How to Inspire

People not only want to be heard, but want to know that their contributions are being noticed and not taken for granted.  They want to make a difference.  Here are 10 ways to inspire a team through leadership (taken from a Forbes article):

1.       Solve, don’t sell.  Rather than selling employees about why they should perform better, explain why their contributions help solve problems and contribute toward the company’s advancement.  Employees are more inclined to step up their game when they know their work can add value to the whole.

2.       Purpose, not profit.  Employees are inspired by knowing that their hard work makes a difference beyond profitability.  They want leaders who look to create a wider reaching impact that extends into the community and influences social causes.

3.       Know the ingredients, not just the recipe.  The secret recipe to inspiring employees is knowing the “ingredients” of the people you are inspiring.  Employees are inspired when a leader takes the time to know them and show them that they have their best interests at heart.

4.       Learning, not just lecturing.  Employees are tired of being told what to do and are tired of leaders that inflict fear.  They are eager to learn, want objective feedback, and leaders that continuously coach.  Stop lecturing and start teaching.  

5.       Innovation, not just Ideation.  Employees want to create an impact.  Ideation is important, but being part of implementing the ideas that come to life is a more exciting and meaningful growth opportunity that inspires your employees to perform.  When given the right tools and resources, the best employees will instinctively challenge themselves and will perform better.

6.       Significance, not just success.  Activate the natural talents of your employees in ways that make them feel more responsible about their jobs to inspire with a longer lasting impact.  You never know the significance of someone’s performance until you measure it; and when you do, it’s an effective way to inspire even greater performance.

7.       Ownership, not just accountability.  When you give your employees ownership in the process of defining how accountability is enforced, you inspire trust and desire to go above and beyond the call of duty.   Giving ownership means that you entrust them with your authority.  Outline the expectations for the end result and allow them to take charge of the project.  Meet once a week to observe the change in attitude and desire to perform.  Use what you learn along the way to customize your approach to best inspire that employee’s performance long-term.  

8.       Respect, not just recognition.  Beyond appreciation and praise, show your respect and admiration for the work of your employees.  Re-train your employees about the importance of respect and lead them in how to earn it.  When they see the greater impact respect delivers, they will be inspired by your example.

9.       Personal growth, not just responsibility.  When a leader can help foster the professional growth and development of their employees, performance flourishes most.  Leaders must take more time to mentor and/or guide their employee’s development and growth.  

10.   Trust, not just transparency.  Ultimately, it is a relationship based on trust that inspires employees to perform.  When you trust someone, you believe in them.  People are inspired when they know that their leaders believe in their capabilities to deliver.

Inspiring employees to optimally perform requires a leader who can see beyond the obvious in people.  Inspiration comes not from something that you can turn on and off, but rather from constant behavior - triggered through multiple ways - that makes your employees feel that they matter and that you genuinely care.