So many times in my career across various enterprises, countries and cultures, I have encountered fine people performing well below their potential. How can leaders turn this around? Even a few simple things can make a significant difference and save the organisation time and money – a lot!
Whilst organisations require resources to perform in a range of roles, some of which require exceptional skills and aptitude and others of which may be mundane, the possibility to deliver exceptional and sustained team performance is a sum of the parts. Each member of a team may rightly take pride in the success of the team, even if certain roles are performed in a perfunctory manner.
Contributions outside the prescribed roles may also have a major impact. Providing freedom for individual creativity and expression within the business context, can enhance team connection and identity. Pivotal improvement in team performance might be as simply achieved as hosting a team event outside “business as usual” conditions.
Motivation for work and motivation for individuals to perform at exceptional levels varies according to a multitude of factors, personal to each individual. Good leaders inspire their teams to achieve the business goals, recognising their individual contribution and its impact towards the goals. No-one comes to work to do a “bad job”, however the impact of sub-optimal performance can negatively impact the success of the team. Conversely, recognising a “good job” done well can have a profound, positive and sustained effect.
A leadership habit that includes periodic engagement with team members to reflect on the success of the team and the contributions of each team member, provides the opportunity for leaders to recognise and value the contributions of each individual. This may be simply an informal chat, so long as the contribution of the individual in its context to the role is recognised.
Inevitably, individuals reflect on their role within a team and the impact of their contributions as they calibrate their “why do I do this?” Taking time to connect and value personal contribution and its impact on the business performance provides an important nexus to which the “why” may be rationalised.
I often encourage individuals to consider their annual debt to their CV, recording the two big things they did in the year that made a difference. “Would someone reading your CV see the exceptional difference you made in this role, or would your CV reflect “I spent years doing stuff”?
Encouraging team members to pause to reflect on the contributions made in the role they performed and the differences they made to the business is as impactful for a senior leader driving a successful change process, or an entrepreneur improving profitability in stellar proportions, as the administrator or Executive Assistant assisting leaders to use their time effectively or the new graduate, learning on the job and performing time consuming, but impactful contributions for the business with enthusiasm and a positive attitude.
I like to share the following list of Inspiring Traits of Exceptional Leaders by Glenn Leibowitz* with my clients and this can also act as a personal audit and reminder for leaders.
In summary;
They seek your advice. They recognize your contributions. They care.
Inspiring Traits of Exceptional Leaders
1. They trust you to do the job you've been hired to do.
2. They seek your advice and input.
3. They find opportunities to let you shine.
4. They recognize your contributions.
5. They have your back during tough times.
6. They are master storytellers.
7. They challenge you to do bigger and better things.
8. They express appreciation.
9. They are responsive.
10. They know when to apologize.
11. They give credit where credit is due.
12. They treat others with dignity and respect.
13. They care.