Last week, I led a leadership workshop for a group of senior executives, employed by one of the world’s largest airlines: During an open session on the second day, I was asked by one of the delegates – who is responsible for coaching the next wave of leaders – if I could encapsulate all of my advice in a few short paragraphs, what would I say?
It is not possible to share my full response, but here is an extract …
Within every business, there are recognized criteria for people development, and I call these the “People Developers” They are, in no particular order ….
These four factors are inter-related and overlap. One factor may be more important to one individual than another and it is your job, as a leader, to ascertain what others require in their development.
Let’s look at these motivators as they relate to the development of your team and your leadership.
Satisfaction – a sense of personal accomplishment that a challenge has been met and the job has been well done. For most people, achievement is a reward in itself. It is the basic factor, which spurs people to go and do a better job.
How do you, as a leader, use achievement as a developer? If someone knows that they have achieved something, they must first know what is expected of them – a set goal – if they are to realize later they have achieved it or exceeded it. Thus, if you intend to use achievement as a developer, you must be sure you clearly outline goals for your people to strive for.
Closely related to achievement, it is meaningless unless earned. Recognition is an expression of approval – or appreciation – by others whose opinion and judgment is valued. Within the business world, you have many ways to show recognition.
Recognition and praise will show many unknown facets, like a diamond – recognition polishes it and allows latent talent to shine out.
People are more strongly motivated if they feel they have helped in the planning of their objectives, rather than being told. They should feel as part of not only their own work, but of the total group and Company.
Remember, inactivity is often caused by feelings of inadequacy. Participation can overcome this feeling of inadequacy.
The person who feels as if they are at a dead end, probably is. They must feel that there are the opportunities available for them to grow and that they are growing in experience, knowledge, skill and understanding. If we can help them to start growing, the person will, in fact, exert more effort. Even the rewarding of others can achieve motivation, because it shows that opportunity is available for growth.
Remember, confidence is built by achievement levels, set along the way to one’s goals.
Leadership development begins with you. Leadership development starts at the top.