book entitled “How to Win Friends and Influence People” Dale Carnegie said to “Praise the slightest improvement and praise every improvement. Be “hearty in your approbation and lavish in your praise.” 


It was outstanding advice then and its outstanding advice today. 

Everyone is Motivated

Steve Keating 3 Comments

Do you believe that everyone is motivated? You may have come across someone lately who isn’t. You may even work with someone who seems like they are never motivated. 

 

They may not be motivated today but they didn’t start out that way. Everyone starts out motivated… and then the world gets ahold of them. They start a new job and then they meet the boss, who it turns out is a champion at demotivating the team. Maybe they had a bit of bad luck and decided that life was against them. 

 

Then they meet you and you assumed that because they aren’t motivated today they never were. That’s yet another reason it’s never good to assume.

 

If you’re a leader then one of your main responsibilities is to find ways to motivate your people. It’s easier to keep someone motivated than it is to drag them from the unmotivated depths. That’s why you should make motivating every member of your team a priority everyday.

 

That starts with providing them an environment where they feel valued. An environment where they can see how they fit in and how they make a difference. Never let your people wonder if they are valued because feeling as if they are not is one of the fastest ways to destroy their motivation. 

 

Motivating your people is not something you do when you find the time. You must be very intentional and plan time into each day to ensure that you’re keeping your people engaged. If you feel as if you don’t know what motivates your people then here is the best suggestion I can give you: ask them!

 

Yes, have that conversation with each of your people from time to time. Simply ask them what motivates them and how you can best help them stay motivated. I am frequently asked by people in leadership positions how to best keep their people motivated. I usually give them a generic kind of answer and then admit I have no idea. 

 

I have no idea because every human being is unique and the only way to know how to motivate someone is to ask them. Ask them and then give them a day or two. They will likely need that time to come up with a meaningful answer because most people don’t sit around thinking about what motivates them. Give them that time to provide you with a thoughtful answer. 

 

You’ve never met a person who started out as an unmotivated individual. Something or more likely someone demotivated them along the way. A key responsibility of a leader is to lead that person back to a fully motivated life. Once an Authentic Leader gets them there they invest time in that person to keep them there. 

 

If you don’t have the time to motivate your people then you don’t have time to lead. 

Motivational Leadership

Steve Keating 14 Comments

I’m often asked “how do I keep my people motivated?” Sometimes the question will pertain to a particular person such as “How do I motivate Bob?”

In either case my answer is almost always the same. Now I know it’s not a good practice to answer a question with a question but for these instances I make an exception. My answer is “I don’t know, what does “Bob” say when you ask him what motivates him?”

I’m usually answered with silence.

I just kind of let that silence hang there for a few seconds and then I expand on my answer. I tell them, honestly, that I can’t have any idea what truly motivates a particular person or team unless I’ve asked the team or person.

One of the key responsibilities of a leader is to help their people stay motivated. That being the case I am always surprised at how few leaders know what motivates their people. They either guess or they try to motivate them with the most common, strongest motivators: fear, anger, and spite.

Just because those are the strongest and most common motivators doesn’t mean those are the best motivators. They are not!

If you want to know what motivates your people or if you want to know how to motivate your people then ask them. They may not have an immediate answer so give them a day or two to consider the question. Encourage them to give it serious consideration because their answer could be the key to unlocking the door to their future success.

When talking with your people about their motivation consider these questions:

What are you passionate about?
What work would you do for free if you could afford it?
What could I do to show you how important you are to me and our organization?
What are your hobbies and interests?

I’ve talked to leaders about asking these questions and I usually get the same two “hesitations.” The first one is that the questions seem “weird.” It seems to the leader that it is too personal or invasive to discuss these matters. My answer to that is always the same… leadership is about people, people and nothing but people. If you think it’s “weird” to truly get to know your people then you will struggle as a leader of those people.

By the way, the questions are only “weird” to the person asking them for the first time, to the person being asked they generally feel good about someone caring enough to actually ask.

The second hesitation is one of time. They say they simply can’t afford to “spend” the time getting to know their people. Keep in mind, these are the same leaders who would proudly say that their people are their organization’s greatest asset. If they don’t have time to spend on their most important asset then what are they spending their time on?

I encourage leaders to NOT think in terms of “spending” time “on” their people but rather to “invest” time “with” their people. It’s a change of mindset that can make a huge difference in how a leader interacts with their people.

One last thing…. when you discover what motivates your people then use it to THEIR benefit and yours.