(7) Leaders as motivators
Now imagine your style of leadership, how do you think you developed your style? Do you know what type of leadership styles you have? How often do you evaluate your leadership style? How do others see you as a leader and your leadership style? What has prepared you for the position you are in? Do you think training will help? What motivating skills do you possess?
This section of the handbook deals with leaders as motivators so knowing your leadership style could help you to identify your abilities of being a good motivator. First, lets identify what most leadership styles are based on. They are based on a person’s views, values, past leadership experiences, learning abilities, and cultural environment. However, in order to achieve the goals of the organization and motivate the employees the leader must remember some key factors in motivating:
7.1 Motivating Approaches
Develop approaches to motivate your employees. Communicate the task. Employees can see when you are passionate and when your passion comes across in explaining the assignment they will understand the purpose. However, understanding the purpose will help connect each phase of the task.
[Note: Remember not all employees will be motivated the same way so knowing your team can help.]
7.2 Work Environment
Create an environment where people will take pride in their jobs. Increased pride will produce job and customer satisfaction. Create an environment of trust and telling the truth will increase the trust level. Also, your employees will be more inclined to being motivated when you give as much detail as you can about the task.
7.3 Building Confidence
You can build confidence by allowing the employees view sand ideas to be added in the building of the task. By allowing them to add their views and ideas will connect them to the task. Provide constant encouragement and a feeling of sufficiency. Be open-minded and communicate effectively while allowing feedback.
7.4 Assigning the Task
Knowing your employees will help when assigning the task. Identify each employee’s skill level. Never give an employee a task in which they do not possess the skills to complete the task. When looking to gain value in the task place people in areas where they bring the skills required.
[Note: When an employee feels they are not adding value to the task they tend to be reserved and/or displeased with their own performance]
7.5 Training the Employee
Provide coaching to improve the performance of an employee. Create a culture that mentors to help expand their performance. Use team-building skills to bond the team while motivating them as the task progresses. Bring in professional development team for training purposes to strengthen the team.
[Note: Remember you employees are only as good as the training they receive.]
7.6 Recognition and Incentives
By recognizing your employee’s...