How to Inspire Your Team as A Leader

Being a leader is one of the hardest roles to handle. The shoe may just seem to be too big to fill that some leaders choose to take it off of their feet. Pressure in handling the job and the weight of responsibility sometimes makes leaders oblivious of the things around them. As a result, communication and the people get affected.

In order to revive the dying motivation among teammates, leaders face the challenge of inspiring. When the connection slowly drifts the leader apart from his followers, the effort to bring them back sometimes leads to failure. For the few who hold on until the end, great rewards are being given.

The Peterson Group Consulting and Coaching says there is still hope for those who are struggling to maintain the past relationships halted by neglect. Leaders should try being compassionate to regain the trust and follow few of the expert tips below:

  1. Be compassionate.

While others consider being compassionate as weak, experts actually advise leaders to show more compassion towards their subordinates. You cannot immediately dismiss a person because he is too slow to digest information nor can you easily complain of their lack of understanding. Although it is really advantageous to get a person who can understood immediately, we also have to understand that all of us have different levels and paces of understanding. Be hard on the results, not on the person. Who knows, he may be able to give more concrete ideas despite his late understanding.

  1. Always Trust

One of the crumbling blocks within a relationship is distrust. People who lack trust to other people get distrusted in the end. When you give unwavering trust to your subordinates, expect them to do a great job. Inexperienced managers tend to meddle in the minutiae of what their teams are doing instead of giving them the tools and support they need to do a great job.

  1. Know the Difference between Skill and Will

No matter how skillful and talented a person is but lacks the will, he can never go any further. Lack of skill and lack of will are two main factors of underperformance. In a motivational study held in Jakarta, Indonesia, a lot of leaders agree that a skill gap is easy to fill with proper training, supporting and monitoring while the will gap makes it harder to cross. You need to dig into your employee's motivations. Is he not happy in his work anymore? Is there something blocking him? To coax him in telling you the reason, you have to get back to number one.

Comments (4)

Dec 31, 1969

1) You need to get them engaged - you might be able to get someone to do something by telling them at a company, but that shit does not fly in college. I find it's easiest to get my way if I have everyone else speak first, so I can get a feel for what they want, what their weaknesses are, and how I can move them closer to where I want them to be. In this case, you've got to figure out how to relate the project to them - there are very few students who genuinely do not want to learn, and considering how mundane studying can be, you really need to emphasize that group work is a break from that, and a chance for them to let loose a bit. Your doing all the work yourself is not what a group project is about - if I was your professor, I might have failed you. One person not wanting to contribute is believable; three is unacceptable. You really need to figure out how to get them all to buy in, and if that means you guide someone else in to taking charge, then do so.
2) See above

Dec 31, 1969

a great man once said, "everyone responds to incentives, the rest is just commentary"

Incentives:
1. Pizza/group meal paid by YOU for completing task on deadline
2. Appreciation for best performer IN FRONT OF other people (we are all social animals at end of day and nothing makes us happier than being put on a pedestal above other people in close proximity)

Dec 31, 1969
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